The Privatization Of Aluminium Bahrain Case Study Solution


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The Privatization Of Aluminium Bahrain Case Study Analysis

Background and Facts

The Privatization Of Aluminium Bahrain a workplace products retailer for little as well as average sized companies has actually recently been associated with planning for a merging with its competitor House Deport, which has influenced performance levels in departmentswith the senior supervisor associated with legal issues presented by the federal Profession Commission. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With difficulties in the type of a potential cultural adjustment and low worker spirits, the company is in need of a full reengineering initiative at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural modification at the advertising department of The Privatization Of Aluminium Bahrain is enhancing unpredictability in the workplace resulting in different 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 significant role in affecting calculated choices given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Commission's treatment in the process. Given the truth that the store has an international presence with branches in UK, USA, Canada and also Germany, political factors in each of these countries might have the ability to influence efficiency or critical objectives. Federal Profession Compensation's antitrust match versus the merging used up valuable time of the company's elderly monitoring suggesting that 'political' factors can have major ramifications for a worldwide service.

Economic Factors: Economic factors such as the introduction of local business in the worldwide situation suggest that The Privatization Of Aluminium Bahrain is prospering in an atmosphere where there is potential growth of companies. Reality that store customers are mostly looking for workplace supplies for house offices suggests that the market has a rising fad of business owners and home based businesses.

Social factors: Social fads in the economic situation show that customers are searching for comfort in addition to attractive prices. Marketing research demonstrates how the client for The Privatization Of Aluminium Bahrain lacks understanding regarding finding remedies which can supply a mix of benefit and inexpensive.

Technological factors: Innovation plays an important function in The Privatization Of Aluminium Bahrain's company approach specifically as the organization is piloting Modern technology centers which would certainly use technology sales and assistance in the form of memory upgrades, outer installations. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Behavior concerns can be seen in The Privatization Of Aluminium Bahrain's case as highlighted in this section.

Uneasiness concerning social modification: There is worry about a social adjustment that would take place 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 unhappiness over this potential relocation. This predicted adjustment has actually produced stress in the work environment which has actually been coupled with the past anxiety of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is lack of personnel that can match the difficult environment of a hectic organization. Not only does this cause problem in finding the right individuals, it places stress and anxiety on brand-new hires as can not endure the pace as well as stress that the company expects them to bear.

Twin Reporting Lines: Newbies discover this organizational culture cumbersome as well as challenging to manage especially as populated line partnerships are meant to be weak in general and unbiased setup and efficiency evaluation is still done by the strong line supervisor. This means that newcomers could shed clarity about their particular roles and also purposes specifically as dotted line reporting does not maintain them in direct communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had been guessed that the latter would certainly take Krasnow's position came as a strike to her morale. Lewis may have been qualified and also appropriate for the work however the reality that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Work Insecurity: Worry as well as instability can be identified as 2 significant problems that Lewis would be dealing with especially as the merger has actually now be terminated as well as 2 elderly executives of the advertising and marketing department would certainly be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders that would certainly not just be in charge of brining about a cultural adjustment yet would certainly likewise have to confirm herself in her brand-new function.

Incompatible Monitoring Style of Leader: Lewis's administration style and its conflict with the advertising department's duty can likewise be seen as an OB challenge especially as she has been utilized to handling problems in the procedures department where personnel are instructed to concentrate on procedures as well as obtain them right. The marketing department on the various other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow who concentrated more on outcome than processes.

Interdepartmental Arguments: Interdepartmental differences between three departments, advertising, merchandizing and operations specifically over the allowance of the advertising mix can be identified as an additional OB worry. Although the advertising and marketing division does not share the very same vision as the other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and procedures departments do not concur over the marketing mix allocation amongst each other either.

Fragmentation in Marketing Department: Fragmentation between the marketing and advertising divisions can be identified as another OB issue which might need further focus. The reality that the advertising and marketing sections in the advertising and marketing department are detached is stopping both departments from acquiring from each various other's experience and competence. Integration of marketing with merchandising and also operations would become harder if the advertising division itself is degenerated which can be one more prospective OB problem.

