The Maggi Noodle Safety Crisis In India B Case Study Analysis


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The Maggi Noodle Safety Crisis In India B Case Study Help

Background and Facts

The Maggi Noodle Safety Crisis In India B a workplace supplies store for tiny and average sized services has actually just recently been involved in preparing for a merging with its competitor Residence Deport, which has actually affected efficiency levels in departmentswith the elderly supervisor involved in legal difficulties put forth by the federal Profession Compensation. With the Marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the future. With difficulties in the form of a potential social change as well as low staff member spirits, the company needs a complete reengineering initiative at the advertising department.

Problem Declaration
Porter's 5 Forces Analysis
The potential social change at the advertising and marketing division of The Maggi Noodle Safety Crisis In India B is raising unpredictability in the working environment leading to various challenges 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 significant function in influencing strategic choices because Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Commission's intervention in the process. Provided the fact that the shop has an international visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might be able to influence efficiency or calculated goals. Federal Trade Commission's antitrust match versus the merger occupied valuable time of the organization's senior administration suggesting that 'political' factors can have major ramifications for a global organisation.

Economic Factors: Financial factors such as the emergence of local business in the worldwide situation recommend that The Maggi Noodle Safety Crisis In India B is growing in a setting where there is prospective development of companies. In addition to this, fact that shop customers are primarily seeking office supplies for home offices suggests that the marketplace has a climbing pattern of business owners and also home organisations.

Social factors: Social patterns in the economic climate show that consumers are searching for comfort in addition to eye-catching prices. Marketing research demonstrates how the consumer for The Maggi Noodle Safety Crisis In India B does not have understanding concerning discovering remedies which can supply a mix of comfort and affordable.

Technical factors: Technology plays a vital duty in The Maggi Noodle Safety Crisis In India B's company approach especially as the company is piloting Modern technology facilities which would certainly supply technology sales as well as assistance in the type of memory upgrades, outer installments. (Summary of PARASITE in appendix 2).

OB Issues and Effects.

A number of underlying Business Behavior problems can be seen in The Maggi Noodle Safety Crisis In India B's case as highlighted in this section.

Concerns concerning cultural adjustment: There is uneasiness about a social change that would take place once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with the majority of the team member already showing discontent over this possible relocation. This expected change has actually created stress in the work environment which has actually been coupled with the previous tension of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is scarcity of employees that can match the difficult atmosphere of a busy company. Not just does this cause trouble in locating the ideal people, it places stress and anxiety on brand-new hires as can not endure the speed as well as stress that the organization anticipates them to birth.

Dual Coverage Lines: Beginners find this business society troublesome and challenging to deal with particularly as dotted line connections are suggested to be weaker as a whole and also objective setting and performance analysis is still done by the solid line supervisor. This implies that newbies can shed clarity regarding their respective duties and objectives specifically as populated line reporting does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's setting came as an impact to her spirits. Lewis may have been capable and also appropriate for the work 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 services.

Concern & Task Instability: Concern and insecurity can be determined as two significant issues that Lewis would be dealing with specifically as the merging has now be terminated as well as two senior executives of the marketing department would be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders that would not simply be in charge of brining regarding a cultural modification yet would certainly likewise have to prove herself in her brand-new role.

Incompatible Monitoring Design of Leader: Lewis's management style as well as its conflict with the advertising and marketing division's duty can also be seen as an OB obstacle especially as she has been used to handling problems in the operations department where personnel are educated to focus on processes as well as obtain them. The advertising and marketing department on the other hand can be seen as a group of individuals that are used to being nurtured by Krasnow that concentrated much more on outcome than processes.

Interdepartmental Differences: Interdepartmental differences in between three departments, marketing, merchandizing and also procedures respectively over the allotment of the marketing mix can be recognized as another OB problem. Although the advertising and marketing division does not share the very same vision as the other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing as well as procedures divisions do not agree over the marketing mix appropriation amongst each other either.

Fragmentation in Advertising Department: Disintegration between the advertising and marketing divisions can be recognized as one more OB concern which might require more attention. The reality that the marketing and advertising sections in the marketing division are detached is preventing both departments from acquiring from each various other's experience and also competence. Integration of marketing with retailing as well as procedures would certainly become harder if the marketing department itself is disintegrated which can be one more prospective OB problem.

The Maggi Noodle Safety Crisis In India B Analysis

Various theories have been made use of to discuss the scenarios to get additional clarity about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are easy and lazy, have little aspiration as well as stand up to change. The difficult version of this theory stressed coercion, limited controls, hazards and also punishments. Gradually it generates reduced performance, refined sabotage as well as rivalry (Offer, 2003). The scenario at The Maggi Noodle Safety Crisis In India B is not completely complying with Theory X, it can be seen that new hires are locating this setting rather difficult which may eventually lead to a higher inclination of the management towards Concept X. As per McGregor's supported view, which he called Theory Y, the crucial job of the management is to set up organizational problems so that people can achieve their own objectives best by routing their initiatives in the direction of business benefits. If individuals locate no satisfaction in their job, the administration would certainly have little selection yet to rely upon concept X and exterior control (Deal, 2003). Even while analyzing Lewis's management style, theory X may have appropriated in the procedures department to some extent but the Advertising and marketing department would certainly require reliance on Concept Y to get the imagination as well as creativity from the groups.

