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Triple Point Technology Case Study Analysis

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Triple Point Technology Case Study Analysis

Background and Facts

Triple Point Technology an office materials seller for small as well as moderate sized organisations has actually recently been associated with planning for a merger with its competitor House Deport, which has affected effectiveness degrees in departmentswith the elderly manager associated with legal issues put forth by the federal Trade Payment. With the Advertising Head advancing the information of his separation from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the near future. With challenges in the type of a prospective social modification and low worker spirits, the organization is in need of a complete reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the marketing department of Triple Point Technology is increasing uncertainty in the workplace leading to various difficulties for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing critical decisions since Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Profession Commission's intervention at the same time. Offered the fact that the shop has a global presence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may be able to affect efficiency or strategic objectives. Federal Profession Commission's antitrust suit against the merging occupied useful time of the company's senior administration recommending that 'political' factors can have severe effects for a global service.

Economic Factors: Economic factors such as the emergence of local business in the worldwide situation suggest that Triple Point Technology is flourishing in a setting where there is possible growth of services. Truth that store customers are mainly looking for office products for home offices recommends that the market has an increasing pattern of entrepreneurs and also residence based companies.

Social factors: Social trends in the economic situation reveal that customers are searching for ease along with attractive rates. Market research demonstrates how the consumer for Triple Point Technology does not have recognition concerning discovering solutions which can supply a combination of convenience and also low costs.

Technical factors: Innovation plays an essential role in Triple Point Technology's business approach particularly as the organization is piloting Technology facilities which would provide innovation sales and assistance in the form of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Behavior problems can be seen in Triple Point Technology's case as highlighted in this area.

Concerns concerning social change: There is uneasiness regarding a social modification that would occur when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with a lot of the employee already revealing unhappiness over this possible move. This predicted modification has actually developed stress in the office which has been coupled with the past tension of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is scarcity of employees that can match the difficult environment of a busy company. Not only does this result in problem in locating the ideal individuals, it places tension on new hires as can not stand up to the speed and also pressure that the company anticipates them to bear.

Twin Reporting Lines: Novices find this organizational society troublesome as well as tough to manage especially as populated line connections are indicated to be weaker generally and also objective setting as well as performance examination is still done by the solid line supervisor. This means that beginners might lose quality concerning their corresponding roles as well as goals especially as populated line reporting does not maintain them in direct communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had actually been guessed that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and proper for the work but the truth that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Fear & Work Instability: Worry as well as insecurity can be identified as two significant issues that Lewis would certainly be taking care of particularly as the merging has actually now be cancelled and also two elderly executives of the marketing division would certainly be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining about a social adjustment but would also have to verify herself in her new function.

Incompatible Management Style of Leader: Lewis's management style as well as its conflict with the marketing department's function can additionally be seen as an OB obstacle specifically as she has been used to managing issues in the operations department where employees are instructed to focus on procedures as well as get them. The advertising department on the various other hand can be seen as a group of individuals that are made use of to being nurtured by Krasnow that focused much more on output than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 divisions, marketing, merchandizing and also operations respectively over the appropriation of the advertising mix can be identified as an additional OB problem. The marketing department does not share the very same vision as the other two departments pertaining to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and operations departments do not agree over the advertising and marketing mix allowance among one an additional either.

Disintegration in Advertising Department: Disintegration in between the advertising and marketing departments can be determined as another OB problem which can need more focus. The reality that the advertising and marketing sections in the advertising department are disconnected is avoiding both departments from obtaining from each various other's experience and know-how. Integration of advertising and marketing with merchandising as well as procedures would come to be harder if the advertising and marketing division itself is broken down which can be another possible OB concern.

Triple Point Technology Analysis

Different theories have been used to explain the conditions to obtain additional quality regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that subordinates are easy and also lazy, have little ambition and also stand up to change. The difficult version of this theory stressed threat, tight controls, risks as well as punishments. Gradually it creates low performance, subtle sabotage and also competition (Bargain, 2003). The scenario at Triple Point Technology is not totally following Theory X, it can be seen that new hires are finding this atmosphere instead difficult which might eventually lead to a better inclination of the administration towards Concept X. Based on McGregor's advocated sight, which he called Concept Y, the necessary job of the monitoring is to arrange organizational problems to make sure that people can accomplish their own objectives best by guiding their efforts in the direction of business rewards. If individuals discover no complete satisfaction in their work, the administration would certainly have little choice but to depend on theory X and also exterior control (Bargain, 2003). Also while evaluating Lewis's management design, concept X might have appropriated in the operations department somewhat yet the Advertising division would call for dependence on Theory Y in order to get the imagination and originality from the groups.

