Robert Mondavi Corp Caliterra A Case Study Analysis


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Robert Mondavi Corp Caliterra A Case Study Solution

Background and Facts

Robert Mondavi Corp Caliterra A a workplace products retailer for tiny and average sized organisations has actually recently been associated with preparing for a merging with its competitor House Deport, which has influenced efficiency levels in departmentswith the elderly supervisor involved in legal complications put forth by the federal Profession Commission. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the future. With difficulties in the form of a possible social adjustment and low employee spirits, the company is in need of a total reengineering initiative at the advertising department.

Problem Declaration

The possible cultural adjustment at the marketing department of Robert Mondavi Corp Caliterra A is boosting uncertainty in the workplace causing various obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing critical choices since Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's treatment at the same time. Offered the fact that the store has a worldwide visibility with branches in UK, USA, Canada and Germany, political factors in each of these countries may be able to influence performance or critical objectives. Federal Profession Commission's antitrust fit against the merger used up beneficial time of the company's elderly monitoring suggesting that 'political' factors can have significant ramifications for a global service.

Economic Factors: Economic factors such as the development of small businesses in the international situation suggest that Robert Mondavi Corp Caliterra A is flourishing in an environment where there is potential growth of businesses. In addition to this, reality that store clients are mainly searching for workplace products for home offices suggests that the market has a rising trend of entrepreneurs and online organisations.

Social factors: Social fads in the economy show that consumers are trying to find convenience along with eye-catching prices. Marketing research demonstrates how the customer for Robert Mondavi Corp Caliterra A does not have awareness about locating solutions which can provide a mix of comfort as well as inexpensive.

Technological factors: Innovation plays an essential function in Robert Mondavi Corp Caliterra A's business technique particularly as the company is piloting Innovation facilities which would certainly supply technology sales and assistance in the kind of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues and Effects.

A number of underlying Organizational Habits problems can be seen in Robert Mondavi Corp Caliterra A's case as highlighted in this section.

Worries regarding social adjustment: There is uneasiness about a social change that would certainly take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the personnel already revealing unhappiness over this possible step. This predicted change has actually created stress in the workplace which has actually been combined with the past stress and anxiety of preparing the firm for a possible merging with House Deport.

Demanding Task Atmosphere for Newcomers: There is scarcity of workers that can match the difficult environment of a fast-paced company. Not only does this bring about problem in finding the best individuals, it puts stress and anxiety on new hires as can not stand up to the speed as well as stress that the organization expects them to bear.

Twin Reporting Lines: Beginners discover this business society troublesome and tough to deal with specifically as populated line connections are implied to be weak generally as well as objective setup and also efficiency analysis is still done by the solid line supervisor. This means that beginners can shed clarity regarding their corresponding functions and also goals particularly as dotted line reporting does not maintain them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been qualified and appropriate for the task yet the reality that Kransnow's departure would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Insecurity: Fear and instability can be recognized as two significant worries that Lewis would be dealing with particularly as the merger has now be terminated and two senior execs of the advertising and marketing department would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a social modification yet would additionally have to verify herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's administration style and also its conflict with the marketing division's duty can additionally be viewed as an OB obstacle particularly as she has actually been made use of to managing issues in the operations division where personnel are educated to focus on procedures as well as obtain them right. The advertising and marketing department on the various other hand can be viewed as a team of individuals who are made use of to being nurtured by Krasnow who concentrated extra on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes between three departments, advertising and marketing, merchandizing and also procedures respectively over the allowance of the marketing mix can be recognized as an additional OB problem. The advertising and marketing division does not share the very same vision as the other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and operations departments do not concur over the advertising mix appropriation among one another either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing departments can be identified as an additional OB concern which can require additional interest. The fact that the advertising and marketing areas in the advertising division are detached is avoiding both divisions from gaining from each other's experience and also proficiency. Assimilation of marketing with retailing and operations would end up being more difficult if the advertising and marketing division itself is disintegrated which can be one more prospective OB worry.

Robert Mondavi Corp Caliterra A Analysis

Numerous concepts have actually been made use of to clarify the situations to obtain additional quality regarding the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are passive as well as lazy, have little passion as well as stand up to change. The scenario at Robert Mondavi Corp Caliterra A is not completely adhering to Concept X, it can be seen that new hires are discovering this environment instead stressful which might ultimately lead to a higher inclination of the management towards Concept X. Even while evaluating Lewis's monitoring style, concept X might have been suitable in the procedures division to some extent but the Advertising and marketing department would call for dependence on Theory Y in order to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's problem regarding bringing consistency between the marketing and advertising division is worried, this would at first bring about conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, during the preliminary phase of group development, individuals might not bond, as they are hectic discovering their place in the group. By integrating the marketing and advertising department's job, there might be the same first separate which might bring about the 2nd stage of 'storming' where the teams test one another. Nevertheless, it is just during the third stage or 'norming' when they would certainly collaborate to share concepts prior to the group can cause synergy in the 4th stage 'performing'.

