Point Lisas Industrial Estate Trinidad B Case Study Analysis


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Point Lisas Industrial Estate Trinidad B Case Study Solution

Background and Facts

Point Lisas Industrial Estate Trinidad B a workplace supplies retailer for tiny as well as medium sized organisations has actually lately been associated with planning for a merging with its competitor Home Deport, which has affected performance levels in departmentswith the senior manager associated with legal problems put forth by the federal Profession Payment. With the Marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With difficulties in the type of a potential cultural change as well as reduced worker morale, the organization requires a total reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The potential social adjustment at the marketing department of Point Lisas Industrial Estate Trinidad B is boosting uncertainty in the workplace bring about various difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing calculated choices since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Commission's intervention in the process. Given the reality that the store has a worldwide visibility with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries may be able to influence performance or tactical goals. Federal Trade Compensation's antitrust fit versus the merger occupied valuable time of the company's senior administration recommending that 'political' factors can have serious ramifications for a worldwide business.

Economic Factors: Economic factors such as the introduction of small businesses in the global situation suggest that Point Lisas Industrial Estate Trinidad B is prospering in an atmosphere where there is potential growth of organisations. Fact that store clients are mainly looking for office supplies for residence workplaces suggests that the market has a climbing trend of business owners and also residence based businesses.

Social factors: Social fads in the economic situation reveal that customers are searching for benefit along with attractive rates. Market research demonstrates how the customer for Point Lisas Industrial Estate Trinidad B lacks recognition about locating remedies which can supply a mix of ease as well as inexpensive.

Technical factors: Innovation plays a crucial role in Point Lisas Industrial Estate Trinidad B's organisation technique especially as the organization is piloting Modern technology facilities which would certainly provide modern technology sales as well as assistance in the form of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Habits problems can be seen in Point Lisas Industrial Estate Trinidad B's case as highlighted in this section.

Uneasiness regarding social modification: There is concern regarding a cultural change that would certainly occur once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with a lot of the personnel currently revealing unhappiness over this prospective action. This anticipated change has created tension in the workplace which has been paired with the previous stress of preparing the firm for a possible merger with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is shortage of workers that can match the demanding atmosphere of a hectic organization. Not just does this lead to trouble in finding the ideal individuals, it puts anxiety on new hires as can not stand up to the pace and pressure that the company expects them to birth.

Twin Reporting Lines: Newbies locate this business society cumbersome as well as tough to deal with especially as dotted line partnerships are meant to be weaker generally and unbiased setup as well as performance examination is still done by the solid line supervisor. This implies that novices could lose quality about their corresponding roles and also goals especially as populated line reporting does not keep them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had actually been hypothesized that the last would take Krasnow's setting came as an impact to her morale. Lewis might have been capable and also proper for the task yet the fact that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Insecurity: Fear as well as insecurity can be recognized as two major problems that Lewis would certainly be managing specifically as the merger has currently be terminated as well as 2 elderly executives of the marketing division would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a social change however would likewise need to prove herself in her new role.

Inappropriate Management Style of Leader: Lewis's monitoring style and its conflict with the advertising and marketing division's role can additionally be seen as an OB obstacle specifically as she has been utilized to dealing with problems in the procedures division where workers are taught to concentrate on procedures and also get them. The advertising division on the other hand can be viewed as a team of people that are utilized to being supported by Krasnow who focused a lot more on result than processes.

Interdepartmental Disputes: Interdepartmental differences in between three departments, marketing, merchandizing as well as procedures specifically over the allotment of the advertising mix can be determined as one more OB worry. Although the advertising and marketing department does not share the exact same vision as the other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation among one another either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing departments can be determined as one more OB issue which might require more interest. The fact that the marketing and advertising sections in the advertising division are detached is avoiding both divisions from gaining from each other's experience as well as proficiency. Integration of advertising with merchandising and also operations would come to be harder if the advertising and marketing division itself is degenerated which can be another possible OB issue.

Point Lisas Industrial Estate Trinidad B Analysis

Numerous concepts have been made use of to explain the circumstances to obtain additional clarity concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that juniors are passive and lazy, have little ambition and also resist modification. The scenario at Point Lisas Industrial Estate Trinidad B is not entirely following Concept X, it can be seen that brand-new hires are locating this environment instead difficult which might ultimately lead to a better inclination of the administration towards Theory X. Also while examining Lewis's administration style, theory X might have been ideal in the procedures division to some degree yet the Marketing department would certainly call for dependence on Theory Y in order to obtain the creative thinking and also originality from the teams.