Tuckman's Teamwork Theory: As for Lewis's problem regarding bringing harmony in between the advertising and marketing department is concerned, this would at first cause clash as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, throughout the preliminary stage of group growth, individuals may not bond, as they are active discovering their place in the group. By combining the advertising and marketing department's work, there may coincide first separate which can lead to the second stage of 'storming' where the teams test each other. It is only during the 3rd stage or 'norming' when they would certainly come with each other to share ideas prior to the team can bring about synergy in the fourth phase 'doing'.

When people are presented with modification, they get in phase one and so there might be feelings like unhappiness, uncertainty, stress, anger, fear, denial as well as disorientation.The circumstance at the marketing division of Triple Point Technology is similar so Lewis can get comfortable with the concept that it is not extraordinary actions. It is during this phase that Lewis will certainly have to offer guidance to the division so that they can find a sense of instructions. It can be seen just how Krasnow has actually already made this change less complicated by making Lewis get included in the department a year prior to his real separation.
Vrio Analysis
Maslow's Need pecking order: The OB issue related to instability at the work environment has been triggered first of all by the modification in administration and second of all by the truth that the merger will certainly no longer be launched. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has goes over the importance of 'protection needs as being a reduced level requirement of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel secure and out of danger' is at the 2nd level of demands. Before an employee can be made to develop emotionally, he requires to have his 'Physical 'and also 'Safety' needs satisfied. This shows that unless the employees are made to really feel safe and secure about their present employment standing in Triple Point Technology they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Triple Point Technology Case Study



Implication of Analysis.

The OB analysis has taken a look at various theories to understand exactly how to cope with the present situation handy. The complying with three alternatives have been proposed to aid Lewis manage the organizational obstacles in the advertising and marketing department. Each of these choices has actually been suggested for easing the transition needed to bring the marketing division in line with the demands of the market as well as for making the cultural modification that would certainly comply with when the existing leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting and also Production features. Combination of Marketing with Operations.

Evaluation of Alternatives.

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

The advantage of this technique is that it will certainly integrate the two functions while decreasing the requirement for hiring an extra resource for advertising and marketing. Lewis would be heading the advertising division and in any kind of case her replacement would be needed for the present function that she is carrying out. The disadvantage of this choice is that exterior hiring might bring about animosity from internal workers that might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Production: Given the competitive stress and high quality work called for from the marketing firm, it is suggested that Lewis should permit the production system to be a separate function from the advertising and marketing unit. Considering that many advertising agencies had these 2 functions as separate devices, it makes more feeling to adhere to the standard.

Combination of Advertising And Marketing with Operations: Considering that Lewis is already taking care of the marketing and procedures divisions at the same time; it makes sense to incorporate the two features since she has been efficiently looking after both ends. The reality that both divisions currently have significant differences over allocation of sources suggests that this combination may have the ability to cause consistency particularly as Lewis would certainly be heading both ends.However there are different drawbacks of this relocation especially as it would put too much problem over Lewis's shoulders. The truth that Lewis has to adjust her management design for the advertising and marketing division suggests that these 2 divisions would certainly be culturally varied. Lewis may not be able to use one kind of leadership style to both divisions which might result in inadequacy in either one of the two features.

Referral.



An evaluation of the 3 choices suggests that integration of marketing and procedures would certainly not be a possible step because of the huge distinctions in between both divisions despite the fact that currently Lewis is handling both. While splitting up of the production feature may have been a beneficial action for the advertising and marketing department, the reality that it would indicate placing a 3rd feature under Lewis's wing means this need to be avoided. The assimilation of the advertising department is the most effective alternative in regards to obtaining the optimum arise from the division. An action plan for this alternative is discussed below.

Action Strategy.
Recommendation
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing function will stay part of marketing under advertising and marketing function.

Lewis will certainly separate herself from operations.

An autonomous management design with worker empowerment will be utilized in marketing department.

Open up door policy and focus on cross department interaction will certainly be focused on eliminating dissonance.

Backup plan.

If the combination does not work out as prepared, a backup strategy would adhere to which would separate the manufacturing feature from the marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing function will absolutely be separated by positioning it under an SVP production.