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Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies Case Study Solution

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Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies Case Study Analysis

Background and Facts

Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies a workplace materials merchant for tiny and medium sized companies has actually lately been associated with planning for a merging with its competitor Home Deport, which has affected efficiency levels in departmentswith the elderly manager involved in legal difficulties put forth by the federal Profession Compensation. With the Advertising and marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the near future. With difficulties in the type of a possible cultural change and low staff member spirits, the organization requires a total reengineering initiative at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The potential social change at the marketing division of Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies is boosting unpredictability in the working environment causing different obstacles 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 significant role in impacting tactical decisions considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Payment's intervention in the process. Provided the truth that the store has a global existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might be able to impact performance or calculated goals. Federal Profession Commission's antitrust match versus the merger used up beneficial time of the organization's senior management suggesting that 'political' factors can have severe implications for a global company.

Economic Factors: Economic factors such as the emergence of small companies in the global circumstance recommend that Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies is growing in a setting where there is possible development of organisations. Along with this, reality that store customers are primarily looking for workplace supplies for office recommends that the marketplace has an increasing pattern of business owners and also online organisations.

Social factors: Social fads in the economic climate show that customers are seeking benefit in addition to appealing costs. Market research shows how the client for Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies lacks understanding regarding locating services which can use a combination of ease and also affordable.

Technical factors: Modern technology plays an essential function in Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies's service strategy especially as the organization is piloting Technology centers which would offer technology sales as well as assistance in the kind of memory upgrades, outer installations. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Actions concerns can be seen in Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies's case as highlighted in this section.

Worries regarding social adjustment: There is uneasiness about a cultural adjustment that would occur as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with most of the personnel currently showing unhappiness over this prospective relocation. This predicted change has created stress and anxiety in the work environment which has actually been paired with the past anxiety of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is shortage of workers that can match the stressful environment of a hectic company. Not just does this cause trouble in locating the appropriate people, it places anxiety on brand-new hires as can not hold up against the speed and also stress that the organization expects them to bear.

Twin Coverage Lines: Newcomers locate this organizational society difficult and difficult to deal with particularly as populated line partnerships are implied to be weak generally and objective setting and efficiency examination is still done by the strong line manager. This implies that newcomers can shed clearness concerning their respective roles as well as purposes especially as dotted line reporting does not keep them in straight interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been hypothesized that the last would take Krasnow's position came as an impact to her morale. Lewis might have been qualified and also ideal for the task yet the fact that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from services.

Worry & Work Insecurity: Worry and also instability can be recognized as 2 significant issues that Lewis would certainly be dealing with particularly as the merging has currently be terminated and also 2 senior executives of the marketing department would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders that would certainly not just supervise of brining about a cultural adjustment yet would also need to show herself in her brand-new function.

Incompatible Administration Design of Leader: Lewis's monitoring design as well as its incompatibility with the advertising and marketing department's role can likewise be viewed as an OB obstacle particularly as she has actually been utilized to handling problems in the operations division where employees are educated to focus on procedures and obtain them right. The advertising department on the various other hand can be seen as a group of individuals who are made use of to being nurtured by Krasnow that concentrated extra on result than procedures.

Interdepartmental Disputes: Interdepartmental disputes between three departments, advertising, merchandizing as well as operations specifically over the allowance of the marketing mix can be identified as another OB problem. Although the advertising division does not share the very same vision as the various other two divisions relating to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as operations departments do not concur over the advertising and marketing mix allocation amongst each other either.

Fragmentation in Marketing Division: Disintegration in between the marketing and advertising divisions can be determined as another OB concern which could need additional focus. The truth that the marketing and advertising sections in the advertising department are detached is protecting against both departments from getting from each various other's experience as well as competence. Combination of advertising and marketing with merchandising and procedures would become harder if the advertising and marketing department itself is degenerated which can be one more prospective OB worry.

Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies Analysis

Different concepts have actually been utilized to discuss the scenarios to obtain further quality regarding the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors believe that juniors are easy and also careless, have little ambition and withstand modification. The tough version of this theory emphasized browbeating, limited controls, threats and punishments. Over time it creates reduced performance, subtle sabotage and rivalry (Bargain, 2003). The circumstance at Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies is not entirely adhering to Theory X, it can be seen that new hires are locating this setting rather demanding which may at some point lead to a higher disposition of the management towards Theory X. According to McGregor's promoted view, which he called Theory Y, the necessary task of the administration is to organize organizational conditions to ensure that people can achieve their own goals best by directing their efforts towards business benefits. If people locate no contentment in their job, the monitoring would have little selection but to rely on concept X and also external control (Deal, 2003). Even while assessing Lewis's management style, concept X might have appropriated in the operations department somewhat yet the Advertising department would certainly call for reliance on Theory Y so as to get the creativity as well as creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's issue concerning bringing harmony in between the advertising and also marketing department is worried, this would initially lead to contrast as reviewed by Bruce Tuckman in his 'Teamwork Concept'. By incorporating the advertising and marketing and also advertising and marketing department's work, there may be the very same preliminary disconnect which might lead to the 2nd stage of 'storming' where the groups test one an additional.

