Wireless Telecom Negotiation Case Study Help


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Wireless Telecom Negotiation Case Study Solution

Background and Facts

Wireless Telecom Negotiation a workplace supplies seller for little and average sized services has actually just recently been associated with preparing for a merging with its competitor Residence Deport, which has actually influenced performance levels in departmentswith the elderly supervisor involved in lawful issues put forth by the government Profession Compensation. With the Advertising Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the near future. With obstacles in the type of a potential social adjustment and also low employee spirits, the organization requires a full reengineering initiative at the advertising division.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing department of Wireless Telecom Negotiation is enhancing unpredictability in the workplace causing various difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting strategic decisions considering that Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Payment's treatment while doing so. Offered the fact that the store has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political consider each of these nations might be able to influence efficiency or critical objectives. Federal Trade Commission's antitrust match versus the merging used up important time of the company's elderly monitoring suggesting that 'political' factors can have severe implications for a global business.

Economic Factors: Financial factors such as the development of local business in the global situation recommend that Wireless Telecom Negotiation is prospering in an environment where there is prospective growth of companies. Along with this, reality that shop clients are primarily looking for office materials for home offices suggests that the market has a rising pattern of entrepreneurs and home companies.

Social factors: Social fads in the economic situation reveal that consumers are trying to find comfort along with attractive costs. Market research shows how the customer for Wireless Telecom Negotiation lacks awareness concerning discovering options which can provide a mix of comfort and inexpensive.

Technical factors: Technology plays an essential role in Wireless Telecom Negotiation's service approach specifically as the organization is piloting Technology centers which would certainly offer innovation sales and support in the form of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Habits concerns can be seen in Wireless Telecom Negotiation's case as highlighted in this area.

Apprehensions about social modification: There is uneasiness concerning a social adjustment that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with most of the employee currently revealing unhappiness over this possible move. This expected change has produced stress in the workplace which has been paired with the previous stress of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is shortage of employees that can match the stressful environment of a busy organization. Not just does this cause trouble in locating the ideal individuals, it puts anxiety on brand-new hires as can not endure the pace and also pressure that the company expects them to birth.

Double Coverage Lines: Novices locate this organizational culture difficult and tough to manage specifically as dotted line relationships are suggested to be weak as a whole and also objective setup and also performance evaluation is still done by the solid line manager. This indicates that novices can lose quality about their corresponding roles as well as goals particularly as populated line coverage does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would certainly take Krasnow's position came as a strike to her morale. Lewis might have been capable and appropriate for the job but the truth that Kransnow's departure would make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Worry & Job Insecurity: Worry and also insecurity can be determined as 2 major issues that Lewis would certainly be taking care of specifically as the merger has currently be terminated and 2 senior executives of the marketing division would certainly be leaving. The entire duty of the division would be falling on Lewis's shoulders who would not simply supervise of brining about a cultural adjustment yet would certainly additionally have to prove herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's monitoring style as well as its incompatibility with the marketing division's role can additionally be seen as an OB challenge particularly as she has actually been utilized to handling problems in the procedures division where employees are shown to focus on procedures and obtain them. The advertising department on the various other hand can be viewed as a team of individuals who are made use of to being nurtured by Krasnow that concentrated much more on outcome than procedures.

Interdepartmental Differences: Interdepartmental differences between 3 departments, advertising and marketing, merchandizing as well as operations specifically over the allotment of the marketing mix can be identified as one more OB issue. The advertising and marketing division does not share the same vision as the other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing as well as operations departments do not concur over the advertising and marketing mix allotment among one another either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be identified as one more OB problem which might need further attention. The reality that the advertising and marketing areas in the advertising and marketing department are disconnected is stopping both departments from getting from each various other's experience and also proficiency. Combination of marketing with retailing as well as operations would become harder if the advertising and marketing division itself is degenerated which can be one more possible OB concern.

