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Telefã“Nicas Bid For The Mobile Market In Brazil C Case Study Solution

CASE ANALYSIS

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Background and Facts

Telefã“Nicas Bid For The Mobile Market In Brazil C an office materials seller for little and average sized businesses has actually just recently been involved in planning for a merging with its rival House Deport, which has influenced performance levels in departmentswith the senior manager associated with legal issues put forth by the federal Profession Commission. With the Advertising and marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the near future. With obstacles in the form of a prospective social change and also low worker spirits, the company requires a complete reengineering effort at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising department of Telefã“Nicas Bid For The Mobile Market In Brazil C is boosting unpredictability in the workplace causing different difficulties for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing tactical decisions considering that Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Profession Commission's treatment at the same time. Offered the reality 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 impact efficiency or calculated goals. Federal Trade Commission's antitrust match versus the merger took up valuable time of the company's senior management recommending that 'political' factors can have major ramifications for an international organisation.

Economic Factors: Financial factors such as the introduction of small companies in the global scenario recommend that Telefã“Nicas Bid For The Mobile Market In Brazil C is prospering in an atmosphere where there is prospective growth of services. Truth that store clients are mainly looking for office materials for residence offices suggests that the market has a rising trend of business owners and residence based companies.

Social factors: Social trends in the economic situation reveal that consumers are seeking benefit as well as eye-catching rates. Market research shows how the consumer for Telefã“Nicas Bid For The Mobile Market In Brazil C lacks recognition concerning finding options which can offer a combination of ease as well as affordable.

Technological factors: Modern technology plays an important role in Telefã“Nicas Bid For The Mobile Market In Brazil C's business method specifically as the company is piloting Modern technology centers which would certainly supply modern technology sales and assistance in the kind of memory upgrades, peripheral installments. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

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

Uneasiness regarding cultural modification: There is uneasiness concerning a cultural modification that would certainly happen as soon as Todd Krasnow leaves from his position as the Exec Vice President of Marketing with most of the staff members already showing discontent over this prospective relocation. This predicted adjustment has developed tension in the office which has been combined with the previous tension of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is shortage of personnel that can match the difficult atmosphere of a fast-paced company. Not just does this lead to trouble in discovering the right people, it places tension on brand-new hires as can not withstand the pace as well as pressure that the organization anticipates them to birth.

Double Reporting Lines: Newcomers find this business culture difficult and also hard to manage specifically as populated line partnerships are implied to be weak in general and objective setup and efficiency analysis is still done by the solid line manager. This indicates that newbies might shed quality concerning their respective roles and objectives specifically as populated line reporting does not keep them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the last would certainly take Krasnow's setting came as a blow to her morale. Lewis may have been capable and ideal for the job however the reality that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Concern and also instability can be determined as 2 major concerns that Lewis would certainly be managing specifically as the merger has actually now be cancelled as well as 2 elderly execs of the advertising and marketing division would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would not just be in charge of brining concerning a cultural adjustment yet would certainly also need to confirm herself in her new function.

Inappropriate Management Design of Leader: Lewis's management design and its conflict with the marketing department's duty can additionally be seen as an OB obstacle especially as she has actually been used to managing problems in the procedures department where employees are shown to concentrate on procedures and also obtain them right. The advertising department on the various other hand can be viewed as a team of people that are used to being nurtured by Krasnow that concentrated a lot more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements in between 3 divisions, marketing, merchandizing as well as operations specifically over the allocation of the advertising mix can be determined as one more OB issue. The marketing department does not share the very same vision as the other 2 departments regarding the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and procedures departments do not agree over the advertising mix allotment among one another either.

Disintegration in Advertising And Marketing Division: Disintegration between the advertising and marketing divisions can be identified as one more OB issue which can require more attention. The fact that the marketing and advertising sections in the advertising division are separated is protecting against both departments from getting from each various other's experience as well as knowledge. Integration of advertising with retailing and also procedures would end up being more difficult if the marketing department itself is broken down which can be one more potential OB issue.

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

Different theories have actually been utilized to describe the circumstances to obtain more clearness regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers believe that staffs are passive and careless, have little passion as well as resist adjustment. The tough version of this theory emphasized browbeating, limited controls, hazards as well as penalties. In time it generates low productivity, subtle sabotage and also rivalry (Deal, 2003). Although the scenario at Telefã“Nicas Bid For The Mobile Market In Brazil C is not entirely adhering to Concept X, it can be seen that brand-new hires are finding this atmosphere rather demanding which may at some point cause a better inclination of the monitoring towards Theory X. According to McGregor's supported view, which he called Theory Y, the crucial task of the administration is to prepare business problems to make sure that individuals can accomplish their own goals best by guiding their initiatives in the direction of business rewards. If individuals discover no satisfaction in their job, the monitoring would certainly have little option however to count on theory X and also exterior control (Deal, 2003). Even while examining Lewis's monitoring design, theory X may have appropriated in the operations division to some extent but the Marketing department would call for reliance on Theory Y in order to get the creativity and originality from the groups.

