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Urban Water Partners A Case Study Analysis

Background and Facts

Urban Water Partners A an office supplies store for tiny and also moderate sized organisations has actually recently been associated with planning for a merger with its rival Residence Deport, which has actually influenced effectiveness degrees in departmentswith the elderly supervisor associated with legal difficulties put forth by the government Profession Payment. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the future. With difficulties in the form of a possible cultural change and also reduced employee spirits, the organization is in need of a total reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the marketing division of Urban Water Partners A is boosting uncertainty in the working environment bring about various obstacles for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting calculated choices because Stapes Inc. had to desert its plans of merging with Workplace Deport after the Federal Profession Compensation's treatment at the same time. Offered the fact that the shop has a global existence with branches in UK, USA, Canada as well as Germany, political consider each of these nations may be able to influence performance or critical goals. Federal Profession Commission's antitrust fit versus the merger took up important time of the company's senior administration recommending that 'political' factors can have serious implications for a worldwide business.

Economic Factors: Economic factors such as the development of small businesses in the worldwide situation suggest that Urban Water Partners A is thriving in an environment where there is potential development of businesses. In addition to this, truth that shop customers are mainly looking for office supplies for office recommends that the marketplace has a rising fad of business owners and home companies.

Social factors: Social trends in the economy show that clients are looking for convenience in addition to attractive rates. Market research demonstrates how the customer for Urban Water Partners A does not have recognition regarding discovering solutions which can provide a combination of benefit and also low costs.

Technical factors: Technology plays a crucial duty in Urban Water Partners A's business technique especially as the company is piloting Technology centers which would certainly supply modern technology sales and support in the type of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues as well as Effects.

A number of underlying Business Actions concerns can be seen in Urban Water Partners A's case as highlighted in this section.

Worries regarding social adjustment: There is apprehension regarding a social adjustment that would certainly take place when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with a lot of the personnel currently showing discontent over this prospective action. This expected modification has actually created tension in the work environment which has been combined with the past anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a fast-paced organization. Not just does this lead to difficulty in discovering the appropriate individuals, it puts stress on brand-new hires as can not endure the speed as well as stress that the organization anticipates them to bear.

Dual Reporting Lines: Beginners locate this organizational society troublesome as well as challenging to manage especially as populated line relationships are indicated to be weak in general as well as objective setting and efficiency assessment is still done by the solid line manager. This suggests that newcomers might lose quality regarding their corresponding roles and objectives particularly as populated line coverage does not maintain them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis may have been qualified as well as ideal for the job but the truth that Kransnow's separation would make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Anxiety as well as instability can be recognized as 2 significant concerns that Lewis would be managing specifically as the merger has currently be cancelled and also two senior execs of the advertising and marketing department would certainly be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders that would certainly not simply be in charge of brining regarding a cultural adjustment yet would also have to verify herself in her brand-new duty.

Incompatible Administration Design of Leader: Lewis's administration design and its incompatibility with the marketing department's duty can additionally be seen as an OB difficulty especially as she has been made use of to managing concerns in the procedures division where personnel are taught to focus on processes as well as get them right. The advertising division on the other hand can be seen as a group of individuals who are made use of to being nurtured by Krasnow that concentrated a lot more on output than processes.

Interdepartmental Differences: Interdepartmental disagreements in between 3 divisions, advertising, merchandizing and also operations specifically over the allowance of the advertising and marketing mix can be identified as an additional OB problem. The advertising and marketing department does not share the very same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and operations divisions do not concur over the marketing mix allotment among one an additional either.

Fragmentation in Advertising And Marketing Division: Disintegration between the marketing and advertising departments can be determined as an additional OB issue which might need additional attention. The truth that the marketing and advertising areas in the advertising division are separated is protecting against both divisions from gaining from each other's experience and know-how. Integration of advertising with merchandising as well as procedures would become harder if the advertising division itself is degenerated which can be one more possible OB concern.

Urban Water Partners A Analysis

Numerous theories have actually been utilized to explain the situations to obtain additional clearness regarding the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that juniors are passive as well as lazy, have little ambition and also withstand modification. The scenario at Urban Water Partners A is not totally following Theory X, it can be seen that new hires are locating this atmosphere rather stressful which may eventually lead to a better inclination of the management towards Theory X. Also while examining Lewis's administration design, theory X may have been appropriate in the procedures division to some extent however the Advertising division would certainly require dependence on Concept Y in order to obtain the imagination as well as originality from the groups.

