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The Naini Itarsi Railway Electrification Project Case Study Solution

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The Naini Itarsi Railway Electrification Project Case Study Solution

Background and Facts

The Naini Itarsi Railway Electrification Project an office products merchant for tiny and medium sized organisations has just recently been involved in preparing for a merging with its competitor House Deport, which has influenced efficiency levels in departmentswith the senior supervisor involved in lawful problems presented by the government Trade Commission. With the Advertising and marketing Head advancing the information of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With obstacles in the form of a possible cultural adjustment as well as low worker spirits, the organization is in need of a complete reengineering initiative at the advertising department.

Problem Declaration
Porter's 5 Forces Analysis
The possible social change at the advertising and marketing division of The Naini Itarsi Railway Electrification Project is boosting unpredictability in the workplace bring about different challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting strategic choices considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Commission's intervention at the same time. Given the fact that the shop has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries may be able to influence performance or strategic objectives. Federal Trade Payment's antitrust fit versus the merger occupied important time of the company's elderly administration recommending that 'political' factors can have severe effects for an international service.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide scenario suggest that The Naini Itarsi Railway Electrification Project is growing in an atmosphere where there is possible development of services. In addition to this, reality that store clients are mostly looking for workplace materials for office recommends that the marketplace has a climbing fad of entrepreneurs as well as home organisations.

Social factors: Social trends in the economy show that clients are searching for ease as well as eye-catching prices. Marketing research shows how the client for The Naini Itarsi Railway Electrification Project lacks recognition concerning finding solutions which can provide a combination of ease as well as inexpensive.

Technological factors: Modern technology plays a vital duty in The Naini Itarsi Railway Electrification Project's organisation strategy particularly as the company is piloting Technology centers which would offer technology sales and assistance in the kind of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Actions problems can be seen in The Naini Itarsi Railway Electrification Project's case as highlighted in this area.

Concerns regarding social modification: There is uneasiness concerning a social modification that would certainly happen as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising with the majority of the employee currently revealing unhappiness over this prospective relocation. This anticipated adjustment has produced stress in the work environment which has been combined with the previous stress and anxiety of preparing the company for a prospective merging with House Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is shortage of workers that can match the stressful atmosphere of a fast-paced company. Not just does this lead to trouble in finding the ideal individuals, it puts tension on new hires as can not stand up to the rate as well as stress that the organization anticipates them to bear.

Double Reporting Lines: Newbies discover this business society troublesome as well as difficult to manage specifically as dotted line partnerships are meant to be weaker in general and objective setup and also efficiency examination is still done by the solid line manager. This implies that newcomers could shed clearness concerning their particular roles as well as goals especially as dotted line coverage does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had actually been hypothesized that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis may have been qualified and also appropriate for the task but the truth that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Insecurity: Anxiety and also insecurity can be identified as two major problems that Lewis would be managing especially as the merger has currently be terminated and two elderly execs of the marketing division would certainly be leaving. The entire duty of the division would be dropping on Lewis's shoulders who would certainly not simply be in charge of brining regarding a cultural adjustment however would certainly also have to prove herself in her new function.

Incompatible Management Style of Leader: Lewis's monitoring style as well as its conflict with the advertising and marketing department's function can also be seen as an OB difficulty especially as she has actually been made use of to managing concerns in the operations department where personnel are shown to focus on processes and also get them right. The advertising and marketing department on the other hand can be viewed as a group of people who are used to being nurtured by Krasnow who concentrated a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental arguments in between 3 divisions, marketing, merchandizing as well as procedures respectively over the allocation of the marketing mix can be identified as one more OB issue. The marketing department does not share the very same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix allowance among one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the advertising and marketing departments can be determined as an additional OB problem which might require further focus. The fact that the marketing and advertising sections in the advertising and marketing division are detached is preventing both departments from obtaining from each various other's experience and experience. Integration of advertising and marketing with retailing and procedures would become harder if the marketing department itself is disintegrated which can be another potential OB worry.

The Naini Itarsi Railway Electrification Project Analysis

Different theories have been made use of to discuss the scenarios to obtain additional clearness concerning the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors think that subordinates are easy and lazy, have little passion as well as withstand change. The situation at The Naini Itarsi Railway Electrification Project is not totally complying with Concept X, it can be seen that new hires are finding this environment instead stressful which might at some point lead to a better inclination of the monitoring towards Theory X. Even while assessing Lewis's monitoring design, theory X may have been suitable in the procedures department to some level yet the Marketing division would certainly call for reliance on Concept Y in order to obtain the creativity and originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's problem regarding bringing consistency between the marketing and also advertising and marketing division is worried, this would at first lead to clash as discussed by Bruce Tuckman in his 'Team effort Theory'. By incorporating the marketing and also marketing department's work, there might be the same first separate which might lead to the 2nd phase of 'storming' where the teams challenge one another.

