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Tokyo Disneyland Licensing Vs Joint Venture Case Study Solution

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Tokyo Disneyland Licensing Vs Joint Venture Case Study Analysis

Background and Facts

Tokyo Disneyland Licensing Vs Joint Venture a workplace materials retailer for tiny and moderate sized organisations has actually lately been associated with planning for a merging with its rival Residence Deport, which has impacted efficiency levels in departmentswith the elderly manager associated with lawful problems presented by the government Trade Compensation. With the Advertising Head advancing the news of his separation 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 form of a potential social modification as well as low staff member morale, the company requires a total reengineering initiative at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing division of Tokyo Disneyland Licensing Vs Joint Venture is increasing uncertainty in the working environment 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 role in influencing critical choices considering that Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Trade Compensation's intervention while doing so. Provided the fact that the shop has a worldwide existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations may have the ability to impact performance or critical goals. Federal Trade Compensation's antitrust fit versus the merging used up useful time of the organization's elderly management suggesting that 'political' factors can have major ramifications for a global organisation.

Economic Factors: Financial factors such as the development of small businesses in the worldwide scenario suggest that Tokyo Disneyland Licensing Vs Joint Venture is prospering in an environment where there is possible growth of businesses. In addition to this, truth that store clients are mainly searching for office products for home offices recommends that the marketplace has a climbing fad of entrepreneurs and home services.

Social factors: Social fads in the economy show that customers are searching for benefit in addition to appealing costs. Market research demonstrates how the client for Tokyo Disneyland Licensing Vs Joint Venture does not have awareness concerning finding remedies which can offer a combination of benefit and also low costs.

Technical factors: Modern technology plays a crucial duty in Tokyo Disneyland Licensing Vs Joint Venture's company technique specifically as the company is piloting Technology facilities which would offer innovation sales as well as support in the form of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues as well as Symptoms.

Several underlying Business Actions concerns can be seen in Tokyo Disneyland Licensing Vs Joint Venture's case as highlighted in this section.

Uneasiness concerning cultural change: There is uneasiness concerning a cultural change that would occur once Todd Krasnow leaves from his position as the Exec Vice President of Advertising with most of the employee currently revealing unhappiness over this possible relocation. This expected adjustment has actually developed stress and anxiety in the work environment which has been coupled with the past stress of preparing the firm for a possible merging with House Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a busy organization. Not only does this result in problem in discovering the right people, it puts anxiety on new hires as can not endure the speed as well as stress that the organization expects them to birth.

Dual Coverage Lines: Novices find this organizational culture cumbersome as well as difficult to deal with particularly as populated line connections are suggested to be weaker as a whole as well as objective setting as well as performance analysis is still done by the solid line supervisor. This suggests that beginners can lose clarity regarding their corresponding duties and also goals especially as dotted line reporting does not keep them in direct communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's placement came as a blow to her morale. Lewis may have been capable as well as appropriate for the task however the truth that Kransnow's departure would make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Concern as well as instability can be determined as two major issues that Lewis would be managing especially as the merger has actually now be terminated as well as 2 senior executives of the advertising division would be leaving. The whole obligation of the division would be falling on Lewis's shoulders that would certainly not just supervise of brining about a cultural modification but would certainly likewise need to confirm herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's monitoring style as well as its conflict with the advertising department's duty can likewise be seen as an OB difficulty particularly as she has been made use of to taking care of concerns in the procedures department where personnel are shown to concentrate on procedures as well as obtain them. The advertising and marketing department on the various other hand can be viewed as a team of individuals that are utilized to being nurtured by Krasnow who focused more on outcome than processes.

Interdepartmental Arguments: Interdepartmental disputes in between three divisions, marketing, merchandizing and procedures specifically over the allowance of the advertising and marketing mix can be recognized as another OB issue. Although the advertising division does not share the exact same vision as the other two departments regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and operations divisions do not concur over the marketing mix allowance amongst each other either.

Disintegration in Advertising And Marketing Department: Disintegration in between the marketing and advertising departments can be determined as another OB concern which could need additional interest. The fact that the advertising and marketing sections in the advertising department are detached is protecting against both departments from getting from each other's experience and expertise. Assimilation of marketing with merchandising and procedures would certainly come to be more difficult if the advertising department itself is disintegrated which can be an additional potential OB concern.

Tokyo Disneyland Licensing Vs Joint Venture Analysis

Different concepts have been utilized to explain the circumstances to get more clearness concerning the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that subordinates are passive as well as careless, have little ambition as well as stand up to adjustment. The scenario at Tokyo Disneyland Licensing Vs Joint Venture is not entirely complying with Concept X, it can be seen that new hires are discovering this atmosphere instead demanding which may eventually lead to a higher inclination of the administration towards Theory X. Even while assessing Lewis's administration design, theory X may have been suitable in the operations department to some degree however the Advertising division would require dependence on Concept Y in order to obtain the creative thinking and also creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's concern concerning bringing harmony between the marketing and advertising department is concerned, this would originally lead to clash as discussed by Bruce Tuckman in his 'Synergy Theory'. By integrating the advertising and marketing and advertising division's work, there might be the exact same initial disconnect which might lead to the second phase of 'storming' where the groups challenge one an additional.

