Robert Mondavi Corp Caliterra B Case Study Help


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Robert Mondavi Corp Caliterra B Case Study Solution

Background and Facts

Robert Mondavi Corp Caliterra B an office products merchant for small and also moderate sized organisations has actually lately been involved in planning for a merging with its rival House Deport, which has affected effectiveness degrees in departmentswith the elderly manager involved in lawful issues presented by the federal Trade Compensation. With the Marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the future. With challenges in the form of a possible social change and also reduced staff member morale, the organization requires a full reengineering initiative at the advertising department.

Trouble Statement

The prospective cultural modification at the advertising and marketing department of Robert Mondavi Corp Caliterra B is raising unpredictability in the working environment bring about different challenges for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting critical choices since Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Profession Payment's intervention in the process. Offered the reality that the store has a worldwide presence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations may have the ability to impact efficiency or calculated goals. Federal Trade Commission's antitrust fit versus the merger occupied useful time of the organization's elderly management recommending that 'political' factors can have severe implications for a global service.

Economic Factors: Financial factors such as the appearance of small companies in the international scenario recommend that Robert Mondavi Corp Caliterra B is prospering in an environment where there is potential development of businesses. Truth that shop clients are mainly looking for office materials for house offices suggests that the market has a climbing pattern of entrepreneurs and also house based companies.

Social factors: Social trends in the economy show that customers are seeking convenience as well as eye-catching rates. Market research demonstrates how the client for Robert Mondavi Corp Caliterra B does not have recognition concerning locating options which can supply a mix of benefit and also inexpensive.

Technical factors: Technology plays an essential role in Robert Mondavi Corp Caliterra B's business strategy especially as the organization is piloting Innovation facilities which would certainly supply innovation sales and also support in the type of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues and Effects.

Numerous underlying Business Habits problems can be seen in Robert Mondavi Corp Caliterra B's case as highlighted in this area.

Apprehensions about cultural modification: There is worry regarding a social change that would occur as soon as Todd Krasnow leaves from his position as the Executive Vice President of Marketing with a lot of the staff members already showing unhappiness over this potential move. This expected modification has created anxiety in the office which has been combined with the previous stress and anxiety of preparing the firm for a potential merger with House Deport.

Stressful Task Environment for Newcomers: There is scarcity of personnel that can match the demanding atmosphere of a fast-paced organization. Not only does this cause trouble in finding the ideal individuals, it puts tension on brand-new hires as can not endure the pace as well as pressure that the company anticipates them to bear.

Double Reporting Lines: Beginners locate this organizational culture cumbersome and challenging to deal with particularly as dotted line partnerships are implied to be weak generally and also unbiased setup and also performance examination is still done by the strong line supervisor. This implies that beginners can shed quality about their corresponding roles as well as objectives specifically as populated line coverage does not keep them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's placement came as an impact to her morale. Lewis may have been capable and also ideal for the task yet the reality that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Fear as well as instability can be identified as two major problems that Lewis would certainly be managing especially as the merging has actually now be terminated and also two senior executives of the advertising department would be leaving. The entire duty of the department would be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a cultural adjustment however would certainly likewise have to prove herself in her new role.

Incompatible Administration Style of Leader: Lewis's administration style as well as its conflict with the advertising and marketing division's role can additionally be seen as an OB challenge particularly as she has actually been utilized to dealing with concerns in the procedures division where workers are educated to focus on procedures and obtain them. The advertising and marketing division on the other hand can be seen as a team of people that are made use of to being supported by Krasnow that focused a lot more on output than procedures.

Interdepartmental Differences: Interdepartmental disputes in between three divisions, advertising, merchandizing and operations respectively over the appropriation of the marketing mix can be identified as one more OB problem. The advertising department does not share the very same vision as the other two departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as operations departments do not concur over the advertising and marketing mix appropriation amongst one an additional either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the marketing and advertising divisions can be identified as one more OB problem which can need more attention. The truth that the advertising and marketing sections in the marketing department are disconnected is preventing both departments from obtaining from each various other's experience and expertise. Combination of advertising with merchandising as well as procedures would become more difficult if the advertising and marketing division itself is degenerated which can be an additional potential OB problem.

