Weetman Pearson And The Mexican Oil Industry B Case Study Solution


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Weetman Pearson And The Mexican Oil Industry B Case Study Analysis

Background and Facts

Weetman Pearson And The Mexican Oil Industry B a workplace products merchant for small and moderate sized businesses has just recently been involved in planning for a merging with its competitor Home Deport, which has actually influenced performance levels in departmentswith the senior supervisor involved in legal complications put forth by the federal Profession Commission. With the Marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the future. With challenges in the type of a prospective social modification and also low worker spirits, the organization needs a total reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural change at the advertising division of Weetman Pearson And The Mexican Oil Industry B is raising unpredictability in the working environment causing various obstacles for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting calculated decisions because Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Profession Payment's treatment while doing so. Offered the reality that the shop has a global presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to impact efficiency or calculated objectives. Federal Trade Compensation's antitrust fit versus the merger occupied beneficial time of the company's elderly monitoring recommending that 'political' factors can have severe effects for an international company.

Economic Factors: Economic factors such as the emergence of local business in the global scenario recommend that Weetman Pearson And The Mexican Oil Industry B is flourishing in a setting where there is potential growth of organisations. In addition to this, fact that shop customers are mostly searching for workplace products for home offices suggests that the market has a rising trend of entrepreneurs and home based organisations.

Social factors: Social fads in the economic climate show that clients are looking for comfort along with appealing rates. Marketing research demonstrates how the customer for Weetman Pearson And The Mexican Oil Industry B lacks recognition about discovering services which can use a mix of benefit and low costs.

Technological factors: Modern technology plays an essential function in Weetman Pearson And The Mexican Oil Industry B's organisation approach especially as the company is piloting Modern technology centers which would certainly use innovation sales and assistance in the kind of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Business Actions issues can be seen in Weetman Pearson And The Mexican Oil Industry B's case as highlighted in this section.

Concerns regarding social modification: There is apprehension concerning a cultural modification that would occur as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with most of the employee currently revealing unhappiness over this potential action. This expected modification has produced anxiety in the office which has actually been combined with the past tension of preparing the company for a potential merger with House Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a busy company. Not just does this result in trouble in discovering the best people, it places anxiety on brand-new hires as can not endure the speed as well as pressure that the organization anticipates them to bear.

Dual Coverage Lines: Beginners discover this organizational culture cumbersome and hard to handle specifically as dotted line connections are suggested to be weak generally and unbiased setup as well as efficiency evaluation is still done by the strong line supervisor. This means that beginners might lose clearness regarding their corresponding duties and also goals specifically as dotted line reporting does not keep them in straight interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the last would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been capable and also ideal for the task but the truth that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Worry & Task Instability: Fear as well as instability can be determined as 2 major concerns that Lewis would certainly be taking care of specifically as the merging has currently be cancelled and also two senior executives 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 just supervise of brining about a social change but would additionally have to verify herself in her brand-new function.

Incompatible Administration Style of Leader: Lewis's administration design as well as its conflict with the advertising and marketing department's duty can likewise be seen as an OB difficulty especially as she has actually been utilized to handling issues in the procedures division where personnel are educated to concentrate on processes and also obtain them right. The advertising and marketing department on the various other hand can be seen as a group of individuals who are used to being supported by Krasnow that focused much more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disagreements between 3 departments, marketing, merchandizing and also operations respectively over the appropriation of the marketing mix can be determined as an additional OB concern. The advertising department does not share the exact same vision as the other two departments regarding the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allotment among one an additional either.

Fragmentation in Marketing Department: Fragmentation between the marketing and advertising divisions can be determined as an additional OB problem which can need further attention. The truth that the advertising and marketing areas in the advertising and marketing division are detached is stopping both divisions from obtaining from each other's experience and also experience. Combination of advertising and marketing with merchandising and procedures would certainly come to be harder if the marketing division itself is disintegrated which can be an additional possible OB problem.

Weetman Pearson And The Mexican Oil Industry B Analysis

Different concepts have been utilized to discuss the situations to obtain additional quality about the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers think that subordinates are passive as well as lazy, have little passion and also withstand change. The circumstance at Weetman Pearson And The Mexican Oil Industry B is not totally complying with Theory X, it can be seen that new hires are finding this setting rather demanding which may at some point lead to a higher disposition of the management towards Concept X. Even while assessing Lewis's monitoring style, theory X might have been appropriate in the operations division to some level however the Advertising and marketing division would call for reliance on Concept Y in order to obtain the imagination and also creativity from the groups.

