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The Case Of The Unidentified Equity Managers Case Study Analysis

CASE ANALYSIS

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Background and Facts

The Case Of The Unidentified Equity Managers an office products seller for small as well as moderate sized companies has recently been involved in planning for a merging with its rival Residence Deport, which has impacted performance degrees in departmentswith the senior manager associated with legal problems put forth by the government Profession Commission. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the future. With challenges in the kind of a prospective cultural change and also reduced employee morale, the company wants a full reengineering initiative at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible social modification at the advertising and marketing department of The Case Of The Unidentified Equity Managers is boosting uncertainty in the working environment bring about different 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 significant duty in impacting tactical choices given that Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention in the process. Provided the reality that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may be able to impact efficiency or calculated goals. Federal Profession Compensation's antitrust match against the merger took up useful time of the company's senior administration suggesting that 'political' factors can have serious ramifications for a global organisation.

Economic Factors: Financial factors such as the development of local business in the global situation suggest that The Case Of The Unidentified Equity Managers is prospering in an atmosphere where there is possible development of businesses. Reality that store clients are primarily looking for workplace supplies for home workplaces recommends that the market has a rising trend of business owners as well as house based organisations.

Social factors: Social trends in the economic climate reveal that consumers are looking for convenience as well as appealing rates. Marketing research shows how the consumer for The Case Of The Unidentified Equity Managers lacks recognition concerning discovering options which can supply a mix of ease and also inexpensive.

Technical factors: Technology plays a crucial function in The Case Of The Unidentified Equity Managers's business strategy especially as the company is piloting Modern technology facilities which would provide innovation sales as well as assistance in the type of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues and Effects.

A number of underlying Organizational Habits concerns can be seen in The Case Of The Unidentified Equity Managers's case as highlighted in this area.

Worries regarding cultural modification: There is worry concerning a cultural modification that would take place as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with most of the staff members currently revealing unhappiness over this prospective move. This anticipated adjustment has developed stress and anxiety in the office which has actually been paired with the previous stress and anxiety of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Demanding Work Atmosphere for Newcomers: There is lack of employees that can match the difficult environment of a busy organization. Not only does this cause trouble in locating the ideal individuals, it places stress on brand-new hires as can not stand up to the speed as well as pressure that the company expects them to bear.

Twin Reporting Lines: Newbies locate this business culture difficult and also difficult to handle especially as populated line connections are indicated to be weaker generally as well as objective setting as well as efficiency assessment is still done by the solid line manager. This suggests that newbies could shed clarity concerning their respective duties and also objectives particularly as dotted line coverage does not keep them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had actually been hypothesized that the last would certainly take Krasnow's position came as an impact to her spirits. Lewis might have been qualified as well as appropriate for the job but the fact that Kransnow's separation would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Work Instability: Worry as well as insecurity can be recognized as two major concerns that Lewis would certainly be handling especially as the merger has actually now be cancelled as well as 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 not simply be in charge of brining regarding a social modification however would also have to prove herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's administration style and also its incompatibility with the advertising department's function can likewise be seen as an OB difficulty especially as she has been used to taking care of problems in the procedures division where employees are taught to focus on processes and get them right. The marketing department on the other hand can be viewed as a group of people that are made use of to being supported by Krasnow that focused a lot more on result than processes.

Interdepartmental Differences: Interdepartmental arguments between three departments, advertising and marketing, merchandizing as well as procedures specifically over the allowance of the advertising and marketing mix can be identified as one more OB issue. Although the advertising division does not share the very same vision as the various other two departments pertaining to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and procedures departments do not agree over the advertising and marketing mix allocation amongst each other either.

Disintegration in Marketing Department: Fragmentation between the advertising and marketing departments can be recognized as one more OB concern which could require more attention. The fact that the marketing and advertising areas in the advertising and marketing division are detached is protecting against both divisions from gaining from each other's experience and competence. Combination of advertising with retailing and procedures would become more difficult if the advertising and marketing department itself is disintegrated which can be another potential OB concern.

The Case Of The Unidentified Equity Managers Analysis

Different concepts have actually been used to discuss the circumstances to obtain further clearness concerning the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors believe that juniors are passive and careless, have little ambition as well as resist change. The tough variation of this concept emphasized coercion, limited controls, threats and also penalties. Over time it produces reduced performance, subtle sabotage and competition (Offer, 2003). Although the circumstance at The Case Of The Unidentified Equity Managers is not entirely adhering to Theory X, it can be seen that brand-new hires are locating this atmosphere rather difficult which might ultimately lead to a better disposition of the management in the direction of Concept X. Based on McGregor's advocated sight, which he called Theory Y, the important task of the monitoring is to prepare business conditions to make sure that people can accomplish their own goals best by guiding their efforts towards organizational rewards. If individuals discover no satisfaction in their work, the monitoring would certainly have little choice yet to rely upon theory X and outside control (Offer, 2003). Also while evaluating Lewis's administration design, concept X may have been suitable in the operations division somewhat however the Advertising and marketing division would need dependence on Theory Y so as to get the imagination as well as originality from the groups.