Bridges' Transition Version: According To William Bridge's theory (appendix 4), individuals are fairly uneasy with adjustment, which is obvious by the scenario at The Naini Itarsi Railway Electrification Project The scenario can be seen as a regular program of life if is examined based on Bridge's theory where he discusses that individuals experience 3 stages of change when they experience change. 'Ending, shedding and Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people exist with change, they enter stage one and so there may be emotions like unhappiness, uncertainty, frustration, anger, anxiety, denial and disorientation.The situation at the marketing department of The Naini Itarsi Railway Electrification Project is similar so Lewis can get comfy with the suggestion that it is not phenomenal actions. In the 2nd phase, there may be a need to bridge the space in between the new and also old society so Lewis might have to encounter this ordeal as soon as Krasnow leaves. There might be low spirits as well as reduced productivity at this phase which need to not be taken as a setback. It is throughout this stage that Lewis will certainly need to offer support to the division to make sure that they can locate an orientation. It can be seen exactly how Krasnow has actually already made this change much easier by making Lewis get involved in the division a year prior to his real separation. As per Bridges' Model, phase three will cause visibility to discovering, High energy and dedication as individuals will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the importance of 'security requires as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel protected and also out of threat' is at the second level of requirements. Prior to a staff member can be made to develop mentally, he requires to have his 'Physiological 'as well as 'Safety' needs met.

SWOT Analysis for The Naini Itarsi Railway Electrification Project Case Study



Ramification of Analysis.

The OB analysis has looked at numerous theories to understand how to deal with the present scenario handy. The complying with 3 choices have been proposed to help Lewis handle the business challenges in the marketing department. Each of these choices has been proposed for alleviating the change needed to bring the advertising and marketing division according to the demands of the market and also for making the social change that would comply with when the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting as well as Production functions. Integration of Advertising with Operations.

Examination of Alternatives.

Combination of Advertising & Advertising Functions: The in-house marketing agency of The Naini Itarsi Railway Electrification Project is currently toughness for the company in regards to saving up on expenses connected to marketing as well as promotion. Because no new employment has actually been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the marketing feature, this is a positive opportunity for integrating the advertising and marketing functions. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has know-how in business-to-business advertising and marketing together with agency and retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and marketing features.

The advantage of this approach is that it will integrate the two features while minimizing the requirement for hiring an added resource for marketing. Along with this, Lewis would certainly be heading the advertising department as well as regardless her substitute would certainly be needed for the existing function that she is carrying out. The disadvantage of this alternative is that external hiring might bring about bitterness from internal workers who might be eying the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Production: Provided the affordable pressures as well as premium quality job needed from the ad agency, it is recommended that Lewis should allow the manufacturing unit to be a different function from the advertising system. Since many ad agency had these two features as different systems, it makes even more feeling to follow the norm. Both features might be able to concentrate on their core activates extra efficiently. The downside of this method would certainly be that added expenses would have to be borne for establishing up separate manufacturing features. A manufacturing head may have to be employed which might raise overheads for the company.

Combination of Marketing with Workflows: Given that Lewis is currently dealing with the advertising and marketing and procedures divisions simultaneously; it makes good sense to integrate the two functions since she has actually been effectively caring for both ends. The fact that the two divisions already have significant distinctions over allotment of resources suggests that this combination might be able to bring about harmony particularly as Lewis would be heading both ends.However there are different drawbacks of this relocation particularly as it would certainly place too much burden over Lewis's shoulders. The fact that Lewis has to adjust her management design for the advertising department suggests that these two divisions would certainly be culturally varied. Lewis may not be able to apply one kind of leadership design to both divisions which can result in inadequacy in either one of the two features.

Recommendation.



An examination of the three choices suggests that integration of marketing as well as operations would not be a possible relocation due to the vast differences between the two departments in spite of the truth that currently Lewis is managing both. While separation of the manufacturing function might have been a beneficial move for the advertising division, the fact that it would suggest placing a third feature under Lewis's wing means this must be prevented.

Activity Strategy.
Recommendation
Lewis will take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Production function will certainly remain component of advertising under advertising function.

Lewis will separate herself from procedures.

A democratic management design with employee empowerment will be made use of in advertising and marketing division.

Open up door policy as well as emphasis on cross department interaction will certainly be aimed at getting rid of discord.

Contingency strategy.

If the combination does not exercise as prepared, a contingency strategy would certainly comply with which would separate the production function from the marketing function 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 definitely be separated by positioning it under an SVP manufacturing.