Wireless Telecom Negotiation Analysis

Various theories have actually been made use of to clarify the situations to obtain additional clarity concerning the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that staffs are easy and lazy, have little ambition and stand up to adjustment. The circumstance at Wireless Telecom Negotiation is not totally following Theory X, it can be seen that brand-new hires are finding this setting rather stressful which may at some point lead to a higher disposition of the monitoring in the direction of Theory X. Also while analyzing Lewis's monitoring style, theory X might have been appropriate in the operations division to some extent however the Advertising department would call for dependence on Concept Y in order to obtain the creative thinking and also creativity from the teams.

Tuckman's Synergy Theory: As far as Lewis's concern regarding bringing consistency between the advertising as well as marketing department is worried, this would at first lead to contrast as talked about by Bruce Tuckman in his 'Team effort Theory'. By incorporating the advertising and marketing department's work, there may be the same first separate which might lead to the 2nd phase of 'storming' where the teams challenge one another.

When individuals are provided with modification, they go into stage one and so there may be feelings like sadness, unpredictability, irritation, rage, concern, denial as well as disorientation.The scenario at the marketing division of Wireless Telecom Negotiation is similar so Lewis can obtain comfy with the concept that it is not phenomenal actions. It is during this stage that Lewis will certainly have to give advice to the department so that they can find a sense of direction. It can be seen exactly how Krasnow has currently made this change simpler by making Lewis get involved in the department a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has reviews the relevance of 'safety and security requires as being a lower degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel safe and out of danger' is at the second level of needs. Before an employee can be made to create mentally, he needs to have his 'Physical 'and also 'Security' needs satisfied.

SWOT Analysis for Wireless Telecom Negotiation Case Study

Ramification of Analysis.

The OB analysis has taken a look at numerous theories to recognize how to deal with the present situation at hand. The adhering to 3 choices have been suggested to help Lewis deal with the organizational obstacles in the advertising department. Each of these options has actually been suggested for relieving the transition required to bring the advertising and marketing division in accordance with the requirements of the market and also for making the cultural change that would follow when the existing leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production functions. Assimilation of Advertising with Workflow.

Analysis of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has experience in business-to-business advertising along with agency and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both marketing and also advertising features.

The advantage of this method is that it will certainly incorporate both functions while decreasing the demand for employing an additional resource for advertising. Lewis would certainly be heading the advertising and marketing department as well as in any case her replacement would certainly be needed for the current function that she is carrying out. The downside of this choice is that external hiring may cause animosity from inner employees who might be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and Production: Provided the competitive stress and high top quality job required from the advertising and marketing firm, it is advised that Lewis needs to permit the manufacturing system to be a different feature from the marketing device. Because many marketing firms had these two functions as separate devices, it makes more sense to adhere to the norm.

Combination of Advertising with Workflows: Given that Lewis is currently dealing with the marketing and operations divisions simultaneously; it makes sense to incorporate the two functions because she has actually been efficiently looking after both ends. The fact that both divisions already have significant distinctions over allocation of sources recommends that this assimilation may be able to cause consistency specifically as Lewis would be heading both ends.However there are different negative aspects of this relocation particularly as it would certainly put too much concern over Lewis's shoulders. The fact that Lewis has to adapt her monitoring design for the advertising and marketing division suggests that these two divisions would certainly be culturally varied. In addition to this, Lewis might not have the ability to apply one sort of leadership style to both departments which might lead to inadequacy in either among the two features.


An analysis of the 3 options suggests that combination of advertising and also operations would not be a practical action due to the vast distinctions in between the 2 divisions regardless of the truth that currently Lewis is managing both. While splitting up of the production function might have been a favorable action for the advertising and marketing division, the reality that it would imply placing a 3rd feature under Lewis's wing indicates this should be prevented.

Action Strategy.
Lewis will take over the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Manufacturing feature will remain part of advertising under marketing feature.

Lewis will separate herself from procedures.

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

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

Backup strategy.

If the assimilation does not work out as planned, a contingency strategy would certainly comply with which would certainly separate the production feature from the advertising feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production feature will absolutely be separated by placing it under an SVP manufacturing.