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Opportunity Partners Case Study Solution

CASE ANALYSIS

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Opportunity Partners Case Study Solution

Background and Facts

Opportunity Partners a workplace supplies seller for small and also average sized organisations has actually lately been involved in planning for a merging with its rival Residence Deport, which has impacted performance levels in departmentswith the senior manager involved in legal difficulties put forth by the federal Profession Payment. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the future. With obstacles in the type of a prospective cultural modification and also low employee spirits, the organization requires a total reengineering initiative at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising division of Opportunity Partners is increasing uncertainty in the working environment causing different challenges for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting calculated decisions given that Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Trade Compensation's intervention at the same time. Given the truth that the store has a global presence with branches in UK, USA, Canada and Germany, political consider each of these nations may have the ability to impact performance or critical objectives. Federal Profession Payment's antitrust fit versus the merging occupied valuable time of the company's elderly administration recommending that 'political' factors can have significant ramifications for an international organisation.

Economic Factors: Financial factors such as the emergence of local business in the global situation recommend that Opportunity Partners is growing in a setting where there is prospective growth of companies. Along with this, fact that shop consumers are mainly looking for workplace materials for home offices recommends that the market has a climbing pattern of entrepreneurs and also home based organisations.

Social factors: Social trends in the economic climate show that customers are looking for comfort as well as eye-catching costs. Marketing research shows how the consumer for Opportunity Partners does not have understanding about discovering services which can provide a mix of comfort as well as low costs.

Technological factors: Technology plays a crucial function in Opportunity Partners's business method particularly as the company is piloting Technology centers which would certainly use technology sales as well as support in the type of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues and also Effects.

Several underlying Business Behavior problems can be seen in Opportunity Partners's case as highlighted in this area.

Apprehensions regarding cultural modification: There is concern about a cultural modification that would happen when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with a lot of the team member already showing discontent over this potential relocation. This expected modification has actually produced anxiety in the workplace which has actually been paired with the past anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is shortage of employees that can match the stressful environment of a busy organization. Not just does this lead to trouble in discovering the right people, it places tension on new hires as can not endure the speed as well as pressure that the organization anticipates them to bear.

Double Coverage Lines: Beginners discover this organizational society cumbersome as well as difficult to handle particularly as populated line connections are meant to be weak as a whole and unbiased setup and efficiency assessment is still done by the solid line supervisor. This suggests that novices could shed quality regarding their respective duties as well as purposes especially as dotted line reporting does not keep them in direct communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had actually been hypothesized that the latter would certainly take Krasnow's setting came as a strike to her morale. Lewis may have been capable and also proper for the work however the fact that Kransnow's separation would make Coles a direct report to Lewis may have been the reason for Coles' resignation from services.

Concern & Work Insecurity: Concern as well as instability can be recognized as 2 significant problems that Lewis would be managing specifically as the merging has currently be terminated as well as two senior execs of the advertising and marketing division would certainly be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural change but would certainly also have to confirm herself in her new function.

Inappropriate Management Style of Leader: Lewis's management style as well as its incompatibility with the advertising department's duty can additionally be viewed as an OB difficulty especially as she has actually been used to managing issues in the operations division where workers are taught to concentrate on procedures as well as obtain them right. The advertising division on the other hand can be viewed as a team of individuals who are used to being supported by Krasnow who focused a lot more on result than processes.

Interdepartmental Differences: Interdepartmental disagreements in between 3 departments, advertising and marketing, merchandizing and also operations respectively over the allotment of the marketing mix can be determined as one more OB concern. Although the advertising and marketing division does not share the exact same vision as the various other two departments regarding the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also operations departments do not concur over the marketing mix allowance among one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the marketing and advertising divisions can be identified as one more OB concern which could require further interest. The fact that the marketing and advertising sections in the advertising and marketing division are disconnected is protecting against both departments from getting from each various other's experience and also proficiency. Combination of advertising with merchandising and also operations would certainly come to be harder if the advertising and marketing division itself is disintegrated which can be another potential OB concern.

Opportunity Partners Analysis

Different concepts have been used to clarify the conditions to get additional clearness concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors believe that staffs are passive and lazy, have little aspiration as well as stand up to modification. The circumstance at Opportunity Partners is not entirely following Theory X, it can be seen that brand-new hires are locating this setting rather demanding which might ultimately lead to a greater inclination of the monitoring in the direction of Theory X. Also while assessing Lewis's administration design, theory X may have been suitable in the operations department to some level but the Marketing division would require reliance on Concept Y in order to get the creativity and originality from the groups.