The Privatization Of Aluminium Bahrain Analysis

Numerous theories have been utilized to clarify the conditions to get additional clearness about the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors believe that juniors are passive as well as lazy, have little ambition and also resist adjustment. The circumstance at The Privatization Of Aluminium Bahrain is not completely following Theory X, it can be seen that brand-new hires are locating this setting rather difficult which might ultimately lead to a greater inclination of the administration towards Theory X. Even while evaluating Lewis's administration style, theory X may have been ideal in the operations division to some level but the Advertising department would certainly need dependence on Theory Y in order to get the creative thinking and originality from the groups.

Tuckman's Teamwork Concept: As much as Lewis's issue concerning bringing harmony in between the marketing and advertising and marketing division is concerned, this would originally lead to conflict as discussed by Bruce Tuckman in his 'Team effort Theory'. By combining the advertising and advertising and marketing division's work, there may be the very same preliminary disconnect which might lead to the second stage of 'storming' where the teams challenge one another.

When individuals are provided with modification, they enter phase one as well as so there may be feelings like unhappiness, uncertainty, aggravation, anger, worry, rejection and also disorientation.The circumstance at the advertising and marketing division of The Privatization Of Aluminium Bahrain is similar so Lewis can get comfy with the suggestion that it is not remarkable habits. It is during this stage that Lewis will have to provide guidance to the division so that they can locate a feeling of direction. It can be seen just how Krasnow has currently made this change less complicated by making Lewis get included in the division a year prior to his actual departure.
Vrio Analysis
Maslow's Requirement power structure: The OB issue pertaining to instability at the work environment has been triggered to start with by the modification in monitoring and second of all by the truth that the merging will no more be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has reviews the relevance of 'safety requires as being a lower level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel safe and secure and untouched' goes to the second degree of requirements. Before a worker can be made to develop mentally, he requires to have his 'Physiological 'as well as 'Safety and security' needs satisfied. This shows that unless the personnel are made to feel secure regarding their present employment condition in The Privatization Of Aluminium Bahrain they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Privatization Of Aluminium Bahrain Case Study

Implication of Analysis.

The OB analysis has actually considered numerous theories to understand how to deal with the existing situation available. The complying with 3 choices have been suggested to assist Lewis handle the business obstacles in the advertising division. Each of these options has actually been proposed for alleviating the transition needed to bring the advertising and marketing division according to the needs of the market and for making the cultural change that would comply with once the existing leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting as well as Production features. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has know-how in business-to-business advertising along with company as well as retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and also advertising features.

The advantage of this method is that it will integrate both functions while lowering the need for hiring an added source for marketing. Lewis would be heading the advertising and marketing department and also in any kind of case her substitute would certainly be needed for the existing function that she is performing. The disadvantage of this option is that outside hiring may cause bitterness from inner workers that might be eying the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Offered the affordable stress and high quality job called for from the advertising agency, it is suggested that Lewis needs to enable the production system to be a different function from the advertising unit. Given that a lot of ad agency had these 2 functions as separate units, it makes more feeling to comply with the standard. In addition to this, both features might have the ability to focus on their core triggers more effectively. The drawback of this strategy would be that additional prices would have to be borne for setting up separate production functions. A production head may have to be worked with which could increase overheads for the organization.

Combination of Advertising And Marketing with Operations: Because Lewis is already taking treatment of the advertising and marketing and operations divisions all at once; it makes feeling to incorporate the 2 features considering that she has actually been effectively taking care of both ends. The truth that Lewis has to adapt her monitoring design for the advertising department suggests that these two departments would be culturally diverse.


An analysis of the 3 alternatives indicates that combination of advertising and marketing as well as operations would certainly not be a viable action due to the huge distinctions in between both departments despite the fact that presently Lewis is managing both. While separation of the production function might have been a desirable step for the marketing department, the reality that it would imply placing a 3rd function under Lewis's wing means this must be avoided also. The assimilation of the marketing department is the best alternative in terms of getting the optimal results from the department. An action plan for this alternative is reviewed listed below.

Activity Strategy.
Lewis will certainly take control of the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

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

Lewis will certainly separate herself from procedures.

A democratic leadership design with worker empowerment will certainly be used in advertising and marketing department.

Open door plan and emphasis on cross departmental interaction will be aimed at eliminating dissonance.

Contingency plan.

If the integration does not exercise as intended, a contingency plan would certainly follow which would divide the manufacturing feature from the advertising feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing division without an SVP. Because case the manufacturing feature will absolutely be divided by putting it under an SVP manufacturing.