Verizon Communications Inc Implementing A Human Resources Balanced Scorecard Case Study Help


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Verizon Communications Inc Implementing A Human Resources Balanced Scorecard Case Study Solution

Background and Facts

Verizon Communications Inc Implementing A Human Resources Balanced Scorecard a workplace materials seller for tiny as well as medium sized organisations has just recently been associated with planning for a merger with its rival House Deport, which has impacted performance degrees in departmentswith the senior supervisor associated with lawful difficulties put forth by the government Profession Commission. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the future. With obstacles in the type of a potential cultural change and reduced employee spirits, the organization needs a full reengineering initiative at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising and marketing department of Verizon Communications Inc Implementing A Human Resources Balanced Scorecard is increasing unpredictability in the workplace leading to numerous difficulties 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 function in impacting tactical decisions given that Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Trade Commission's intervention while doing so. Provided the reality that the store has an international presence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may be able to influence performance or critical goals. Federal Profession Commission's antitrust match against the merger used up important time of the organization's elderly monitoring recommending that 'political' factors can have significant effects for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of small businesses in the worldwide circumstance suggest that Verizon Communications Inc Implementing A Human Resources Balanced Scorecard is prospering in an environment where there is potential growth of companies. Along with this, truth that shop consumers are mainly seeking workplace supplies for home offices suggests that the marketplace has a rising fad of entrepreneurs and also home based businesses.

Social factors: Social patterns in the economy reveal that clients are seeking benefit in addition to eye-catching rates. Market research shows how the client for Verizon Communications Inc Implementing A Human Resources Balanced Scorecard lacks understanding concerning finding remedies which can provide a mix of ease and affordable.

Technological factors: Innovation plays a crucial role in Verizon Communications Inc Implementing A Human Resources Balanced Scorecard's organisation technique particularly as the organization is piloting Innovation facilities which would certainly supply modern technology sales and also support in the type of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Actions concerns can be seen in Verizon Communications Inc Implementing A Human Resources Balanced Scorecard's case as highlighted in this area.

Apprehensions about cultural modification: There is apprehension concerning a social modification that would happen when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the personnel currently showing unhappiness over this prospective relocation. This expected adjustment has actually produced anxiety in the workplace which has actually been paired with the past stress and anxiety of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a hectic company. Not just does this lead to difficulty in discovering the appropriate individuals, it places stress on new hires as can not withstand the rate and stress that the company expects them to bear.

Dual Coverage Lines: Newcomers find this organizational culture difficult and difficult to handle specifically as populated line connections are meant to be weaker in general and also objective setup and performance evaluation is still done by the solid line manager. This implies that newbies might lose clearness concerning their particular duties and objectives specifically as populated line coverage does not keep them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been speculated that the latter would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been capable and appropriate for the job yet the fact that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Worry & Task Insecurity: Worry as well as instability can be determined as two significant worries that Lewis would be dealing with especially as the merger has actually currently be cancelled and 2 senior execs of the marketing department would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders who would not simply be in charge of brining concerning a cultural adjustment yet would also need to show herself in her new duty.

Incompatible Monitoring Style of Leader: Lewis's monitoring style and its incompatibility with the advertising division's function can also be seen as an OB obstacle specifically as she has actually been utilized to dealing with problems in the procedures department where employees are taught to concentrate on procedures and obtain them. The advertising and marketing department on the various other hand can be viewed as a group of people who are used to being supported by Krasnow that concentrated much more on output than processes.

Interdepartmental Arguments: Interdepartmental arguments in between 3 departments, advertising, merchandizing and procedures specifically over the allotment of the advertising and marketing mix can be recognized as an additional OB worry. The marketing division does not share the very same vision as the other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also procedures departments do not concur over the advertising mix allocation amongst one an additional either.

Fragmentation in Advertising Department: Disintegration in between the marketing and advertising departments can be recognized as one more OB problem which might need further focus. The reality that the marketing and advertising areas in the marketing department are separated is protecting against both departments from obtaining from each various other's experience and also know-how. Combination of advertising and marketing with retailing and operations would certainly come to be harder if the advertising and marketing division itself is broken down which can be an additional potential OB issue.

Verizon Communications Inc Implementing A Human Resources Balanced Scorecard Analysis

Different concepts have been utilized to clarify the conditions to get further clearness regarding the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are passive as well as careless, have little aspiration as well as resist modification. The hard variation of this concept emphasized threat, limited controls, threats as well as punishments. In time it creates low productivity, refined sabotage and rivalry (Deal, 2003). The situation at Verizon Communications Inc Implementing A Human Resources Balanced Scorecard is not completely following Theory X, it can be seen that brand-new hires are finding this setting rather demanding which might eventually lead to a better inclination of the administration towards Theory X. As per McGregor's advocated sight, which he called Concept Y, the vital job of the administration is to arrange business conditions to ensure that individuals can attain their very own goals best by routing their initiatives towards organizational incentives. If individuals locate no contentment in their job, the management would certainly have little option but to rely upon concept X and exterior control (Deal, 2003). Also while assessing Lewis's administration style, concept X may have appropriated in the operations division to some extent however the Marketing department would certainly need reliance on Concept Y to get the creative thinking and originality from the teams.

