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Omar Selim Building A Values Based Asset Management Firm B Case Study Analysis

CASE SOLUTION

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Omar Selim Building A Values Based Asset Management Firm B Case Study Solution

Background and Facts

Omar Selim Building A Values Based Asset Management Firm B a workplace products retailer for tiny as well as medium sized companies has actually lately been involved in planning for a merger with its competitor Home Deport, which has actually impacted efficiency degrees in departmentswith the senior manager involved in legal problems put forth by the government Trade Commission. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the near future. With difficulties in the type of a prospective cultural modification and reduced employee morale, the organization needs a complete reengineering effort at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural change at the advertising division of Omar Selim Building A Values Based Asset Management Firm B is enhancing uncertainty in the workplace leading to different obstacles for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting strategic choices since Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Commission's treatment while doing so. Given the truth that the shop has a worldwide visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may be able to influence performance or calculated goals. Federal Profession Compensation's antitrust fit versus the merger took up valuable time of the company's senior management suggesting that 'political' factors can have severe implications for an international service.

Economic Factors: Financial factors such as the emergence of small businesses in the international circumstance recommend that Omar Selim Building A Values Based Asset Management Firm B is prospering in an environment where there is prospective growth of organisations. Reality that shop customers are mostly looking for office supplies for house offices suggests that the market has a climbing fad of business owners and also house based companies.

Social factors: Social trends in the economic climate show that clients are searching for ease along with appealing rates. Marketing research demonstrates how the consumer for Omar Selim Building A Values Based Asset Management Firm B does not have recognition concerning discovering options which can offer a mix of comfort as well as inexpensive.

Technological factors: Innovation plays a vital function in Omar Selim Building A Values Based Asset Management Firm B's service technique especially as the company is piloting Modern technology centers which would certainly provide innovation sales and support in the kind of memory upgrades, outer setups. (Recap of INSECT in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Actions issues can be seen in Omar Selim Building A Values Based Asset Management Firm B's case as highlighted in this section.

Concerns about cultural adjustment: There is uneasiness concerning a social adjustment that would take place as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with the majority of the staff members already revealing unhappiness over this prospective relocation. This expected change has actually developed anxiety in the work environment which has been combined with the previous stress and anxiety of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a hectic company. Not just does this result in problem in discovering the best individuals, it places stress and anxiety on brand-new hires as can not withstand the rate and also pressure that the company anticipates them to bear.

Twin Reporting Lines: Novices discover this organizational society difficult and also challenging to manage especially as populated line relationships are meant to be weak generally as well as unbiased setting and performance evaluation is still done by the strong line supervisor. This indicates that newcomers might lose clearness concerning their respective roles and also objectives specifically as populated line reporting does not keep them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's position came as a strike to her spirits. Lewis may have been capable as well as ideal for the task but the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Work Instability: Anxiety as well as insecurity can be recognized as two significant issues that Lewis would be dealing with especially as the merger has actually currently be terminated and 2 elderly executives of the marketing department would certainly be leaving. The entire responsibility of the department would certainly be dropping on Lewis's shoulders who would not just supervise of brining about a cultural adjustment yet would additionally have to verify herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's monitoring design and its incompatibility with the advertising division's role can also be seen as an OB obstacle specifically as she has been used to taking care of concerns in the operations division where workers are educated to focus on processes as well as get them. The advertising and marketing department on the other hand can be seen as a group of individuals that are used to being nurtured by Krasnow that concentrated a lot more on result than procedures.

Interdepartmental Disputes: Interdepartmental disputes between three divisions, advertising, merchandizing and operations specifically over the allowance of the marketing mix can be recognized as an additional OB problem. Although the marketing department does not share the exact same vision as the various other 2 divisions regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures divisions do not concur over the marketing mix allocation among each other either.

Fragmentation in Advertising Division: Fragmentation in between the advertising and marketing departments can be recognized as an additional OB problem which might require further interest. The reality that the advertising and marketing sections in the advertising department are detached is protecting against both departments from obtaining from each various other's experience as well as know-how. Integration of advertising with merchandising and procedures would end up being harder if the marketing division itself is disintegrated which can be an additional prospective OB problem.

Omar Selim Building A Values Based Asset Management Firm B Analysis

Numerous concepts have been utilized to explain the situations to get further clarity about the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that juniors are passive and careless, have little ambition and also stand up to adjustment. The scenario at Omar Selim Building A Values Based Asset Management Firm B is not entirely adhering to Concept X, it can be seen that brand-new hires are locating this atmosphere rather difficult which might ultimately lead to a greater disposition of the monitoring in the direction of Theory X. Even while examining Lewis's monitoring design, theory X may have been ideal in the procedures division to some extent yet the Advertising division would call for dependence on Theory Y in order to get the creative thinking and originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's problem about bringing consistency in between the advertising and marketing department is concerned, this would originally cause contrast as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the preliminary stage of group advancement, people might not bond, as they are active locating their area in the group. By integrating the marketing and advertising department's work, there might coincide initial disconnect which might lead to the 2nd phase of 'storming' where the teams test each other. It is only during the 3rd stage or 'norming' when they would come together to share ideas prior to the team can bring around synergy in the 4th phase 'doing'.

