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Salomon And The Treasury Securities Auction 1992 Update Case Study Help

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Salomon And The Treasury Securities Auction 1992 Update Case Study Help

Background and Facts

Salomon And The Treasury Securities Auction 1992 Update an office products seller for small and average sized organisations has recently been associated with planning for a merging with its competitor Residence Deport, which has actually affected effectiveness degrees in departmentswith the elderly manager associated with lawful complications put forth by the government Profession Compensation. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the future. With obstacles in the form of a potential cultural change as well as reduced worker morale, the organization requires a total reengineering effort at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible social change at the marketing department of Salomon And The Treasury Securities Auction 1992 Update is boosting unpredictability in the working environment 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 impacting calculated choices because Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Commission's treatment while doing so. Offered the fact that the shop has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries might have the ability to influence performance or calculated objectives. Federal Profession Commission's antitrust fit versus the merger occupied valuable time of the organization's senior administration suggesting that 'political' factors can have serious implications for an international business.

Economic Factors: Financial factors such as the introduction of small companies in the global scenario recommend that Salomon And The Treasury Securities Auction 1992 Update is growing in a setting where there is prospective development of organisations. Along with this, truth that shop clients are mostly searching for office products for office suggests that the market has a rising pattern of entrepreneurs and home based services.

Social factors: Social trends in the economy show that clients are seeking benefit as well as eye-catching prices. Market research shows how the customer for Salomon And The Treasury Securities Auction 1992 Update does not have awareness regarding finding remedies which can offer a combination of convenience and also affordable.

Technological factors: Modern technology plays a vital function in Salomon And The Treasury Securities Auction 1992 Update's business approach especially as the organization is piloting Modern technology centers which would supply technology sales as well as support in the form of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Behavior concerns can be seen in Salomon And The Treasury Securities Auction 1992 Update's case as highlighted in this area.

Worries regarding social modification: There is apprehension concerning a cultural modification that would take place once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with a lot of the employee already revealing discontent over this prospective move. This anticipated adjustment has developed stress in the office which has been coupled with the previous stress of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is lack of personnel that can match the stressful atmosphere of a fast-paced organization. Not just does this bring about difficulty in locating the appropriate people, it places anxiety on brand-new hires as can not endure the pace as well as stress that the company expects them to birth.

Twin Coverage Lines: Beginners find this organizational society cumbersome and tough to handle specifically as populated line partnerships are indicated to be weaker as a whole as well as objective setting and performance examination is still done by the strong line manager. This implies that novices could shed clarity regarding their corresponding roles and also goals specifically as dotted line reporting does not maintain them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been hypothesized that the latter would take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and ideal for the job yet the truth that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Task Instability: Worry and also insecurity can be identified as 2 significant problems that Lewis would be dealing with particularly as the merging has now be terminated and two elderly executives of the advertising and marketing division would certainly be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders who would not just be in charge of brining concerning a cultural modification yet would certainly likewise have to prove herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's administration style as well as its incompatibility with the advertising department's function can also be viewed as an OB difficulty particularly as she has been utilized to taking care of concerns in the operations division where workers are educated to focus on procedures and get them right. The advertising department on the other hand can be seen as a team of people that are made use of to being nurtured by Krasnow who concentrated a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disagreements between 3 departments, marketing, merchandizing and operations specifically over the allotment of the marketing mix can be determined as another OB problem. Although the advertising division does not share the same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and operations departments do not agree over the marketing mix allowance among each other either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing departments can be determined as an additional OB problem which might require more attention. The truth that the advertising and marketing sections in the advertising and marketing department are disconnected is avoiding both departments from getting from each other's experience and also proficiency. Combination of marketing with retailing and also procedures would certainly end up being more difficult if the advertising and marketing department itself is broken down which can be one more potential OB worry.

Salomon And The Treasury Securities Auction 1992 Update Analysis

Numerous theories have actually been used to explain the conditions to get further quality about the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors think that juniors are passive and also lazy, have little aspiration and also resist modification. The difficult version of this concept stressed threat, limited controls, risks and punishments. Gradually it creates low performance, subtle sabotage and also competition (Bargain, 2003). The circumstance at Salomon And The Treasury Securities Auction 1992 Update is not completely adhering to Theory X, it can be seen that new hires are locating this environment instead stressful which might at some point lead to a greater disposition of the monitoring towards Concept X. As per McGregor's advocated sight, which he called Concept Y, the crucial job of the management is to arrange business problems so that people can attain their own objectives best by routing their initiatives towards organizational incentives. If individuals discover no satisfaction in their work, the management would have little selection however to depend on theory X as well as external control (Deal, 2003). Also while analyzing Lewis's administration design, theory X might have appropriated in the procedures division somewhat yet the Advertising division would certainly require dependence on Theory Y to get the creativity as well as originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's problem about bringing harmony in between the marketing and advertising division is worried, this would initially result in contrast as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, throughout the initial phase of group growth, individuals may not bond, as they are busy locating their area in the team. By combining the marketing and advertising department's work, there may be the same first detach which can lead to the 2nd stage of 'storming' where the groups test one another. Nonetheless, it is just throughout the third phase or 'norming' when they would certainly collaborate to share ideas before the team can bring about harmony in the 4th stage 'executing'.

