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Xedia And Silicon Valley Bank B2 The Companys Perspective Case Study Help

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Xedia And Silicon Valley Bank B2 The Companys Perspective Case Study Solution

Background and Facts

Xedia And Silicon Valley Bank B2 The Companys Perspective a workplace products store for small as well as average sized services has lately been associated with preparing for a merger with its competitor Home Deport, which has actually influenced effectiveness levels in departmentswith the senior manager involved in legal difficulties presented by the government Trade Compensation. With the Advertising and marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With challenges in the form of a possible social adjustment and also reduced employee spirits, the organization needs a total reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social change at the advertising and marketing department of Xedia And Silicon Valley Bank B2 The Companys Perspective is enhancing uncertainty in the working environment resulting in various challenges for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing calculated choices because Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Commission's intervention at the same time. Offered the reality that the shop has a global visibility with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries may have the ability to influence performance or critical goals. Federal Trade Commission's antitrust match versus the merging used up valuable time of the company's senior management recommending that 'political' factors can have severe ramifications for a global company.

Economic Factors: Financial factors such as the appearance of small businesses in the global circumstance recommend that Xedia And Silicon Valley Bank B2 The Companys Perspective is prospering in an atmosphere where there is potential development of services. Along with this, fact that store consumers are mostly looking for workplace materials for home offices recommends that the market has a rising fad of business owners and home services.

Social factors: Social patterns in the economic situation reveal that clients are searching for convenience in addition to attractive costs. Marketing research shows how the consumer for Xedia And Silicon Valley Bank B2 The Companys Perspective lacks recognition regarding discovering services which can supply a mix of benefit as well as inexpensive.

Technical factors: Technology plays a vital duty in Xedia And Silicon Valley Bank B2 The Companys Perspective's company technique specifically as the company is piloting Technology facilities which would provide modern technology sales and assistance in the kind of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits problems can be seen in Xedia And Silicon Valley Bank B2 The Companys Perspective's case as highlighted in this section.

Apprehensions about social adjustment: There is uneasiness concerning a social modification that would certainly occur as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with most of the team member already showing discontent over this potential relocation. This expected modification has produced anxiety in the workplace which has actually been paired with the past tension of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is shortage of personnel that can match the difficult atmosphere of a fast-paced organization. Not only does this result in problem in locating the right individuals, it places stress on brand-new hires as can not withstand the rate as well as stress that the company expects them to birth.

Dual Coverage Lines: Newcomers find this business culture troublesome and tough to manage especially as populated line partnerships are implied to be weak in general as well as objective setting and also performance analysis is still done by the strong line supervisor. This means that newcomers can lose clarity about their corresponding duties and also goals especially as dotted line coverage does not keep them in direct interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and appropriate for the work however the reality that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Task Insecurity: Concern and also instability can be identified as 2 major concerns that Lewis would be handling specifically as the merger has now be cancelled as well as two elderly executives of the marketing department would be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders who would not simply supervise of brining regarding a cultural modification however would certainly likewise have to show herself in her brand-new role.

Incompatible Management Design of Leader: Lewis's monitoring design and its incompatibility with the advertising department's duty can additionally be seen as an OB obstacle specifically as she has actually been made use of to dealing with problems in the procedures department where personnel are educated to concentrate on procedures and also obtain them. The advertising and marketing division on the various other hand can be seen as a group of individuals that are utilized to being nurtured by Krasnow that focused much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental differences between three divisions, advertising and marketing, merchandizing and procedures respectively over the allowance of the advertising and marketing mix can be recognized as an additional OB worry. Although the marketing department does not share the exact same vision as the various other two departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations divisions do not concur over the advertising and marketing mix allowance among each other either.

Fragmentation in Advertising Department: Disintegration between the advertising and marketing divisions can be determined as an additional OB issue which can require further interest. The reality that the advertising and marketing sections in the marketing department are separated is protecting against both departments from getting from each various other's experience and proficiency. Assimilation of marketing with retailing and also procedures would become harder if the marketing department itself is disintegrated which can be another prospective OB concern.

Xedia And Silicon Valley Bank B2 The Companys Perspective Analysis

Different theories have been made use of to clarify the situations to obtain further clarity regarding the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that staffs are easy and also lazy, have little aspiration and resist modification. The scenario at Xedia And Silicon Valley Bank B2 The Companys Perspective is not completely adhering to Concept X, it can be seen that new hires are locating this setting rather difficult which may at some point lead to a higher inclination of the monitoring towards Theory X. Even while analyzing Lewis's administration style, theory X might have been suitable in the operations department to some level however the Advertising division would certainly require dependence on Concept Y in order to get the creativity and also creativity from the groups.