Robert Mondavi Corp Caliterra B Analysis

Various concepts have actually been made use of to describe the situations to obtain additional clearness regarding the scenario available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that subordinates are passive and lazy, have little aspiration as well as withstand modification. The circumstance at Robert Mondavi Corp Caliterra B is not totally complying with Theory X, it can be seen that brand-new hires are finding this setting rather demanding which may at some point lead to a higher disposition of the administration in the direction of Concept X. Also while assessing Lewis's monitoring style, theory X may have been ideal in the operations division to some degree but the Advertising and marketing department would call for dependence on Theory Y in order to get the imagination as well as originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's concern concerning bringing consistency between the marketing and advertising department is worried, this would initially cause clash as gone over by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the initial phase of team growth, people might not bond, as they are hectic discovering their place in the group. By integrating the advertising and marketing division's job, there may coincide first detach which can bring about the 2nd stage of 'storming' where the groups challenge one another. However, it is just during the third stage or 'norming' when they would certainly collaborate to share concepts prior to the team can produce synergy in the 4th phase 'executing'.

When individuals are provided with modification, they get in phase one and so there may be feelings like despair, unpredictability, frustration, rage, anxiety, denial and disorientation.The scenario at the advertising and marketing department of Robert Mondavi Corp Caliterra B is similar so Lewis can obtain comfy with the suggestion that it is not phenomenal habits. It is during this stage that Lewis will have to offer guidance to the department so that they can discover a sense of direction. It can be seen just how Krasnow has already made this change much easier by making Lewis get entailed in the division a year before his actual departure.

Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has reviews the relevance of 'safety requires as being a lower degree demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected and out of threat' is at the second level of demands. Before a staff member can be made to create psychologically, he requires to have his 'Physical 'and 'Safety and security' needs fulfilled.

SWOT Analysis for Robert Mondavi Corp Caliterra B Case Study

Implication of Analysis.

The OB analysis has considered various concepts to comprehend how to cope with the present circumstance at hand. The following three options have been proposed to aid Lewis manage the business challenges in the marketing division. Each of these alternatives has actually been proposed for relieving the transition required to bring the marketing department in accordance with the requirements of the marketplace and also for making the social modification that would certainly adhere to as soon as the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting as well as Production features. Assimilation of Marketing with Procedures.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has experience in business-to-business advertising along with firm and retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both advertising and marketing as well as advertising features.

The advantage of this technique is that it will certainly integrate the two features while lowering the requirement for hiring an additional resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and also all the same her replacement would be needed for the current function that she is executing. The disadvantage of this option is that outside hiring may produce bitterness from inner workers that may be eying the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Provided the competitive stress and high quality work required from the ad agency, it is recommended that Lewis ought to permit the production system to be a different feature from the marketing system. Considering that the majority of ad agency had these 2 functions as separate devices, it makes even more feeling to adhere to the standard. Along with this, both functions may have the ability to focus on their core turns on a lot more efficiently. The downside of this strategy would be that additional prices would have to be birthed for establishing up separate production functions. In addition to this, a production head might have to be worked with which can increase overheads for the organization.

Integration of Advertising with Procedures: Since Lewis is already taking treatment of the marketing as well as operations divisions simultaneously; it makes feeling to integrate the 2 functions given that she has been effectively taking care of both ends. The reality that Lewis has to adjust her monitoring design for the marketing department suggests that these 2 departments would be culturally diverse.


An evaluation of the three options shows that assimilation of advertising as well as operations would certainly not be a practical relocation due to the substantial distinctions between both divisions despite the fact that presently Lewis is dealing with both. While splitting up of the production function may have been a desirable relocation for the marketing division, the reality that it would certainly suggest positioning a third function under Lewis's wing indicates this ought to be stayed clear of. The combination of the advertising department is the most effective choice in regards to getting the optimum results from the division. An action prepare for this choice is reviewed below.

Action Plan.

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

Advertising and Marketing features would certainly be combined.

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

Manufacturing feature will certainly stay part of advertising and marketing under marketing function.

Lewis will certainly divide herself from procedures.

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

Open up door policy and focus on cross departmental communication will be targeted at eliminating disharmony.

Backup strategy.

If the assimilation does not exercise as intended, a backup plan would comply with which would certainly divide the manufacturing feature from the marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing feature will absolutely be divided by positioning it under an SVP manufacturing.