Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B Case Study Help


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Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B Case Study Solution

Background and Facts

Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B a workplace materials store for tiny and also medium sized businesses has actually just recently been involved in planning for a merger with its competitor Residence Deport, which has actually affected effectiveness degrees in departmentswith the elderly manager associated with legal complications put forth by the federal Trade Payment. With the Advertising Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the future. With challenges in the kind of a prospective cultural adjustment as well as low worker morale, the organization requires a total reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social modification at the advertising and marketing division of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is boosting uncertainty in the working environment resulting in different obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting critical choices because Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Profession Commission's intervention in the process. Provided the reality that the store has an international existence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may have the ability to impact performance or calculated goals. Federal Trade Commission's antitrust match against the merging occupied important time of the organization's elderly monitoring recommending that 'political' factors can have significant effects for an international company.

Economic Factors: Economic factors such as the development of small companies in the worldwide situation suggest that Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is thriving in an atmosphere where there is potential growth of companies. Reality that store consumers are mostly looking for workplace materials for house workplaces suggests that the market has a rising pattern of business owners and also house based businesses.

Social factors: Social patterns in the economic climate show that clients are seeking comfort in addition to eye-catching rates. Market research shows how the customer for Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B lacks understanding regarding discovering options which can use a mix of ease and also inexpensive.

Technological factors: Modern technology plays a vital function in Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B's business technique particularly as the company is piloting Technology centers which would certainly use modern technology sales and also support in the form of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Actions problems can be seen in Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B's case as highlighted in this area.

Worries about cultural adjustment: There is worry about a cultural change that would happen as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with most of the staff members currently showing unhappiness over this possible move. This expected change has produced tension in the office which has actually been combined with the previous stress of preparing the company for a possible merging with Home Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is scarcity of workers that can match the demanding setting of a fast-paced organization. Not just does this lead to trouble in discovering the right people, it places stress and anxiety on brand-new hires as can not withstand the pace and pressure that the organization expects them to birth.

Dual Coverage Lines: Novices find this organizational culture troublesome and also hard to manage particularly as populated line relationships are suggested to be weaker as a whole and also unbiased setup and also efficiency examination is still done by the strong line manager. This means that beginners might lose quality concerning their respective functions as well as objectives particularly as populated line reporting does not keep them in straight communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's placement came as an impact to her morale. Lewis may have been qualified and also proper for the task however the reality that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Task Instability: Fear as well as insecurity can be identified as 2 significant issues that Lewis would certainly be dealing with especially as the merging has actually currently be terminated as well as two senior executives of the marketing division would be leaving. The whole responsibility of the department would certainly be falling on Lewis's shoulders who would certainly not simply be in charge of brining regarding a cultural adjustment yet would certainly additionally have to show herself in her brand-new duty.

Incompatible Management Style of Leader: Lewis's monitoring design and its incompatibility with the advertising and marketing division's role can additionally be seen as an OB difficulty particularly as she has been made use of to dealing with concerns in the procedures department where employees are educated to concentrate on processes and get them. The advertising and marketing department on the other hand can be seen as a group of individuals who are utilized to being supported by Krasnow that focused a lot more on outcome than procedures.

Interdepartmental Differences: Interdepartmental differences between three divisions, advertising and marketing, merchandizing and operations respectively over the allotment of the advertising and marketing mix can be recognized as another OB worry. Although the marketing division does not share the exact same vision as the other two departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations divisions do not concur over the advertising mix allocation among one another either.

Fragmentation in Advertising Department: Fragmentation between the marketing and advertising divisions can be identified as one more OB problem which can require more interest. The reality that the marketing and advertising sections in the marketing department are disconnected is avoiding both divisions from obtaining from each various other's experience and also experience. Combination of marketing with merchandising and procedures would come to be harder if the advertising department itself is disintegrated which can be an additional prospective OB issue.

Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B Analysis

Numerous theories have been made use of to discuss the situations to get further quality concerning the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are easy and also careless, have little passion and also stand up to modification. The difficult version of this concept highlighted browbeating, limited controls, dangers as well as penalties. In time it creates low productivity, subtle sabotage as well as rivalry (Deal, 2003). The scenario at Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is not totally complying with Theory X, it can be seen that new hires are discovering this setting instead stressful which might at some point lead to a higher inclination of the management in the direction of Concept X. According to McGregor's promoted sight, which he called Theory Y, the necessary task of the management is to organize business problems to ensure that individuals can achieve their very own goals best by guiding their initiatives towards organizational incentives. If individuals find no complete satisfaction in their work, the administration would certainly have little option but to count on theory X and also exterior control (Offer, 2003). Even while examining Lewis's management style, theory X may have been suitable in the procedures division somewhat yet the Marketing division would certainly need reliance on Concept Y to get the creative thinking and originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's worry about bringing harmony in between the marketing and advertising department is concerned, this would originally bring about clash as discussed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the preliminary phase of group growth, people may not bond, as they are busy discovering their location in the team. By incorporating the advertising and marketing division's job, there may coincide preliminary detach which can result in the second stage of 'storming' where the groups challenge one another. Nevertheless, it is only during the 3rd phase or 'norming' when they would come together to share suggestions before the group can cause synergy in the 4th phase 'doing'.

When individuals are presented with change, they enter stage one as well as so there may be emotions like unhappiness, uncertainty, frustration, anger, worry, denial and also disorientation.The situation at the advertising and marketing division of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is similar so Lewis can obtain comfortable with the suggestion that it is not phenomenal behavior. It is during this phase that Lewis will certainly have to offer support to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has actually currently made this shift much easier by making Lewis obtain entailed in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has talks about the significance of 'safety needs as being a lower degree need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and out of danger' is at the 2nd degree of requirements. Prior to a worker can be made to develop mentally, he requires to have his 'Physiological 'and also 'Security' requires satisfied.

SWOT Analysis for Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B Case Study

Effects of Analysis.

The OB analysis has taken a look at various theories to recognize exactly how to cope with the current scenario handy. The following three choices have actually been suggested to help Lewis take care of the organizational difficulties in the advertising and marketing department. Each of these choices has been recommended for easing the change needed to bring the advertising department according to the requirements of the marketplace and also for making the social adjustment that would follow once the existing leader leaves.

Combination of marketing and advertising features. Dividing Adverting as well as Manufacturing features. Integration of Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has expertise in business-to-business advertising along with firm and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The advantage of this technique is that it will incorporate the two features while lowering the requirement for working with an extra resource for advertising. Lewis would be heading the marketing division as well as in any kind of case her substitute would certainly be needed for the present duty that she is carrying out. The downside of this option is that external hiring may cause resentment from internal employees that might be looking at the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Production: Provided the competitive stress and top quality work called for from the ad agency, it is suggested that Lewis ought to permit the manufacturing system to be a different feature from the marketing system. Given that many ad agency had these 2 functions as separate systems, it makes even more feeling to follow the standard. Both features might be able to focus on their core activates extra efficiently. However, the drawback of this approach would certainly be that extra prices would certainly need to be birthed for setting up different manufacturing features. Along with this, a production head might need to be worked with which can increase expenses for the organization.

Combination of Advertising And Marketing with Operations: Considering that Lewis is currently taking care of the advertising and procedures divisions simultaneously; it makes sense to integrate the two functions because she has been effectively taking treatment of both ends. The reality that Lewis has to adjust her monitoring design for the marketing department suggests that these two departments would be culturally varied.


An examination of the three options suggests that combination of advertising and marketing as well as procedures would not be a possible relocation due to the large differences between both departments although that presently Lewis is taking care of both. While splitting up of the manufacturing function may have been a favorable move for the marketing department, the reality that it would imply placing a 3rd feature under Lewis's wing means this should be avoided too. The combination of the advertising and marketing division is the best alternative in terms of getting the optimal results from the division. An action prepare for this alternative is talked about below.

Activity Plan.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

Judith Shapiro will certainly be employed to take Lewis's place as SVP of marketing and advertising.

Manufacturing feature will certainly stay component of advertising and marketing under advertising function.

Lewis will separate herself from operations.

A democratic management design with employee empowerment will be made use of in advertising and marketing division.

Open up door plan and focus on cross department interaction will certainly be focused on eliminating dissonance.

Backup strategy.

If the integration does not work out as planned, a backup plan would adhere to which would separate the production function from the marketing function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing division without an SVP. In that case the production function will most definitely be divided by placing it under an SVP manufacturing.