Tuckman's Team effort Concept: As for Lewis's concern regarding bringing harmony in between the advertising and marketing division is worried, this would originally result in contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the preliminary phase of group development, people may not bond, as they are active locating their area in the group. By combining the marketing and advertising department's job, there might coincide preliminary disconnect which can lead to the second stage of 'storming' where the groups test one another. It is only throughout the 3rd phase or 'norming' when they would certainly come with each other to share suggestions before the group can bring around synergy in the fourth phase 'performing'.

Bridges' Transition Version: As per William Bridge's theory (appendix 4), individuals are fairly unpleasant with adjustment, which is noticeable by the scenario at Xedia And Silicon Valley Bank B2 The Companys Perspective The situation can be viewed as a regular training course of life if is examined as per Bridge's theory where he describes that individuals experience three phases of transition when they experience change. 'End, losing and also Releasing', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people are presented with change, they enter stage one and so there may be emotions like despair, uncertainty, disappointment, temper, anxiety, denial and also disorientation.The scenario at the marketing department of Xedia And Silicon Valley Bank B2 The Companys Perspective is comparable so Lewis can obtain comfortable with the suggestion that it is not amazing actions. In the second stage, there might be a demand to connect the void in between the brand-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 reduced efficiency at this phase which ought to not be taken as a trouble. It is throughout this stage that Lewis will need to offer advice to the department to ensure that they can find an orientation. It can be seen exactly how Krasnow has actually already made this transition less complicated by making Lewis obtain involved in the department a year prior to his actual separation. According to Bridges' Design, stage 3 will certainly cause visibility to learning, High energy as well as commitment as individuals will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has goes over the importance of 'security requires as being a lower degree need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel secure and also out of risk' is at the second degree of demands. Prior to a worker can be made to develop psychologically, he needs to have his 'Physiological 'and 'Safety' requires satisfied.

SWOT Analysis for Xedia And Silicon Valley Bank B2 The Companys Perspective Case Study



Effects of Analysis.

The OB analysis has actually considered various concepts to understand how to deal with the existing scenario available. The complying with three options have actually been proposed to assist Lewis manage the organizational challenges in the marketing department. Each of these choices has been recommended for alleviating the shift required to bring the advertising and marketing division in line with the requirements of the market and also for making the social change that would certainly follow when the present leader leaves.

Combination of marketing and advertising functions. Separating Adverting and also Manufacturing features. Assimilation of Advertising with Operations.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business advertising along with company and also retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to deal with both advertising and advertising and marketing functions.

The benefit of this strategy is that it will incorporate the two functions while lowering the demand for employing an extra source for advertising and marketing. Lewis would be heading the advertising and marketing department as well as in any type of case her replacement would be required for the current function that she is carrying out. The downside of this choice is that exterior hiring might cause resentment from inner personnel that might be eying the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Production: Provided the competitive pressures and also high quality job required from the advertising company, it is advised that Lewis should allow the manufacturing unit to be a separate function from the marketing device. Given that a lot of marketing agencies had these 2 features as different units, it makes even more sense to comply with the norm.

Integration of Advertising And Marketing with Procedures: Because Lewis is currently dealing with the advertising and also operations departments concurrently; it makes sense to integrate the two functions considering that she has actually been successfully caring for both ends. The reality that both departments already have significant differences over allowance of resources recommends that this combination may be able to bring about harmony especially as Lewis would be heading both ends.However there are numerous downsides of this relocation particularly as it would certainly place too much burden over Lewis's shoulders. The reality that Lewis has to adapt her administration style for the advertising division suggests that these 2 divisions would be culturally varied. Along with this, Lewis may not have the ability to use one type of management style to both departments which might lead to inadequacy in either among both functions.

Recommendation.



An examination of the 3 choices shows that integration of marketing and operations would not be a feasible relocation due to the large distinctions in between both departments although that presently Lewis is managing both. While separation of the manufacturing feature might have been a beneficial relocation for the marketing department, the reality that it would mean placing a 3rd feature under Lewis's wing suggests this should be prevented. The combination of the advertising department is the very best alternative in terms of obtaining the optimum results from the department. An action plan for this alternative is discussed listed below.

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

Marketing and advertising features would certainly be merged.

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

Manufacturing function will certainly remain part of advertising under marketing feature.

Lewis will divide herself from operations.

An autonomous management style with employee empowerment will certainly be used in advertising department.

Open up door policy as well as focus on cross departmental communication will be aimed at getting rid of dissonance.

Backup plan.

If the integration does not exercise as prepared, a backup plan would certainly follow which would certainly separate the manufacturing feature from the advertising feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production feature will certainly be divided by putting it under an SVP production.