The Bid For Bell Canada Enterprises Bce Case Study Help


Home >> Harvard >> The Bid For Bell Canada Enterprises Bce >>

The Bid For Bell Canada Enterprises Bce Case Study Analysis

Background and Facts

The Bid For Bell Canada Enterprises Bce an office supplies seller for small and average sized services has actually lately been associated with planning for a merger with its competitor House Deport, which has actually impacted efficiency degrees in departmentswith the elderly manager associated with legal difficulties presented by the government Profession Compensation. With the Marketing Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the future. With difficulties in the kind of a possible cultural change as well as reduced employee morale, the organization requires a total reengineering initiative at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural modification at the advertising division of The Bid For Bell Canada Enterprises Bce is enhancing uncertainty in the workplace leading to numerous difficulties for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic decisions considering that Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Profession Compensation's treatment at the same time. Given the fact that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations may be able to affect efficiency or critical goals. Federal Trade Payment's antitrust fit versus the merging took up useful time of the organization's elderly management suggesting that 'political' factors can have significant ramifications for a worldwide service.

Economic Factors: Economic factors such as the emergence of small businesses in the global scenario recommend that The Bid For Bell Canada Enterprises Bce is flourishing in an environment where there is prospective growth of organisations. Along with this, fact that shop consumers are primarily seeking office materials for office recommends that the marketplace has a rising fad of entrepreneurs and also home services.

Social factors: Social fads in the economic situation show that consumers are looking for convenience as well as eye-catching rates. Marketing research demonstrates how the client for The Bid For Bell Canada Enterprises Bce does not have understanding about finding options which can supply a combination of benefit as well as inexpensive.

Technological factors: Modern technology plays an essential function in The Bid For Bell Canada Enterprises Bce's organisation technique especially as the company is piloting Innovation facilities which would certainly offer modern technology sales as well as assistance in the kind of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Several underlying Business Behavior problems can be seen in The Bid For Bell Canada Enterprises Bce's case as highlighted in this section.

Apprehensions regarding social adjustment: There is worry about a cultural adjustment that would certainly occur as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with the majority of the staff members already revealing unhappiness over this potential action. This predicted change has actually created stress in the work environment which has been coupled with the previous anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of personnel that can match the demanding environment of a fast-paced organization. Not just does this cause problem in finding the right people, it puts stress on new hires as can not endure the speed and also pressure that the company expects them to bear.

Twin Coverage Lines: Novices discover this organizational culture troublesome and also hard to deal with particularly as dotted line relationships are suggested to be weaker as a whole and also unbiased setup and also performance analysis is still done by the strong line manager. This implies that novices could shed clearness regarding their corresponding functions and also goals especially as populated line reporting does not keep them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's setting came as a strike to her morale. Lewis may have been qualified and also suitable for the task 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.

Anxiety & Task Insecurity: Anxiety and also insecurity can be identified as 2 major issues that Lewis would be dealing with especially as the merging has now be cancelled and also 2 senior executives of the advertising and marketing department would be leaving. The entire obligation of the division would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining regarding a social modification however would certainly likewise have to show herself in her brand-new role.

Incompatible Management Design of Leader: Lewis's administration style as well as its incompatibility with the advertising and marketing division's duty can likewise be seen as an OB difficulty particularly as she has actually been made use of to dealing with problems in the procedures division where workers are educated to concentrate on processes and get them. The marketing department on the various other hand can be seen as a group of individuals that are utilized to being nurtured by Krasnow who concentrated more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental disagreements in between 3 departments, advertising, merchandizing and also procedures respectively over the allotment of the advertising mix can be determined as an additional OB issue. The marketing division does not share the exact same vision as the other 2 departments pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also procedures divisions do not agree over the advertising mix allowance among one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the advertising and marketing divisions can be identified as one more OB issue which might need further focus. The truth that the advertising and marketing areas in the marketing department are detached is preventing both divisions from gaining from each various other's experience and also competence. Assimilation of advertising with retailing and operations would certainly come to be harder if the marketing division itself is disintegrated which can be another possible OB worry.

The Bid For Bell Canada Enterprises Bce Analysis

Numerous concepts have been made use of to explain the situations to obtain further clearness concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that staffs are easy as well as lazy, have little ambition as well as withstand change. The hard version of this concept highlighted threat, limited controls, hazards as well as punishments. In time it produces reduced productivity, refined sabotage and also rivalry (Bargain, 2003). The scenario at The Bid For Bell Canada Enterprises Bce is not completely complying with Concept X, it can be seen that new hires are finding this setting instead stressful which might ultimately lead to a higher inclination of the monitoring in the direction of Concept X. According to McGregor's promoted sight, which he called Theory Y, the necessary task of the administration is to organize organizational conditions to make sure that people can accomplish their very own objectives best by guiding their efforts in the direction of business incentives. If people find no complete satisfaction in their job, the management would have little choice but to rely on theory X as well as external control (Offer, 2003). Also while examining Lewis's administration style, concept X might have appropriated in the operations division somewhat yet the Marketing division would certainly call for reliance on Theory Y so as to get the creativity and originality from the teams.