Bridges' Transition Model: Based On William Bridge's theory (appendix 4), individuals are fairly uneasy with adjustment, which is apparent by the situation at Salomon And The Treasury Securities Auction 1992 Update The circumstance can be seen as a typical program of life if is studied based on Bridge's concept where he discusses that people experience three phases of transition when they experience change. 'Ending, shedding and also Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals exist with modification, they go into stage one and so there may be emotions like sadness, uncertainty, stress, temper, fear, rejection as well as disorientation.The circumstance at the advertising division of Salomon And The Treasury Securities Auction 1992 Update is similar so Lewis can get comfy with the idea that it is not phenomenal habits. In the second phase, there may be a requirement to bridge the void between the new and also old culture so Lewis may have to encounter this experience when Krasnow leaves. There may be low morale and also reduced performance at this phase which should not be taken as a problem. It is during this stage that Lewis will certainly have to give assistance to the department to make sure that they can locate a sense of direction. It can be seen just how Krasnow has actually currently made this change much easier by making Lewis obtain involved in the department a year before his actual departure. According to Bridges' Version, phase three will bring about visibility to knowing, High energy and dedication as individuals will welcome the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB issue pertaining to instability at the office has been triggered firstly by the modification in management and also second of all by the reality that the merger will no more be launched. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the value of 'protection requires as being a lower degree demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to feel safe and also unharmed' goes to the 2nd level of demands. Before an employee can be made to develop psychologically, he requires to have his 'Physical 'and also 'Safety' requires fulfilled. This suggests that unless the workers are made to really feel protected regarding their current employment status in Salomon And The Treasury Securities Auction 1992 Update they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Salomon And The Treasury Securities Auction 1992 Update Case Study



Ramification of Analysis.

The OB analysis has actually checked out numerous theories to recognize how to manage the current circumstance available. The following 3 alternatives have actually been proposed to aid Lewis manage the business obstacles in the advertising and marketing division. Each of these alternatives has been proposed for relieving the shift needed to bring the marketing division in accordance with the demands of the market as well as for making the cultural adjustment that would certainly comply with when the current leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Production functions. Integration of Advertising And Marketing with Workflow.

Examination of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The internal marketing company of Salomon And The Treasury Securities Auction 1992 Update is currently stamina for the organization in terms of saving up on overheads associated with advertising and marketing and promo. Given that no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the marketing function, this is a desirable possibility for incorporating the marketing and advertising features. Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with firm and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both marketing and advertising features.

The benefit of this approach is that it will integrate both functions while decreasing the requirement for hiring an added source for advertising and marketing. Along with this, Lewis would be heading the marketing division as well as in any case her replacement would certainly be required for the current function that she is doing. The downside of this choice is that exterior hiring might cause bitterness from interior personnel that might be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Manufacturing: Offered the competitive pressures and high quality work called for from the advertising agency, it is recommended that Lewis ought to enable the manufacturing unit to be a separate function from the advertising and marketing unit. Because a lot of advertising agencies had these two functions as separate units, it makes even more sense to follow the norm. Along with this, both features may have the ability to concentrate on their core turns on much more effectively. The drawback of this method would certainly be that extra expenses would have to be borne for establishing up different manufacturing functions. In addition to this, a manufacturing head may have to be hired which can boost overheads for the company.

Integration of Advertising And Marketing with Operations: Considering that Lewis is currently caring for the advertising and marketing as well as procedures departments at the same time; it makes good sense to incorporate both features considering that she has actually been effectively dealing with both ends. The reality that the two departments already have significant distinctions over appropriation of sources suggests that this combination might be able to bring about consistency especially as Lewis would be heading both ends.However there are different disadvantages of this step especially as it would certainly put way too much problem over Lewis's shoulders. The truth that Lewis needs to adjust her administration style for the marketing department recommends that these 2 departments would be culturally varied. Lewis might not be able to apply one type of management design to both divisions which might result in inadequacy in either one of the two features.

Referral.



An examination of the three alternatives indicates that assimilation of marketing as well as operations would not be a feasible relocation due to the large distinctions in between the 2 divisions regardless of the truth that presently Lewis is dealing with both. While separation of the production function may have been a positive relocation for the advertising department, the fact that it would imply placing a 3rd feature under Lewis's wing indicates this ought to be avoided.

Activity Strategy.
Recommendation
Lewis will take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Manufacturing function will certainly continue to be part of advertising and marketing under advertising feature.

Lewis will certainly separate herself from operations.

A democratic management design with worker empowerment will be utilized in advertising division.

Open door policy and also focus on cross department interaction will certainly be focused on removing discord.

Contingency plan.

If the integration does not work out as planned, a backup plan would adhere to which would separate the manufacturing feature from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. Because case the production feature will absolutely be separated by positioning it under an SVP manufacturing.