Satelite Distribuidora De Petroleo Case Study Analysis


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Satelite Distribuidora De Petroleo Case Study Help

Background and Facts

Satelite Distribuidora De Petroleo a workplace products retailer for tiny as well as medium sized services has actually recently been associated with planning for a merger with its competitor Residence Deport, which has actually influenced effectiveness degrees in departmentswith the senior manager involved in legal issues put forth by the government Trade Commission. With the Marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With obstacles in the type of a prospective cultural change and also low worker spirits, the company wants a total reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The possible social modification at the advertising and marketing department of Satelite Distribuidora De Petroleo is increasing unpredictability in the workplace resulting in different difficulties 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 major duty in impacting tactical decisions because Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Offered the reality that the store has a global visibility with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations might have the ability to affect efficiency or calculated objectives. Federal Profession Compensation's antitrust fit versus the merging took up beneficial time of the organization's elderly monitoring suggesting that 'political' factors can have major ramifications for a worldwide service.

Economic Factors: Financial factors such as the appearance of small companies in the global scenario recommend that Satelite Distribuidora De Petroleo is flourishing in an atmosphere where there is possible growth of organisations. Along with this, truth that shop consumers are mainly looking for workplace materials for office recommends that the market has a climbing trend of business owners as well as online companies.

Social factors: Social trends in the economic situation reveal that clients are looking for comfort as well as appealing rates. Marketing research shows how the consumer for Satelite Distribuidora De Petroleo does not have recognition regarding discovering remedies which can provide a combination of convenience as well as inexpensive.

Technical factors: Innovation plays a crucial role in Satelite Distribuidora De Petroleo's business method especially as the company is piloting Innovation centers which would certainly use technology sales and assistance in the type of memory upgrades, outer setups. (Summary of PEST in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Habits issues can be seen in Satelite Distribuidora De Petroleo's case as highlighted in this section.

Uneasiness about cultural adjustment: There is uneasiness about a social change that would certainly occur once Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with the majority of the staff members currently showing unhappiness over this potential move. This anticipated change has created stress and anxiety in the office which has been paired with the previous tension of preparing the company for a potential merging with Home Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of employees that can match the difficult atmosphere of a hectic company. Not only does this lead to difficulty in finding the right individuals, it puts stress on brand-new hires as can not endure the pace and pressure that the company anticipates them to birth.

Dual Coverage Lines: Newbies discover this business society cumbersome and hard to manage particularly as populated line relationships are meant to be weak generally as well as unbiased setting and efficiency evaluation is still done by the strong line manager. This indicates that newbies can shed clarity regarding their corresponding roles as well as purposes especially as dotted line coverage does not keep them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been hypothesized that the latter would certainly take Krasnow's setting came as a blow to her spirits. Lewis might have been qualified and also ideal for the job but the fact that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Fear & Job Insecurity: Concern and also instability can be identified as two significant worries that Lewis would certainly be taking care of especially as the merger has now be cancelled and also two senior executives of the marketing department would be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural adjustment but would certainly additionally have to confirm herself in her new duty.

Incompatible Administration Style of Leader: Lewis's management style as well as its incompatibility with the marketing department's duty can also be seen as an OB difficulty particularly as she has actually been made use of to handling concerns in the procedures division where employees are educated to concentrate on procedures and also 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 that focused more on output than processes.

Interdepartmental Disputes: Interdepartmental disputes between three departments, advertising, merchandizing and also procedures specifically over the allowance of the advertising and marketing mix can be determined as an additional OB problem. The marketing division does not share the exact same vision as the various other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allotment among one an additional either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising departments can be determined as another OB issue which might need additional attention. The fact that the marketing and advertising sections in the advertising and marketing department are detached is avoiding both divisions from acquiring from each other's experience and experience. Assimilation of marketing with merchandising and operations would certainly end up being more difficult if the advertising and marketing division itself is disintegrated which can be an additional possible OB concern.

Satelite Distribuidora De Petroleo Analysis

Various theories have been utilized to describe the scenarios to obtain further clarity about the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that juniors are passive as well as careless, have little ambition and resist modification. The situation at Satelite Distribuidora De Petroleo is not totally adhering to Concept X, it can be seen that brand-new hires are locating this atmosphere instead difficult which may ultimately lead to a higher inclination of the monitoring towards Theory X. Also while evaluating Lewis's administration style, theory X may have been appropriate in the operations division to some degree but the Advertising and marketing department would certainly need dependence on Concept Y in order to get the imagination and creativity from the groups.

