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Unilever Superannuation Fund Vs Merrill Lynch Case Study Analysis

Background and Facts

Unilever Superannuation Fund Vs Merrill Lynch a workplace materials retailer for little and also moderate sized organisations has actually just recently been involved in planning for a merging with its rival Residence Deport, which has actually impacted effectiveness degrees in departmentswith the senior supervisor associated with lawful difficulties put forth by the government Trade Compensation. With the Advertising and marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the near future. With challenges in the kind of a potential social adjustment as well as low staff member spirits, the organization wants a total reengineering effort at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural adjustment at the marketing division of Unilever Superannuation Fund Vs Merrill Lynch is increasing uncertainty in the working environment resulting in different difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting critical decisions because Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Trade Payment's treatment at the same time. Provided the truth that the store has a global existence with branches in UK, USA, Canada as well as Germany, political consider each of these nations may have the ability to influence efficiency or critical objectives. Federal Profession Payment's antitrust suit versus the merger occupied important time of the company's senior management suggesting that 'political' factors can have serious effects for a global company.

Economic Factors: Economic factors such as the emergence of local business in the international circumstance suggest that Unilever Superannuation Fund Vs Merrill Lynch is flourishing in an atmosphere where there is prospective growth of businesses. Along with this, truth that store clients are mainly seeking workplace supplies for home offices suggests that the market has a rising trend of entrepreneurs as well as home companies.

Social factors: Social trends in the economic situation reveal that clients are looking for convenience along with appealing rates. Market research shows how the customer for Unilever Superannuation Fund Vs Merrill Lynch lacks recognition about discovering remedies which can provide a mix of comfort as well as low costs.

Technological factors: Innovation plays an important duty in Unilever Superannuation Fund Vs Merrill Lynch's organisation approach specifically as the organization is piloting Modern technology centers which would offer technology sales as well as support in the kind of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and Effects.

A number of underlying Business Behavior issues can be seen in Unilever Superannuation Fund Vs Merrill Lynch's case as highlighted in this section.

Apprehensions about social adjustment: There is worry concerning a cultural adjustment that would take place once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the team member already showing discontent over this potential action. This predicted adjustment has produced anxiety in the office which has been combined with the previous stress of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is lack of workers that can match the demanding environment of a fast-paced organization. Not only does this lead to trouble in discovering the right people, it puts stress on new hires as can not withstand the pace and stress that the organization expects them to bear.

Dual Coverage Lines: Newbies discover this business culture cumbersome and challenging to handle specifically as populated line partnerships are suggested to be weaker as a whole and objective setup as well as performance assessment is still done by the solid line supervisor. This implies that newcomers can shed clarity about their corresponding roles as well as goals particularly as populated line coverage does not maintain them in direct interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been qualified and suitable for the job but the truth that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Task Insecurity: Fear and insecurity can be determined as 2 significant concerns that Lewis would certainly be taking care of specifically as the merger has actually currently be terminated and two senior execs of the advertising department would be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining about a cultural modification however would certainly likewise have to verify herself in her new role.

Inappropriate Management Style of Leader: Lewis's management style as well as its conflict with the advertising and marketing department's function can also be seen as an OB difficulty specifically as she has actually been made use of to taking care of issues in the operations department where employees are taught to concentrate on processes and also obtain them. The advertising and marketing division on the other hand can be viewed as a team of people that are made use of to being supported by Krasnow that focused extra on outcome than processes.

Interdepartmental Disagreements: Interdepartmental arguments between three divisions, advertising, merchandizing and procedures respectively over the allowance of the advertising mix can be recognized as an additional OB problem. The advertising and marketing division does not share the same vision as the other two divisions regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not concur over the marketing mix appropriation among one an additional either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be identified as one more OB concern which could need further focus. The truth that the advertising and marketing areas in the advertising and marketing department are detached is stopping both departments from gaining from each other's experience and also proficiency. Combination of marketing with retailing as well as procedures would become harder if the advertising and marketing division itself is disintegrated which can be an additional possible OB issue.

Unilever Superannuation Fund Vs Merrill Lynch Analysis

Numerous theories have actually been used to discuss the situations to get more clarity about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that subordinates are easy and careless, have little ambition and also withstand change. The hard version of this theory stressed coercion, tight controls, hazards and punishments. Over time it creates low productivity, subtle sabotage as well as competition (Bargain, 2003). The situation at Unilever Superannuation Fund Vs Merrill Lynch is not totally following Theory X, it can be seen that brand-new hires are locating this atmosphere rather stressful which might eventually lead to a higher disposition of the management in the direction of Theory X. According to McGregor's supported view, which he called Concept Y, the important task of the management is to prepare business conditions so that people can attain their very own objectives best by routing their initiatives in the direction of organizational benefits. If people discover no satisfaction in their job, the administration would certainly have little option yet to rely on concept X and outside control (Deal, 2003). Also while analyzing Lewis's administration style, theory X may have been suitable in the procedures department to some extent yet the Advertising and marketing department would call for dependence on Concept Y so as to get the creativity and originality from the groups.

