Vietnams Private Sector Development Mr Nams Dilemma Case Study Analysis


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Vietnams Private Sector Development Mr Nams Dilemma Case Study Solution

Background and Facts

Vietnams Private Sector Development Mr Nams Dilemma a workplace supplies seller for little and medium sized businesses has just recently been associated with preparing for a merger with its competitor Home Deport, which has actually impacted efficiency degrees in departmentswith the elderly supervisor associated with legal issues presented by the government Trade Compensation. With the Advertising Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the near future. With obstacles in the form of a possible cultural adjustment and also reduced staff member morale, the company requires a total reengineering effort at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The possible social modification at the marketing department of Vietnams Private Sector Development Mr Nams Dilemma is raising unpredictability in the workplace resulting in various obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical choices because Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Compensation's treatment while doing so. Provided the reality that the shop has a global existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries may be able to impact performance or tactical goals. Federal Trade Compensation's antitrust fit versus the merging occupied valuable time of the organization's elderly management recommending that 'political' factors can have major effects for an international business.

Economic Factors: Financial factors such as the development of local business in the international scenario recommend that Vietnams Private Sector Development Mr Nams Dilemma is flourishing in an atmosphere where there is potential development of organisations. Along with this, fact that shop consumers are primarily trying to find office products for home offices suggests that the market has a climbing trend of entrepreneurs and home based businesses.

Social factors: Social trends in the economic situation reveal that clients are searching for ease in addition to attractive costs. Market research shows how the consumer for Vietnams Private Sector Development Mr Nams Dilemma does not have recognition regarding locating options which can supply a combination of ease and inexpensive.

Technical factors: Innovation plays an essential function in Vietnams Private Sector Development Mr Nams Dilemma's service strategy particularly as the organization is piloting Modern technology centers which would certainly provide innovation sales and also support in the form of memory upgrades, outer setups. (Summary of PEST in appendix 2).

OB Issues as well as Effects.

A number of underlying Business Actions concerns can be seen in Vietnams Private Sector Development Mr Nams Dilemma's case as highlighted in this section.

Concerns concerning cultural adjustment: There is apprehension regarding a cultural change that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the employee currently revealing unhappiness over this possible relocation. This anticipated adjustment has developed anxiety in the workplace which has been combined with the past anxiety of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a hectic company. Not just does this bring about difficulty in finding the appropriate individuals, it puts stress and anxiety on new hires as can not endure the rate and also stress that the company anticipates them to bear.

Double Coverage Lines: Newcomers locate this business culture cumbersome as well as difficult to cope with specifically as dotted line partnerships are indicated to be weaker in general and also objective setup and also performance analysis is still done by the solid line supervisor. This means that newcomers might shed quality about their respective roles and purposes specifically as populated line reporting does not maintain them in straight interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had been guessed that the last would take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and also proper for the task yet the truth that Kransnow's separation would make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Worry & Task Instability: Fear as well as insecurity can be determined as 2 significant issues that Lewis would certainly be handling specifically as the merging has actually currently be terminated and two senior executives of the marketing department would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would not simply supervise of brining about a cultural adjustment however would certainly additionally have to show herself in her new function.

Incompatible Administration Design of Leader: Lewis's management style and also its conflict with the marketing department's duty can additionally be seen as an OB obstacle particularly as she has been used to handling issues in the operations department where personnel are educated to concentrate on procedures and also get them. The advertising and marketing department on the other hand can be viewed as a team of people who are used to being nurtured by Krasnow that concentrated more on output than processes.

Interdepartmental Differences: Interdepartmental differences between three divisions, marketing, merchandizing and procedures respectively over the allocation of the advertising and marketing mix can be determined as an additional OB worry. The advertising department does not share the exact same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and operations divisions do not concur over the marketing mix appropriation amongst one an additional either.

Disintegration in Advertising And Marketing Department: Disintegration between the advertising and marketing divisions can be recognized as an additional OB issue which could need additional focus. The truth that the advertising and marketing areas in the advertising department are detached is stopping both divisions from getting from each other's experience as well as competence. Combination of advertising with merchandising and also procedures would come to be harder if the advertising department itself is broken down which can be an additional prospective OB concern.

Vietnams Private Sector Development Mr Nams Dilemma Analysis

Different concepts have actually been utilized to discuss the situations to obtain more clearness regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that staffs are easy as well as careless, have little passion and withstand adjustment. The situation at Vietnams Private Sector Development Mr Nams Dilemma is not completely adhering to Theory X, it can be seen that brand-new hires are finding this setting rather stressful which may at some point lead to a greater disposition of the management in the direction of Concept X. Also while evaluating Lewis's administration design, concept X might have been appropriate in the operations department to some level but the Advertising department would require reliance on Theory Y in order to get the creativity and originality from the teams.