Tuckman's Synergy Theory: As much as Lewis's problem concerning bringing consistency between the advertising and advertising division is concerned, this would initially lead to contrast as reviewed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the marketing and also advertising division's work, there might be the very same preliminary separate which might lead to the 2nd stage of 'storming' where the groups challenge one another.

Bridges' Transition Model: According To William Bridge's theory (appendix 4), people are quite unpleasant with adjustment, which is obvious by the circumstance at Weetman Pearson And The Mexican Oil Industry B The scenario can be viewed as a typical course of life if is examined as per Bridge's theory where he discusses that individuals experience three stages of shift when they experience adjustment. 'End, shedding as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they enter phase one therefore there may be feelings like unhappiness, uncertainty, irritation, anger, worry, rejection and also disorientation.The circumstance at the advertising division of Weetman Pearson And The Mexican Oil Industry B is similar so Lewis can get comfortable with the suggestion that it is not extraordinary actions. In the second stage, there may be a requirement to connect the void between the new as well as old culture so Lewis may need to encounter this challenge as soon as Krasnow leaves. There might be reduced spirits and also low efficiency at this stage which need to not be taken as a setback. It is during this phase that Lewis will need to offer assistance to the division to make sure that they can discover a sense of direction. It can be seen just how Krasnow has currently made this change simpler by making Lewis get involved in the division a year prior to his real departure. According to Bridges' Model, stage 3 will certainly bring about openness to knowing, High energy and commitment as individuals will accept the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB issue related to instability at the work environment has been activated first of all by the change in monitoring and second of all by the fact that the merging will no longer be started. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the significance of 'security needs as being a lower degree requirement of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to really feel safe and secure and out of danger' goes to the second degree of requirements. Before a worker can be made to create psychologically, he requires to have his 'Physical 'and also 'Safety and security' requires satisfied. This shows that unless the personnel are made to feel safe and secure concerning their present employment status in Weetman Pearson And The Mexican Oil Industry B they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Weetman Pearson And The Mexican Oil Industry B Case Study

Effects of Analysis.

The OB analysis has checked out different concepts to recognize just how to manage the present situation at hand. The adhering to 3 alternatives have been recommended to help Lewis manage the business obstacles in the advertising and marketing division. Each of these choices has actually been recommended for alleviating the change required to bring the marketing division according to the requirements of the market and also for making the cultural modification that would follow as soon as the existing leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and Production functions. Integration of Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has experience in business-to-business advertising along with agency and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both advertising and also advertising features.

The benefit of this approach is that it will certainly incorporate the two functions while reducing the requirement for working with an extra resource for marketing. In addition to this, Lewis would certainly be heading the advertising and marketing department as well as all the same her substitute would be required for the current role that she is doing. The negative aspect of this option is that external hiring might bring about resentment from internal personnel who may be considering the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and Production: Provided the affordable stress as well as excellent quality job called for from the ad agency, it is recommended that Lewis ought to enable the manufacturing unit to be a different feature from the advertising and marketing unit. Since many ad agency had these 2 functions as different devices, it makes even more feeling to follow the norm. Along with this, both functions might have the ability to concentrate on their core turns on much more efficiently. The disadvantage of this technique would be that additional prices would certainly have to be birthed for setting up different manufacturing functions. In addition to this, a manufacturing head might have to be worked with which can enhance expenses for the company.

Combination of Marketing with Procedures: Since Lewis is already taking care of the advertising and marketing and procedures divisions at the same time; it makes feeling to incorporate the 2 features since she has actually been efficiently taking care of both ends. The fact that Lewis has to adjust her management design for the marketing department recommends that these two departments would certainly be culturally diverse.


An analysis of the three options indicates that combination of advertising and marketing as well as procedures would certainly not be a feasible action as a result of the vast distinctions between the two departments although that presently Lewis is dealing with both. While separation of the manufacturing function might have been a favorable move for the advertising and marketing department, the reality that it would suggest putting a third feature under Lewis's wing means this should be avoided as well. The assimilation of the advertising department is the best alternative in regards to getting the optimum results from the division. An action plan for this choice is gone over below.

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

Advertising and Marketing features would be combined.

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

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

Lewis will separate herself from operations.

An autonomous leadership design with worker empowerment will certainly be utilized in advertising and marketing department.

Open up door policy as well as focus on cross department interaction will certainly be targeted at eliminating discord.

Contingency strategy.

If the combination does not work out as planned, a backup plan would certainly comply with which would certainly divide the production function from the advertising and marketing function to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing feature will absolutely be separated by placing it under an SVP production.