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Walt Disney Cos Sleeping Beauty Bonds Duration Analysis Case Study Help

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Walt Disney Cos Sleeping Beauty Bonds Duration Analysis Case Study Help

Background and Facts

Walt Disney Cos Sleeping Beauty Bonds Duration Analysis a workplace products merchant for small and medium sized organisations has actually just recently been involved in planning for a merger with its rival House Deport, which has actually affected performance degrees in departmentswith the senior supervisor associated with lawful complications put forth by the federal Trade Compensation. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the near future. With challenges in the type of a potential cultural change as well as low worker morale, the company wants a complete reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The possible social change at the advertising department of Walt Disney Cos Sleeping Beauty Bonds Duration Analysis is raising unpredictability in the workplace resulting in various challenges for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing tactical decisions given that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Trade Compensation's intervention while doing so. Provided the fact that the shop has an international presence with branches in UK, USA, Canada as well as Germany, political consider each of these countries may be able to impact performance or strategic goals. Federal Trade Compensation's antitrust suit versus the merging occupied useful time of the organization's senior administration suggesting that 'political' factors can have severe implications for an international business.

Economic Factors: Financial factors such as the introduction of local business in the worldwide scenario suggest that Walt Disney Cos Sleeping Beauty Bonds Duration Analysis is growing in an atmosphere where there is possible growth of services. In addition to this, truth that shop customers are mostly looking for workplace supplies for office recommends that the marketplace has an increasing fad of business owners as well as online companies.

Social factors: Social fads in the economic climate reveal that consumers are seeking comfort along with eye-catching costs. Market research demonstrates how the client for Walt Disney Cos Sleeping Beauty Bonds Duration Analysis does not have understanding about discovering options which can offer a combination of comfort and also inexpensive.

Technological factors: Technology plays a crucial function in Walt Disney Cos Sleeping Beauty Bonds Duration Analysis's company method particularly as the company is piloting Modern technology centers which would use modern technology sales as well as support in the form of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Habits concerns can be seen in Walt Disney Cos Sleeping Beauty Bonds Duration Analysis's case as highlighted in this area.

Uneasiness about cultural change: There is uneasiness about a cultural change that would happen when Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with most of the employee currently revealing unhappiness over this potential step. This expected adjustment has created stress in the office which has actually been combined with the previous tension of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is shortage of workers that can match the difficult setting of a fast-paced organization. Not only does this bring about trouble in discovering the appropriate individuals, it puts stress and anxiety on new hires as can not hold up against the pace and pressure that the company expects them to bear.

Double Coverage Lines: Beginners locate this organizational culture difficult and tough to handle especially as populated line connections are meant to be weaker in general as well as unbiased setup and also efficiency assessment is still done by the strong line manager. This suggests that novices could lose clarity regarding their particular duties as well as objectives specifically as populated line coverage does not maintain them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been speculated that the latter would take Krasnow's setting came as an impact to her morale. Lewis might have been capable and also ideal for the job however the fact that Kransnow's separation would make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Task Insecurity: Anxiety and also instability can be recognized as 2 major problems that Lewis would certainly be dealing with particularly as the merging has actually currently be terminated as well as two elderly executives of the advertising and marketing division would certainly be leaving. The entire responsibility of the department would be falling on Lewis's shoulders who would not just be in charge of brining regarding a social modification however would also have to verify herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's management style as well as its incompatibility with the advertising and marketing department's role can likewise be viewed as an OB challenge especially as she has been made use of to taking care of issues in the operations division where employees are educated to focus on procedures and get them right. The marketing department on the other hand can be seen as a group of individuals that are made use of to being nurtured by Krasnow who concentrated extra on output than procedures.

Interdepartmental Disagreements: Interdepartmental differences between 3 departments, marketing, merchandizing and procedures specifically over the allowance of the marketing mix can be recognized as an additional OB concern. The marketing department does not share the very same vision as the other two divisions relating to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing as well as operations departments do not agree over the marketing mix allotment among one an additional either.

Disintegration in Advertising Division: Fragmentation between the advertising and marketing divisions can be identified as an additional OB issue which could require further focus. The truth that the advertising and marketing areas in the advertising division are separated is preventing both divisions from obtaining from each various other's experience and competence. Combination of advertising with merchandising and also operations would come to be harder if the advertising division itself is degenerated which can be an additional potential OB issue.

Walt Disney Cos Sleeping Beauty Bonds Duration Analysis Analysis

Numerous theories have actually been used to discuss the circumstances to obtain more clearness regarding the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that staffs are passive as well as lazy, have little passion and also stand up to change. The tough variation of this concept stressed threat, limited controls, risks and also punishments. With time it creates low efficiency, refined sabotage and also rivalry (Offer, 2003). Although the scenario at Walt Disney Cos Sleeping Beauty Bonds Duration Analysis is not totally following Theory X, it can be seen that brand-new hires are finding this setting instead difficult which may ultimately bring about a greater disposition of the management towards Theory X. As per McGregor's advocated view, which he called Theory Y, the vital job of the management is to organize organizational conditions to ensure that people can achieve their own goals best by routing their efforts towards business incentives. If people locate no fulfillment in their job, the monitoring would certainly have little selection yet to rely upon concept X as well as outside control (Bargain, 2003). Even while evaluating Lewis's administration style, theory X may have appropriated in the procedures department somewhat but the Advertising and marketing division would certainly need reliance on Theory Y so as to get the creative thinking and creativity from the groups.

