Roger Caracappa Package Deals For The Estee Lauder Companies Case Study Solution


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Roger Caracappa Package Deals For The Estee Lauder Companies Case Study Analysis

Background and Facts

Roger Caracappa Package Deals For The Estee Lauder Companies a workplace supplies store for little and also medium sized organisations has actually lately been involved in planning for a merger with its rival Home Deport, which has affected efficiency degrees in departmentswith the elderly supervisor associated with lawful issues put forth by the federal Trade Commission. With the Advertising and marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the near future. With obstacles in the kind of a potential social adjustment and low worker morale, the company wants a complete reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural modification at the marketing division of Roger Caracappa Package Deals For The Estee Lauder Companies is raising uncertainty in the workplace leading to numerous obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing calculated choices since Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Trade Payment's treatment in the process. Offered the fact that the store has a global existence with branches in UK, USA, Canada and Germany, political factors in each of these countries might have the ability to impact performance or strategic goals. Federal Profession Commission's antitrust match versus the merger took up beneficial time of the company's senior administration recommending that 'political' factors can have severe implications for a worldwide company.

Economic Factors: Economic factors such as the appearance of local business in the worldwide scenario recommend that Roger Caracappa Package Deals For The Estee Lauder Companies is growing in an atmosphere where there is possible development of companies. Along with this, truth that store clients are mainly trying to find workplace products for home offices suggests that the market has a rising trend of entrepreneurs and online businesses.

Social factors: Social trends in the economic climate show that consumers are looking for convenience in addition to appealing costs. Marketing research shows how the consumer for Roger Caracappa Package Deals For The Estee Lauder Companies does not have understanding about locating options which can use a combination of ease and affordable.

Technical factors: Modern technology plays an essential duty in Roger Caracappa Package Deals For The Estee Lauder Companies's organisation strategy particularly as the organization is piloting Technology centers which would use technology sales and also support in the form of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Behavior concerns can be seen in Roger Caracappa Package Deals For The Estee Lauder Companies's case as highlighted in this section.

Apprehensions about cultural modification: There is uneasiness about a cultural adjustment that would certainly take place when Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with a lot of the employee currently showing unhappiness over this possible action. This expected change has actually developed stress and anxiety in the workplace which has been combined with the past anxiety of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is shortage of employees that can match the stressful setting of a busy organization. Not just does this cause trouble in finding the ideal individuals, it puts tension on new hires as can not hold up against the rate and stress that the company expects them to birth.

Dual Reporting Lines: Beginners find this business culture troublesome and also tough to handle specifically as populated line partnerships are implied to be weak in general and unbiased setting and also performance evaluation is still done by the strong line supervisor. This suggests that newbies could shed clearness about their corresponding functions and purposes particularly as dotted line coverage does not maintain them in direct interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's position came as an impact to her spirits. Lewis might have been qualified and appropriate for the work however the truth that Kransnow's separation would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Job Instability: Concern and instability can be recognized as 2 significant worries that Lewis would be taking care of specifically as the merging has currently be cancelled and also two senior executives of the advertising division would certainly be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders that would not simply be in charge of brining about a cultural adjustment however would additionally need to confirm herself in her new function.

Incompatible Administration Style of Leader: Lewis's monitoring style and its incompatibility with the advertising department's role can also be seen as an OB obstacle specifically as she has been made use of to handling concerns in the procedures division where personnel are educated to focus on processes as well as obtain them right. The marketing department on the other hand can be seen as a group of people who are utilized to being supported by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Arguments: Interdepartmental arguments between three departments, advertising and marketing, merchandizing as well as operations respectively over the allowance of the advertising and marketing mix can be recognized as another OB issue. The marketing division does not share the very same vision as the other two departments regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures divisions do not agree over the advertising and marketing mix allocation among one another either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the marketing and advertising divisions can be determined as another OB concern which might require further attention. The fact that the advertising and marketing sections in the marketing division are disconnected is stopping both departments from getting from each various other's experience and competence. Integration of advertising with merchandising and procedures would certainly come to be harder if the marketing division itself is broken down which can be another prospective OB issue.

Roger Caracappa Package Deals For The Estee Lauder Companies Analysis

Different concepts have actually been utilized to explain the conditions to obtain further clarity about the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that subordinates are easy and also lazy, have little aspiration as well as resist change. The hard version of this theory highlighted browbeating, limited controls, hazards and punishments. With time it generates low efficiency, refined sabotage and competition (Offer, 2003). The scenario at Roger Caracappa Package Deals For The Estee Lauder Companies is not entirely following Concept X, it can be seen that new hires are locating this environment instead stressful which may eventually lead to a greater inclination of the management towards Theory X. Based on McGregor's advocated view, which he called Concept Y, the essential task of the administration is to set up organizational problems to make sure that people can attain their very own goals best by routing their initiatives towards business benefits. If people locate no fulfillment in their job, the monitoring would have little choice however to rely on theory X and also external control (Bargain, 2003). Also while assessing Lewis's monitoring style, concept X might have been suitable in the procedures department somewhat yet the Advertising and marketing department would require reliance on Theory Y so as to get the creativity and also originality from the teams.

