Option Valuation And Dividend Payments Case Study Analysis


Home >> Harvard >> Option Valuation And Dividend Payments >>

Option Valuation And Dividend Payments Case Study Help

Background and Facts

Option Valuation And Dividend Payments a workplace products retailer for small and also average sized organisations has actually just recently been involved in preparing for a merging with its competitor House Deport, which has actually affected effectiveness levels in departmentswith the senior manager involved in legal problems presented by the federal Trade Compensation. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the near future. With obstacles in the form of a prospective social change and also low staff member morale, the organization needs a full reengineering effort at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social change at the advertising and marketing division of Option Valuation And Dividend Payments is enhancing uncertainty in the working environment bring about numerous obstacles for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting tactical decisions considering that Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Profession Payment's treatment while doing so. Provided the truth that the store has an international presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries might be able to influence performance or calculated goals. Federal Trade Compensation's antitrust match against the merging used up important time of the company's elderly management suggesting that 'political' factors can have serious implications for a global service.

Economic Factors: Financial factors such as the development of small businesses in the international circumstance recommend that Option Valuation And Dividend Payments is thriving in a setting where there is potential growth of services. Along with this, fact that store customers are primarily trying to find workplace products for office recommends that the marketplace has a rising fad of business owners as well as home based organisations.

Social factors: Social patterns in the economy reveal that consumers are looking for benefit in addition to eye-catching rates. Marketing research demonstrates how the consumer for Option Valuation And Dividend Payments does not have understanding about finding services which can offer a combination of comfort and affordable.

Technological factors: Technology plays a vital role in Option Valuation And Dividend Payments's company strategy specifically as the organization is piloting Innovation centers which would certainly offer innovation sales and support in the form of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues as well as Effects.

Numerous underlying Organizational Habits issues can be seen in Option Valuation And Dividend Payments's case as highlighted in this area.

Concerns regarding social modification: There is uneasiness regarding a social change that would certainly take place as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the personnel already revealing discontent over this potential action. This expected change has developed stress in the work environment which has actually been paired with the previous stress and anxiety of preparing the company for a possible merger with House Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is shortage of personnel that can match the demanding setting of a busy organization. Not just does this cause difficulty in finding the ideal individuals, it places stress and anxiety on new hires as can not endure the speed and also stress that the organization anticipates them to birth.

Twin Reporting Lines: Novices locate this business culture cumbersome and also hard to manage particularly as populated line partnerships are implied to be weak as a whole as well as unbiased setup as well as performance assessment is still done by the solid line supervisor. This implies that beginners might lose quality concerning their corresponding roles and objectives especially as populated line reporting does not keep them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had been speculated that the last would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been capable as well as appropriate for the job but the truth that Kransnow's separation would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Instability: Anxiety as well as instability can be identified as 2 major problems that Lewis would be managing specifically as the merger has actually currently be cancelled and also 2 senior execs of the advertising division would certainly be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders who would not just supervise of brining about a cultural change yet would likewise have to prove herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's monitoring style as well as its incompatibility with the advertising and marketing division's role can additionally be seen as an OB obstacle especially as she has been utilized to managing problems in the procedures division where workers are educated to concentrate on processes as well as obtain them. The advertising and marketing department on the various other hand can be viewed as a group of people that are used to being supported by Krasnow that focused a lot more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between 3 departments, advertising and marketing, merchandizing and also procedures specifically over the allowance of the marketing mix can be determined as one more OB concern. Although the marketing division does not share the exact same vision as the various other 2 departments concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also operations departments do not agree over the marketing mix appropriation among one another either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising divisions can be determined as one more OB concern which can need further attention. The fact that the advertising and marketing sections in the marketing department are separated is preventing both divisions from getting from each various other's experience as well as competence. Integration of advertising with merchandising as well as operations would certainly come to be more difficult if the advertising and marketing division itself is degenerated which can be one more prospective OB problem.

Option Valuation And Dividend Payments Analysis

Numerous theories have been used to describe the circumstances to get more clearness concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that subordinates are passive and careless, have little aspiration and resist change. The hard version of this concept emphasized coercion, limited controls, threats and also punishments. With time it creates low efficiency, refined sabotage and competition (Offer, 2003). The scenario at Option Valuation And Dividend Payments is not totally complying with Concept X, it can be seen that new hires are finding this atmosphere instead difficult which might eventually lead to a better inclination of the administration towards Concept X. Based on McGregor's supported sight, which he called Theory Y, the essential job of the monitoring is to arrange business problems to make sure that individuals can achieve their very own objectives best by directing their initiatives towards organizational rewards. If people find no complete satisfaction in their job, the management would certainly have little choice however to depend on concept X as well as external control (Bargain, 2003). Also while evaluating Lewis's administration style, theory X might have appropriated in the operations department somewhat however the Advertising and marketing division would call for dependence on Theory Y in order to get the creativity and creativity from the groups.

