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


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

Background and Facts

Telefã“Nicas Bid For The Mobile Market In Brazil D a workplace products store for little and also medium sized businesses has recently been involved in preparing for a merging with its rival Residence Deport, which has actually impacted efficiency levels in departmentswith the elderly supervisor associated with lawful difficulties put forth by the government Profession Compensation. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the near future. With challenges in the form of a prospective social change and low staff member morale, the organization wants a full reengineering initiative at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective social modification at the advertising and marketing division of Telefã“Nicas Bid For The Mobile Market In Brazil D is enhancing unpredictability in the workplace leading to various obstacles for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting strategic decisions because Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment in the process. Given the reality that the store has a global existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might be able to influence performance or tactical objectives. Federal Trade Commission's antitrust suit versus the merging occupied beneficial time of the organization's senior administration recommending that 'political' factors can have major implications for a global organisation.

Economic Factors: Economic factors such as the appearance of local business in the international situation suggest that Telefã“Nicas Bid For The Mobile Market In Brazil D is growing in an environment where there is prospective development of businesses. In addition to this, reality that shop clients are primarily seeking office materials for office recommends that the market has a climbing pattern of entrepreneurs as well as home based services.

Social factors: Social patterns in the economic climate reveal that clients are trying to find convenience as well as eye-catching rates. Marketing research shows how the customer for Telefã“Nicas Bid For The Mobile Market In Brazil D lacks recognition regarding discovering remedies which can provide a combination of ease as well as affordable.

Technical factors: Innovation plays an important function in Telefã“Nicas Bid For The Mobile Market In Brazil D's company approach particularly as the company is piloting Technology facilities which would supply technology sales and support in the kind of memory upgrades, outer setups. (Summary of PARASITE in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Behavior problems can be seen in Telefã“Nicas Bid For The Mobile Market In Brazil D's case as highlighted in this section.

Apprehensions about cultural change: There is uneasiness regarding a social change that would happen once Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising And Marketing with most of the staff members currently showing unhappiness over this possible move. This predicted change has created stress in the work environment which has been paired with the previous anxiety of preparing the company for a potential merging with House Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of employees that can match the difficult setting of a busy organization. Not just does this result in problem in discovering the right people, it places stress on brand-new hires as can not endure the speed and also stress that the organization expects them to bear.

Double Coverage Lines: Newbies locate this business society troublesome and difficult to cope with especially as dotted line partnerships are suggested to be weaker as a whole and also objective setting as well as performance assessment is still done by the strong line supervisor. This means that beginners might shed clarity regarding their corresponding functions as well as 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 decision to make Lewis his successor rather than Bridget Coles although it had actually been guessed that the last would take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and also proper for the job yet the truth that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Work Insecurity: Fear and also insecurity can be identified as 2 major concerns that Lewis would be dealing with especially as the merger has currently be cancelled as well as 2 senior executives of the advertising and marketing division would certainly be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would certainly not just supervise of brining regarding a cultural modification yet would also need to prove herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's monitoring style and also its conflict with the advertising and marketing department's role can also be viewed as an OB challenge especially as she has been used to dealing with issues in the operations department where workers are taught to focus on processes and also obtain them right. The marketing division on the various other hand can be seen as a group of people that are used to being supported by Krasnow who concentrated more on output than processes.

Interdepartmental Disputes: Interdepartmental differences in between three divisions, marketing, merchandizing and also procedures specifically over the allowance of the advertising and marketing mix can be determined as one more OB issue. Although the advertising and marketing division does not share the very same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not agree over the marketing mix allocation among each other either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing divisions can be recognized as an additional OB concern which could require additional attention. The truth that the marketing and advertising areas in the advertising and marketing department are separated is preventing both departments from acquiring from each various other's experience and also know-how. Combination of marketing with merchandising and also procedures would certainly end up being harder if the marketing department itself is broken down which can be another prospective OB issue.

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

Numerous theories have been made use of to explain the conditions to get additional clearness about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that juniors are passive and lazy, have little ambition and also resist change. The difficult variation of this concept stressed coercion, tight controls, dangers and also punishments. Over time it generates reduced performance, subtle sabotage as well as competition (Offer, 2003). The scenario at Telefã“Nicas Bid For The Mobile Market In Brazil D is not totally complying with Theory X, it can be seen that new hires are discovering this atmosphere instead stressful which might eventually lead to a better disposition of the monitoring in the direction of Concept X. Based on McGregor's promoted view, which he called Theory Y, the important task of the monitoring is to arrange business problems to ensure that individuals can attain their own goals best by directing their initiatives towards business incentives. If people find no contentment in their job, the administration would have little selection but to rely on concept X as well as external control (Offer, 2003). Also while examining Lewis's management design, concept X might have been suitable in the procedures department to some extent however the Advertising and marketing division would certainly need reliance on Concept Y in order to get the creativity and creativity from the groups.

