Telefã“Nicas Bid For The Mobile Market In Brazil A Case Study Help


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Telefã“Nicas Bid For The Mobile Market In Brazil A Case Study Help

Background and Facts

Telefã“Nicas Bid For The Mobile Market In Brazil A an office materials seller for little and also medium sized organisations has actually lately been associated with planning for a merger with its rival House Deport, which has actually influenced performance degrees in departmentswith the elderly manager involved in legal issues put forth by the federal Profession Payment. With the Advertising Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the duty in the future. With obstacles in the type of a prospective cultural change and also reduced employee morale, the organization needs a total reengineering effort at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The prospective social modification at the advertising department of Telefã“Nicas Bid For The Mobile Market In Brazil A is increasing unpredictability in the working environment resulting in numerous obstacles for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing calculated decisions considering that Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Trade Payment's treatment at the same time. Offered the truth that the shop has an international presence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries may be able to affect performance or critical objectives. Federal Profession Compensation's antitrust fit versus the merging took up valuable time of the organization's elderly administration suggesting that 'political' factors can have severe ramifications for a worldwide business.

Economic Factors: Economic factors such as the introduction of small companies in the worldwide scenario recommend that Telefã“Nicas Bid For The Mobile Market In Brazil A is thriving in an atmosphere where there is possible development of services. Truth that shop customers are mainly looking for office materials for home offices recommends that the market has an increasing pattern of business owners and home based organisations.

Social factors: Social trends in the economic situation reveal that consumers are trying to find ease in addition to attractive costs. Market research shows how the client for Telefã“Nicas Bid For The Mobile Market In Brazil A lacks awareness regarding discovering solutions which can supply a mix of ease and affordable.

Technical factors: Innovation plays a vital role in Telefã“Nicas Bid For The Mobile Market In Brazil A's business strategy specifically as the company is piloting Innovation centers which would offer modern technology sales and also support in the type of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Habits problems can be seen in Telefã“Nicas Bid For The Mobile Market In Brazil A's case as highlighted in this area.

Uneasiness about cultural adjustment: There is concern about a cultural change that would take place when Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with a lot of the employee currently revealing unhappiness over this potential action. This anticipated modification has actually produced stress in the workplace which has actually been coupled with the previous tension of preparing the company for a possible merger with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is lack of employees that can match the demanding setting of a fast-paced organization. Not just does this result in difficulty in finding the right individuals, it puts anxiety on brand-new hires as can not stand up to the speed and stress that the organization anticipates them to birth.

Twin Coverage Lines: Novices locate this organizational society difficult and tough to manage specifically as populated line partnerships are suggested to be weaker in general as well as objective setup and efficiency analysis is still done by the solid line manager. This means that novices can shed clearness regarding their particular roles and also goals especially as dotted line reporting does not maintain them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been hypothesized that the last would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and appropriate for the job yet the reality that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Fear and insecurity can be identified as two significant concerns that Lewis would certainly be dealing with especially as the merger has now be terminated and also 2 senior executives of the advertising and marketing department would be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a social modification yet would also need to verify herself in her brand-new function.

Incompatible Management Design of Leader: Lewis's administration style and also its incompatibility with the advertising department's duty can also be seen as an OB obstacle particularly as she has been used to handling concerns in the procedures department where personnel are instructed to focus on procedures and get them. The advertising department on the various other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow that concentrated much more on output than processes.

Interdepartmental Arguments: Interdepartmental differences between three departments, advertising and marketing, merchandizing as well as operations specifically over the appropriation of the advertising mix can be identified as one more OB issue. The marketing division does not share the same vision as the various other two departments pertaining to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation among one another either.

Fragmentation in Marketing Department: Disintegration in between the advertising and marketing departments can be recognized as another OB problem which might need more focus. The reality that the marketing and advertising sections in the advertising and marketing department are disconnected is stopping both divisions from obtaining from each other's experience and expertise. Assimilation of advertising with merchandising and also operations would certainly end up being more difficult if the advertising division itself is disintegrated which can be one more possible OB concern.

Telefã“Nicas Bid For The Mobile Market In Brazil A Analysis

Various theories have been made use of to describe the scenarios to obtain further clarity concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that juniors are easy and careless, have little aspiration and also stand up to modification. The hard variation of this concept stressed coercion, limited controls, dangers and also punishments. Gradually it creates low efficiency, subtle sabotage and also competition (Bargain, 2003). The situation at Telefã“Nicas Bid For The Mobile Market In Brazil A is not entirely adhering to Concept X, it can be seen that new hires are discovering this atmosphere instead difficult which may at some point lead to a greater disposition of the monitoring in the direction of Theory X. According to McGregor's supported sight, which he called Concept Y, the essential job of the monitoring is to set up business conditions to make sure that people can accomplish their own goals best by guiding their initiatives towards organizational incentives. If individuals find no satisfaction in their work, the monitoring would certainly have little choice however to depend on theory X as well as external control (Deal, 2003). Even while assessing Lewis's administration design, concept X might have been suitable in the operations department to some extent however the Advertising and marketing division would call for reliance on Theory Y so as to get the imagination as well as originality from the groups.

