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Ravens Sun Enterprise Ltd Case Study Solution

Background and Facts

Ravens Sun Enterprise Ltd a workplace materials retailer for tiny and moderate sized companies has actually recently been associated with preparing for a merging with its rival Home Deport, which has actually impacted effectiveness degrees in departmentswith the elderly manager associated with lawful complications put forth by the federal Trade Compensation. With the Marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the near future. With challenges in the form of a prospective social change and reduced staff member morale, the company is in need of a total reengineering initiative at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the marketing department of Ravens Sun Enterprise Ltd is boosting unpredictability in the working environment resulting in numerous obstacles for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical choices considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Commission's intervention while doing so. Given the reality that the store has an international visibility with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may have the ability to impact efficiency or calculated goals. Federal Profession Commission's antitrust fit versus the merger used up useful time of the company's senior management suggesting that 'political' factors can have serious implications for a global business.

Economic Factors: Financial factors such as the appearance of small businesses in the global circumstance suggest that Ravens Sun Enterprise Ltd is flourishing in a setting where there is possible development of services. Along with this, reality that shop customers are mainly trying to find workplace supplies for office suggests that the market has a rising trend of entrepreneurs and also home based organisations.

Social factors: Social fads in the economic climate reveal that customers are searching for ease in addition to appealing costs. Market research shows how the client for Ravens Sun Enterprise Ltd does not have understanding concerning discovering options which can offer a mix of convenience as well as affordable.

Technical factors: Innovation plays an important role in Ravens Sun Enterprise Ltd's service strategy particularly as the organization is piloting Innovation facilities which would certainly provide innovation sales as well as support in the form of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Actions concerns can be seen in Ravens Sun Enterprise Ltd's case as highlighted in this section.

Uneasiness about social adjustment: There is concern regarding a social change that would take place as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with the majority of the employee currently showing discontent over this prospective move. This predicted change has developed anxiety in the workplace which has actually been combined with the past stress and anxiety of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is scarcity of employees that can match the difficult atmosphere of a fast-paced organization. Not only does this lead to difficulty in locating the best individuals, it places stress and anxiety on brand-new hires as can not endure the pace and also pressure that the organization anticipates them to birth.

Twin Coverage Lines: Beginners discover this organizational society cumbersome and difficult to cope with particularly as dotted line connections are implied to be weak generally as well as objective setting as well as efficiency assessment is still done by the solid line manager. This means that novices could shed clearness concerning their respective roles and also purposes particularly as dotted line coverage does not keep them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had actually been speculated that the last would certainly take Krasnow's position came as an impact to her morale. Lewis may have been capable as well as ideal for the work but the truth that Kransnow's departure would make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Instability: Worry and insecurity can be identified as two significant issues that Lewis would certainly be managing specifically as the merging has now be cancelled as well as 2 elderly execs of the advertising and marketing division would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural adjustment yet would also have to confirm herself in her new duty.

Incompatible Management Design of Leader: Lewis's management style and also its conflict with the advertising department's function can also be seen as an OB difficulty especially as she has been utilized to dealing with problems in the procedures department where workers are shown to concentrate on processes and obtain them. The advertising division on the other hand can be viewed as a team of people that are used to being supported by Krasnow who focused more on result than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between three divisions, marketing, merchandizing and procedures respectively over the allocation of the advertising mix can be determined as an additional OB issue. The advertising and marketing department does not share the exact same vision as the various other 2 divisions concerning the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix allocation amongst one an additional either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the marketing and advertising divisions can be recognized as another OB concern which might require further interest. The reality that the advertising and marketing areas in the marketing division are disconnected is preventing both departments from gaining from each various other's experience and experience. Assimilation of marketing with retailing and also procedures would certainly become harder if the marketing division itself is broken down which can be an additional possible OB worry.

Ravens Sun Enterprise Ltd Analysis

Various concepts have been made use of to describe the circumstances to obtain additional quality regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors believe that subordinates are passive as well as careless, have little ambition as well as resist modification. The difficult version of this concept stressed coercion, tight controls, dangers and also penalties. With time it creates low productivity, subtle sabotage and also competition (Offer, 2003). The circumstance at Ravens Sun Enterprise Ltd is not completely complying with Theory X, it can be seen that new hires are finding this atmosphere rather stressful which might at some point lead to a better inclination of the administration towards Concept X. According to McGregor's advocated view, which he called Theory Y, the important task of the monitoring is to prepare organizational conditions to ensure that individuals can attain their very own goals best by routing their efforts towards business rewards. If individuals find no fulfillment in their work, the monitoring would have little option yet to rely upon concept X and exterior control (Deal, 2003). Also while analyzing Lewis's management style, theory X might have been suitable in the procedures department to some extent yet the Marketing division would certainly require reliance on Concept Y so as to get the creative thinking and creativity from the groups.