Tuckman's Synergy Concept: Regarding Lewis's worry concerning bringing harmony between the marketing and advertising department is concerned, this would at first result in clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, during the initial phase of team growth, people may not bond, as they are active locating their place in the group. By incorporating the marketing and advertising department's work, there might coincide first disconnect which might lead to the 2nd phase of 'storming' where the groups test each other. It is just during the third stage or 'norming' when they would certainly come together to share suggestions prior to the team can bring around harmony in the fourth stage 'carrying out'.

Bridges' Change Design: As per William Bridge's concept (appendix 4), individuals are rather uneasy with modification, which is apparent by the circumstance at Telefã“Nicas Bid For The Mobile Market In Brazil C The circumstance can be viewed as a regular program of life if is examined as per Bridge's theory where he clarifies that people undergo 3 phases of change when they experience adjustment. 'End, losing and also Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they get in phase one therefore there might be feelings like sadness, unpredictability, irritation, temper, anxiety, denial and also disorientation.The situation at the marketing department of Telefã“Nicas Bid For The Mobile Market In Brazil C is comparable so Lewis can get comfortable with the suggestion that it is not extraordinary habits. In the second phase, there may be a demand to bridge the gap in between the brand-new and old society so Lewis might have to encounter this challenge once Krasnow leaves. There might be low spirits and also reduced productivity at this phase which should not be taken as a problem. It is throughout this stage that Lewis will certainly need to provide advice to the department to ensure that they can discover a sense of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis obtain involved in the department a year before his real departure. As per Bridges' Design, stage 3 will certainly bring about openness to discovering, High power and dedication as individuals will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB problem pertaining to instability at the workplace has actually been triggered firstly by the modification in administration and also second of all by the truth that the merging will certainly no more be launched. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has reviews the value of 'safety and security requires as being a lower degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel safe as well as safe' is at the second degree of needs. Before an employee can be made to establish psychologically, he needs to have his 'Physiological 'as well as 'Safety' needs fulfilled. This suggests that unless the personnel are made to feel secure about their existing employment status in Telefã“Nicas Bid For The Mobile Market In Brazil C they might not get to 'Self-Fulfillment'. (King, 2009).

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



Implication of Analysis.

The OB analysis has considered numerous concepts to recognize exactly how to cope with the present circumstance available. The adhering to 3 choices have been suggested to assist Lewis manage the organizational obstacles in the marketing department. Each of these alternatives has been recommended for easing the change needed to bring the marketing division in line with the needs of the marketplace as well as for making the cultural adjustment that would adhere to when the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting and Manufacturing functions. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has expertise in business-to-business advertising along with company and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both marketing and advertising and marketing features.

The advantage of this technique is that it will incorporate both features while minimizing the demand for working with an added source for marketing. Along with this, Lewis would be heading the advertising division as well as all the same her substitute would be needed for the existing role that she is doing. The drawback of this alternative is that exterior hiring may produce animosity from interior workers who may be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Manufacturing: Given the affordable stress and also top quality work needed from the advertising agency, it is advised that Lewis ought to permit the production device to be a separate function from the marketing unit. Considering that many advertising agencies had these 2 features as different systems, it makes even more feeling to follow the norm. In addition to this, both functions might have the ability to concentrate on their core activates a lot more successfully. The drawback of this method would certainly be that added prices would have to be birthed for setting up different manufacturing functions. Along with this, a manufacturing head may have to be worked with which might boost overheads for the organization.

Combination of Advertising And Marketing with Workflows: Considering that Lewis is currently taking care of the marketing as well as operations divisions simultaneously; it makes sense to incorporate both features given that she has actually been efficiently caring for both ends. The reality that both departments currently have major distinctions over appropriation of sources recommends that this combination might be able to bring about harmony especially as Lewis would be heading both ends.However there are different disadvantages of this move particularly as it would certainly put way too much concern over Lewis's shoulders. The reality that Lewis has to adapt her administration design for the advertising division suggests that these 2 departments would certainly be culturally diverse. In addition to this, Lewis may not be able to apply one kind of management design to both divisions which could lead to inadequacy in either one of both features.

Suggestion.



An evaluation of the three choices suggests that integration of advertising and also procedures would certainly not be a practical action as a result of the huge distinctions between the two divisions despite the fact that presently Lewis is taking care of both. While separation of the manufacturing function may have been a favorable step for the marketing department, the fact that it would mean putting a 3rd feature under Lewis's wing indicates this need to be avoided. The assimilation of the advertising and marketing department is the best alternative in regards to obtaining the optimum arise from the division. An activity prepare for this alternative is gone over listed below.

Activity Strategy.
Recommendation
Lewis will take over the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

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

Lewis will certainly separate herself from procedures.

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

Open up door policy as well as emphasis on cross department interaction will certainly be targeted at eliminating dissonance.

Contingency plan.

If the assimilation does not exercise as prepared, a backup plan would certainly adhere to which would certainly divide the manufacturing function from the advertising and marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising department without an SVP. Because case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.