Tuckman's Team effort Theory: As much as Lewis's worry about bringing harmony in between the marketing and advertising and marketing division is worried, this would originally lead to conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. By integrating the marketing and advertising division's job, there may be the same first disconnect which could lead to the 2nd stage of 'storming' where the teams test one an additional.

Bridges' Transition Design: As per William Bridge's concept (appendix 4), individuals are fairly awkward with adjustment, which is noticeable by the situation at The Bid For Bell Canada Enterprises Bce The scenario can be seen as a regular program of life if is studied according to Bridge's concept where he discusses that people go through three phases of change when they experience modification. 'Closing, shedding and Releasing', The Neutral Area and 'The New Beginning' (Bridges, 2004). When individuals are presented with adjustment, they enter phase one therefore there might be feelings like unhappiness, unpredictability, disappointment, rage, concern, rejection and disorientation.The circumstance at the advertising department of The Bid For Bell Canada Enterprises Bce is similar so Lewis can obtain comfy with the concept that it is not remarkable behavior. In the 2nd stage, there might be a need to bridge the gap between the new as well as old culture so Lewis may need to encounter this challenge as soon as Krasnow leaves. There might be reduced spirits and also low efficiency at this phase which need to not be taken as a setback. It is during this stage that Lewis will certainly need to offer assistance to the division so that they can locate a sense of direction. It can be seen just how Krasnow has already made this transition less complicated by making Lewis obtain involved in the department a year prior to his actual separation. Based on Bridges' Version, phase 3 will bring about visibility to knowing, High energy as well as dedication as people will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the relevance of 'safety and security needs as being a reduced level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel secure and also out of danger' is at the second degree of needs. Before an employee can be made to create psychologically, he needs to have his 'Physiological 'and also 'Safety' requires met.

SWOT Analysis for The Bid For Bell Canada Enterprises Bce Case Study

Effects of Analysis.

The OB analysis has actually considered numerous concepts to recognize exactly how to cope with the current circumstance at hand. The following three options have been suggested to aid Lewis take care of the business challenges in the advertising and marketing department. Each of these choices has been suggested for alleviating the shift required to bring the marketing department according to the needs of the marketplace and also for making the cultural modification that would follow once the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Production features. Assimilation of Advertising And Marketing with Workflow.

Examination of Alternatives.

Assimilation of Marketing & Advertising Functions: The internal advertising agency of The Bid For Bell Canada Enterprises Bce is currently strength for the organization in regards to conserving up on overheads associated with advertising and also promotion. Given that no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the advertising feature, this is a favorable possibility for incorporating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing together with firm and also retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and marketing functions.

The advantage of this technique is that it will incorporate both features while lowering the requirement for hiring an added resource for advertising and marketing. In addition to this, Lewis would be heading the marketing department and also in any case her substitute would certainly be required for the present function that she is carrying out. The negative aspect of this choice is that outside hiring may produce animosity from internal employees who might be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the affordable stress and also high quality work needed from the advertising agency, it is recommended that Lewis ought to enable the manufacturing unit to be a separate function from the advertising and marketing device. Considering that most ad agency had these 2 functions as separate units, it makes more feeling to adhere to the standard. Both functions might be able to focus on their core turns on extra efficiently. The downside of this approach would be that additional prices would have to be borne for setting up different manufacturing features. A manufacturing head might have to be employed which can enhance expenses for the company.

Assimilation of Advertising with Procedures: Because Lewis is currently taking care of the advertising and marketing and also operations divisions simultaneously; it makes sense to integrate the two features considering that she has been effectively taking treatment of both ends. The fact that Lewis has to adapt her administration style for the advertising division suggests that these 2 departments would be culturally varied.


An evaluation of the three alternatives indicates that integration of marketing and operations would certainly not be a practical step as a result of the large distinctions in between the two divisions although that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a desirable action for the marketing department, the fact that it would certainly mean putting a 3rd function under Lewis's wing means this ought to be avoided as well. The integration of the advertising and marketing division is the best choice in terms of getting the optimal results from the division. An action prepare for this option is talked about listed below.

Activity Strategy.
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 employed to take Lewis's area as SVP of marketing and advertising.

Production function will continue to be component of advertising and marketing under advertising and marketing function.

Lewis will separate herself from operations.

A democratic leadership style with worker empowerment will certainly be made use of in advertising and marketing department.

Open up door policy and focus on cross departmental interaction will be focused on eliminating discord.

Backup strategy.

If the assimilation does not work out as prepared, a contingency plan would certainly adhere to which would certainly divide the manufacturing function from the marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will most definitely be divided by positioning it under an SVP production.