Tuckman's Synergy Theory: As for Lewis's concern regarding bringing harmony between the marketing and advertising division is worried, this would initially cause contrast as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, throughout the first stage of group development, people may not bond, as they are busy locating their area in the group. By incorporating the marketing and advertising division's job, there may coincide initial separate which could result in the second phase of 'storming' where the groups test one another. It is only during the 3rd phase or 'norming' when they would certainly come with each other to share concepts prior to the team can bring around harmony in the fourth phase 'doing'.

When people are presented with change, they go into phase one as well as so there might be emotions like unhappiness, uncertainty, stress, anger, fear, denial and also disorientation.The scenario at the marketing department of Walt Disney Cos Sleeping Beauty Bonds Duration Analysis is similar so Lewis can obtain comfortable with the suggestion that it is not extraordinary behavior. It is throughout this phase that Lewis will have to give guidance to the division so that they can discover a feeling of direction. It can be seen how Krasnow has actually currently made this transition less complicated by making Lewis get entailed in the division a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the value of 'protection requires as being a lower degree demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe as well as out of danger' is at the 2nd degree of requirements. Before a staff member can be made to develop mentally, he needs to have his 'Physical 'and 'Security' requires met.

SWOT Analysis for Walt Disney Cos Sleeping Beauty Bonds Duration Analysis Case Study



Ramification of Analysis.

The OB analysis has actually considered numerous concepts to understand exactly how to manage the present scenario available. The complying with three options have been proposed to aid Lewis handle the business challenges in the advertising and marketing department. Each of these alternatives has been proposed for easing the shift needed to bring the marketing department according to the demands of the marketplace and also for making the cultural adjustment that would certainly comply with when the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting as well as Production features. Combination of Advertising with Procedures.

Analysis of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing company of Walt Disney Cos Sleeping Beauty Bonds Duration Analysis is currently stamina for the organization in regards to conserving up on overheads related to advertising and promotion. Because no brand-new employment has been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the marketing feature, this is a positive chance for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business advertising along with firm and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The benefit of this method is that it will certainly incorporate both functions while reducing the requirement for working with an extra source for advertising. Lewis would certainly be heading the advertising department and also in any kind of case her substitute would be required for the present role that she is doing. The drawback of this choice is that external hiring might bring about animosity from inner personnel who may be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Manufacturing: Given the competitive stress as well as excellent quality work called for from the ad agency, it is advised that Lewis needs to allow the production device to be a separate feature from the marketing unit. Considering that a lot of ad agency had these two features as different systems, it makes even more sense to adhere to the norm. In addition to this, both functions might be able to concentrate on their core turns on much more efficiently. Nonetheless, the downside of this technique would certainly be that added prices would need to be borne for setting up separate production features. A manufacturing head may have to be employed which can boost overheads for the company.

Combination of Advertising And Marketing with Workflows: Because Lewis is currently dealing with the advertising and marketing and operations divisions all at once; it makes sense to incorporate both functions since she has been successfully dealing with both ends. The reality that both divisions already have major differences over allowance of resources recommends that this integration may be able to bring about consistency especially as Lewis would certainly be heading both ends.However there are different drawbacks of this move particularly as it would certainly put too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring design for the advertising and marketing division suggests that these 2 divisions would certainly be culturally diverse. Lewis might not be able to use one type of leadership design to both departments which might result in inadequacy in either one of the 2 features.

Referral.



An examination of the three choices indicates that integration of advertising and procedures would certainly not be a possible relocation as a result of the huge distinctions in between the two divisions despite the fact that currently Lewis is taking care of both. While splitting up of the production feature may have been a positive move for the advertising and marketing department, the truth that it would indicate placing a third feature under Lewis's wing indicates this ought to be stayed clear of. The integration of the marketing division is the best option in regards to obtaining the optimum arise from the department. An action plan for this option is discussed listed below.

Activity Plan.
Recommendation
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

Production function will certainly continue to be part of advertising under marketing feature.

Lewis will divide herself from operations.

An autonomous leadership style with worker empowerment will be used in marketing division.

Open door plan and also focus on cross department communication will certainly be focused on removing discord.

Backup strategy.

If the integration does not exercise as intended, a contingency strategy would certainly adhere to which would separate the production feature from the advertising feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing division without an SVP. In that case the production function will definitely be divided by putting it under an SVP manufacturing.