Scotiamcleod Equity Trading The Quantex Decision Case Study Solution


Home >> Harvard >> Scotiamcleod Equity Trading The Quantex Decision >>

Scotiamcleod Equity Trading The Quantex Decision Case Study Solution

Background and Facts

Scotiamcleod Equity Trading The Quantex Decision a workplace materials retailer for small and also medium sized companies has actually lately been associated with planning for a merging with its competitor House Deport, which has influenced performance degrees in departmentswith the elderly supervisor associated with legal difficulties presented by the government Profession Commission. With the Advertising and marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the duty in the near future. With difficulties in the form of a prospective social change and also reduced worker spirits, the company wants a full reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the marketing department of Scotiamcleod Equity Trading The Quantex Decision is increasing unpredictability in the workplace causing various obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical decisions since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Compensation's treatment while doing so. Given the reality that the store has a global presence with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might be able to affect efficiency or strategic objectives. Federal Profession Compensation's antitrust fit versus the merger used up important time of the company's elderly management recommending that 'political' factors can have significant effects for an international company.

Economic Factors: Economic factors such as the appearance of local business in the global situation suggest that Scotiamcleod Equity Trading The Quantex Decision is thriving in a setting where there is potential growth of companies. In addition to this, fact that store consumers are mainly seeking office materials for home offices recommends that the marketplace has an increasing fad of business owners and also home services.

Social factors: Social fads in the economic climate show that consumers are trying to find ease along with attractive rates. Market research demonstrates how the client for Scotiamcleod Equity Trading The Quantex Decision does not have awareness about discovering solutions which can use a combination of ease and also inexpensive.

Technological factors: Modern technology plays an essential function in Scotiamcleod Equity Trading The Quantex Decision's organisation technique especially as the organization is piloting Modern technology facilities which would certainly offer modern technology sales as well as support in the type of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Organizational Behavior issues can be seen in Scotiamcleod Equity Trading The Quantex Decision's case as highlighted in this area.

Apprehensions about cultural modification: There is uneasiness regarding a social adjustment that would certainly occur when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising And Marketing with a lot of the employee already showing unhappiness over this prospective relocation. This expected adjustment has developed stress and anxiety in the office which has actually been paired with the previous tension of preparing the firm for a possible merging with House Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is lack of employees that can match the demanding environment of a fast-paced organization. Not just does this cause difficulty in locating the appropriate people, it places stress and anxiety on new hires as can not hold up against the rate as well as stress that the company anticipates them to bear.

Dual Reporting Lines: Newbies discover this business society difficult as well as tough to handle especially as populated line partnerships are implied to be weak generally as well as unbiased setting and efficiency assessment is still done by the solid line supervisor. This indicates that novices might shed quality concerning their respective duties and objectives specifically as populated line reporting does not maintain them in straight interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had been guessed that the latter would take Krasnow's setting came as a strike to her spirits. Lewis may have been capable as well as ideal for the task yet the truth that Kransnow's separation would make Coles a straight report to Lewis may have been the factor for Coles' resignation from services.

Concern & Job Instability: Anxiety and instability can be recognized as two significant concerns that Lewis would be taking care of specifically as the merger has actually currently be terminated and 2 senior execs of the advertising and marketing division would certainly be leaving. The whole obligation of the department would be falling on Lewis's shoulders who would certainly not simply be in charge of brining about a social change yet would also need to verify herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's management style and its conflict with the advertising and marketing division's function can also be seen as an OB obstacle particularly as she has actually been made use of to handling problems in the procedures division where employees are taught to concentrate on procedures as well as get them. The advertising and marketing department on the other hand can be seen as a team of individuals that are utilized to being supported by Krasnow who concentrated much more on outcome than processes.

Interdepartmental Arguments: Interdepartmental arguments between three departments, advertising and marketing, merchandizing as well as operations specifically over the appropriation of the advertising and marketing mix can be identified as another OB concern. Although the advertising department does not share the exact same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and procedures departments do not concur over the advertising and marketing mix allocation amongst one another either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising divisions can be determined as an additional OB problem which can require more focus. The truth that the advertising and marketing sections in the advertising department are detached is avoiding both divisions from getting from each various other's experience and expertise. Combination of marketing with merchandising and procedures would become more difficult if the advertising and marketing division itself is disintegrated which can be an additional potential OB issue.