When individuals are offered with change, they get in stage one and also so there might be emotions like sadness, uncertainty, frustration, anger, worry, rejection as well as disorientation.The circumstance at the marketing division of Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies is similar so Lewis can obtain comfortable with the idea that it is not remarkable behavior. It is throughout this stage that Lewis will certainly have to provide assistance to the department so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has currently made this shift easier by making Lewis get involved in the department a year prior to his actual departure.
Vrio Analysis
Maslow's Demand pecking order: The OB concern pertaining to instability at the office has actually been activated first of all by the modification in administration and second of all by the fact that the merging will no longer be started. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has goes over the relevance of 'security needs as being a lower level requirement of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to feel secure and out of danger' goes to the 2nd level of needs. Before a worker can be made to create emotionally, he needs to have his 'Physiological 'and also 'Safety' needs satisfied. This indicates that unless the personnel are made to feel protected about their present employment standing in Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Technical Note No Assets No Products No Business Plan Risks Associated With Special Purpose Acquisition Companies Case Study



Ramification of Analysis.

The OB analysis has taken a look at various theories to understand how to manage the existing scenario at hand. The complying with three choices have been suggested to assist Lewis handle the business challenges in the marketing department. Each of these alternatives has actually been suggested for easing the change needed to bring the advertising department in line with the demands of the market as well as for making the social modification that would certainly adhere to as soon as the existing leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and also Manufacturing features. Combination of Advertising with Procedures.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has proficiency in business-to-business advertising along with company as well as retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and also advertising and marketing functions.

The advantage of this technique is that it will certainly incorporate the two functions while lowering the need for employing an extra resource for advertising. Lewis would be heading the marketing division and also in any kind of case her substitute would certainly be needed for the current duty that she is doing. The drawback of this choice is that external hiring may produce bitterness from internal workers that might be eying the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Provided the competitive pressures and also top quality job called for from the advertising agency, it is recommended that Lewis should permit the manufacturing unit to be a different function from the advertising unit. Since a lot of advertising agencies had these two functions as separate systems, it makes even more sense to follow the standard. In addition to this, both features might be able to focus on their core triggers extra effectively. The downside of this technique would certainly be that extra costs would certainly have to be birthed for setting up different production features. Along with this, a manufacturing head might have to be employed which can raise overheads for the company.

Integration of Advertising And Marketing with Workflows: Considering that Lewis is already looking after the advertising and operations divisions at the same time; it makes sense to integrate both features given that she has been effectively dealing with both ends. The truth that both departments already have major differences over allotment of sources suggests that this assimilation might be able to produce consistency particularly as Lewis would be heading both ends.However there are different drawbacks of this step particularly as it would certainly place way too much concern over Lewis's shoulders. The truth that Lewis needs to adapt her administration style for the advertising and marketing division suggests that these two departments would certainly be culturally diverse. Lewis might not be able to use one type of leadership style to both departments which can result in inefficiency in either one of the 2 features.

Suggestion.



An analysis of the 3 choices suggests that integration of advertising as well as operations would not be a viable step due to the vast distinctions between the two divisions despite the fact that presently Lewis is dealing with both. While separation of the manufacturing function might have been a favorable move for the advertising and marketing department, the reality that it would suggest positioning a 3rd feature under Lewis's wing indicates this ought to be stayed clear of. The integration of the marketing division is the most effective choice in terms of getting the ideal arise from the department. An activity prepare for this option is gone over listed below.

Action Strategy.
Recommendation
Lewis will certainly take over the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will separate herself from procedures.

A democratic management design with employee empowerment will be utilized in advertising division.

Open door plan and emphasis on cross departmental interaction will certainly be focused on removing discord.

Contingency plan.

If the integration does not work out as planned, a backup strategy would certainly comply with which would certainly divide the manufacturing feature from the advertising feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. In that case the production feature will absolutely be separated by putting it under an SVP manufacturing.