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Underwriters Laboratories Bringing Confidence To The Brazilian Water Market Case Study Help

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Underwriters Laboratories Bringing Confidence To The Brazilian Water Market Case Study Help

Background and Facts

Underwriters Laboratories Bringing Confidence To The Brazilian Water Market an office supplies retailer for tiny and also moderate sized services has actually recently been associated with preparing for a merger with its competitor Residence Deport, which has actually affected effectiveness degrees in departmentswith the elderly supervisor associated with legal difficulties presented by the government Profession Commission. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the near future. With challenges in the kind of a possible cultural change and also reduced staff member spirits, the company wants a complete reengineering effort at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The possible social change at the marketing division of Underwriters Laboratories Bringing Confidence To The Brazilian Water Market is enhancing uncertainty in the working environment resulting in various difficulties 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 duty in affecting strategic choices since Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Profession Commission's treatment at the same time. Provided the fact that the shop has a global visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these countries may have the ability to impact efficiency or strategic goals. Federal Trade Commission's antitrust suit against the merging took up useful time of the company's senior management suggesting that 'political' factors can have major implications for a worldwide business.

Economic Factors: Financial factors such as the appearance of small businesses in the international scenario recommend that Underwriters Laboratories Bringing Confidence To The Brazilian Water Market is thriving in a setting where there is possible development of businesses. Truth that shop consumers are primarily looking for workplace supplies for residence workplaces suggests that the market has a rising fad of business owners as well as residence based services.

Social factors: Social patterns in the economic situation reveal that clients are seeking benefit as well as appealing costs. Market research shows how the client for Underwriters Laboratories Bringing Confidence To The Brazilian Water Market does not have understanding concerning locating services which can provide a combination of convenience and also affordable.

Technical factors: Modern technology plays an essential function in Underwriters Laboratories Bringing Confidence To The Brazilian Water Market's company strategy especially as the company is piloting Modern technology centers which would certainly provide innovation sales as well as support in the type of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues as well as Effects.

Numerous underlying Business Habits concerns can be seen in Underwriters Laboratories Bringing Confidence To The Brazilian Water Market's case as highlighted in this section.

Apprehensions concerning social modification: There is concern about a cultural adjustment that would take place once Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with a lot of the personnel currently showing unhappiness over this potential move. This expected change has developed tension in the office which has been coupled with the previous stress and anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Stressful Work Setting for Newcomers: There is scarcity of personnel that can match the stressful environment of a busy company. Not just does this lead to problem in finding the right people, it places stress and anxiety on new hires as can not endure the pace and stress that the company anticipates them to bear.

Dual Reporting Lines: Novices locate this organizational culture troublesome and also tough to manage specifically as populated line connections are indicated to be weaker generally and unbiased setup and also efficiency evaluation is still done by the solid line manager. This implies that newbies can shed clearness concerning their respective roles and also objectives specifically as populated line coverage does not keep them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and also suitable for the job however the reality that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Worry & Task Insecurity: Anxiety as well as insecurity can be identified as two significant issues that Lewis would be dealing with especially as the merging has actually currently be terminated and also two elderly execs of the advertising and marketing department would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining concerning a social adjustment yet would certainly likewise have to verify herself in her new role.

Incompatible Administration Style of Leader: Lewis's administration design as well as its conflict with the marketing department's duty can additionally be seen as an OB challenge especially as she has actually been utilized to taking care of concerns in the operations division where employees are shown to focus on procedures and obtain them. The advertising department on the various other hand can be viewed as a team of individuals who are utilized to being nurtured by Krasnow that focused much more on result than procedures.

Interdepartmental Differences: Interdepartmental disagreements between three departments, advertising and marketing, merchandizing and also procedures specifically over the appropriation of the marketing mix can be determined as an additional OB concern. The advertising division does not share the very same vision as the other two departments regarding the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing as well as operations divisions do not agree over the advertising mix allotment amongst one an additional either.

Disintegration in Advertising And Marketing Division: Fragmentation between the marketing and advertising divisions can be recognized as an additional OB concern which can need more attention. The fact that the advertising and marketing sections in the advertising and marketing department are detached is avoiding both divisions from acquiring from each various other's experience and also experience. Combination of advertising with merchandising and also operations would certainly come to be harder if the advertising department itself is degenerated which can be one more potential OB concern.

Underwriters Laboratories Bringing Confidence To The Brazilian Water Market Analysis

Different theories have been used to discuss the circumstances to get additional clarity regarding the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that subordinates are passive as well as lazy, have little passion as well as resist modification. The difficult version of this theory highlighted threat, tight controls, risks and also punishments. Over time it generates low performance, subtle sabotage as well as competition (Offer, 2003). Although the scenario at Underwriters Laboratories Bringing Confidence To The Brazilian Water Market is not entirely adhering to Theory X, it can be seen that brand-new hires are locating this atmosphere instead demanding which may eventually cause a better disposition of the monitoring towards Concept X. Based on McGregor's supported sight, which he called Concept Y, the essential task of the monitoring is to organize organizational conditions so that people can attain their very own goals best by directing their initiatives towards organizational benefits. If individuals locate no contentment in their job, the administration would certainly have little choice but to rely on concept X and external control (Deal, 2003). Also while assessing Lewis's administration style, concept X may have appropriated in the operations division to some extent however the Advertising division would need dependence on Concept Y so as to get the creative thinking as well as creativity from the groups.