Tuckman's Synergy Theory: As far as Lewis's problem concerning bringing harmony between the advertising and marketing as well as advertising division is worried, this would originally lead to clash as discussed by Bruce Tuckman in his 'Synergy Concept'. By integrating the marketing as well as marketing division's work, there may be the exact same first detach which might lead to the second phase of 'storming' where the groups test one another.

Bridges' Transition Model: According To William Bridge's concept (appendix 4), individuals are rather unpleasant with change, which is obvious by the situation at Telefã“Nicas Bid For The Mobile Market In Brazil A The situation can be viewed as a typical program of life if is studied as per Bridge's theory where he describes that people undergo three phases of change when they experience adjustment. 'Ending, shedding and Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals exist with modification, they get in phase one and so there may be emotions like despair, unpredictability, frustration, rage, anxiety, rejection and disorientation.The circumstance at the advertising department of Telefã“Nicas Bid For The Mobile Market In Brazil A is similar so Lewis can obtain comfortable with the idea that it is not phenomenal habits. In the 2nd phase, there might be a need to link the void between the new and old society so Lewis may need to face this experience once Krasnow leaves. There may be reduced spirits and reduced productivity at this phase which must not be taken as a problem. It is throughout this stage that Lewis will need to offer guidance to the division to ensure that they can discover an orientation. It can be seen exactly how Krasnow has currently made this shift simpler by making Lewis obtain associated with the division a year before his actual departure. According to Bridges' Model, phase 3 will certainly cause openness to knowing, High power and commitment as individuals will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB problem pertaining to instability at the office has actually been set off first of all by the modification in management and second of all by the reality that the merger will certainly no longer be launched. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has discusses the value of 'safety and security needs as being a reduced degree demand of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel protected and also untouched' is at the second degree of requirements. Before a staff member can be made to develop mentally, he requires to have his 'Physiological 'as well as 'Safety and security' requires fulfilled. This suggests that unless the workers are made to really feel safe about their existing work standing in Telefã“Nicas Bid For The Mobile Market In Brazil A they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Telefã“Nicas Bid For The Mobile Market In Brazil A Case Study

Ramification of Analysis.

The OB analysis has taken a look at different theories to recognize exactly how to handle the existing situation available. The adhering to three alternatives have actually been suggested to help Lewis manage the business difficulties in the advertising department. Each of these choices has been suggested for reducing the shift needed to bring the advertising and marketing division in accordance with the requirements of the marketplace and also for making the cultural modification that would comply with as soon as the current leader leaves.

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

Assessment of Alternatives.

Combination of Advertising & Marketing Functions: The in-house marketing company of Telefã“Nicas Bid For The Mobile Market In Brazil A is already strength for the organization in terms of conserving up on overheads connected to advertising and marketing and also promotion. Considering that no brand-new employment has actually been done after Bridget Cole's departure with the reporting line being directly assigned to Krasnow for the marketing function, this is a favorable possibility for incorporating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising in addition to agency and retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both marketing and advertising features.

The benefit of this approach is that it will integrate the two functions while decreasing the requirement for employing an extra source for advertising. Lewis would be heading the marketing department as well as in any case her substitute would be needed for the present role that she is performing. The downside of this alternative is that outside hiring might cause animosity from inner employees who might be eying the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Offered the competitive stress and excellent quality work needed from the advertising agency, it is suggested that Lewis must permit the production unit to be a different feature from the advertising unit. Since many advertising agencies had these two functions as different systems, it makes more sense to follow the norm. Both features may be able to concentrate on their core triggers a lot more efficiently. The disadvantage of this strategy would be that additional costs would have to be borne for setting up separate production functions. A production head may have to be employed which could increase overheads for the organization.

Combination of Marketing with Procedures: Because Lewis is currently dealing with the advertising and procedures departments at the same time; it makes sense to integrate both features considering that she has been effectively caring for both ends. The reality that the two divisions already have significant distinctions over allowance of sources suggests that this combination may have the ability to produce consistency specifically as Lewis would certainly be heading both ends.However there are various negative aspects of this relocation especially as it would place excessive burden over Lewis's shoulders. The reality that Lewis has to adapt her monitoring design for the advertising division recommends that these 2 departments would certainly be culturally varied. Along with this, Lewis may not be able to use one type of management style to both departments which could cause ineffectiveness in either one of the two features.


An analysis of the three options suggests that combination of advertising and also procedures would not be a possible move due to the vast differences in between the two divisions despite the reality that presently Lewis is handling both. While splitting up of the production function may have been a favorable action for the advertising and marketing department, the fact that it would certainly mean positioning a third feature under Lewis's wing means this need to be avoided.

Activity Strategy.
Lewis will certainly take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

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

Lewis will certainly divide herself from procedures.

A democratic management style with worker empowerment will be made use of in advertising and marketing division.

Open up door policy and also emphasis on cross departmental communication will be targeted at getting rid of dissonance.

Contingency strategy.

If the combination does not exercise as prepared, a backup strategy would certainly comply with which would separate the production function from the advertising function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will certainly be divided by placing it under an SVP manufacturing.