Protege Partners The Capacity Challenge Case Study Help


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Protege Partners The Capacity Challenge Case Study Help

Background and Facts

Protege Partners The Capacity Challenge an office supplies store for tiny as well as moderate sized companies has recently been associated with preparing for a merger with its competitor House Deport, which has actually affected efficiency levels in departmentswith the elderly manager associated with legal issues put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the future. With difficulties in the type of a prospective cultural modification as well as low worker spirits, the company needs a complete reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising department of Protege Partners The Capacity Challenge is increasing unpredictability in the workplace resulting in various difficulties for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical decisions since Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Commission's intervention in the process. Given the reality that the store has a worldwide existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries might be able to impact performance or calculated objectives. Federal Trade Compensation's antitrust suit versus the merging occupied valuable time of the company's senior monitoring suggesting that 'political' factors can have major effects for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of local business in the worldwide circumstance recommend that Protege Partners The Capacity Challenge is growing in a setting where there is possible development of services. Truth that shop clients are mainly looking for workplace products for residence workplaces recommends that the market has a climbing pattern of entrepreneurs as well as residence based businesses.

Social factors: Social trends in the economic climate show that customers are seeking ease in addition to eye-catching costs. Market research demonstrates how the customer for Protege Partners The Capacity Challenge lacks understanding concerning finding options which can use a combination of benefit as well as affordable.

Technological factors: Innovation plays a crucial duty in Protege Partners The Capacity Challenge's company method especially as the organization is piloting Modern technology facilities which would offer technology sales and also assistance in the kind of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues as well as Effects.

Numerous underlying Organizational Behavior concerns can be seen in Protege Partners The Capacity Challenge's case as highlighted in this section.

Uneasiness about cultural adjustment: There is apprehension about a cultural change that would occur as soon as Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with most of the employee currently revealing discontent over this prospective relocation. This anticipated adjustment has actually developed anxiety in the office which has actually been coupled with the previous stress and anxiety of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is scarcity of employees that can match the demanding environment of a hectic company. Not just does this cause difficulty in finding the ideal individuals, it places stress on new hires as can not endure the speed and also stress that the organization anticipates them to birth.

Dual Reporting Lines: Beginners locate this organizational culture cumbersome and tough to handle especially as dotted line relationships are implied to be weaker as a whole as well as unbiased setting and also performance examination is still done by the strong line supervisor. This indicates that novices could shed quality concerning their corresponding duties as well as goals especially as populated line reporting does not maintain them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's placement came as a blow to her spirits. Lewis may have been qualified and appropriate for the work however the reality that Kransnow's separation would make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Fear as well as instability can be identified as two significant concerns that Lewis would be managing especially as the merger has actually now be terminated and two senior executives of the marketing division would certainly be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders that would not just be in charge of brining regarding a social adjustment however would also have to prove herself in her brand-new function.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style as well as its incompatibility with the advertising department's duty can also be seen as an OB obstacle especially as she has been utilized to managing issues in the procedures department where workers are instructed to focus on processes as well as get them. The advertising and marketing division on the other hand can be seen as a team of people who are made use of to being nurtured by Krasnow who focused a lot more on result than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between 3 departments, advertising and marketing, merchandizing and also operations specifically over the allowance of the marketing mix can be identified as an additional OB concern. Although the advertising division does not share the exact same vision as the other two departments pertaining to the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing as well as procedures departments do not agree over the advertising mix allotment among one another either.

Disintegration in Advertising Division: Fragmentation between the marketing and advertising divisions can be identified as another OB issue which might need more focus. The fact that the marketing and advertising areas in the marketing division are disconnected is stopping both departments from acquiring from each various other's experience and also competence. Integration of marketing with retailing and also operations would certainly end up being more difficult if the marketing department itself is degenerated which can be another potential OB concern.