Scotiamcleod Equity Trading The Quantex Decision Analysis

Numerous concepts have been made use of to describe the conditions to get further clearness about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that juniors are easy and also careless, have little ambition and also stand up to modification. The difficult variation of this concept highlighted browbeating, limited controls, risks and also penalties. Gradually it creates low efficiency, refined sabotage and rivalry (Deal, 2003). The situation at Scotiamcleod Equity Trading The Quantex Decision is not entirely adhering to Theory X, it can be seen that brand-new hires are finding this environment rather demanding which may ultimately lead to a better inclination of the monitoring in the direction of Concept X. Based on McGregor's promoted view, which he called Theory Y, the necessary job of the administration is to set up organizational problems so that individuals can achieve their own objectives best by routing their initiatives in the direction of business rewards. If people discover no contentment in their work, the monitoring would have little option however to count on concept X and also outside control (Deal, 2003). Even while assessing Lewis's administration style, theory X may have been suitable in the procedures division somewhat however the Marketing department would need dependence on Theory Y to get the imagination as well as creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's concern concerning bringing harmony between the advertising and marketing division is concerned, this would originally result in contrast as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, during the initial phase of group advancement, people may not bond, as they are hectic finding their location in the group. By combining the advertising and marketing division's work, there might coincide preliminary detach which could cause the 2nd stage of 'storming' where the groups test each other. Nevertheless, it is only during the 3rd phase or 'norming' when they would certainly come together to share ideas prior to the group can produce harmony in the fourth phase 'carrying out'.

Bridges' Transition Version: As per William Bridge's concept (appendix 4), people are rather unpleasant with adjustment, which is noticeable by the situation at Scotiamcleod Equity Trading The Quantex Decision The scenario can be viewed as a regular training course of life if is researched according to Bridge's concept where he describes that individuals go through three phases of transition when they experience change. 'End, losing and also Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people exist with adjustment, they get in phase one and so there might be feelings like unhappiness, unpredictability, aggravation, anger, worry, denial as well as disorientation.The situation at the advertising and marketing department of Scotiamcleod Equity Trading The Quantex Decision is comparable so Lewis can get comfortable with the idea that it is not extraordinary habits. In the second stage, there might be a requirement to link the space in between the new and also old culture so Lewis may have to face this ordeal as soon as Krasnow leaves. There may be reduced spirits as well as reduced performance at this stage which ought to not be taken as a problem. It is throughout this stage that Lewis will have to offer support to the department to make sure that they can find an orientation. It can be seen just how Krasnow has actually currently made this change less complicated by making Lewis get associated with the department a year prior to his actual departure. As per Bridges' Version, stage three will certainly bring about visibility to discovering, High energy and also commitment as people will welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Need power structure: The OB issue pertaining to insecurity at the work environment has been set off firstly by the modification in management and also second of all by the fact that the merging will no longer be initiated. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has goes over the significance of 'security needs as being a lower level demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe as well as out of danger' goes to the second degree of requirements. Before a staff member can be made to create mentally, he requires to have his 'Physiological 'and 'Safety' requires satisfied. This shows that unless the workers are made to feel safe and secure about their present work standing in Scotiamcleod Equity Trading The Quantex Decision they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Scotiamcleod Equity Trading The Quantex Decision Case Study

Ramification of Analysis.

The OB analysis has actually looked at various concepts to comprehend exactly how to manage the existing situation at hand. The following three alternatives have been suggested to help Lewis manage the business difficulties in the marketing department. Each of these alternatives has been recommended for alleviating the change required to bring the marketing division according to the needs of the market and for making the social change that would comply with as soon as the existing leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and Manufacturing functions. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Marketing Functions: The internal marketing company of Scotiamcleod Equity Trading The Quantex Decision is already strength for the organization in regards to saving up on overheads related to advertising as well as promo. Since no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the advertising feature, this is a beneficial chance for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing together with company and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing and advertising features.

The advantage of this method is that it will integrate the two functions while decreasing the need for working with an added source for marketing. Along with this, Lewis would be heading the marketing division as well as all the same her replacement would be needed for the current duty that she is performing. The negative aspect of this choice is that external hiring may bring about animosity from internal employees who may be eying the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Production: Provided the affordable stress and also high quality work called for from the advertising agency, it is recommended that Lewis should enable the production unit to be a different function from the marketing unit. Given that many ad agency had these two functions as separate units, it makes even more sense to follow the norm. Along with this, both features might be able to concentrate on their core activates a lot more successfully. The disadvantage of this method would certainly be that additional expenses would have to be borne for setting up different manufacturing functions. A production head may have to be employed which can increase expenses for the organization.

Combination of Marketing with Procedures: Considering that Lewis is already taking care of the marketing and also operations divisions concurrently; it makes sense to incorporate the 2 functions considering that she has been successfully taking care of both ends. The truth that Lewis has to adapt her administration design for the advertising and marketing division recommends that these 2 divisions would be culturally varied.


An assessment of the 3 alternatives indicates that assimilation of marketing and also procedures would not be a viable move due to the vast differences in between the 2 departments in spite of the reality that currently Lewis is dealing with both. While separation of the manufacturing feature may have been a favorable step for the advertising division, the fact that it would suggest positioning a 3rd feature under Lewis's wing indicates this must be avoided.

Action Plan.
Lewis will take over the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

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

Lewis will divide herself from procedures.

An autonomous management design with worker empowerment will be utilized in advertising and marketing department.

Open up door plan and also emphasis on cross departmental communication will be aimed at eliminating disharmony.

Contingency plan.

If the integration does not exercise as planned, a contingency strategy would follow which would divide the production feature from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production feature will certainly be divided by putting it under an SVP manufacturing.