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Tata Power Corporate Social Responsibility And Sustainability Case Study Analysis

Background and Facts

Tata Power Corporate Social Responsibility And Sustainability a workplace products merchant for tiny and also medium sized companies has actually lately been associated with planning for a merging with its rival Home Deport, which has impacted performance degrees in departmentswith the senior supervisor involved in legal issues presented by the federal Profession Commission. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the future. With difficulties in the form of a prospective cultural adjustment and also reduced employee morale, the company is in need of a full reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the marketing division of Tata Power Corporate Social Responsibility And Sustainability is increasing uncertainty in the workplace causing various difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical decisions since Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Trade Compensation's intervention while doing so. Offered the reality that the store has a global existence with branches in UK, U.S.A., Canada and Germany, political factors in each of these countries may be able to affect efficiency or strategic objectives. Federal Profession Commission's antitrust fit against the merger took up beneficial time of the company's elderly monitoring suggesting that 'political' factors can have severe implications for an international business.

Economic Factors: Financial factors such as the appearance of small companies in the global scenario suggest that Tata Power Corporate Social Responsibility And Sustainability is flourishing in an environment where there is possible growth of services. Along with this, fact that store clients are mostly trying to find workplace products for office recommends that the market has a rising pattern of entrepreneurs and also home businesses.

Social factors: Social patterns in the economic situation show that clients are trying to find ease in addition to appealing costs. Marketing research demonstrates how the customer for Tata Power Corporate Social Responsibility And Sustainability lacks recognition regarding locating services which can provide a mix of convenience and also inexpensive.

Technological factors: Technology plays a vital duty in Tata Power Corporate Social Responsibility And Sustainability's organisation technique especially as the company is piloting Innovation centers which would use technology sales and support in the type of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Business Behavior concerns can be seen in Tata Power Corporate Social Responsibility And Sustainability's case as highlighted in this section.

Apprehensions about cultural adjustment: There is worry about a cultural adjustment that would take place when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with a lot of the employee already revealing discontent over this potential move. This expected change has produced tension in the workplace which has actually been paired with the past tension of preparing the firm for a possible merger with House Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of employees that can match the stressful environment of a busy organization. Not just does this lead to trouble in discovering the ideal people, it places stress on new hires as can not withstand the pace and also pressure that the company expects them to bear.

Dual Coverage Lines: Novices locate this business society difficult as well as difficult to deal with especially as dotted line relationships are suggested to be weak in general and objective setup and also efficiency examination is still done by the solid line manager. This suggests that newcomers can shed quality about their respective functions and objectives especially as populated line reporting does not keep them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles despite the fact that it had been hypothesized that the latter would certainly take Krasnow's position came as an impact to her morale. Lewis might have been qualified and proper for the task yet the reality that Kransnow's departure would make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Worry & Job Insecurity: Worry and instability can be recognized as two major issues that Lewis would be dealing with specifically as the merging has currently be cancelled as well as two elderly execs of the advertising and marketing department would be leaving. The whole obligation of the division would be dropping on Lewis's shoulders who would not just supervise of brining about a social change but would certainly also have to prove herself in her new role.

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

Interdepartmental Differences: Interdepartmental disagreements between three divisions, advertising, merchandizing as well as operations specifically over the allocation of the marketing mix can be identified as another OB problem. Although the advertising department does not share the very same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not concur over the advertising and marketing mix allotment amongst each other either.

Fragmentation in Advertising Department: Fragmentation in between the advertising and marketing divisions can be determined as one more OB problem which could need additional attention. The reality that the advertising and marketing areas in the marketing department are disconnected is stopping both departments from getting from each other's experience and also proficiency. Assimilation of advertising and marketing with merchandising and operations would certainly become harder if the marketing division itself is degenerated which can be another possible OB issue.

