World Oil Markets Chinese Version Case Study Solution


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World Oil Markets Chinese Version Case Study Analysis

Background and Facts

World Oil Markets Chinese Version an office products merchant for small as well as medium sized organisations has actually lately been involved in planning for a merger with its rival House Deport, which has actually influenced performance degrees in departmentswith the senior supervisor associated with lawful complications presented by the federal Profession Compensation. With the Marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the future. With difficulties in the kind of a potential cultural adjustment and low staff member morale, the company is in need of a complete reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing department of World Oil Markets Chinese Version is enhancing unpredictability in the workplace bring about different difficulties 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 significant role in affecting tactical choices because Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Payment's treatment while doing so. Given the truth that the store has an international existence with branches in UK, USA, Canada and also Germany, political consider each of these nations might have the ability to affect efficiency or tactical goals. Federal Profession Commission's antitrust suit against the merger occupied important time of the organization's elderly monitoring suggesting that 'political' factors can have severe effects for a worldwide company.

Economic Factors: Financial factors such as the appearance of local business in the global scenario recommend that World Oil Markets Chinese Version is thriving in a setting where there is possible growth of organisations. Along with this, truth that shop consumers are mostly seeking workplace products for office recommends that the marketplace has an increasing fad of entrepreneurs as well as home based services.

Social factors: Social patterns in the economic climate reveal that customers are looking for ease along with eye-catching prices. Marketing research shows how the customer for World Oil Markets Chinese Version does not have understanding concerning finding solutions which can provide a mix of convenience as well as inexpensive.

Technological factors: Technology plays a crucial role in World Oil Markets Chinese Version's organisation technique especially as the company is piloting Modern technology facilities which would certainly offer innovation sales as well as assistance in the type of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Behavior concerns can be seen in World Oil Markets Chinese Version's case as highlighted in this area.

Concerns regarding social change: There is worry regarding a social modification that would certainly happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with the majority of the team member currently showing unhappiness over this possible action. This predicted change has produced stress in the office which has been paired with the past stress and anxiety of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is shortage of workers that can match the difficult environment of a busy organization. Not only does this bring about problem in finding the ideal people, it places anxiety on new hires as can not hold up against the speed and pressure that the organization anticipates them to birth.

Dual Coverage Lines: Novices discover this business society troublesome as well as challenging to deal with particularly as dotted line connections are suggested to be weaker in general and also objective setting and performance evaluation is still done by the solid line supervisor. This implies that newcomers might shed clarity regarding their respective roles as well as objectives particularly as dotted line reporting does not maintain them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's position came as a blow to her morale. Lewis may have been capable and proper for the task yet the reality that Kransnow's departure would make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Task Instability: Concern as well as insecurity can be identified as two significant issues that Lewis would be dealing with particularly as the merger has actually currently be terminated and also two elderly executives of the marketing division would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a cultural adjustment however would certainly also need to show herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's management style and also its conflict with the marketing department's duty can likewise be seen as an OB challenge particularly as she has been utilized to taking care of concerns in the operations division where personnel are educated to concentrate on processes and get them. The advertising department on the other hand can be seen as a group of individuals who are utilized to being nurtured by Krasnow that concentrated much more on output than processes.

Interdepartmental Differences: Interdepartmental disagreements between three divisions, advertising, merchandizing as well as operations respectively over the appropriation of the advertising mix can be recognized as another OB worry. The marketing department does not share the very same vision as the other two departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and procedures divisions do not concur over the advertising and marketing mix appropriation among one another either.

Disintegration in Marketing Division: Disintegration in between the marketing and advertising departments can be recognized as an additional OB problem which could need more attention. The truth that the advertising and marketing areas in the advertising and marketing department are separated is stopping both departments from obtaining from each other's experience as well as know-how. Assimilation of marketing with merchandising and also operations would end up being harder if the advertising department itself is broken down which can be another prospective OB problem.

World Oil Markets Chinese Version Analysis

Different concepts have been used to clarify the scenarios to obtain more clarity regarding the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that subordinates are easy as well as careless, have little aspiration and resist adjustment. The situation at World Oil Markets Chinese Version is not entirely complying with Theory X, it can be seen that new hires are locating this setting rather stressful which might ultimately lead to a better inclination of the management in the direction of Concept X. Even while examining Lewis's management design, concept X might have been suitable in the operations division to some level however the Advertising department would certainly call for dependence on Theory Y in order to obtain the imagination as well as originality from the teams.