Tuckman's Teamwork Theory: As for Lewis's issue regarding bringing harmony in between the advertising and marketing department is worried, this would at first bring about conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the first phase of team development, individuals might not bond, as they are hectic finding their area in the group. By incorporating the advertising and marketing department's work, there might be the same first disconnect which could bring about the 2nd stage of 'storming' where the groups challenge one another. It is just during the 3rd stage or 'norming' when they would certainly come together to share concepts before the group can bring around harmony in the fourth phase 'executing'.

Bridges' Transition Model: According To William Bridge's concept (appendix 4), individuals are fairly unpleasant with modification, which is obvious by the situation at Point Lisas Industrial Estate Trinidad B The circumstance can be viewed as a regular program of life if is researched as per Bridge's theory where he explains that individuals undergo three stages of change when they experience change. 'End, shedding and also Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with change, they enter stage one and so there might be emotions like sadness, unpredictability, frustration, rage, concern, denial as well as disorientation.The circumstance at the advertising and marketing department of Point Lisas Industrial Estate Trinidad B is similar so Lewis can get comfy with the suggestion that it is not extraordinary behavior. In the 2nd phase, there might be a need to link the space in between the new and also old society so Lewis may need to face this challenge as soon as Krasnow leaves. There may be low morale as well as reduced efficiency at this phase which need to not be taken as a problem. It is throughout this phase that Lewis will have to provide support to the department to make sure that they can find an orientation. It can be seen just how Krasnow has already made this transition easier by making Lewis get associated with the division a year prior to his actual separation. Based on Bridges' Design, phase three will cause openness to learning, High power and dedication as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB issue pertaining to instability at the workplace has actually been set off to start with by the adjustment in management and also secondly by the reality that the merging will certainly no more be started. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has discusses the value of 'safety requires as being a lower level demand of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to really feel protected and untouched' goes to the 2nd level of demands. Prior to a staff member can be made to establish psychologically, he requires to have his 'Physiological 'and 'Security' needs met. This shows that unless the workers are made to feel protected regarding their present work standing in Point Lisas Industrial Estate Trinidad B they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Point Lisas Industrial Estate Trinidad B Case Study

Ramification of Analysis.

The OB analysis has actually looked at various concepts to recognize just how to manage the current scenario available. The following three alternatives have been proposed to assist Lewis deal with the organizational obstacles in the advertising division. Each of these choices has actually been suggested for relieving the change needed to bring the advertising department according to the demands of the marketplace and for making the cultural modification that would follow when the current leader leaves.

Integration of marketing and advertising features. Separating Adverting and also Manufacturing functions. Integration of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has know-how in business-to-business marketing along with company as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising and marketing as well as advertising functions.

The benefit of this strategy is that it will integrate both features while decreasing the demand for working with an additional source for advertising. Lewis would certainly be heading the advertising division and also in any case her substitute would be required for the current duty that she is carrying out. The disadvantage of this choice is that exterior hiring may produce animosity from interior workers who may be considering the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Given the competitive stress and high top quality work called for from the advertising and marketing company, it is suggested that Lewis must allow the manufacturing unit to be a different function from the advertising and marketing system. Considering that many advertising and marketing firms had these two features as separate devices, it makes more sense to follow the standard.

Integration of Marketing with Procedures: Considering that Lewis is already caring for the advertising and also operations departments at the same time; it makes sense to incorporate both features because she has been efficiently caring for both ends. The reality that the two departments already have significant differences over allowance of sources recommends that this assimilation may be able to cause harmony especially as Lewis would certainly be heading both ends.However there are various drawbacks of this action particularly as it would place excessive burden over Lewis's shoulders. The truth that Lewis needs to adjust her monitoring design for the advertising department suggests that these 2 departments would be culturally varied. Lewis might not be able to use one type of management style to both divisions which might result in ineffectiveness in either one of the 2 features.


An evaluation of the three options indicates that integration of advertising as well as procedures would not be a viable move as a result of the vast distinctions in between the two divisions despite the fact that presently Lewis is handling both. While splitting up of the manufacturing function might have been a positive step for the advertising division, the fact that it would suggest positioning a third feature under Lewis's wing means this ought to be stayed clear of also. The integration of the advertising department is the most effective option in terms of obtaining the ideal arise from the department. An action prepare for this option is discussed listed below.

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

Marketing and advertising features would certainly be combined.

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

Production function will certainly remain component of advertising under marketing function.

Lewis will certainly separate herself from procedures.

A democratic leadership style with staff member empowerment will be utilized in advertising and marketing department.

Open up door plan and focus on cross departmental interaction will certainly be targeted at removing discord.

Contingency strategy.

If the combination does not exercise as planned, a contingency strategy would certainly adhere to which would certainly divide the manufacturing feature from the marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will absolutely be divided by positioning it under an SVP production.