Tuckman's Synergy Theory: As for Lewis's problem concerning bringing harmony between the advertising and marketing department is concerned, this would initially result in clash as reviewed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the initial stage of team development, individuals might not bond, as they are busy discovering their area in the group. By incorporating the marketing and advertising division's job, there might coincide initial disconnect which might bring about the second phase of 'storming' where the teams test each other. It is only during the 3rd phase or 'norming' when they would certainly come with each other to share suggestions prior to the group can bring around harmony in the 4th stage 'executing'.

When individuals are provided with adjustment, they go into phase one as well as so there may be feelings like sadness, uncertainty, stress, temper, worry, rejection as well as disorientation.The scenario at the advertising and marketing department of Urban Water Partners A is comparable so Lewis can obtain comfortable with the suggestion that it is not extraordinary habits. It is during this stage that Lewis will certainly have to provide support to the division so that they can find a feeling of direction. It can be seen exactly how Krasnow has actually already made this transition much easier by making Lewis get entailed in the department a year prior to his actual departure.
Vrio Analysis
Maslow's Demand power structure: The OB issue pertaining to insecurity at the workplace has been triggered firstly by the adjustment in monitoring and also second of all by the truth that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has discusses the value of 'safety and security needs as being a lower degree requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and also safe' is at the 2nd level of requirements. Prior to a worker can be made to establish mentally, he needs to have his 'Physical 'and also 'Security' requires met. This indicates that unless the employees are made to really feel safe and secure concerning their present work condition in Urban Water Partners A they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Urban Water Partners A Case Study

Ramification of Analysis.

The OB analysis has actually checked out different theories to understand exactly how to cope with the current situation available. The complying with 3 options have been proposed to aid Lewis deal with the business obstacles in the advertising and marketing department. Each of these alternatives has been suggested for alleviating the change required to bring the advertising division in accordance with the demands of the marketplace as well as for making the cultural adjustment that would comply with when the present leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and Manufacturing functions. Assimilation of Advertising with Workflow.

Analysis of Alternatives.

Integration of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising firm of Urban Water Partners A is already toughness for the organization in terms of saving up on overheads connected to marketing and also promotion. Since no brand-new employment has been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the marketing function, this is a positive possibility for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business marketing along with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both advertising and marketing functions.

The advantage of this method is that it will integrate the two features while reducing the demand for hiring an added resource for advertising and marketing. Lewis would certainly be heading the advertising department and in any type of case her substitute would certainly be required for the current role that she is carrying out. The negative aspect of this option is that exterior hiring may cause bitterness from inner workers who may be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Manufacturing: Offered the affordable pressures and high quality work called for from the advertising agency, it is recommended that Lewis ought to permit the manufacturing system to be a separate function from the advertising system. Since most advertising agencies had these 2 features as different devices, it makes more sense to comply with the standard. Both functions may be able to concentrate on their core activates extra effectively. However, the drawback of this technique would certainly be that additional prices would need to be borne for establishing different production features. In addition to this, a manufacturing head might need to be hired which might boost overheads for the organization.

Integration of Advertising with Operations: Considering that Lewis is currently taking treatment of the advertising and marketing and also operations departments concurrently; it makes feeling to integrate the 2 features considering that she has actually been successfully taking treatment of both ends. The truth that Lewis has to adjust her management style for the advertising and marketing division recommends that these 2 departments would certainly be culturally varied.


An evaluation of the 3 alternatives indicates that combination of advertising and marketing and also procedures would certainly not be a viable move due to the huge differences between the two departments regardless of the truth that currently Lewis is dealing with both. While splitting up of the manufacturing feature might have been a favorable move for the advertising and marketing division, the fact that it would certainly indicate positioning a third function under Lewis's wing means this need to be stayed clear of.

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

Marketing and advertising functions would be combined.

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

Manufacturing function will stay part of marketing under advertising function.

Lewis will separate herself from operations.

An autonomous management style with employee empowerment will be utilized in marketing department.

Open up door policy and also emphasis on cross department communication will be targeted at getting rid of dissonance.

Contingency strategy.

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