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Sec Versus Goldman Sachs A Case Study Solution

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Sec Versus Goldman Sachs A Case Study Help

Background and Facts

Sec Versus Goldman Sachs A an office products store for little and average sized organisations has just recently been associated with preparing for a merging with its competitor Home Deport, which has actually impacted efficiency levels in departmentswith the elderly manager associated with lawful issues presented by the government Trade Compensation. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the near future. With challenges in the form of a possible social modification and low employee spirits, the company needs a complete reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural change at the advertising department of Sec Versus Goldman Sachs A is increasing uncertainty in the workplace resulting in 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 function in impacting calculated choices because Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's intervention at the same time. Given the reality that the shop has an international existence with branches in UK, USA, Canada and Germany, political consider each of these countries may have the ability to impact performance or calculated objectives. Federal Trade Payment's antitrust fit versus the merging occupied beneficial time of the organization's elderly management recommending that 'political' factors can have major implications for a worldwide company.

Economic Factors: Economic factors such as the development of small companies in the global scenario suggest that Sec Versus Goldman Sachs A is growing in an atmosphere where there is possible development of companies. In addition to this, reality that store clients are mainly trying to find workplace products for office recommends that the market has a rising pattern of business owners and online businesses.

Social factors: Social fads in the economic climate show that consumers are trying to find comfort in addition to appealing prices. Market research shows how the customer for Sec Versus Goldman Sachs A lacks understanding regarding locating options which can provide a mix of comfort and low costs.

Technical factors: Technology plays an important role in Sec Versus Goldman Sachs A's business strategy specifically as the company is piloting Innovation centers which would certainly offer modern technology sales and also support in the form of memory upgrades, peripheral installments. (Summary of PEST in appendix 2).

OB Issues and Symptoms.

Numerous underlying Organizational Actions concerns can be seen in Sec Versus Goldman Sachs A's case as highlighted in this section.

Apprehensions about cultural change: There is uneasiness about a cultural modification that would occur as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with the majority of the personnel already revealing discontent over this potential step. This expected change has actually produced tension in the work environment which has been paired with the previous anxiety of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of personnel that can match the difficult setting of a fast-paced company. Not just does this result in problem in discovering the best individuals, it places anxiety on new hires as can not hold up against the speed and also stress that the organization expects them to birth.

Dual Coverage Lines: Novices find this organizational culture troublesome and hard to manage especially as dotted line relationships are indicated to be weak as a whole and also objective setting and efficiency assessment is still done by the strong line supervisor. This means that newbies can lose clarity about their respective roles and also goals especially as populated line reporting does not maintain them in direct communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been speculated that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis may have been qualified as well as proper for the work however the truth that Kransnow's departure would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Task Insecurity: Anxiety and insecurity can be determined as 2 significant issues that Lewis would be dealing with specifically as the merging has actually currently be cancelled as well as 2 senior executives of the advertising and marketing department would certainly be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders who would not just be in charge of brining concerning a social change yet would likewise have to confirm herself in her new role.

Inappropriate Administration Style of Leader: Lewis's monitoring design and also its conflict with the marketing department's function can additionally be viewed as an OB challenge specifically as she has actually been used to managing concerns in the operations department where workers are educated to concentrate on processes as well as get them right. The advertising and marketing department on the various other hand can be seen as a group of people who are utilized to being supported by Krasnow who concentrated more on outcome than processes.

Interdepartmental Disputes: Interdepartmental differences in between three departments, marketing, merchandizing as well as operations specifically over the allowance of the advertising and marketing mix can be identified as an additional OB worry. Although the marketing division does not share the same vision as the various other 2 divisions pertaining to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and procedures departments do not concur over the advertising and marketing mix allocation amongst each other either.

Disintegration in Advertising And Marketing Division: Disintegration between the advertising and marketing departments can be recognized as one more OB issue which could require further interest. The fact that the marketing and advertising sections in the advertising department are detached is protecting against both departments from gaining from each various other's experience as well as competence. Combination of advertising with retailing and operations would certainly come to be harder if the advertising division itself is degenerated which can be another possible OB concern.

Sec Versus Goldman Sachs A Analysis

Various theories have actually been made use of to explain the scenarios to get additional quality about the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers believe that juniors are passive and careless, have little aspiration as well as withstand change. The scenario at Sec Versus Goldman Sachs A is not entirely adhering to Concept X, it can be seen that brand-new hires are locating this environment rather difficult which might at some point lead to a greater disposition of the monitoring towards Concept X. Also while assessing Lewis's monitoring style, concept X may have been appropriate in the operations department to some level yet the Marketing department would certainly call for dependence on Concept Y in order to get the imagination and also originality from the groups.