Tuckman's Team effort Concept: Regarding Lewis's worry about bringing harmony between the advertising and marketing division is concerned, this would at first lead to clash as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, throughout the initial stage of team development, people might not bond, as they are hectic locating their place in the team. By integrating the advertising and marketing division's job, there may coincide preliminary detach which can result in the second phase of 'storming' where the groups test one another. Nonetheless, it is just during the third stage or 'norming' when they would certainly integrate to share concepts before the group can bring about harmony in the 4th stage 'doing'.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), individuals are rather uncomfortable with change, which is apparent by the situation at Telefã“Nicas Bid For The Mobile Market In Brazil D The situation can be viewed as a typical training course of life if is studied according to Bridge's concept where he discusses that people undergo 3 stages of shift when they experience change. 'End, shedding and Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people exist with modification, they enter phase one and so there may be feelings like sadness, unpredictability, frustration, rage, fear, denial and disorientation.The situation at the marketing division of Telefã“Nicas Bid For The Mobile Market In Brazil D is comparable so Lewis can get comfortable with the suggestion that it is not remarkable behavior. In the 2nd phase, there may be a need to connect the gap in between the new as well as old culture so Lewis may have to face this ordeal when Krasnow leaves. There may be reduced spirits as well as reduced efficiency at this stage which ought to not be taken as a trouble. It is throughout this phase that Lewis will need to give assistance to the division so that they can discover an orientation. It can be seen just how Krasnow has actually currently made this transition less complicated by making Lewis obtain associated with the division a year prior to his actual separation. Based on Bridges' Design, phase three will bring about openness to discovering, High energy and dedication as people will embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB issue pertaining to insecurity at the office has actually been caused firstly by the adjustment in administration as well as secondly by the fact that the merger will certainly no longer be initiated. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has discusses the relevance of 'protection needs as being a reduced degree requirement of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel safe and safe' is at the 2nd level of requirements. Prior to an employee can be made to create psychologically, he requires to have his 'Physical 'as well as 'Safety and security' requires met. This shows that unless the personnel are made to feel safe about their existing employment standing in Telefã“Nicas Bid For The Mobile Market In Brazil D they might not reach 'Self-Fulfillment'. (King, 2009).

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

Effects of Analysis.

The OB analysis has actually checked out different concepts to recognize just how to handle the existing circumstance available. The following 3 alternatives have actually been recommended to assist Lewis handle the business obstacles in the marketing department. Each of these choices has been suggested for reducing the shift required to bring the advertising and marketing department in accordance with the requirements of the market as well as for making the social change that would comply with once the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and Production functions. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Integration of Advertising And Marketing & Advertising And Marketing Functions: The internal marketing agency of Telefã“Nicas Bid For The Mobile Market In Brazil D is already stamina for the company in regards to saving up on expenses connected to advertising and marketing and promotion. Since no new employment has actually been done after Bridget Cole's separation with the coverage line being straight designated to Krasnow for the advertising and marketing function, this is a favorable chance for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business advertising in addition to company as well as retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both marketing and advertising features.

The benefit of this technique is that it will incorporate both features while decreasing the demand for working with an extra resource for marketing. Lewis would certainly be heading the advertising and marketing department and also in any kind of case her substitute would be needed for the present function that she is carrying out. The disadvantage of this choice is that outside hiring may produce bitterness from inner employees that may be looking at the placement of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Manufacturing: Given the competitive stress and high quality job needed from the advertising and marketing firm, it is recommended that Lewis should enable the manufacturing unit to be a different feature from the marketing device. Because many advertising companies had these 2 features as separate systems, it makes even more sense to follow the norm.

Assimilation of Marketing with Workflows: Because Lewis is already taking care of the advertising and also procedures departments concurrently; it makes sense to integrate the two functions since she has actually been efficiently taking care of both ends. The truth that the two departments already have significant distinctions over allocation of resources recommends that this integration might have the ability to produce harmony especially as Lewis would be heading both ends.However there are different downsides of this step particularly as it would place excessive burden over Lewis's shoulders. The fact that Lewis has to adapt her management design for the advertising division suggests that these two departments would certainly be culturally varied. In addition to this, Lewis might not have the ability to apply one kind of management design to both divisions which might result in ineffectiveness in either one of both features.


An evaluation of the three options suggests that assimilation of advertising and marketing and procedures would certainly not be a feasible relocation due to the substantial differences in between the two divisions regardless of the fact that currently Lewis is dealing with both. While splitting up of the production function might have been a positive step for the advertising division, the fact that it would imply positioning a third function under Lewis's wing means this must be stayed clear of.

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

Advertising and Marketing features would be combined.

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

Production feature will certainly stay component of advertising under marketing feature.

Lewis will certainly divide herself from operations.

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

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

Contingency plan.

If the combination does not work out as planned, a contingency plan would certainly comply with which would certainly divide the manufacturing function from the advertising feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production function will definitely be separated by positioning it under an SVP manufacturing.