Tuckman's Teamwork Concept: As much as Lewis's problem about bringing consistency in between the advertising and marketing division is concerned, this would at first lead to clash as discussed by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising and marketing and advertising division's work, there might be the very same initial detach which can lead to the second stage of 'storming' where the teams test one an additional.

Bridges' Change Design: According To William Bridge's concept (appendix 4), people are quite uneasy with modification, which is noticeable by the situation at Option Valuation And Dividend Payments The scenario can be seen as a typical program of life if is studied according to Bridge's theory where he discusses that individuals undergo 3 stages of change when they experience adjustment. 'Ending, losing and also Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people exist with adjustment, they get in phase one and so there might be feelings like sadness, uncertainty, irritation, anger, worry, denial and also disorientation.The situation at the advertising and marketing division of Option Valuation And Dividend Payments is comparable so Lewis can obtain comfortable with the suggestion that it is not phenomenal habits. In the 2nd stage, there might be a requirement to link the space in between the brand-new as well as old culture so Lewis might need to face this experience as soon as Krasnow leaves. There may be reduced spirits and reduced productivity at this stage which should not be taken as a trouble. It is during this phase that Lewis will certainly need to offer guidance to the division to make sure that they can locate a sense of direction. It can be seen just how Krasnow has currently made this shift simpler by making Lewis obtain associated with the division a year before his real separation. Based on Bridges' Design, stage three will certainly bring about openness to knowing, High power and dedication as people will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB concern pertaining to instability at the workplace has been set off firstly by the adjustment in monitoring as well as secondly by the reality that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has discusses the relevance of 'safety requires as being a lower degree requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and also untouched' is at the second level of needs. Prior to an employee can be made to create psychologically, he needs to have his 'Physical 'and 'Security' needs fulfilled. This indicates that unless the workers are made to feel safe and secure regarding their existing employment condition in Option Valuation And Dividend Payments they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Option Valuation And Dividend Payments Case Study

Implication of Analysis.

The OB analysis has taken a look at various concepts to understand how to manage the current circumstance handy. The adhering to 3 options have been recommended to help Lewis manage the business obstacles in the advertising division. Each of these choices has actually been recommended for alleviating the change needed to bring the marketing department according to the needs of the market and also for making the cultural modification that would certainly comply with when the present leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and Production features. Combination of Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has know-how in business-to-business advertising along with firm and also retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both advertising and marketing and also advertising features.

The benefit of this method is that it will certainly integrate both features while lowering the need for working with an added resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing department as well as regardless her substitute would be needed for the current duty that she is executing. The drawback of this choice is that exterior hiring might produce resentment from internal employees who may be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Given the competitive pressures as well as high quality job called for from the marketing agency, it is recommended that Lewis needs to enable the production system to be a different feature from the advertising and marketing device. Since most marketing agencies had these two features as separate systems, it makes more feeling to follow the standard.

Assimilation of Advertising And Marketing with Workflows: Considering that Lewis is currently caring for the advertising and marketing and procedures divisions at the same time; it makes sense to integrate both functions because she has actually been effectively caring for both ends. The reality that both divisions already have major distinctions over allowance of sources recommends that this assimilation may have the ability to bring about harmony specifically as Lewis would certainly be heading both ends.However there are different drawbacks of this action particularly as it would certainly place way too much worry over Lewis's shoulders. The fact that Lewis needs to adapt her administration design for the marketing department suggests that these two departments would certainly be culturally diverse. Along with this, Lewis might not be able to use one sort of management design to both divisions which can result in inefficiency in either among the two features.


An assessment of the 3 alternatives suggests that assimilation of marketing and operations would certainly not be a practical move as a result of the substantial distinctions between both departments although that presently Lewis is managing both. While separation of the production feature might have been a positive move for the marketing division, the truth that it would suggest placing a third function under Lewis's wing implies this must be avoided. The assimilation of the advertising department is the best choice in terms of getting the optimum results from the department. An action plan for this alternative is gone over listed below.

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

Advertising and Marketing functions would be combined.

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

Production function will continue to be component of marketing under marketing function.

Lewis will certainly separate herself from operations.

A democratic leadership design with staff member empowerment will be utilized in marketing department.

Open up door policy and also emphasis on cross department interaction will be targeted at getting rid of dissonance.

Backup plan.

If the assimilation does not work out as intended, a contingency plan would follow which would certainly divide the manufacturing function from the advertising and marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing division without an SVP. Because case the production function will absolutely be separated by positioning it under an SVP production.