Tuckman's Team effort Concept: As far as Lewis's concern regarding bringing harmony between the advertising and marketing department is concerned, this would initially lead to conflict as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the initial stage of group growth, individuals may not bond, as they are active finding their area in the team. By combining the marketing and advertising department's job, there may be the same preliminary disconnect which could lead to the 2nd phase of 'storming' where the groups challenge each other. It is only throughout the 3rd stage or 'norming' when they would certainly come together to share concepts before the group can bring about synergy in the fourth phase 'performing'.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), individuals are fairly uneasy with adjustment, which is obvious by the situation at Sec Versus Goldman Sachs A The circumstance can be seen as a regular training course of life if is studied as per Bridge's theory where he clarifies that individuals experience 3 stages of shift when they experience adjustment. 'Ending, losing as well as Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When people exist with modification, they get in phase one therefore there might be feelings like sadness, unpredictability, aggravation, rage, concern, rejection and disorientation.The circumstance at the advertising department of Sec Versus Goldman Sachs A is comparable so Lewis can obtain comfortable with the concept that it is not phenomenal actions. In the second phase, there might be a demand to link the space between the brand-new and old culture so Lewis might need to face this challenge when Krasnow leaves. There may be reduced spirits as well as low efficiency at this stage which should not be taken as an obstacle. It is throughout this stage that Lewis will need to provide support to the department so that they can discover an orientation. It can be seen how Krasnow has actually currently made this shift easier by making Lewis obtain associated with the department a year before his real departure. Based on Bridges' Model, phase three will produce visibility to discovering, High energy as well as dedication as people will welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the significance of 'protection needs as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel secure and out of threat' is at the second degree of demands. Prior to an employee can be made to establish mentally, he needs to have his 'Physical 'as well as 'Safety and security' needs met.

SWOT Analysis for Sec Versus Goldman Sachs A Case Study



Effects of Analysis.

The OB analysis has taken a look at various concepts to recognize how to cope with the current scenario at hand. The adhering to 3 choices have been proposed to help Lewis handle the organizational difficulties in the advertising division. Each of these options has been recommended for easing the shift required to bring the advertising department in accordance with the demands of the market and also for making the cultural adjustment that would follow when the present leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Production functions. Integration of Advertising with Operations.

Assessment of Alternatives.

Integration of Advertising & Marketing Functions: The in-house advertising company of Sec Versus Goldman Sachs A is currently toughness for the company in terms of conserving up on expenses related to advertising and marketing as well as promotion. Given that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being straight appointed to Krasnow for the marketing feature, this is a desirable chance for integrating the advertising and marketing features. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business marketing along with agency and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both marketing and advertising functions.

The benefit of this method is that it will certainly incorporate the two features while lowering the requirement for working with an additional resource for marketing. In addition to this, Lewis would be heading the advertising division and also in any case her substitute would certainly be required for the current role that she is doing. The negative aspect of this choice is that exterior hiring may produce animosity from interior workers that might be looking at the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Manufacturing: Offered the affordable pressures and also high quality work needed from the marketing firm, it is advised that Lewis needs to enable the production system to be a different function from the marketing unit. Since the majority of marketing firms had these 2 functions as different devices, it makes more sense to follow the standard.

Integration of Advertising with Procedures: Since Lewis is already caring for the advertising and operations divisions all at once; it makes good sense to integrate the two features since she has actually been successfully looking after both ends. The truth that both divisions currently have major differences over appropriation of resources recommends that this integration may be able to cause harmony particularly as Lewis would be heading both ends.However there are various drawbacks of this step particularly as it would place excessive burden over Lewis's shoulders. The truth that Lewis has to adjust her monitoring style for the advertising and marketing division recommends that these 2 divisions would certainly be culturally varied. Lewis may not be able to use one kind of management style to both departments which might result in ineffectiveness in either one of the two features.

Recommendation.



An evaluation of the 3 alternatives suggests that assimilation of marketing as well as operations would not be a possible relocation because of the large differences in between both divisions despite the fact that currently Lewis is taking care of both. While separation of the manufacturing function might have been a desirable move for the advertising division, the truth that it would indicate placing a third feature under Lewis's wing indicates this ought to be avoided. The integration of the advertising department is the very best alternative in regards to obtaining the optimum results from the division. An action prepare for this option is discussed listed below.

Action Plan.
Recommendation
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

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

Lewis will certainly divide herself from operations.

An autonomous leadership style with staff member empowerment will certainly be used in advertising department.

Open door policy and focus on cross department interaction will be focused on eliminating discord.

Backup plan.

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