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Ticonderoga Inverse Floating Rate Bond Case Study Help

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Ticonderoga Inverse Floating Rate Bond Case Study Help

Background and Facts

Ticonderoga Inverse Floating Rate Bond a workplace supplies store for little as well as moderate sized companies has actually lately been involved in planning for a merger with its rival Residence Deport, which has actually affected efficiency levels in departmentswith the senior supervisor involved in legal problems presented by the federal Trade Payment. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the function in the near future. With obstacles in the kind of a potential cultural adjustment and reduced employee spirits, the company wants a complete reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The possible social adjustment at the marketing department of Ticonderoga Inverse Floating Rate Bond is boosting unpredictability in the working environment leading to numerous obstacles for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting strategic decisions since Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Profession Commission's intervention while doing so. Offered the reality that the shop has a global presence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may have the ability to influence performance or strategic goals. Federal Profession Commission's antitrust match versus the merging took up useful time of the organization's senior administration suggesting that 'political' factors can have serious implications for an international business.

Economic Factors: Financial factors such as the appearance of small businesses in the worldwide scenario suggest that Ticonderoga Inverse Floating Rate Bond is thriving in an environment where there is potential development of companies. In addition to this, fact that shop consumers are mostly seeking workplace products for home offices suggests that the marketplace has a rising fad of business owners and also online organisations.

Social factors: Social trends in the economy reveal that clients are trying to find convenience along with appealing costs. Marketing research demonstrates how the client for Ticonderoga Inverse Floating Rate Bond lacks awareness regarding locating options which can offer a combination of benefit and also inexpensive.

Technological factors: Innovation plays a vital role in Ticonderoga Inverse Floating Rate Bond's company technique particularly as the organization is piloting Technology centers which would certainly offer modern technology sales and assistance in the type of memory upgrades, peripheral installments. (Recap of INSECT in appendix 2).

OB Issues as well as Effects.

A number of underlying Business Actions problems can be seen in Ticonderoga Inverse Floating Rate Bond's case as highlighted in this section.

Uneasiness regarding social adjustment: There is worry concerning a social change that would happen as soon as Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with the majority of the personnel already showing unhappiness over this possible action. This predicted modification has created anxiety in the workplace which has actually been coupled with the past stress and anxiety of preparing the firm for a potential merging with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is lack of workers that can match the stressful atmosphere of a busy organization. Not just does this lead to trouble in finding the right people, it puts stress and anxiety on new hires as can not hold up against the rate and stress that the organization expects them to birth.

Double Reporting Lines: Beginners discover this organizational culture troublesome and tough to manage especially as populated line partnerships are implied to be weaker generally and objective setting and also efficiency examination is still done by the strong line manager. This indicates that newcomers might shed clarity regarding their particular functions and purposes especially as populated line reporting does not maintain them in direct interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had actually been speculated that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis might have been capable as well as appropriate for the task but the reality that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Worry as well as instability can be identified as two major problems that Lewis would certainly be dealing with especially as the merger has now be cancelled as well as 2 senior executives of the marketing department would certainly be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders that would not simply be in charge of brining regarding a social modification yet would also have to prove herself in her brand-new function.

Incompatible Administration Design of Leader: Lewis's management style and its conflict with the advertising department's function can also be viewed as an OB difficulty specifically as she has been made use of to taking care of issues in the operations department where employees are educated to concentrate on procedures and also get them right. The advertising and marketing department on the various other hand can be seen as a team of people who are used to being supported by Krasnow that concentrated more on result than procedures.

Interdepartmental Arguments: Interdepartmental disputes between three divisions, marketing, merchandizing and also procedures respectively over the allowance of the advertising mix can be identified as one more OB issue. The advertising division does not share the exact same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also procedures departments do not concur over the marketing mix appropriation amongst one another either.

Fragmentation in Advertising And Marketing Division: Disintegration between the advertising and marketing divisions can be recognized as one more OB concern which can need more focus. The reality that the advertising and marketing areas in the advertising and marketing division are detached is stopping both departments from obtaining from each various other's experience and also know-how. Integration of advertising and marketing with merchandising as well as operations would end up being more difficult if the advertising and marketing department itself is degenerated which can be another possible OB problem.

Ticonderoga Inverse Floating Rate Bond Analysis

Different concepts have been used to discuss the circumstances to get additional quality about the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are passive as well as lazy, have little aspiration and resist change. The tough version of this concept emphasized browbeating, limited controls, hazards and also punishments. In time it produces reduced performance, refined sabotage and also rivalry (Bargain, 2003). Although the circumstance at Ticonderoga Inverse Floating Rate Bond is not entirely complying with Theory X, it can be seen that brand-new hires are locating this setting rather demanding which may eventually result in a higher disposition of the administration in the direction of Concept X. According to McGregor's supported view, which he called Concept Y, the essential task of the management is to set up organizational problems so that people can accomplish their very own objectives best by directing their initiatives towards organizational rewards. If people discover no satisfaction in their job, the administration would have little option but to rely on concept X and also outside control (Offer, 2003). Even while assessing Lewis's monitoring style, concept X may have appropriated in the procedures division somewhat yet the Marketing division would certainly require reliance on Theory Y to get the imagination as well as creativity from the groups.