Tuckman's Teamwork Concept: As much as Lewis's concern about bringing consistency in between the marketing as well as advertising and marketing department is concerned, this would at first lead to clash as reviewed by Bruce Tuckman in his 'Team effort Theory'. By combining the advertising and marketing and also marketing department's job, there might be the same preliminary disconnect which could lead to the 2nd phase of 'storming' where the teams test one an additional.

Bridges' Shift Model: As per William Bridge's concept (appendix 4), individuals are quite awkward with modification, which is evident by the situation at Vietnams Private Sector Development Mr Nams Dilemma The scenario can be viewed as a typical training course of life if is examined as per Bridge's concept where he describes that people undergo 3 phases of transition when they experience change. 'Closing, losing and also Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they get in stage one and so there might be emotions like despair, unpredictability, stress, temper, fear, denial and also disorientation.The scenario at the advertising division of Vietnams Private Sector Development Mr Nams Dilemma is comparable so Lewis can get comfy with the concept that it is not amazing actions. In the second phase, there may be a requirement to link the space in between the brand-new and old society so Lewis might have to face this ordeal once Krasnow leaves. There might be reduced spirits and low productivity at this stage which should not be taken as an obstacle. It is during this stage that Lewis will certainly have to give assistance to the department so that they can discover an orientation. It can be seen just how Krasnow has actually already made this change easier by making Lewis obtain involved in the department a year prior to his real departure. As per Bridges' Design, stage three will certainly produce openness to understanding, High power and dedication as individuals will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the value of 'safety requires as being a lower level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected and out of risk' is at the second level of needs. Before an employee can be made to develop emotionally, he needs to have his 'Physical 'as well as 'Safety' needs fulfilled.

SWOT Analysis for Vietnams Private Sector Development Mr Nams Dilemma Case Study

Implication of Analysis.

The OB analysis has actually checked out numerous theories to comprehend just how to manage the current situation available. The adhering to three options have been proposed to aid Lewis handle the business difficulties in the advertising and marketing department. Each of these options has been proposed for easing the transition required to bring the marketing division according to the demands of the marketplace as well as for making the cultural adjustment that would certainly adhere to as soon as the present leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Manufacturing functions. Integration of Advertising And Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has competence in business-to-business advertising and marketing along with company and also retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and advertising features.

The advantage of this method is that it will certainly integrate the two functions while reducing the demand for working with an added resource for marketing. In addition to this, Lewis would be heading the advertising and marketing department as well as all the same her replacement would be required for the current duty that she is doing. The downside of this choice is that exterior hiring might produce bitterness from inner personnel who might be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Provided the competitive stress as well as excellent quality job called for from the ad agency, it is advised that Lewis must enable the manufacturing system to be a separate function from the marketing system. Considering that a lot of ad agency had these 2 features as different units, it makes even more sense to follow the standard. Along with this, both functions may have the ability to concentrate on their core triggers a lot more successfully. The drawback of this approach would certainly be that extra expenses would certainly have to be borne for setting up separate manufacturing features. A production head may have to be hired which could increase overheads for the company.

Combination of Advertising And Marketing with Workflows: Since Lewis is already caring for the marketing and operations divisions at the same time; it makes sense to incorporate both functions considering that she has been successfully taking care of both ends. The fact that the two departments already have significant distinctions over allowance of sources recommends that this assimilation may be able to cause harmony especially as Lewis would be heading both ends.However there are different negative aspects of this move especially as it would certainly place excessive problem over Lewis's shoulders. The truth that Lewis needs to adapt her management design for the advertising division recommends that these 2 divisions would be culturally diverse. In addition to this, Lewis may not have the ability to apply one type of leadership design to both divisions which can lead to inefficiency in either one of the two functions.


An evaluation of the 3 alternatives shows that combination of marketing and also procedures would not be a feasible step due to the substantial distinctions between the 2 departments despite the reality that presently Lewis is taking care of both. While separation of the manufacturing function may have been a positive step for the advertising division, the truth that it would imply placing a third feature under Lewis's wing indicates this must be stayed clear of.

Action Plan.
Lewis will take over the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

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

Lewis will certainly separate herself from procedures.

An autonomous leadership design with employee empowerment will be made use of in advertising department.

Open up door plan as well as emphasis on cross departmental interaction will certainly be aimed at getting rid of disharmony.

Backup strategy.

If the integration does not work out as intended, a contingency plan would adhere to which would certainly separate the manufacturing feature from the advertising feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. Because case the production function will most definitely be separated by placing it under an SVP manufacturing.