The Credit Suisse Christian Values Fund Case Study Solution


Home >> Harvard >> The Credit Suisse Christian Values Fund >>

The Credit Suisse Christian Values Fund Case Study Analysis

Background and Facts

The Credit Suisse Christian Values Fund an office supplies merchant for small as well as medium sized companies has actually recently been involved in preparing for a merger with its rival Residence Deport, which has impacted performance levels in departmentswith the elderly supervisor involved in lawful problems put forth by the federal Profession Payment. With the Marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With challenges in the form of a prospective cultural adjustment and also low staff member spirits, the organization is in need of a full reengineering initiative at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural modification at the advertising department of The Credit Suisse Christian Values Fund is boosting unpredictability in the workplace bring about numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting calculated choices considering that Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Commission's intervention in the process. Offered 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 countries may be able to affect performance or calculated goals. Federal Profession Compensation's antitrust match against the merging took up important time of the organization's elderly monitoring suggesting that 'political' factors can have significant effects for a worldwide company.

Economic Factors: Economic factors such as the appearance of small companies in the global situation recommend that The Credit Suisse Christian Values Fund is flourishing in a setting where there is possible growth of services. Fact that store consumers are mostly looking for office supplies for house workplaces recommends that the market has an increasing fad of business owners and also residence based organisations.

Social factors: Social patterns in the economy show that customers are trying to find comfort as well as attractive rates. Marketing research demonstrates how the consumer for The Credit Suisse Christian Values Fund lacks awareness regarding finding services which can use a combination of ease and also low costs.

Technical factors: Modern technology plays a vital role in The Credit Suisse Christian Values Fund's organisation strategy particularly as the organization is piloting Technology facilities which would offer innovation sales as well as support in the kind of memory upgrades, outer setups. (Summary of PARASITE in appendix 2).

OB Issues and also Manifestations.

Several underlying Organizational Habits problems can be seen in The Credit Suisse Christian Values Fund's case as highlighted in this section.

Worries regarding social modification: There is concern concerning a social adjustment that would happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with a lot of the staff members currently revealing discontent over this potential relocation. This predicted change has created anxiety in the work environment which has been combined with the previous anxiety of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is scarcity of workers that can match the stressful environment of a hectic organization. Not just does this cause problem in finding the appropriate individuals, it places tension on new hires as can not hold up against the speed and also pressure that the organization anticipates them to bear.

Twin Coverage Lines: Newbies locate this organizational culture cumbersome and difficult to manage especially as populated line connections are suggested to be weak generally as well as unbiased setting as well as performance analysis is still done by the solid line supervisor. This implies that newbies can shed clarity regarding their corresponding duties and objectives specifically as dotted line coverage does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and appropriate for the task yet the truth that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Task Instability: Concern and instability can be determined as two significant problems that Lewis would be taking care of particularly as the merger has actually now be terminated as well as two elderly executives of the advertising department would be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would not just be in charge of brining about a cultural modification yet would additionally need to show herself in her brand-new role.

Incompatible Management Design of Leader: Lewis's management style and also its incompatibility with the advertising and marketing department's function can also be seen as an OB difficulty particularly as she has been utilized to handling problems in the procedures division where workers are educated to focus on procedures and also obtain them right. The advertising department on the various other hand can be seen as a team of individuals who are used to being supported by Krasnow who concentrated much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental differences between three divisions, advertising and marketing, merchandizing and procedures specifically over the allowance of the advertising mix can be determined as an additional OB problem. The advertising and marketing division does not share the exact same vision as the other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix allotment among one an additional either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the marketing and advertising divisions can be recognized as another OB problem which could require further focus. The truth that the advertising and marketing sections in the advertising department are separated is stopping both departments from acquiring from each various other's experience as well as experience. Combination of advertising and marketing with retailing and procedures would certainly end up being harder if the marketing department itself is broken down which can be one more possible OB concern.

The Credit Suisse Christian Values Fund Analysis

Various theories have actually been used to describe the situations to get further quality concerning the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that staffs are passive and careless, have little ambition and resist change. The hard version of this theory stressed coercion, limited controls, threats as well as penalties. In time it generates low productivity, subtle sabotage as well as competition (Deal, 2003). Although the scenario at The Credit Suisse Christian Values Fund is not entirely following Concept X, it can be seen that brand-new hires are finding this atmosphere rather difficult which might eventually lead to a higher disposition of the monitoring in the direction of Concept X. According to McGregor's advocated sight, which he called Concept Y, the necessary job of the administration is to set up organizational conditions so that people can accomplish their very own objectives best by directing their efforts in the direction of organizational rewards. If individuals find no fulfillment in their work, the administration would certainly have little option but to count on concept X and exterior control (Deal, 2003). Even while evaluating Lewis's monitoring design, concept X might have appropriated in the procedures department to some extent yet the Advertising and marketing division would call for dependence on Concept Y in order to get the creative thinking and creativity from the teams.