Tuckman's Team effort Concept: As much as Lewis's worry concerning bringing consistency between the marketing and also marketing division is worried, this would at first lead to clash as discussed by Bruce Tuckman in his 'Synergy Theory'. By combining the marketing as well as advertising and marketing division's work, there may be the same initial detach which could lead to the 2nd phase of 'storming' where the groups test one another.

Bridges' Transition Model: As per William Bridge's concept (appendix 4), people are rather uneasy with change, which is noticeable by the circumstance at Ticonderoga Inverse Floating Rate Bond The scenario can be viewed as a regular course of life if is examined according to Bridge's theory where he clarifies that people experience 3 phases of change when they experience change. 'End, losing and also Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people exist with adjustment, they enter phase one and so there might be feelings like unhappiness, unpredictability, aggravation, anger, fear, denial and also disorientation.The situation at the advertising and marketing division of Ticonderoga Inverse Floating Rate Bond is comparable so Lewis can get comfortable with the concept that it is not phenomenal behavior. In the second stage, there may be a need to link the space 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 also reduced productivity at this phase which ought to not be taken as a problem. It is during this stage that Lewis will have to offer support to the division so that they can discover an orientation. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis obtain associated with the division a year prior to his real departure. Based on Bridges' Version, phase 3 will produce visibility to understanding, High power as well as commitment as individuals will certainly accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB issue related to insecurity at the work environment has actually been caused firstly by the modification in administration and also second of all by the fact that the merger will certainly no more be started. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the value of 'protection needs as being a reduced level need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel safe and secure as well as unharmed' is at the second degree of demands. Before an employee can be made to create emotionally, he requires to have his 'Physical 'and 'Safety and security' needs fulfilled. This indicates that unless the workers are made to feel safe concerning their existing employment standing in Ticonderoga Inverse Floating Rate Bond they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Ticonderoga Inverse Floating Rate Bond Case Study



Implication of Analysis.

The OB analysis has taken a look at numerous theories to recognize exactly how to deal with the current scenario handy. The following three choices have been recommended to help Lewis take care of the business obstacles in the advertising department. Each of these choices has actually been recommended for alleviating the transition required to bring the advertising and marketing division according to the needs of the marketplace as well as for making the cultural adjustment that would comply with as soon as the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Manufacturing functions. Assimilation of Advertising with Operations.

Examination of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merging days has experience in business-to-business advertising along with company and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both advertising and advertising and marketing features.

The advantage of this technique is that it will certainly integrate both features while lowering the need for employing an added source for marketing. Along with this, Lewis would be heading the marketing department as well as regardless her replacement would certainly be needed for the current duty that she is performing. The downside of this alternative is that external hiring may produce resentment from inner employees who may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Given the competitive stress as well as excellent quality work required from the advertising agency, it is recommended that Lewis must allow the production system to be a separate feature from the marketing unit. Since a lot of ad agency had these two features as separate units, it makes even more feeling to follow the standard. In addition to this, both features might be able to concentrate on their core triggers more successfully. Nevertheless, the downside of this technique would be that additional prices would need to be birthed for setting up separate production functions. Along with this, a manufacturing head may have to be worked with which could increase overheads for the organization.

Assimilation of Marketing with Workflows: Because Lewis is already taking care of the advertising and marketing and procedures departments all at once; it makes sense to integrate the two features since she has actually been successfully taking care of both ends. The reality that Lewis has to adjust her management style for the advertising division recommends that these two divisions would be culturally diverse.

Referral.



An evaluation of the 3 choices suggests that integration of advertising and operations would not be a viable action as a result of the substantial distinctions in between both departments although that currently Lewis is taking care of both. While separation of the production feature may have been a desirable step for the advertising and marketing division, the reality that it would certainly mean positioning a third function under Lewis's wing indicates this need to be avoided. The assimilation of the marketing department is the most effective choice in regards to getting the ideal arise from the division. An action plan for this choice is talked about listed below.

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

Marketing and advertising features would certainly be combined.

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

Manufacturing function will continue to be component of advertising under advertising feature.

Lewis will certainly divide herself from operations.

A democratic leadership style with worker empowerment will be made use of in marketing division.

Open door policy and also emphasis on cross departmental interaction will certainly be targeted at getting rid of discord.

Backup strategy.

If the integration does not work out as intended, a backup plan would certainly comply with which would separate the production feature from the marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing function will absolutely be separated by putting it under an SVP production.