Tuckman's Team effort Concept: As much as Lewis's concern about bringing harmony between the advertising and advertising department is concerned, this would initially lead to clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising as well as advertising and marketing department's work, there may be the same initial separate which could lead to the second phase of 'storming' where the teams challenge one an additional.

Bridges' Transition Design: As per William Bridge's theory (appendix 4), people are rather awkward with change, which is apparent by the situation at Opportunity Partners The circumstance can be viewed as a typical program of life if is examined according to Bridge's concept where he describes that people undergo 3 stages of shift when they experience modification. 'Ending, shedding and also Releasing', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they go into stage one and so there might be feelings like unhappiness, uncertainty, aggravation, rage, anxiety, rejection and disorientation.The situation at the marketing division of Opportunity Partners is similar so Lewis can get comfy with the idea that it is not remarkable actions. In the 2nd phase, there may be a need to connect the void between the brand-new as well as old society so Lewis may need to encounter this experience when Krasnow leaves. There may be low morale as well as low efficiency at this phase which ought to not be taken as a trouble. It is throughout this phase that Lewis will have to offer guidance to the department to make sure that they can find a sense of direction. It can be seen how Krasnow has currently made this shift less complicated by making Lewis obtain associated with the department a year before his real separation. As per Bridges' Model, phase three will produce openness to knowing, High energy and dedication as individuals will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB concern pertaining to instability at the work environment has actually been set off to start with by the adjustment in management and secondly by the truth that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has talks about the value of 'security requires as being a lower level demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and also out of danger' goes to the 2nd level of needs. Before an employee can be made to create emotionally, he needs to have his 'Physical 'as well as 'Safety and security' requires satisfied. This suggests that unless the workers are made to feel protected regarding their existing employment condition in Opportunity Partners they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Opportunity Partners Case Study



Effects of Analysis.

The OB analysis has looked at numerous theories to recognize exactly how to handle the existing situation available. The adhering to three alternatives have been suggested to aid Lewis handle the business obstacles in the advertising division. Each of these choices has been suggested for easing the shift required to bring the marketing division according to the demands of the marketplace as well as for making the cultural change that would adhere to when the existing leader leaves.

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

Assessment of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business marketing along with agency and retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing and also advertising features.

The advantage of this strategy is that it will certainly incorporate both features while decreasing the requirement for working with an additional source for marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and also in any case her substitute would certainly be required for the present function that she is doing. The negative aspect of this alternative is that external hiring may cause bitterness from inner employees that might be eying the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Manufacturing: Given the competitive stress and also high quality job needed from the advertising agency, it is suggested that Lewis should allow the production device to be a separate feature from the marketing unit. Since a lot of advertising agencies had these two functions as separate systems, it makes even more sense to follow the norm. Along with this, both functions might have the ability to concentrate on their core turns on much more efficiently. The downside of this method would be that added costs would have to be birthed for setting up separate production features. A manufacturing head may have to be hired which might boost expenses for the company.

Assimilation of Advertising And Marketing with Operations: Since Lewis is already taking care of the advertising and procedures departments all at once; it makes good sense to integrate both features since she has been successfully dealing with both ends. The truth that the two departments currently have major differences over appropriation of sources recommends that this assimilation may have the ability to cause harmony especially as Lewis would be heading both ends.However there are different disadvantages of this step particularly as it would certainly put way too much problem over Lewis's shoulders. The fact that Lewis needs to adapt her administration design for the marketing department suggests that these 2 departments would certainly be culturally varied. Lewis might not be able to use one kind of management design to both divisions which could result in inadequacy in either one of the two functions.

Recommendation.



An examination of the three options suggests that assimilation of marketing and procedures would not be a practical action because of the vast differences in between the two departments despite the fact that presently Lewis is taking care of both. While separation of the manufacturing feature may have been a desirable relocation for the advertising department, the truth that it would mean putting a 3rd feature under Lewis's wing suggests this need to be prevented too. The combination of the advertising and marketing department is the very best choice in regards to obtaining the optimal results from the division. An action prepare for this choice is gone over below.

Action Strategy.
Recommendation
Lewis will take over the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be combined.

Judith Shapiro will be worked with to take Lewis's area as SVP of advertising and marketing.

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

Lewis will separate herself from procedures.

A democratic management design with employee empowerment will be used in advertising division.

Open door policy and also focus on cross departmental communication will be aimed at eliminating discord.

Backup strategy.

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