Tuckman's Team effort Theory: As for Lewis's worry regarding bringing harmony in between the marketing and advertising division is worried, this would at first result in conflict as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the preliminary phase of team growth, individuals may not bond, as they are busy finding their place in the group. By combining the marketing and advertising department's job, there may be the same first disconnect which can result in the second phase of 'storming' where the teams challenge each other. Nevertheless, it is only throughout the 3rd phase or 'norming' when they would come together to share ideas prior to the team can cause harmony in the 4th stage 'doing'.

Bridges' Transition Design: According To William Bridge's theory (appendix 4), people are quite awkward with adjustment, which is noticeable by the situation at Underwriters Laboratories Bringing Confidence To The Brazilian Water Market The scenario can be viewed as a typical course of life if is examined as per Bridge's theory where he discusses that individuals undergo three phases of change when they experience modification. 'End, shedding as well as Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they enter stage one therefore there may be feelings like despair, unpredictability, irritation, rage, anxiety, rejection as well as disorientation.The circumstance at the marketing division of Underwriters Laboratories Bringing Confidence To The Brazilian Water Market is comparable so Lewis can obtain comfortable with the idea that it is not amazing behavior. In the 2nd stage, there may be a requirement to link the gap between the new and also old culture so Lewis may need to face this challenge when Krasnow leaves. There may be reduced morale as well as low performance at this stage which should not be taken as a problem. It is throughout this phase that Lewis will certainly have to offer advice to the division to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has already made this change less complicated by making Lewis obtain involved in the division a year prior to his actual separation. According to Bridges' Version, stage 3 will bring about openness to knowing, High energy and also commitment as individuals will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB concern related to insecurity at the work environment has been set off first of all by the change in administration as well as second of all by the fact that the merger will no longer be initiated. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the relevance of 'safety and security needs as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe as well as safe' goes to the second degree of needs. Prior to a worker can be made to create emotionally, he needs to have his 'Physiological 'and also 'Safety' needs met. This suggests that unless the employees are made to feel protected about their current work standing in Underwriters Laboratories Bringing Confidence To The Brazilian Water Market they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Underwriters Laboratories Bringing Confidence To The Brazilian Water Market Case Study



Implication of Analysis.

The OB analysis has looked at various concepts to recognize exactly how to manage the present scenario available. The adhering to 3 options have actually been suggested to assist Lewis handle the organizational difficulties in the marketing division. Each of these options has actually been recommended for easing the transition required to bring the advertising and marketing division in accordance with the demands of the market and for making the social change that would adhere to when the current leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and also Manufacturing features. Assimilation of Advertising with Workflow.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has experience in business-to-business advertising along with company and also retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising and also marketing functions.

The advantage of this technique is that it will integrate both features while reducing the requirement for employing an extra resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising division and also regardless her replacement would certainly be needed for the existing function that she is performing. The downside of this choice is that external hiring might bring about resentment from internal personnel who may be looking at the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Manufacturing: Given the affordable stress and excellent quality job called for from the ad agency, it is advised that Lewis needs to allow the production system to be a different feature from the advertising unit. Considering that most advertising agencies had these two features as separate units, it makes more sense to adhere to the norm. Both features might be able to concentrate on their core turns on a lot more effectively. The downside of this technique would be that added prices would certainly have to be borne for establishing up different production features. Along with this, a manufacturing head may need to be employed which could boost overheads for the company.

Combination of Advertising And Marketing with Procedures: Because Lewis is already taking care of the marketing and operations divisions at the same time; it makes sense to incorporate the 2 features considering that she has actually been effectively taking treatment of both ends. The truth that Lewis has to adapt her management design for the advertising division suggests that these two divisions would certainly be culturally varied.

Suggestion.



An evaluation of the three choices indicates that assimilation of marketing as well as procedures would not be a viable step because of the large differences between both divisions although that presently Lewis is dealing with both. While splitting up of the production function may have been a desirable action for the marketing division, the reality that it would suggest putting a 3rd feature under Lewis's wing indicates this need to be stayed clear of. The integration of the advertising department is the most effective choice in terms of getting the optimum arise from the department. An action prepare for this choice is discussed below.

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

Marketing and advertising functions would certainly be merged.

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

Production feature will certainly stay component of advertising and marketing under advertising feature.

Lewis will certainly separate herself from operations.

An autonomous leadership style with worker empowerment will certainly be made use of in advertising department.

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

Contingency plan.

If the integration does not work out as planned, a backup strategy would certainly comply with which would certainly separate the production feature from the advertising function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing function will definitely be divided by placing it under an SVP manufacturing.