Tuckman's Team effort Concept: As much as Lewis's concern about bringing consistency in between the advertising and marketing as well as marketing division is concerned, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and also marketing department's work, there might be the very same first separate which can lead to the 2nd phase of 'storming' where the groups test one another.

Bridges' Shift Model: As per William Bridge's concept (appendix 4), individuals are fairly uncomfortable with change, which is noticeable by the situation at World Oil Markets Chinese Version The situation can be viewed as a regular course of life if is examined according to Bridge's concept where he clarifies that individuals experience 3 stages of shift when they experience change. 'End, shedding and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals are presented with adjustment, they get in stage one therefore there might be emotions like sadness, uncertainty, aggravation, anger, concern, denial as well as disorientation.The scenario at the advertising and marketing division of World Oil Markets Chinese Version is similar so Lewis can get comfy with the suggestion that it is not remarkable behavior. In the 2nd phase, there may be a requirement to connect the gap in between the new as well as old society so Lewis may need to face this ordeal when Krasnow leaves. There may be low morale and reduced performance at this stage which ought to not be taken as a setback. It is during this stage that Lewis will certainly need to give advice to the division to ensure that they can discover an orientation. It can be seen exactly how Krasnow has currently made this shift much easier by making Lewis get involved in the department a year before his real separation. As per Bridges' Model, phase 3 will certainly produce openness to understanding, High energy and also dedication as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has discusses the significance of 'security requires as being a reduced degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel secure and out of threat' is at the second level of requirements. Before an employee can be made to establish emotionally, he requires to have his 'Physical 'as well as 'Security' requires met.

SWOT Analysis for World Oil Markets Chinese Version Case Study

Effects of Analysis.

The OB analysis has checked out different concepts to comprehend exactly how to deal with the present circumstance handy. The adhering to three alternatives have been recommended to aid Lewis handle the organizational obstacles in the advertising and marketing division. Each of these choices has actually been recommended for alleviating the shift required to bring the advertising department in line with the needs of the marketplace as well as for making the cultural modification that would follow as soon as the current leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and also Production features. Combination of Marketing with Operations.

Examination of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has knowledge in business-to-business advertising and marketing along with company as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing and also advertising functions.

The advantage of this approach is that it will certainly incorporate the two features while decreasing the demand for employing an extra resource for marketing. Lewis would be heading the advertising department and in any case her substitute would be required for the current duty that she is carrying out. The drawback of this alternative is that outside hiring might produce bitterness from inner personnel that might be considering the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Offered the affordable stress and high quality job required from the advertising and marketing company, it is advised that Lewis should allow the manufacturing system to be a different function from the advertising and marketing unit. Because a lot of advertising agencies had these 2 functions as separate units, it makes even more feeling to comply with the norm.

Combination of Advertising And Marketing with Workflows: Because Lewis is already caring for the marketing and operations departments at the same time; it makes sense to integrate the two functions since she has actually been effectively looking after both ends. The reality that both departments already have major differences over appropriation of resources suggests that this assimilation may have the ability to bring about harmony particularly as Lewis would be heading both ends.However there are different drawbacks of this step particularly as it would place excessive worry over Lewis's shoulders. The reality that Lewis needs to adjust her administration style for the advertising division recommends that these two divisions would certainly be culturally varied. In addition to this, Lewis might not have the ability to use one type of management design to both departments which could cause inadequacy in either among the two functions.


An examination of the three options indicates that integration of advertising and marketing as well as procedures would not be a viable step due to the large differences in between the 2 departments despite the fact that presently Lewis is managing both. While separation of the production function might have been a positive relocation for the advertising department, the fact that it would indicate putting a 3rd feature under Lewis's wing means this ought to be avoided.

Activity Strategy.
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

Production feature will continue to be component of advertising under advertising and marketing function.

Lewis will separate herself from operations.

An autonomous management design with staff member empowerment will certainly be utilized in advertising department.

Open door policy as well as focus on cross department communication will be focused on eliminating discord.

Backup plan.

If the assimilation does not exercise as prepared, a backup plan would certainly comply with which would certainly divide the production feature from the marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing division without an SVP. In that case the manufacturing feature will absolutely be divided by putting it under an SVP manufacturing.