Tuckman's Team effort Concept: As much as Lewis's issue concerning bringing consistency in between the marketing and also marketing division is worried, this would at first lead to conflict as reviewed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and marketing and also advertising and marketing division's job, there may be the exact same initial separate which might lead to the second stage of 'storming' where the groups test one another.

Bridges' Change Version: As per William Bridge's concept (appendix 4), people are quite awkward with modification, which is noticeable by the situation at The Maggi Noodle Safety Crisis In India B The circumstance can be viewed as a typical program of life if is studied according to Bridge's concept where he discusses that people undergo 3 stages of transition when they experience change. 'Ending, losing and Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they go into phase one therefore there might be feelings like sadness, unpredictability, irritation, rage, fear, denial as well as disorientation.The situation at the advertising and marketing division of The Maggi Noodle Safety Crisis In India B is comparable so Lewis can obtain comfy with the concept that it is not extraordinary habits. In the 2nd stage, there may be a requirement to connect the space in between the brand-new as well as old culture so Lewis may need to encounter this experience once Krasnow leaves. There may be low morale and low productivity at this stage which ought to not be taken as a problem. It is during this phase that Lewis will have to provide assistance to the department to make sure that they can discover an orientation. It can be seen how Krasnow has actually currently made this transition simpler by making Lewis obtain involved in the department a year prior to his real separation. Based on Bridges' Design, stage 3 will bring about openness to knowing, High energy as well as dedication as individuals will certainly welcome the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB problem pertaining to instability at the work environment has been triggered first of all by the adjustment in administration and second of all by the reality that the merger will no more be launched. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has reviews the importance of 'safety requires as being a reduced level requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and secure and also safe' is at the second degree of requirements. Before an employee can be made to establish mentally, he needs to have his 'Physiological 'as well as 'Security' needs met. This shows that unless the personnel are made to feel protected regarding their current employment status in The Maggi Noodle Safety Crisis In India B they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Maggi Noodle Safety Crisis In India B Case Study

Effects of Analysis.

The OB analysis has taken a look at numerous concepts to recognize just how to manage the current scenario available. The adhering to 3 choices have been proposed to help Lewis deal with the business obstacles in the advertising department. Each of these options has been recommended for reducing the change needed to bring the marketing division according to the requirements of the market and also for making the cultural change that would certainly comply with once the present leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and also Manufacturing features. Integration of Advertising with Operations.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merger days has competence in business-to-business advertising along with company and retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both advertising and marketing as well as advertising functions.

The advantage of this method is that it will incorporate the two functions while reducing the demand for working with an additional source for marketing. Lewis would be heading the advertising and marketing division and also in any kind of case her substitute would certainly be required for the existing function that she is doing. The downside of this choice is that exterior hiring may cause resentment from interior workers that might be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Provided the competitive pressures as well as excellent quality job required from the advertising agency, it is advised that Lewis must allow the manufacturing system to be a different function from the advertising unit. Given that most advertising agencies had these two functions as different systems, it makes more sense to comply with the norm. Both functions may be able to focus on their core turns on a lot more effectively. Nonetheless, the drawback of this technique would be that extra expenses would certainly need to be birthed for setting up separate production features. Along with this, a production head may have to be employed which can increase expenses for the organization.

Assimilation of Marketing with Workflows: Because Lewis is currently dealing with the advertising and marketing and also procedures divisions concurrently; it makes good sense to integrate both features since she has been successfully dealing with both ends. The reality that both departments already have major distinctions over allocation of sources suggests that this assimilation may be able to cause harmony specifically as Lewis would be heading both ends.However there are various drawbacks of this action especially as it would place too much concern over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring design for the marketing department suggests that these two divisions would certainly be culturally varied. In addition to this, Lewis might not have the ability to use one kind of leadership style to both departments which could cause inefficiency in either one of the two features.


An evaluation of the three options indicates that integration of advertising and marketing as well as procedures would not be a viable action as a result of the huge differences in between the two divisions although that currently Lewis is managing both. While separation of the production feature may have been a beneficial step for the marketing division, the fact that it would indicate positioning a third function under Lewis's wing suggests this should be stayed clear of. The integration of the advertising and marketing department is the most effective choice in terms of obtaining the optimal arise from the division. An action prepare for this choice is talked about below.

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

Advertising and Marketing features would certainly be combined.

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

Manufacturing feature will certainly continue to be component of advertising under advertising and marketing feature.

Lewis will certainly separate herself from procedures.

A democratic leadership style with staff member empowerment will certainly be used in advertising and marketing department.

Open up door plan and focus on cross departmental interaction will be focused on removing disharmony.

Backup plan.

If the assimilation does not exercise as intended, a backup strategy would certainly follow which would divide the manufacturing feature from the advertising and marketing feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing function will definitely be separated by positioning it under an SVP manufacturing.