Standard Chartered Bank Valuation And Capital Structure Case Study Solution


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Standard Chartered Bank Valuation And Capital Structure Case Study Analysis

Background and Facts

Standard Chartered Bank Valuation And Capital Structure an office supplies seller for small as well as medium sized businesses has actually lately been involved in planning for a merging with its competitor Residence Deport, which has actually affected efficiency levels in departmentswith the senior supervisor associated with legal difficulties put forth by the federal Profession Compensation. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With challenges in the kind of a possible cultural adjustment and low staff member spirits, the company needs a full reengineering initiative at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The potential social change at the advertising and marketing division of Standard Chartered Bank Valuation And Capital Structure is increasing uncertainty in the workplace bring about 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 impacting strategic choices considering that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Compensation's treatment in the process. Given the truth that the store has a worldwide presence with branches in UK, U.S.A., Canada and Germany, political consider each of these countries may have the ability to influence performance or strategic objectives. Federal Profession Commission's antitrust suit against the merging used up important time of the company's elderly administration recommending that 'political' factors can have severe ramifications for an international service.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide situation recommend that Standard Chartered Bank Valuation And Capital Structure is flourishing in an atmosphere where there is prospective development of businesses. Along with this, truth that shop clients are primarily trying to find workplace supplies for home offices suggests that the market has a climbing pattern of entrepreneurs and online companies.

Social factors: Social trends in the economic climate reveal that customers are trying to find comfort along with attractive prices. Market research shows how the consumer for Standard Chartered Bank Valuation And Capital Structure does not have recognition about discovering services which can supply a mix of ease and also inexpensive.

Technological factors: Technology plays a vital duty in Standard Chartered Bank Valuation And Capital Structure's organisation approach especially as the organization is piloting Innovation centers which would certainly supply technology sales as well as assistance in the kind of memory upgrades, peripheral installations. (Recap of PEST in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Organizational Habits problems can be seen in Standard Chartered Bank Valuation And Capital Structure's case as highlighted in this section.

Apprehensions regarding social change: There is uneasiness about a social adjustment that would certainly happen when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the staff members currently showing unhappiness over this prospective move. This anticipated modification has produced tension in the work environment which has been coupled with the past tension of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a fast-paced company. Not only does this lead to problem in locating the appropriate people, it puts anxiety on brand-new hires as can not endure the pace as well as stress that the company anticipates them to birth.

Double Reporting Lines: Newcomers locate this business society difficult and also difficult to cope with particularly as populated line relationships are indicated to be weaker as a whole as well as unbiased setting and performance assessment is still done by the solid line manager. This means that newcomers might lose clarity regarding their corresponding roles and goals specifically as dotted line coverage does not keep them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's position came as an impact to her spirits. Lewis might have been capable and proper for the work but the fact that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Anxiety as well as instability can be determined as two major issues that Lewis would be dealing with particularly as the merging has actually currently be terminated as well as two elderly execs of the advertising division would be leaving. The entire obligation of the division would be dropping on Lewis's shoulders who would not simply supervise of brining regarding a cultural change but would certainly additionally need to prove herself in her brand-new duty.

Incompatible Administration Design of Leader: Lewis's administration style and its incompatibility with the marketing division's duty can also be seen as an OB obstacle particularly as she has been made use of to handling issues in the procedures division where personnel are taught to focus on processes and obtain them. The marketing division on the various other hand can be seen as a team of people that are used to being supported by Krasnow who concentrated more on result than processes.

Interdepartmental Disagreements: Interdepartmental differences between 3 departments, advertising and marketing, merchandizing and operations specifically over the allotment of the marketing mix can be identified as an additional OB worry. The marketing department does not share the exact same vision as the various other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and procedures divisions do not agree over the marketing mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the marketing and advertising divisions can be recognized as one more OB concern which could need further focus. The truth that the marketing and advertising areas in the advertising and marketing division are detached is protecting against both departments from obtaining from each various other's experience and know-how. Integration of marketing with retailing and also procedures would end up being more difficult if the marketing department itself is degenerated which can be another possible OB worry.

Standard Chartered Bank Valuation And Capital Structure Analysis

Various concepts have actually been made use of to clarify the circumstances to get further quality about the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are passive as well as careless, have little passion as well as resist modification. The scenario at Standard Chartered Bank Valuation And Capital Structure is not completely complying with Theory X, it can be seen that new hires are discovering this setting rather demanding which might eventually lead to a better inclination of the administration towards Concept X. Also while examining Lewis's administration style, theory X may have been ideal in the procedures department to some level however the Advertising division would call for reliance on Theory Y in order to get the imagination and also creativity from the groups.