Tuckman's Synergy Theory: As for Lewis's worry regarding bringing consistency in between the advertising and marketing department is concerned, this would initially bring about conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, during the initial phase of team development, people might not bond, as they are hectic locating their location in the team. By combining the advertising and marketing division's work, there might coincide first separate which could lead to the second phase of 'storming' where the teams test each other. It is only throughout the third phase or 'norming' when they would come with each other to share suggestions before the team can bring about synergy in the fourth phase 'executing'.

Bridges' Transition Model: As per William Bridge's theory (appendix 4), people are fairly awkward with adjustment, which is noticeable by the scenario at Unilever Superannuation Fund Vs Merrill Lynch The situation can be seen as a typical course of life if is studied according to Bridge's concept where he explains that people experience three stages of change when they experience adjustment. 'Closing, shedding and also Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they enter stage one therefore there might be feelings like despair, unpredictability, stress, anger, worry, rejection and also disorientation.The situation at the advertising department of Unilever Superannuation Fund Vs Merrill Lynch is comparable so Lewis can obtain comfortable with the idea that it is not extraordinary behavior. In the second phase, there might be a requirement to link the gap in between the brand-new and also old society so Lewis may need to face this challenge as soon as Krasnow leaves. There may be low morale as well as reduced efficiency at this phase which need to not be taken as an obstacle. It is throughout this phase that Lewis will certainly need to provide advice to the division to ensure that they can find a sense of direction. It can be seen how Krasnow has currently made this change simpler by making Lewis get associated with the division a year prior to his real departure. According to Bridges' Design, phase 3 will certainly cause openness to knowing, High power and dedication as individuals will welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has talks about the relevance of 'safety needs as being a lower level need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel safe and secure and out of threat' is at the second level of needs. Prior to a staff member can be made to develop mentally, he needs to have his 'Physical 'and also 'Security' requires met.

SWOT Analysis for Unilever Superannuation Fund Vs Merrill Lynch Case Study

Implication of Analysis.

The OB analysis has looked at various theories to recognize how to manage the present scenario handy. The following 3 alternatives have actually been proposed to assist Lewis manage the organizational difficulties in the advertising and marketing division. Each of these options has been proposed for reducing the transition required to bring the advertising division in accordance with the needs of the market as well as for making the cultural modification that would follow once the current leader leaves.

Combination of marketing and advertising features. Separating Adverting and Manufacturing features. Combination of Advertising And Marketing with Operations.

Assessment of Alternatives.

Assimilation of Advertising & Marketing Functions: The internal marketing firm of Unilever Superannuation Fund Vs Merrill Lynch is currently strength for the organization in terms of conserving up on expenses related to advertising and marketing and also promotion. Since no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the advertising and marketing function, this is a positive chance for integrating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business marketing in addition to agency and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The advantage of this approach is that it will certainly incorporate both functions while minimizing the need for employing an extra resource for advertising. Lewis would be heading the advertising division as well as in any case her substitute would be required for the existing function that she is doing. The downside of this option is that outside hiring might bring about animosity from internal employees that might be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Offered the competitive stress and high quality work required from the marketing agency, it is suggested that Lewis must permit the production unit to be a separate function from the advertising system. Considering that a lot of advertising and marketing agencies had these 2 functions as separate units, it makes more feeling to follow the standard.

Integration of Advertising with Workflows: Given that Lewis is currently taking treatment of the marketing as well as procedures departments all at once; it makes sense to incorporate the 2 features since she has actually been efficiently taking care of both ends. The fact that Lewis has to adapt her monitoring design for the advertising division suggests that these 2 departments would be culturally diverse.


An assessment of the 3 options suggests that combination of advertising as well as procedures would not be a viable move due to the large differences between the two divisions although that currently Lewis is dealing with both. While splitting up of the production feature may have been a beneficial relocation for the advertising department, the truth that it would certainly indicate putting a 3rd feature under Lewis's wing suggests this should be stayed clear of too. The combination of the marketing department is the very best alternative in terms of getting the optimum arise from the division. An action plan for this choice is gone over below.

Activity Strategy.
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Manufacturing feature will stay part of marketing under advertising feature.

Lewis will divide herself from operations.

A democratic management design with staff member empowerment will certainly be utilized in advertising and marketing department.

Open door policy and focus on cross departmental interaction will certainly be focused on removing discord.

Contingency plan.

If the integration does not exercise as intended, a contingency strategy would certainly adhere to which would certainly separate the manufacturing function from the marketing feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing division without an SVP. Because case the manufacturing function will absolutely be separated by placing it under an SVP production.