Tuckman's Team effort Concept: As for Lewis's worry about bringing harmony in between the advertising and marketing department is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the first stage of team development, individuals may not bond, as they are busy discovering their place in the team. By integrating the marketing and advertising department's job, there may be the same initial separate which could cause the second phase of 'storming' where the teams challenge each other. Nonetheless, it is only throughout the 3rd stage or 'norming' when they would come together to share ideas prior to the team can cause synergy in the 4th stage 'doing'.

When individuals are offered with adjustment, they go into phase one as well as so there may be emotions like unhappiness, uncertainty, irritation, rage, fear, rejection as well as disorientation.The situation at the advertising and marketing department of Roger Caracappa Package Deals For The Estee Lauder Companies is comparable so Lewis can obtain comfortable with the idea that it is not extraordinary actions. It is during this phase that Lewis will certainly have to give guidance to the division so that they can find a sense of direction. It can be seen how Krasnow has already made this shift easier by making Lewis get included in the division a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has goes over the significance of 'protection requires as being a lower level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and secure and also out of threat' is at the 2nd degree of demands. Before a worker can be made to develop emotionally, he needs to have his 'Physiological 'as well as 'Safety and security' requires fulfilled.

SWOT Analysis for Roger Caracappa Package Deals For The Estee Lauder Companies Case Study

Ramification of Analysis.

The OB analysis has actually looked at numerous concepts to recognize just how to handle the existing scenario available. The following three options have been recommended to aid Lewis manage the business challenges in the advertising department. Each of these alternatives has been proposed for reducing the transition required to bring the advertising division in line with the requirements of the marketplace as well as for making the social change that would certainly adhere to once the existing leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business marketing along with company and retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both advertising and marketing as well as marketing features.

The advantage of this technique is that it will incorporate the two functions while reducing the demand for employing an extra source for advertising and marketing. Along with this, Lewis would be heading the advertising department and also all the same her substitute would be required for the present function that she is doing. The drawback of this choice is that exterior hiring may produce resentment from internal employees who may be considering the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Provided the competitive stress and also excellent quality work required from the advertising agency, it is advised that Lewis ought to enable the manufacturing device to be a different feature from the advertising and marketing device. Considering that many ad agency had these two functions as separate devices, it makes even more sense to adhere to the norm. In addition to this, both functions may have the ability to concentrate on their core turns on much more successfully. The downside of this approach would be that additional expenses would certainly have to be birthed for setting up different production functions. A manufacturing head might have to be worked with which can raise expenses for the company.

Integration of Advertising And Marketing with Operations: Considering that Lewis is currently caring for the advertising as well as operations divisions at the same time; it makes sense to incorporate both functions given that she has been efficiently caring for both ends. The fact that both divisions already have significant differences over allotment of sources recommends that this integration might have the ability to bring about harmony particularly as Lewis would be heading both ends.However there are various negative aspects of this action specifically as it would certainly place way too much problem over Lewis's shoulders. The fact that Lewis has to adjust her monitoring style for the advertising and marketing division recommends that these two divisions would be culturally diverse. Along with this, Lewis may not be able to use one kind of management design to both departments which can cause ineffectiveness in either one of both functions.


An examination of the 3 choices shows that assimilation of marketing as well as procedures would certainly not be a viable relocation as a result of the vast differences in between the two departments despite the fact that presently Lewis is dealing with both. While splitting up of the production function may have been a positive action for the advertising and marketing division, the fact that it would indicate positioning a third function under Lewis's wing means this need to be avoided. The assimilation of the advertising division is the most effective choice in regards to obtaining the optimal results from the division. An activity plan for this alternative is discussed below.

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

Marketing and advertising features would be merged.

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

Production feature will stay part of advertising under marketing function.

Lewis will divide herself from operations.

A democratic leadership design with worker empowerment will be made use of in advertising and marketing division.

Open door policy and also emphasis on cross department interaction will certainly be aimed at removing dissonance.

Backup strategy.

If the assimilation does not exercise as prepared, a backup plan would certainly comply with which would separate the manufacturing feature from the advertising function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the advertising department without an SVP. Because case the production function will certainly be divided by placing it under an SVP production.