When people are provided with modification, they get in phase one and also so there may be emotions like sadness, uncertainty, disappointment, temper, fear, rejection and also disorientation.The situation at the advertising department of Omar Selim Building A Values Based Asset Management Firm B is similar so Lewis can obtain comfortable with the concept that it is not remarkable actions. It is throughout this phase that Lewis will have to provide assistance to the division so that they can discover a feeling of direction. It can be seen just how Krasnow has currently made this change less complicated by making Lewis obtain entailed in the department a year prior to his real separation.
Vrio Analysis
Maslow's Demand pecking order: The OB problem related to insecurity at the work environment has been set off firstly by the change in management and secondly by the reality that the merging will certainly no longer be started. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has goes over the significance of 'safety requires as being a reduced level demand of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel safe as well as safe' goes to the second level of needs. Before an employee can be made to create mentally, he needs to have his 'Physiological 'as well as 'Security' requires satisfied. This suggests that unless the employees are made to really feel protected regarding their present work condition in Omar Selim Building A Values Based Asset Management Firm B they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Omar Selim Building A Values Based Asset Management Firm B Case Study



Implication of Analysis.

The OB analysis has considered numerous theories to understand how to cope with the existing circumstance available. The complying with three options have been suggested to aid Lewis manage the organizational difficulties in the advertising and marketing department. Each of these choices has actually been suggested for relieving the change required to bring the advertising department according to the requirements of the market and also for making the cultural adjustment that would adhere to when the present leader leaves.

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

Evaluation of Alternatives.

Combination of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising company of Omar Selim Building A Values Based Asset Management Firm B is already stamina for the organization in terms of conserving up on expenses related to advertising and marketing as well as promotion. Given that no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being straight designated to Krasnow for the advertising and marketing feature, this is a favorable opportunity for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merger days has expertise in business-to-business marketing in addition to agency and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The advantage of this technique is that it will incorporate the two functions while reducing the demand for employing an extra source for advertising. Lewis would certainly be heading the advertising division as well as in any case her replacement would certainly be required for the present role that she is executing. The disadvantage of this option is that outside hiring may cause resentment from interior workers who may be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Given the affordable stress and high quality work required from the advertising agency, it is advised that Lewis must enable the production unit to be a different feature from the marketing system. Considering that the majority of ad agency had these two functions as separate systems, it makes more sense to adhere to the norm. Along with this, both features may have the ability to concentrate on their core turns on extra effectively. The downside of this technique would certainly be that extra costs would have to be birthed for establishing up different production features. In addition to this, a manufacturing head may need to be worked with which can enhance expenses for the organization.

Integration of Advertising with Operations: Because Lewis is already caring for the advertising and marketing and also operations divisions at the same time; it makes good sense to integrate the two functions given that she has actually been effectively looking after both ends. The reality that both divisions already have significant differences over allocation of sources recommends that this integration may have the ability to produce harmony especially as Lewis would be heading both ends.However there are numerous disadvantages of this action specifically as it would certainly put excessive burden over Lewis's shoulders. The reality that Lewis needs to adjust her management style for the marketing department recommends that these 2 divisions would be culturally varied. In addition to this, Lewis might not have the ability to use one kind of management style to both departments which could cause inefficiency in either among the two features.

Referral.



An evaluation of the three alternatives suggests that assimilation of marketing and also operations would not be a viable move as a result of the vast differences in between the two departments although that presently Lewis is taking care of both. While splitting up of the production feature might have been a favorable move for the marketing division, the reality that it would certainly imply positioning a third function under Lewis's wing implies this ought to be avoided as well. The assimilation of the marketing division is the most effective choice in regards to getting the ideal arise from the department. An activity plan for this choice is discussed listed below.

Action Strategy.
Recommendation
Lewis will certainly take control of the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Manufacturing function will certainly continue to be component of advertising and marketing under marketing feature.

Lewis will certainly divide herself from operations.

A democratic management style with worker empowerment will be utilized in marketing division.

Open up door policy and focus on cross departmental interaction will certainly be aimed at eliminating discord.

Contingency plan.

If the integration does not exercise as prepared, a backup strategy would comply with which would certainly divide the manufacturing function from the advertising and marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing division without an SVP. In that case the production function will certainly be separated by putting it under an SVP production.