Tuckman's Teamwork Theory: As for Lewis's worry regarding bringing consistency between the advertising and marketing division is worried, this would at first bring about clash as gone over by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, during the first phase of team advancement, people might not bond, as they are busy discovering their place in the team. By combining the marketing and advertising department's job, there may coincide initial separate which can lead to the second stage of 'storming' where the groups challenge one another. It is only during the third stage or 'norming' when they would certainly come with each other to share suggestions before the group can bring about harmony in the fourth stage 'executing'.

Bridges' Transition Design: According To William Bridge's concept (appendix 4), people are fairly unpleasant with change, which is evident by the circumstance at The Case Of The Unidentified Equity Managers The circumstance can be viewed as a regular course of life if is examined as per Bridge's theory where he discusses that individuals experience 3 phases of shift when they experience modification. 'Closing, losing and Releasing', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they get in stage one and so there might be feelings like unhappiness, uncertainty, irritation, temper, anxiety, rejection as well as disorientation.The situation at the advertising and marketing division of The Case Of The Unidentified Equity Managers is comparable so Lewis can obtain comfortable with the suggestion that it is not remarkable actions. In the second phase, there may be a demand to bridge the void in between the new as well as old culture so Lewis may need to face this ordeal as soon as Krasnow leaves. There may be reduced spirits as well as low performance at this phase which should not be taken as a setback. It is throughout this phase that Lewis will certainly need to give guidance to the division so that they can locate a sense of direction. It can be seen exactly how Krasnow has actually already made this shift easier by making Lewis obtain involved in the department a year prior to his real departure. According to Bridges' Model, stage 3 will bring about openness to learning, High power and dedication as individuals will certainly accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the significance of 'safety and security requires as being a lower level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel secure and also out of danger' is at the second level of requirements. Prior to an employee can be made to create emotionally, he requires to have his 'Physiological 'as well as 'Security' requires met.

SWOT Analysis for The Case Of The Unidentified Equity Managers Case Study



Effects of Analysis.

The OB analysis has checked out various concepts to recognize exactly how to handle the existing situation handy. The complying with 3 alternatives have been proposed to help Lewis handle the business difficulties in the advertising division. Each of these options has actually been suggested for reducing the change required to bring the marketing division according to the demands of the market and also for making the social change that would certainly adhere to when the present leader leaves.

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

Evaluation of Alternatives.

Assimilation of Advertising & Marketing Functions: The in-house marketing company of The Case Of The Unidentified Equity Managers is currently strength for the company in regards to saving up on overheads connected to advertising and marketing as well as promo. Considering that no new employment has been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the marketing feature, this is a favorable opportunity for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has experience in business-to-business marketing along with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing functions.

The advantage of this approach is that it will incorporate the two features while minimizing the requirement for working with an extra resource for marketing. Lewis would certainly be heading the marketing division and also in any case her replacement would be needed for the current function that she is carrying out. The downside of this option is that exterior hiring might cause bitterness from inner personnel who may be considering the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Production: Offered the competitive pressures and premium quality work needed from the ad agency, it is recommended that Lewis must allow the manufacturing device to be a different feature from the marketing unit. Since many advertising agencies had these 2 functions as different systems, it makes more sense to comply with the standard. In addition to this, both functions might be able to focus on their core turns on much more successfully. Nonetheless, the disadvantage of this strategy would certainly be that added expenses would need to be borne for setting up separate manufacturing functions. A production head may have to be hired which might raise expenses for the company.

Integration of Advertising with Procedures: Since Lewis is already dealing with the advertising and marketing as well as operations departments all at once; it makes good sense to incorporate both functions because she has been effectively looking after both ends. The reality that both departments currently have major differences over appropriation of resources suggests that this integration may have the ability to bring about harmony especially as Lewis would certainly be heading both ends.However there are different disadvantages of this step particularly as it would place way too much concern over Lewis's shoulders. The reality that Lewis has to adapt her administration style for the marketing department suggests that these two departments would be culturally varied. In addition to this, Lewis may not have the ability to use one kind of management style to both departments which can lead to ineffectiveness in either among the two features.

Referral.



An evaluation of the three alternatives indicates that integration of advertising and procedures would certainly not be a possible action due to the vast differences between the two departments although that presently Lewis is managing both. While separation of the manufacturing feature may have been a favorable move for the advertising and marketing division, the truth that it would certainly indicate putting a 3rd function under Lewis's wing implies this ought to be avoided. The combination of the advertising division is the best alternative in regards to obtaining the optimal arise from the department. An activity plan for this alternative is discussed below.

Activity Plan.
Recommendation
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be combined.

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

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

Lewis will certainly separate herself from operations.

An autonomous leadership design with staff member empowerment will be used in advertising and marketing division.

Open door plan and emphasis on cross departmental interaction will be targeted at removing dissonance.

Contingency strategy.

If the assimilation does not exercise as planned, a backup plan would adhere to which would certainly divide the manufacturing feature from the marketing function to decrease the lots 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. In that case the manufacturing function will certainly be divided by placing it under an SVP manufacturing.