Bridges' Shift Model: According To William Bridge's concept (appendix 4), people are quite uncomfortable with change, which is apparent by the circumstance at Robert Mondavi Corp Caliterra A The situation can be viewed as a normal program of life if is examined according to Bridge's concept where he clarifies that people experience three stages of change when they experience adjustment. 'End, losing and also Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people exist with change, they enter phase one and so there might be feelings like despair, unpredictability, aggravation, rage, anxiety, denial as well as disorientation.The scenario at the marketing department of Robert Mondavi Corp Caliterra A is comparable so Lewis can obtain comfortable with the suggestion that it is not amazing actions. In the 2nd stage, there might be a need to connect the void in between the new as well as old society so Lewis might need to face this experience once Krasnow leaves. There might be reduced morale as well as reduced productivity at this phase which ought to not be taken as a problem. It is during this phase that Lewis will certainly need to provide support to the division to ensure that they can discover an orientation. It can be seen just how Krasnow has actually currently made this transition easier by making Lewis obtain involved in the division a year prior to his actual separation. As per Bridges' Design, phase three will cause openness to discovering, High power and also dedication as people will embrace the change (Bridges, 2004).

Maslow's Demand pecking order: The OB issue related to instability at the office has actually been set off firstly by the adjustment in management and also second of all by the fact that the merging will no more be initiated. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the significance of 'security requires as being a lower degree need of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to really feel secure and unharmed' goes to the 2nd level of needs. Prior to a staff member can be made to develop mentally, he requires to have his 'Physical 'and 'Security' needs satisfied. This indicates that unless the personnel are made to feel safe about their current work condition in Robert Mondavi Corp Caliterra A they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Robert Mondavi Corp Caliterra A Case Study

Effects of Analysis.

The OB analysis has checked out different theories to comprehend exactly how to manage the existing circumstance handy. The adhering to 3 choices have actually been suggested to aid Lewis take care of the organizational challenges in the marketing division. Each of these alternatives has actually been recommended for alleviating the shift required to bring the advertising and marketing department according to the requirements of the market and also for making the cultural change that would comply with as soon as the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting as well as Manufacturing functions. Combination of Marketing with Workflow.

Evaluation of Alternatives.

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

The advantage of this approach is that it will incorporate both functions while lowering the demand for working with an additional resource for marketing. Lewis would certainly be heading the advertising department and also in any type of case her replacement would be needed for the present role that she is performing. The downside of this choice is that external hiring might produce animosity from inner workers that might be looking at the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Provided the competitive stress and excellent quality job required from the ad agency, it is advised that Lewis must permit the production device to be a separate function from the marketing system. Given that the majority of advertising agencies had these two features as different systems, it makes even more sense to adhere to the norm. Along with this, both functions may be able to concentrate on their core triggers more successfully. The disadvantage of this approach would certainly be that added expenses would certainly have to be birthed for establishing up different production features. A production head might have to be worked with which could raise expenses for the company.

Assimilation of Marketing with Procedures: Considering that Lewis is already taking care of the marketing and also operations divisions at the same time; it makes sense to integrate the two functions given that she has been efficiently looking after both ends. The truth that the two divisions currently have significant distinctions over allowance of resources recommends that this integration might have the ability to cause harmony especially as Lewis would be heading both ends.However there are numerous drawbacks of this move especially as it would certainly put too much concern over Lewis's shoulders. The truth that Lewis has to adjust her monitoring style for the advertising department suggests that these two divisions would certainly be culturally varied. Lewis may not be able to apply one kind of management style to both departments which could result in ineffectiveness in either one of the 2 functions.


An examination of the 3 options suggests that combination of advertising and marketing and procedures would certainly not be a possible action as a result of the large distinctions between the two divisions despite the fact that presently Lewis is managing both. While separation of the production function might have been a desirable relocation for the advertising department, the truth that it would certainly mean placing a 3rd feature under Lewis's wing indicates this ought to be avoided. The assimilation of the advertising division is the best choice in regards to getting the ideal arise from the division. An action plan for this alternative is gone over listed below.

Action Strategy.

Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Manufacturing feature will stay component of advertising under advertising and marketing feature.

Lewis will divide herself from operations.

An autonomous leadership design with staff member empowerment will be used in advertising division.

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

Backup strategy.

If the assimilation does not work out as intended, a backup strategy would adhere to which would certainly divide the production feature from the advertising and marketing function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising division without an SVP. In that case the production function will absolutely be separated by placing it under an SVP production.