Tuckman's Team effort Theory: As much as Lewis's worry concerning bringing consistency between the marketing and also advertising and marketing department is concerned, this would originally lead to clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. By incorporating the marketing as well as advertising department's job, there might be the exact same first detach which can lead to the 2nd stage of 'storming' where the groups challenge one an additional.

Bridges' Transition Version: As per William Bridge's concept (appendix 4), people are quite awkward with modification, which is noticeable by the circumstance at Verizon Communications Inc Implementing A Human Resources Balanced Scorecard The situation can be viewed as a normal course of life if is examined as per Bridge's concept where he clarifies that people go through 3 phases of transition when they experience adjustment. 'Ending, losing and also Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they go into stage one and so there might be emotions like sadness, uncertainty, disappointment, temper, anxiety, rejection and also disorientation.The situation at the marketing division of Verizon Communications Inc Implementing A Human Resources Balanced Scorecard is comparable so Lewis can obtain comfortable with the suggestion that it is not amazing behavior. In the second phase, there may be a demand to link the gap between the brand-new as well as old culture so Lewis may need to face this ordeal as soon as Krasnow leaves. There may be reduced spirits as well as reduced performance at this stage which should not be taken as an obstacle. It is throughout this phase that Lewis will have to offer support to the department so that they can find an orientation. It can be seen exactly how Krasnow has currently made this change less complicated by making Lewis obtain associated with the department a year before his real departure. As per Bridges' Version, phase 3 will produce visibility to understanding, High power and also dedication as people will welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has goes over the importance of 'safety requires as being a reduced degree need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel safe and out of threat' is at the 2nd level of requirements. Before a worker can be made to establish psychologically, he requires to have his 'Physiological 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Verizon Communications Inc Implementing A Human Resources Balanced Scorecard Case Study

Ramification of Analysis.

The OB analysis has actually looked at numerous concepts to understand exactly how to handle the present situation handy. The following 3 choices have actually been recommended to aid Lewis deal with the organizational difficulties in the advertising and marketing department. Each of these choices has actually been proposed for reducing the transition needed to bring the advertising and marketing division according to the requirements of the market as well as for making the cultural change that would comply with when the existing leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Production functions. Combination of Advertising with Operations.

Evaluation of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merging days has competence in business-to-business advertising and marketing along with firm as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing and also marketing features.

The benefit of this method is that it will incorporate both features while decreasing the need for employing an additional source for advertising. In addition to this, Lewis would be heading the marketing department and in any case her replacement would certainly be needed for the existing duty that she is carrying out. The disadvantage of this alternative is that outside hiring may cause animosity from inner employees who might be eying the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Production: Given the competitive stress and high quality work called for from the advertising agency, it is recommended that Lewis ought to allow the production device to be a separate function from the marketing device. Considering that the majority of advertising agencies had these 2 features as different systems, it makes even more sense to adhere to the standard. Both features might be able to concentrate on their core turns on extra efficiently. The drawback of this approach would certainly be that added expenses would have to be borne for establishing up different manufacturing features. A manufacturing head might have to be employed which might enhance overheads for the organization.

Combination of Advertising with Operations: Considering that Lewis is already looking after the marketing and also procedures departments simultaneously; it makes good sense to incorporate both functions because she has actually been effectively dealing with both ends. The reality that the two divisions already have major differences over allocation of sources recommends that this assimilation may be able to produce consistency particularly as Lewis would be heading both ends.However there are numerous negative aspects of this relocation especially as it would certainly place way too much problem over Lewis's shoulders. The reality that Lewis needs to adjust her management style for the advertising department recommends that these two divisions would be culturally diverse. Along with this, Lewis might not have the ability to use one sort of leadership style to both divisions which might result in inadequacy in either among the two functions.


An evaluation of the 3 choices shows that integration of advertising and also procedures would not be a practical relocation due to the substantial distinctions in between the 2 divisions regardless of the reality that presently Lewis is managing both. While separation of the manufacturing feature might have been a favorable move for the advertising and marketing division, the truth that it would mean putting a 3rd feature under Lewis's wing indicates this need to be prevented.

Action Plan.
Lewis will take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

Production feature will certainly remain component of advertising under marketing feature.

Lewis will divide herself from operations.

An autonomous leadership style with employee empowerment will be utilized in advertising department.

Open up door plan and emphasis on cross department interaction will be targeted at removing disharmony.

Contingency strategy.

If the assimilation does not exercise as prepared, a backup strategy would certainly adhere to which would certainly separate the production feature from the advertising function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising department without an SVP. Because case the production function will most definitely be separated by positioning it under an SVP manufacturing.