Protege Partners The Capacity Challenge Analysis

Numerous concepts have actually been utilized to explain the conditions to get further clearness regarding the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers believe that staffs are easy as well as lazy, have little aspiration and also withstand adjustment. The scenario at Protege Partners The Capacity Challenge is not totally adhering to Theory X, it can be seen that brand-new hires are discovering this environment rather difficult which might eventually lead to a higher inclination of the administration in the direction of Concept X. Also while assessing Lewis's monitoring design, theory X might have been appropriate in the operations division to some extent however the Marketing division would need dependence on Concept Y in order to get the creative thinking as well as originality from the groups.

Tuckman's Teamwork Theory: As for Lewis's issue concerning bringing consistency between the marketing and advertising department is concerned, this would originally cause clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, throughout the preliminary phase of team development, individuals may not bond, as they are active finding their place in the group. By combining the advertising and marketing division's job, there might be the same preliminary separate which might cause the 2nd phase of 'storming' where the groups test one another. It is only during the 3rd stage or 'norming' when they would come with each other to share ideas prior to the group can bring about synergy in the fourth stage 'doing'.

When people are presented with adjustment, they enter phase one as well as so there might be feelings like sadness, uncertainty, frustration, anger, worry, rejection and disorientation.The scenario at the advertising division of Protege Partners The Capacity Challenge is comparable so Lewis can obtain comfy with the idea that it is not phenomenal habits. It is during this phase that Lewis will certainly have to offer guidance to the division so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has already made this change less complicated by making Lewis get included in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the importance of 'protection requires as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and secure as well as out of risk' is at the second degree of demands. Before a staff member can be made to create mentally, he requires to have his 'Physical 'as well as 'Safety' requires met.

SWOT Analysis for Protege Partners The Capacity Challenge Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous theories to comprehend just how to deal with the present circumstance handy. The adhering to three alternatives have actually been recommended to help Lewis handle the organizational challenges in the advertising and marketing department. Each of these options has actually been suggested for alleviating the shift needed to bring the advertising division in accordance with the demands of the marketplace and for making the social change that would comply with as soon as the existing leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and Manufacturing features. Combination of Marketing with Operations.

Examination of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The internal advertising and marketing company of Protege Partners The Capacity Challenge is currently strength for the organization in terms of saving up on expenses connected to advertising and promo. Since no brand-new recruitment has been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the advertising function, this is a beneficial opportunity for integrating the advertising and marketing features. Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merging days has expertise in business-to-business marketing together with firm and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both advertising and marketing functions.

The advantage of this approach is that it will certainly incorporate both features while decreasing the demand for working with an extra source for advertising. In addition to this, Lewis would be heading the advertising and marketing division and also regardless her substitute would be required for the existing function that she is performing. The disadvantage of this alternative is that outside hiring may produce resentment from inner employees who might be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Production: Provided the competitive pressures as well as excellent quality work required from the advertising agency, it is suggested that Lewis should enable the production device to be a separate feature from the advertising and marketing system. Considering that the majority of ad agency had these 2 functions as separate units, it makes more feeling to comply with the standard. Along with this, both functions may be able to focus on their core triggers much more successfully. The disadvantage of this strategy would certainly be that added costs would have to be borne for establishing up different production functions. A production head may have to be employed which might enhance overheads for the organization.

Combination of Marketing with Workflows: Given that Lewis is currently taking care of the advertising and marketing and also operations divisions simultaneously; it makes sense to integrate the two features given that she has been effectively taking care of both ends. The fact that Lewis has to adjust her management design for the marketing division recommends that these two divisions would be culturally varied.


An evaluation of the three options suggests that integration of advertising and marketing and also procedures would certainly not be a practical move due to the vast distinctions between the 2 departments regardless of the reality that presently Lewis is handling both. While splitting up of the production function may have been a positive action for the advertising and marketing department, the reality that it would mean positioning a third feature under Lewis's wing means this ought to be prevented.

Activity Plan.
Lewis will take over the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will certainly separate herself from procedures.

An autonomous leadership style with staff member empowerment will certainly be made use of in advertising division.

Open up door policy and emphasis on cross department interaction will certainly be focused on removing discord.

Backup strategy.

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