Tata Power Corporate Social Responsibility And Sustainability Analysis

Various theories have actually been used to clarify the situations to get more clearness concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that subordinates are passive as well as careless, have little aspiration as well as stand up to modification. The scenario at Tata Power Corporate Social Responsibility And Sustainability is not entirely following Concept X, it can be seen that new hires are finding this atmosphere rather stressful which might at some point lead to a better inclination of the monitoring in the direction of Theory X. Even while examining Lewis's monitoring style, theory X might have been appropriate in the operations department to some degree yet the Marketing division would call for reliance on Theory Y in order to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Theory: As for Lewis's problem concerning bringing harmony between the marketing and advertising division is worried, this would at first bring about contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the first phase of team advancement, people might not bond, as they are busy locating their place in the group. By incorporating the marketing and advertising division's job, there may coincide first disconnect which might bring about the second stage of 'storming' where the groups challenge each other. Nonetheless, it is just during the third stage or 'norming' when they would certainly come together to share suggestions before the team can produce synergy in the 4th stage 'doing'.

When individuals are presented with adjustment, they go into phase one and also so there might be emotions like sadness, unpredictability, stress, temper, concern, rejection and disorientation.The situation at the advertising department of Tata Power Corporate Social Responsibility And Sustainability is comparable so Lewis can obtain comfortable with the suggestion that it is not phenomenal habits. It is throughout this stage that Lewis will have to provide assistance to the department so that they can find a feeling of direction. It can be seen just how Krasnow has already made this shift simpler by making Lewis get involved in the division a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has goes over the relevance of 'security requires as being a reduced level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and out of danger' is at the second degree of demands. Prior to a worker can be made to establish psychologically, he requires to have his 'Physiological 'as well as 'Security' needs met.

SWOT Analysis for Tata Power Corporate Social Responsibility And Sustainability Case Study

Ramification of Analysis.

The OB analysis has considered numerous concepts to understand exactly how to deal with the current scenario handy. The following three options have actually been proposed to help Lewis manage the organizational difficulties in the marketing division. Each of these alternatives has actually been proposed for easing the transition needed to bring the marketing department according to the requirements of the marketplace as well as for making the social adjustment that would comply with once the present leader leaves.

Integration of marketing and advertising functions. Separating Adverting and Production features. Combination of Advertising with Procedures.

Examination of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merging days has proficiency in business-to-business advertising and marketing along with firm as well as retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing as well as advertising functions.

The advantage of this technique is that it will incorporate both features while lowering the demand for working with an extra source for advertising. Along with this, Lewis would be heading the advertising and marketing department as well as regardless her substitute would certainly be needed for the existing role that she is doing. The downside of this choice is that outside hiring might bring about bitterness from internal employees who might be eying the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Manufacturing: Given the affordable stress and high top quality job needed from the advertising firm, it is suggested that Lewis ought to allow the manufacturing device to be a different feature from the marketing system. Considering that many marketing companies had these two functions as different systems, it makes even more sense to follow the norm.

Assimilation of Advertising And Marketing with Operations: Given that Lewis is already taking treatment of the advertising as well as operations divisions all at once; it makes feeling to integrate the 2 features given that she has actually been efficiently taking care of both ends. The truth that Lewis has to adjust her monitoring style for the advertising and marketing department recommends that these 2 divisions would certainly be culturally varied.


An analysis of the three options suggests that combination of advertising and procedures would certainly not be a practical step as a result of the vast differences in between both divisions despite the fact that presently Lewis is handling both. While splitting up of the manufacturing feature may have been a positive step for the advertising and marketing division, the fact that it would suggest putting a third feature under Lewis's wing implies this must be avoided also. The assimilation of the marketing department is the most effective choice in regards to obtaining the optimum results from the department. An activity prepare for this choice is gone over below.

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

Advertising and Marketing functions would certainly be merged.

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

Production feature will certainly remain part of advertising under marketing feature.

Lewis will divide herself from procedures.

An autonomous management style with employee empowerment will certainly be made use of in advertising and marketing division.

Open door plan and also focus on cross departmental interaction will certainly be targeted at eliminating dissonance.

Backup plan.

If the assimilation does not exercise as planned, a backup strategy would certainly follow which would separate the manufacturing feature from the advertising and marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will most definitely be divided by positioning it under an SVP manufacturing.