Tuckman's Team effort Concept: Regarding Lewis's worry about bringing harmony in between the advertising and marketing division is concerned, this would at first result in conflict as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the initial phase of team growth, individuals may not bond, as they are busy discovering their area in the team. By integrating the marketing and advertising division's work, there might coincide preliminary detach which can lead to the second phase of 'storming' where the groups test one another. Nevertheless, it is only throughout the 3rd phase or 'norming' when they would collaborate to share suggestions prior to the group can bring about synergy in the 4th phase 'executing'.

Bridges' Change Model: According To William Bridge's concept (appendix 4), people are quite unpleasant with change, which is obvious by the circumstance at Satelite Distribuidora De Petroleo The situation can be viewed as a typical course of life if is studied according to Bridge's theory where he clarifies that people experience 3 phases of shift when they experience modification. 'End, losing as well as Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When people are presented with modification, they get in phase one therefore there may be emotions like unhappiness, unpredictability, aggravation, rage, worry, rejection as well as disorientation.The situation at the advertising division of Satelite Distribuidora De Petroleo is comparable so Lewis can get comfy with the concept that it is not extraordinary habits. In the 2nd stage, there might be a requirement to connect the void between the new as well as old society so Lewis may have to encounter this experience once Krasnow leaves. There may be low morale as well as reduced productivity at this stage which need to not be taken as a trouble. It is during this phase that Lewis will certainly need to provide support to the department so that they can locate an orientation. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis get associated with the department a year prior to his real departure. As per Bridges' Version, stage 3 will bring about openness to understanding, High power and also dedication as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the value of 'protection requires as being a lower level demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel secure and out of danger' is at the second level of demands. Prior to a staff member can be made to create mentally, he requires to have his 'Physiological 'and also 'Security' requires met.

SWOT Analysis for Satelite Distribuidora De Petroleo Case Study

Ramification of Analysis.

The OB analysis has actually considered various concepts to comprehend how to manage the existing circumstance handy. The adhering to three options have been recommended to help Lewis deal with the organizational challenges in the marketing division. Each of these choices has been suggested for easing the transition required to bring the advertising division in line with the requirements of the market and also for making the cultural change that would follow as soon as the current leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and Manufacturing functions. Assimilation of Advertising with Procedures.

Examination of Alternatives.

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

The advantage of this approach is that it will incorporate both features while decreasing the requirement for hiring an extra resource for advertising. Lewis would be heading the marketing division as well as in any kind of case her replacement would be required for the present role that she is executing. The drawback of this alternative is that external hiring may produce resentment from internal workers who may be considering the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Provided the affordable stress as well as high quality job called for from the marketing company, it is suggested that Lewis ought to permit the manufacturing system to be a separate function from the advertising and marketing system. Given that many advertising companies had these 2 functions as separate units, it makes more sense to adhere to the standard.

Integration of Marketing with Workflows: Considering that Lewis is already dealing with the advertising and procedures departments at the same time; it makes good sense to integrate the two functions given that she has actually been successfully dealing with both ends. The reality that both divisions currently have significant differences over allocation of resources recommends that this assimilation might have the ability to cause harmony especially as Lewis would certainly be heading both ends.However there are various drawbacks of this step specifically as it would place too much worry over Lewis's shoulders. The fact that Lewis has to adjust her monitoring style for the advertising division suggests that these 2 divisions would certainly be culturally varied. In addition to this, Lewis might not have the ability to apply one sort of leadership design to both divisions which can cause inadequacy in either one of both features.


An examination of the 3 choices shows that combination of advertising as well as procedures would certainly not be a viable step due to the large distinctions in between the 2 divisions regardless of the truth that presently Lewis is taking care of both. While splitting up of the production feature might have been a favorable relocation for the advertising division, the fact that it would certainly imply positioning a 3rd feature under Lewis's wing means this should be stayed clear of.

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

Advertising and Marketing features would be combined.

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

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

Lewis will certainly divide herself from procedures.

An autonomous leadership style with employee empowerment will certainly be utilized in marketing department.

Open door policy and focus on cross department interaction will certainly be aimed at eliminating disharmony.

Contingency strategy.

If the assimilation does not work out as planned, a backup strategy would certainly follow which would divide the production feature from the marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising division without an SVP. In that case the manufacturing feature will absolutely be separated by placing it under an SVP production.