The Deepwater Horizon Oil Spill The Politics Of Crisis Response B Case Study Help


Home >> Harvard >> The Deepwater Horizon Oil Spill The Politics Of Crisis Response B >>

The Deepwater Horizon Oil Spill The Politics Of Crisis Response B Case Study Help

Background and Facts

The Deepwater Horizon Oil Spill The Politics Of Crisis Response B a workplace materials merchant for little and also medium sized companies has recently been associated with preparing for a merging with its competitor House Deport, which has actually affected efficiency degrees in departmentswith the elderly manager associated with lawful issues presented by the government Profession Payment. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the near future. With difficulties in the form of a possible social adjustment and also low staff member spirits, the organization needs a full reengineering initiative at the advertising division.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the marketing division of The Deepwater Horizon Oil Spill The Politics Of Crisis Response B is raising unpredictability in the workplace leading to various obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing calculated decisions since Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Trade Compensation's intervention in the process. Provided the truth that the shop has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may have the ability to affect performance or calculated objectives. Federal Profession Compensation's antitrust suit versus the merging occupied useful time of the organization's senior administration recommending that 'political' factors can have serious ramifications for an international organisation.

Economic Factors: Economic factors such as the development of small companies in the global situation recommend that The Deepwater Horizon Oil Spill The Politics Of Crisis Response B is prospering in an atmosphere where there is prospective growth of services. Along with this, reality that shop customers are mostly trying to find workplace products for home offices suggests that the market has an increasing fad of business owners and online organisations.

Social factors: Social trends in the economy show that customers are seeking convenience in addition to eye-catching prices. Market research demonstrates how the customer for The Deepwater Horizon Oil Spill The Politics Of Crisis Response B does not have understanding regarding locating services which can use a combination of benefit as well as inexpensive.

Technical factors: Technology plays a vital function in The Deepwater Horizon Oil Spill The Politics Of Crisis Response B's service technique particularly as the organization is piloting Modern technology facilities which would certainly supply technology sales and support in the form of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues and Effects.

A number of underlying Organizational Actions concerns can be seen in The Deepwater Horizon Oil Spill The Politics Of Crisis Response B's case as highlighted in this section.

Uneasiness about cultural change: There is apprehension regarding a cultural adjustment that would happen as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with the majority of the employee currently revealing unhappiness over this prospective action. This expected adjustment has actually developed stress and anxiety in the work environment which has been combined with the previous stress and anxiety of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is lack of personnel that can match the stressful atmosphere of a hectic company. Not just does this bring about difficulty in discovering the appropriate people, it places tension on brand-new hires as can not stand up to the pace and stress that the organization anticipates them to birth.

Double Coverage Lines: Beginners locate this organizational society difficult and also hard to handle particularly as dotted line partnerships are suggested to be weak as a whole and unbiased setting as well as performance analysis is still done by the solid line manager. This means that novices might lose clarity regarding their particular roles and objectives especially as dotted line coverage does not keep them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles although it had actually been hypothesized that the last would take Krasnow's setting came as a strike to her morale. Lewis might have been capable as well as suitable for the job but the reality that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Worry and insecurity can be identified as two major issues that Lewis would be handling especially as the merger has currently be cancelled and two elderly executives of the advertising department would be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a social change but would certainly also have to prove herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's management design as well as its conflict with the advertising department's duty can also be seen as an OB difficulty specifically as she has actually been utilized to dealing with problems in the operations division where personnel are educated to concentrate on procedures and obtain them right. The advertising department on the various other hand can be viewed as a team of people who are made use of to being nurtured by Krasnow that focused a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between three divisions, marketing, merchandizing and procedures specifically over the appropriation of the marketing mix can be determined as an additional OB concern. Although the marketing department does not share the same vision as the other two divisions concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and operations departments do not concur over the advertising and marketing mix appropriation among each other either.

Fragmentation in Marketing Division: Fragmentation between the marketing and advertising divisions can be determined as an additional OB issue which could require more focus. The reality that the advertising and marketing sections in the advertising and marketing department are separated is stopping both divisions from gaining from each various other's experience and also experience. Assimilation of marketing with retailing as well as operations would end up being more difficult if the advertising department itself is broken down which can be an additional potential OB worry.

The Deepwater Horizon Oil Spill The Politics Of Crisis Response B Analysis

Different concepts have been made use of to describe the circumstances to get more quality regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that subordinates are easy and also lazy, have little ambition and also stand up to modification. The hard variation of this theory stressed threat, tight controls, risks and punishments. With time it generates low productivity, refined sabotage and competition (Offer, 2003). The scenario at The Deepwater Horizon Oil Spill The Politics Of Crisis Response B is not completely following Concept X, it can be seen that brand-new hires are locating this atmosphere rather stressful which may eventually lead to a higher disposition of the monitoring towards Concept X. Based on McGregor's promoted sight, which he called Theory Y, the vital task of the management is to prepare business conditions so that people can accomplish their own goals best by directing their efforts towards business rewards. If people locate no satisfaction in their job, the management would certainly have little option however to depend on concept X and also external control (Deal, 2003). Even while evaluating Lewis's monitoring style, concept X may have appropriated in the procedures division to some extent but the Advertising and marketing department would certainly need reliance on Theory Y to get the creative thinking as well as originality from the teams.

