Valjibhai Stones Case Study Help


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Valjibhai Stones Case Study Solution

Background and Facts

Valjibhai Stones a workplace supplies retailer for small and also medium sized organisations has lately been involved in planning for a merger with its competitor Residence Deport, which has affected efficiency levels in departmentswith the elderly manager associated with legal complications presented by the government Profession Compensation. With the Advertising and marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the near future. With difficulties in the type of a possible social modification and low worker morale, the organization wants a total reengineering initiative at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the marketing division of Valjibhai Stones is increasing unpredictability in the workplace leading to numerous challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic choices because Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Profession Commission's intervention at the same time. Provided the truth that the store has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these nations may be able to influence efficiency or calculated goals. Federal Profession Commission's antitrust suit versus the merging used up beneficial time of the organization's elderly management recommending that 'political' factors can have significant ramifications for a global business.

Economic Factors: Economic factors such as the appearance of local business in the worldwide scenario suggest that Valjibhai Stones is thriving in an atmosphere where there is prospective development of companies. Reality that shop clients are primarily looking for workplace products for home offices suggests that the market has a rising fad of entrepreneurs as well as house based organisations.

Social factors: Social patterns in the economy show that customers are looking for benefit along with attractive rates. Marketing research shows how the consumer for Valjibhai Stones lacks awareness regarding locating remedies which can offer a combination of convenience and inexpensive.

Technical factors: Modern technology plays a crucial duty in Valjibhai Stones's company technique especially as the organization is piloting Innovation facilities which would certainly provide technology sales as well as support in the form of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Habits problems can be seen in Valjibhai Stones's case as highlighted in this section.

Apprehensions regarding cultural modification: There is apprehension concerning a cultural change that would certainly occur once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with a lot of the staff members currently revealing discontent over this prospective move. This expected change has actually developed tension in the workplace which has actually been paired with the previous stress and anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is scarcity of workers that can match the stressful environment of a fast-paced company. Not just does this lead to trouble in locating the ideal individuals, it places stress on new hires as can not hold up against the speed and stress that the organization anticipates them to birth.

Double Reporting Lines: Novices discover this organizational society troublesome and difficult to deal with especially as populated line relationships are indicated to be weak in general and also unbiased setup as well as efficiency examination is still done by the strong line supervisor. This indicates that newbies might lose quality about their particular duties and also objectives particularly as populated line reporting does not maintain them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had been speculated that the last would certainly take Krasnow's placement came as a blow to her morale. Lewis may have been qualified and also appropriate for the job but the truth that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Work Instability: Concern as well as instability can be recognized as two significant worries that Lewis would certainly be handling particularly as the merger has actually now be cancelled and two elderly executives of the advertising and marketing department would certainly be leaving. The entire obligation of the department would certainly be falling on Lewis's shoulders who would not just supervise of brining regarding a social adjustment but would certainly likewise need to verify herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's monitoring design and also its incompatibility with the advertising and marketing department's role can additionally be seen as an OB obstacle particularly as she has actually been used to dealing with problems in the procedures department where employees are shown to concentrate on processes and also get them right. The advertising and marketing division on the various other hand can be seen as a group of people that are utilized to being supported by Krasnow who concentrated more on outcome than procedures.

Interdepartmental Differences: Interdepartmental arguments in between 3 departments, advertising and marketing, merchandizing and also operations specifically over the appropriation of the marketing mix can be recognized as an additional OB worry. The marketing division does not share the very same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not concur over the advertising and marketing mix allocation amongst one another either.

Disintegration in Marketing Department: Fragmentation between the marketing and advertising departments can be recognized as another OB issue which might require more focus. The reality that the marketing and advertising sections in the advertising division are disconnected is stopping both divisions from obtaining from each other's experience and also experience. Combination of advertising with retailing and operations would come to be harder if the advertising division itself is broken down which can be an additional prospective OB worry.