Tuckman's Synergy Theory: Regarding Lewis's problem about bringing consistency between the marketing and advertising division is worried, this would at first result in conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the initial phase of group growth, individuals might not bond, as they are busy discovering their location in the team. By combining the advertising and marketing division's job, there may coincide initial disconnect which can bring about the 2nd stage of 'storming' where the teams challenge each other. It is only during the third phase or 'norming' when they would certainly come with each other to share concepts prior to the group can bring about synergy in the fourth phase 'executing'.

When people are provided with adjustment, they get in phase one and so there might be emotions like despair, unpredictability, stress, temper, worry, denial and also disorientation.The scenario at the advertising and marketing division of Standard Chartered Bank Valuation And Capital Structure is comparable so Lewis can get comfortable with the suggestion that it is not amazing actions. It is during this phase that Lewis will certainly have to offer guidance to the department so that they can discover a feeling of direction. It can be seen exactly how Krasnow has actually already made this change easier by making Lewis obtain involved in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has talks about the relevance of 'protection needs as being a lower degree demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and also out of risk' is at the second level of demands. Before an employee can be made to develop emotionally, he needs to have his 'Physiological 'and 'Security' requires met.

SWOT Analysis for Standard Chartered Bank Valuation And Capital Structure Case Study

Ramification of Analysis.

The OB analysis has considered different concepts to recognize exactly how to deal with the existing circumstance at hand. The following 3 options have been recommended to aid Lewis deal with the organizational challenges in the advertising and marketing division. Each of these alternatives has been suggested for easing the shift needed to bring the marketing department in accordance with the demands of the marketplace and for making the cultural modification that would certainly comply with when the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and also Production features. Assimilation of Marketing with Operations.

Evaluation of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The internal advertising and marketing company of Standard Chartered Bank Valuation And Capital Structure is currently toughness for the organization in regards to saving up on overheads related to marketing as well as promo. Given that no brand-new recruitment has been done after Bridget Cole's departure with the reporting line being straight appointed to Krasnow for the marketing function, this is a desirable opportunity for integrating the marketing and advertising functions. Judith Shapiro that has actually 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 work with Shapiro as an EVP for advertising and marketing to handle both marketing and advertising functions.

The benefit of this method is that it will integrate both functions while reducing the need for working with an extra resource for marketing. Lewis would be heading the marketing department and in any type of case her replacement would be needed for the present role that she is performing. The negative aspect of this choice is that outside hiring may cause animosity from inner employees who may be eying the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Production: Provided the affordable stress and also high quality work required from the marketing company, it is advised that Lewis ought to enable the manufacturing system to be a separate feature from the advertising system. Because most advertising and marketing agencies had these 2 features as separate systems, it makes more sense to follow the norm.

Integration of Advertising with Workflows: Because Lewis is currently taking care of the marketing and procedures departments simultaneously; it makes good sense to integrate both features because she has been successfully dealing with both ends. The reality that both departments currently have major differences over allocation of resources recommends that this assimilation might have the ability to cause consistency particularly as Lewis would be heading both ends.However there are different disadvantages of this action particularly as it would place way too much concern over Lewis's shoulders. The truth that Lewis has to adjust her management style for the marketing department recommends that these 2 departments would be culturally diverse. Lewis might not be able to use one type of leadership design to both divisions which can result in ineffectiveness in either one of the two functions.


An analysis of the 3 choices shows that assimilation of advertising and marketing as well as operations would not be a practical action due to the substantial differences between the two departments despite the truth that presently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a positive action for the advertising division, the reality that it would imply placing a 3rd function under Lewis's wing means this need to be prevented.

Action Strategy.
Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Manufacturing function will stay part of advertising under advertising and marketing feature.

Lewis will separate herself from procedures.

A democratic leadership style with employee empowerment will certainly be utilized in advertising and marketing department.

Open up door plan and also focus on cross departmental communication will certainly be targeted at getting rid of disharmony.

Backup plan.

If the combination does not exercise as planned, a backup strategy would certainly follow which would separate the production function from the advertising and marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will absolutely be separated by putting it under an SVP manufacturing.