Tuckman's Team effort Theory: As for Lewis's problem concerning bringing harmony between the marketing and advertising division is worried, this would originally cause conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, throughout the initial phase of group advancement, individuals may not bond, as they are active locating their place in the group. By incorporating the marketing and advertising department's job, there might be the same preliminary separate which could lead to the second stage of 'storming' where the groups test one another. Nonetheless, it is only during the 3rd phase or 'norming' when they would certainly collaborate to share suggestions prior to the group can produce harmony in the fourth stage 'executing'.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), individuals are fairly unpleasant with adjustment, which is noticeable by the scenario at The Deepwater Horizon Oil Spill The Politics Of Crisis Response B The circumstance can be viewed as a regular course of life if is studied based on Bridge's theory where he explains that people experience 3 stages of transition when they experience adjustment. 'End, losing as well as Releasing', The Neutral Area and 'The New Beginning' (Bridges, 2004). When individuals are presented with adjustment, they go into phase one therefore there may be emotions like despair, uncertainty, disappointment, temper, anxiety, rejection and disorientation.The scenario at the advertising and marketing department of The Deepwater Horizon Oil Spill The Politics Of Crisis Response B is similar so Lewis can obtain comfortable with the concept that it is not amazing habits. In the second phase, there might be a need to connect the gap in between the new as well as old culture so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There may be low morale and reduced efficiency at this phase which ought to not be taken as a trouble. It is during this stage that Lewis will certainly have to give guidance to the department so that they can locate a sense of direction. It can be seen exactly how Krasnow has currently made this transition simpler by making Lewis obtain associated with the department a year prior to his actual separation. According to Bridges' Model, phase 3 will certainly bring about openness to learning, High power and also dedication as people will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has discusses the relevance of 'safety and security needs as being a lower level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure as well as out of risk' is at the second level of requirements. Before a worker can be made to establish emotionally, he requires to have his 'Physical 'and also 'Safety' needs met.

SWOT Analysis for The Deepwater Horizon Oil Spill The Politics Of Crisis Response B Case Study

Implication of Analysis.

The OB analysis has looked at numerous theories to understand how to deal with the current circumstance at hand. The adhering to 3 options have been proposed to aid Lewis handle the organizational difficulties in the marketing division. Each of these options has actually been suggested for easing the shift needed to bring the advertising and marketing division in line with the needs of the marketplace and for making the cultural change that would follow as soon as the current leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Production functions. Assimilation of Marketing with Operations.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has experience in business-to-business marketing along with company and retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both advertising and marketing and also marketing functions.

The benefit of this technique is that it will certainly integrate the two features while reducing the requirement for working with an added resource for marketing. Lewis would be heading the advertising and marketing department and in any type of case her substitute would be required for the present role that she is executing. The disadvantage of this choice is that outside hiring might cause resentment from interior employees who may be eying the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Production: Offered the affordable stress and high quality job required from the ad agency, it is suggested that Lewis needs to permit the production device to be a different feature from the advertising and marketing unit. Considering that many advertising agencies had these two functions as different units, it makes even more feeling to comply with the norm. Both features may be able to focus on their core activates more effectively. Nevertheless, the downside of this approach would be that added prices would have to be birthed for establishing different manufacturing functions. A manufacturing head might have to be worked with which could enhance expenses for the organization.

Combination of Marketing with Workflows: Considering that Lewis is currently taking care of the advertising and procedures departments all at once; it makes feeling to integrate the 2 features because she has been efficiently taking care of both ends. The fact that Lewis has to adapt her monitoring style for the advertising division recommends that these two divisions would be culturally diverse.


An evaluation of the 3 options shows that combination of advertising and marketing as well as procedures would not be a viable step because of the substantial distinctions in between both divisions although that presently Lewis is dealing with both. While separation of the production function may have been a desirable move for the advertising and marketing department, the reality that it would mean positioning a 3rd function under Lewis's wing implies this must be prevented. The combination of the advertising and marketing division is the best choice in terms of obtaining the ideal arise from the division. An activity prepare for this alternative is gone over listed below.

Action Plan.
Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production function will certainly remain part of marketing under marketing function.

Lewis will divide herself from procedures.

A democratic management style with employee empowerment will certainly be used in marketing department.

Open door plan as well as focus on cross department interaction will certainly be targeted at getting rid of dissonance.

Backup plan.

If the integration does not exercise as intended, a contingency plan would certainly adhere to which would divide the manufacturing feature from the advertising feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing department without an SVP. In that case the production feature will absolutely be divided by positioning it under an SVP manufacturing.