Valjibhai Stones Analysis

Different concepts have actually been used to clarify the circumstances to get additional clearness regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers believe that subordinates are passive as well as careless, have little aspiration as well as resist modification. The scenario at Valjibhai Stones is not totally following Concept X, it can be seen that brand-new hires are locating this environment instead stressful which might at some point lead to a greater inclination of the administration in the direction of Theory X. Also while analyzing Lewis's monitoring style, theory X may have been appropriate in the operations division to some level yet the Marketing department would certainly need reliance on Theory Y in order to obtain the creative thinking and also originality from the teams.

Tuckman's Team effort Theory: As much as Lewis's concern about bringing consistency in between the advertising and marketing department is worried, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Synergy Concept'. By integrating the marketing and also advertising division's work, there might be the very same preliminary disconnect which could lead to the 2nd phase of 'storming' where the teams challenge one another.

When people are offered with adjustment, they get in phase one and also so there may be feelings like despair, uncertainty, aggravation, temper, concern, rejection as well as disorientation.The circumstance at the marketing division of Valjibhai Stones is comparable so Lewis can obtain comfortable with the concept that it is not amazing actions. It is throughout this phase that Lewis will have to offer support to the department so that they can discover a sense of instructions. It can be seen exactly how Krasnow has actually already made this shift easier by making Lewis get entailed in the division a year before his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the relevance of 'protection requires as being a lower degree need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel protected as well as out of threat' is at the 2nd level of demands. Before a staff member can be made to develop mentally, he requires to have his 'Physiological 'and also 'Security' needs satisfied.

SWOT Analysis for Valjibhai Stones Case Study

Implication of Analysis.

The OB analysis has looked at various theories to comprehend just how to handle the current circumstance available. The adhering to three options have been proposed to assist Lewis take care of the business obstacles in the advertising division. Each of these choices has been proposed for alleviating the shift required to bring the marketing department according to the needs of the market as well as for making the social change that would certainly follow as soon as the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and Production features. Integration of Advertising with Procedures.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has proficiency in business-to-business advertising and marketing along with firm and retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing as well as advertising and marketing functions.

The benefit of this method is that it will integrate both functions while reducing the demand for employing an extra resource for advertising and marketing. Along with this, Lewis would certainly be heading the marketing division as well as regardless her substitute would certainly be needed for the existing duty that she is performing. The disadvantage of this choice is that external hiring may bring about bitterness from inner personnel who may be looking at the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the affordable stress as well as premium quality job called for from the ad agency, it is advised that Lewis must enable the manufacturing system to be a different function from the advertising device. Given that many advertising agencies had these two features as different units, it makes even more feeling to comply with the norm. In addition to this, both features might have the ability to focus on their core turns on extra effectively. The downside of this approach would be that additional prices would certainly have to be borne for setting up different manufacturing functions. In addition to this, a manufacturing head might have to be worked with which could enhance expenses for the company.

Integration of Advertising with Procedures: Considering that Lewis is already taking treatment of the advertising and marketing and procedures departments all at once; it makes feeling to incorporate the two functions because she has actually been efficiently taking care of both ends. The fact that Lewis has to adapt her administration design for the marketing department recommends that these two divisions would certainly be culturally varied.


An assessment of the three options shows that combination of marketing as well as procedures would not be a possible move due to the vast differences between the two divisions despite the fact that presently Lewis is dealing with both. While separation of the production function might have been a positive step for the advertising division, the truth that it would suggest putting a 3rd feature under Lewis's wing suggests this should be prevented also. The assimilation of the advertising division is the best option in terms of obtaining the optimal results from the division. An activity plan for this choice is discussed below.

Activity Strategy.
Lewis will take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

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

Lewis will separate herself from procedures.

A democratic management design with staff member empowerment will be made use of in advertising and marketing department.

Open door policy and also emphasis on cross departmental communication will certainly be focused on eliminating discord.

Backup strategy.

If the assimilation does not exercise as prepared, a contingency plan would follow which would certainly divide the production function from the advertising function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. Because case the production feature will certainly be divided by putting it under an SVP manufacturing.