Tuckman's Team effort Concept: Regarding Lewis's problem concerning bringing harmony in between the marketing and advertising department is concerned, this would initially cause conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, throughout the first phase of group development, people might not bond, as they are active finding their area in the team. By combining the marketing and advertising department's job, there may be the same initial detach which can result in the 2nd stage of 'storming' where the groups test each other. It is just throughout the third stage or 'norming' when they would come together to share concepts before the team can bring about harmony in the fourth stage 'executing'.

When individuals are offered with change, they go into stage one and so there may be emotions like despair, unpredictability, disappointment, anger, fear, rejection and disorientation.The circumstance at the marketing division of The Credit Suisse Christian Values Fund is comparable so Lewis can get comfortable with the suggestion that it is not phenomenal actions. It is throughout this stage that Lewis will certainly have to give assistance to the department so that they can find a sense of instructions. It can be seen how Krasnow has already made this shift much easier by making Lewis obtain included in the division a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has goes over the importance of 'safety and security needs as being a lower level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel protected and out of risk' is at the second level of demands. Prior to an employee can be made to develop mentally, he needs to have his 'Physiological 'and 'Safety and security' needs satisfied.

SWOT Analysis for The Credit Suisse Christian Values Fund Case Study

Implication of Analysis.

The OB analysis has considered numerous concepts to understand exactly how to handle the current scenario handy. The following three choices have actually been suggested to assist Lewis take care of the organizational difficulties in the advertising and marketing department. Each of these choices has actually been recommended for reducing the change required to bring the advertising and marketing division in accordance with the demands of the marketplace as well as for making the cultural adjustment that would certainly follow when the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting and also Production functions. Assimilation of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has knowledge in business-to-business advertising and marketing along with agency and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and also marketing features.

The benefit of this approach is that it will incorporate both functions while reducing the requirement for employing an additional resource for advertising and marketing. Along with this, Lewis would be heading the marketing department and all the same her replacement would certainly be required for the existing role that she is carrying out. The downside of this alternative is that exterior hiring might produce animosity from internal personnel who may be considering the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and also Production: Provided the competitive stress as well as high quality work required from the advertising agency, it is advised that Lewis ought to enable the manufacturing system to be a different function from the advertising unit. Because the majority of advertising agencies had these 2 features as separate devices, it makes even more sense to comply with the norm. In addition to this, both functions might be able to concentrate on their core triggers more successfully. However, the downside of this strategy would be that additional expenses would need to be borne for setting up different production features. In addition to this, a production head may have to be hired which can increase expenses for the company.

Combination of Advertising And Marketing with Operations: Considering that Lewis is currently taking care of the marketing as well as procedures divisions at the same time; it makes good sense to incorporate the two features since she has been effectively dealing with both ends. The truth that both departments currently have significant distinctions over allowance of resources suggests that this combination might be able to cause harmony particularly as Lewis would certainly be heading both ends.However there are various drawbacks of this move especially as it would place too much problem over Lewis's shoulders. The truth that Lewis has to adapt her monitoring style for the marketing division recommends that these 2 divisions would certainly be culturally diverse. Lewis may not be able to apply one type of management design to both divisions which could result in inefficiency in either one of the 2 features.


An analysis of the three choices shows that combination of advertising and marketing as well as procedures would certainly not be a practical action due to the huge distinctions between the 2 departments regardless of the reality that currently Lewis is managing both. While separation of the manufacturing function might have been a desirable move for the advertising and marketing division, the reality that it would certainly suggest positioning a 3rd feature under Lewis's wing means this must be prevented.

Activity Plan.
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Production function will certainly remain part of advertising and marketing under marketing feature.

Lewis will certainly separate herself from procedures.

An autonomous management style with staff member empowerment will certainly be utilized in advertising and marketing department.

Open door plan and also emphasis on cross departmental communication will be aimed at removing discord.

Backup plan.

If the integration does not work out as prepared, a backup strategy would certainly follow which would certainly separate the production function from the marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. In that case the production function will absolutely be separated by placing it under an SVP manufacturing.