Tuckman's Synergy Concept: As much as Lewis's problem about bringing harmony in between the marketing as well as marketing department is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. By integrating the advertising and marketing and advertising and marketing division's work, there may be the same first separate which could lead to the 2nd phase of 'storming' where the teams challenge one another.

When people are presented with adjustment, they get in phase one and so there may be emotions like unhappiness, unpredictability, aggravation, anger, anxiety, rejection and also disorientation.The scenario at the advertising department of Ravens Sun Enterprise Ltd is similar so Lewis can get comfy with the idea that it is not remarkable behavior. It is during this stage that Lewis will have to provide advice to the division so that they can discover a feeling of direction. It can be seen how Krasnow has currently made this change much easier by making Lewis get included in the division a year before his actual separation.
Vrio Analysis
Maslow's Requirement pecking order: The OB issue related to instability at the work environment has actually been set off to start with by the modification in management and also secondly by the reality that the merger will no longer be initiated. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has goes over the relevance of 'safety requires as being a lower level demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel protected and also safe' goes to the second level of requirements. Before an employee can be made to establish emotionally, he needs to have his 'Physical 'and 'Security' needs satisfied. This suggests that unless the employees are made to feel secure concerning their existing work status in Ravens Sun Enterprise Ltd they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Ravens Sun Enterprise Ltd Case Study



Ramification of Analysis.

The OB analysis has actually considered various theories to comprehend exactly how to cope with the present circumstance available. The complying with three options have actually been proposed to assist Lewis handle the organizational challenges in the marketing division. Each of these alternatives has actually been recommended for alleviating the shift required to bring the marketing department according to the requirements of the market as well as for making the cultural modification that would adhere to as soon as the present leader leaves.

Integration of marketing and advertising functions. Separating Adverting as well as Manufacturing functions. Assimilation of Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has proficiency in business-to-business marketing along with agency and also retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and advertising functions.

The benefit of this strategy is that it will integrate the two functions while minimizing the requirement for hiring an extra resource for advertising. Lewis would be heading the marketing division and in any kind of case her replacement would certainly be needed for the present duty that she is doing. The downside of this alternative is that external hiring might produce animosity from inner employees that might be eying the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable stress and high top quality job required from the marketing company, it is suggested that Lewis ought to enable the production system to be a different function from the marketing system. Since most advertising companies had these two features as different units, it makes more sense to follow the standard.

Combination of Marketing with Workflows: Given that Lewis is already taking care of the marketing as well as operations departments concurrently; it makes good sense to incorporate both features given that she has been effectively dealing with both ends. The fact that both departments currently have significant differences over appropriation of sources recommends that this combination might be able to cause harmony particularly as Lewis would be heading both ends.However there are various downsides of this step specifically as it would certainly put way too much worry over Lewis's shoulders. The fact that Lewis has to adapt her administration style for the advertising department suggests that these 2 departments would be culturally varied. In addition to this, Lewis may not be able to use one type of leadership style to both departments which can result in inefficiency in either among the two functions.

Referral.



An evaluation of the three options suggests that assimilation of marketing and also operations would certainly not be a viable move because of the vast differences in between both divisions although that presently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a favorable move for the advertising division, the reality that it would certainly suggest placing a third function under Lewis's wing indicates this ought to be prevented. The integration of the advertising division is the most effective choice in regards to obtaining the ideal arise from the department. An action prepare for this alternative is gone over below.

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

Advertising and Marketing features would certainly be combined.

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

Production function will remain part of advertising under marketing feature.

Lewis will divide herself from operations.

An autonomous management style with worker empowerment will be used in marketing department.

Open door policy and also focus on cross department communication will certainly be targeted at getting rid of dissonance.

Contingency plan.

If the assimilation does not work out as prepared, a contingency strategy would follow which would certainly divide the production feature from the marketing function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing function will certainly be separated by placing it under an SVP manufacturing.