Bridges' Change Design: As per William Bridge's theory (appendix 4), people are fairly awkward with modification, which is evident by the situation at Tokyo Disneyland Licensing Vs Joint Venture The situation can be viewed as a normal course of life if is examined as per Bridge's concept where he describes that people experience 3 phases of change when they experience change. 'Closing, shedding as well as Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they enter phase one and so there may be emotions like unhappiness, uncertainty, irritation, temper, anxiety, denial and also disorientation.The circumstance at the marketing division of Tokyo Disneyland Licensing Vs Joint Venture is comparable so Lewis can get comfy with the idea that it is not remarkable habits. In the 2nd stage, there may be a requirement to link the gap between the brand-new and also old society so Lewis might have to encounter this challenge when Krasnow leaves. There might be reduced spirits as well as reduced efficiency at this phase which need to not be taken as a setback. It is during this stage that Lewis will need to offer support to the division to ensure that they can locate an orientation. It can be seen exactly how Krasnow has already made this change less complicated by making Lewis obtain associated with the department a year prior to his real departure. According to Bridges' Version, stage 3 will certainly bring about visibility to understanding, High power and commitment as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB problem related to instability at the workplace has actually been activated first of all by the adjustment in administration and also secondly by the fact that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has goes over the value of 'security requires as being a reduced level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and secure as well as safe' goes to the second level of demands. Prior to a staff member can be made to develop emotionally, he requires to have his 'Physical 'and also 'Safety and security' requires fulfilled. This suggests that unless the employees are made to feel secure concerning their existing work condition in Tokyo Disneyland Licensing Vs Joint Venture they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Tokyo Disneyland Licensing Vs Joint Venture Case Study



Ramification of Analysis.

The OB analysis has actually looked at different theories to understand how to deal with the existing situation handy. The adhering to 3 options have actually been proposed to assist Lewis manage the organizational obstacles in the marketing department. Each of these choices has been suggested for relieving the shift required to bring the advertising and marketing division in line with the requirements of the market and for making the social modification that would certainly comply with once the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting as well as Production functions. Combination of Advertising with Workflow.

Assessment of Alternatives.

Integration of Advertising & Marketing Functions: The in-house advertising and marketing company of Tokyo Disneyland Licensing Vs Joint Venture is currently strength for the company in regards to saving up on expenses connected to advertising and also promo. Since no new recruitment has been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the marketing function, this is a positive chance for integrating the advertising and marketing functions. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business advertising together with agency as well as retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The advantage of this approach is that it will incorporate both features while minimizing the need for hiring an additional resource for advertising. Lewis would be heading the advertising department as well as in any type of case her substitute would certainly be needed for the current duty that she is performing. The downside of this choice is that exterior hiring may bring about resentment from inner workers that may be eying the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Given the competitive pressures and also premium quality work required from the ad agency, it is suggested that Lewis must allow the manufacturing device to be a different function from the marketing device. Since many advertising agencies had these two features as separate devices, it makes even more feeling to adhere to the standard. In addition to this, both features may be able to focus on their core turns on more successfully. However, the negative aspect of this strategy would certainly be that added costs would certainly have to be birthed for establishing different manufacturing features. Along with this, a production head may have to be hired which could enhance expenses for the organization.

Assimilation of Advertising with Procedures: Given that Lewis is currently taking care of the advertising and also procedures departments all at once; it makes sense to integrate the 2 features because she has been efficiently taking care of both ends. The fact that Lewis has to adjust her monitoring design for the advertising department recommends that these two divisions would be culturally diverse.

Suggestion.



An evaluation of the 3 options indicates that integration of advertising as well as procedures would certainly not be a feasible step because of the vast differences in between the two departments although that currently Lewis is dealing with both. While splitting up of the manufacturing function may have been a positive step for the advertising and marketing division, the fact that it would certainly suggest putting a 3rd feature under Lewis's wing suggests this should be avoided. The integration of the advertising and marketing department is the best alternative in terms of getting the optimum results from the division. An action prepare for this choice is talked about below.

Action Strategy.
Recommendation
Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Manufacturing function will certainly remain part of advertising and marketing under advertising and marketing feature.

Lewis will divide herself from procedures.

A democratic leadership style with worker empowerment will be used in advertising division.

Open up door plan and also focus on cross department communication will certainly be focused on eliminating discord.

Contingency plan.

If the assimilation does not work out as intended, a backup plan would certainly comply with which would divide the production feature from the marketing feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing feature will absolutely be divided by placing it under an SVP manufacturing.