Belmont Industries Inc B Spanish Version Case Study Help


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Belmont Industries Inc B Spanish Version Case Study Solution

Background and Facts

Belmont Industries Inc B Spanish Version an office products seller for small and medium sized services has actually just recently been involved in planning for a merger with its competitor Residence Deport, which has actually impacted efficiency degrees in departmentswith the senior manager associated with lawful complications put forth by the government Trade Commission. With the Advertising and marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the future. With difficulties in the kind of a prospective cultural adjustment and reduced employee morale, the company needs a complete reengineering effort at the advertising and marketing division.

Problem Statement

The potential social modification at the advertising division of Belmont Industries Inc B Spanish Version is increasing unpredictability in the workplace leading to numerous obstacles for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic decisions because Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Commission's treatment in the process. Provided the fact that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these countries might have the ability to affect performance or critical goals. Federal Trade Commission's antitrust fit against the merging took up useful time of the organization's senior monitoring suggesting that 'political' factors can have serious implications for an international service.

Economic Factors: Economic factors such as the introduction of small companies in the worldwide circumstance suggest that Belmont Industries Inc B Spanish Version is prospering in an atmosphere where there is potential development of services. Reality that store customers are primarily looking for office supplies for residence offices suggests that the market has a climbing trend of business owners as well as home based companies.

Social factors: Social fads in the economic situation reveal that consumers are looking for ease along with eye-catching rates. Marketing research shows how the customer for Belmont Industries Inc B Spanish Version lacks awareness about locating services which can offer a combination of comfort and also low costs.

Technological factors: Technology plays an essential function in Belmont Industries Inc B Spanish Version's organisation technique especially as the company is piloting Modern technology facilities which would use modern technology sales as well as assistance in the form of memory upgrades, outer installments. (Summary of PARASITE in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Behavior problems can be seen in Belmont Industries Inc B Spanish Version's case as highlighted in this area.

Concerns regarding cultural adjustment: There is concern about a social change that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Marketing with a lot of the staff members currently revealing unhappiness over this potential move. This predicted adjustment has actually created anxiety in the work environment which has been paired with the past anxiety of preparing the company for a prospective merger with Residence Deport.

Stressful Task Atmosphere for Newcomers: There is scarcity of employees that can match the difficult setting of a hectic company. Not just does this bring about trouble in finding the appropriate individuals, it places stress and anxiety on new hires as can not withstand the pace and stress that the company expects them to bear.

Double Coverage Lines: Newcomers find this organizational culture difficult as well as challenging to deal with specifically as dotted line relationships are indicated to be weaker in general and objective setup and also performance examination is still done by the strong line supervisor. This indicates that newbies could lose quality concerning their respective functions and goals particularly as dotted line coverage does not keep them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's setting came as an impact to her spirits. Lewis may have been capable and ideal for the job but the truth that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Fear and insecurity can be recognized as two significant issues that Lewis would certainly be handling particularly as the merging has currently be cancelled as well as 2 senior executives of the advertising and marketing department would certainly be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a social adjustment but would certainly also need to show herself in her new duty.

Incompatible Management Style of Leader: Lewis's management style and also its conflict with the advertising and marketing division's function can likewise be seen as an OB obstacle specifically as she has been made use of to managing concerns in the procedures department where personnel are instructed to concentrate on procedures as well as obtain them. The marketing division on the various other hand can be seen as a team of people that are utilized to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Differences: Interdepartmental arguments in between three divisions, advertising, merchandizing as well as procedures specifically over the allowance of the marketing mix can be determined as another OB issue. The marketing division does not share the same vision as the various other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations divisions do not concur over the advertising mix appropriation amongst one an additional either.

Disintegration in Advertising And Marketing Division: Disintegration between the marketing and advertising departments can be identified as one more OB concern which could need additional focus. The fact that the advertising and marketing sections in the marketing division are separated is protecting against both divisions from obtaining from each various other's experience as well as competence. Assimilation of marketing with merchandising as well as procedures would become more difficult if the marketing division itself is broken down which can be another potential OB problem.

Belmont Industries Inc B Spanish Version Analysis

Different concepts have been utilized to describe the situations to get more clarity about the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors think that staffs are easy and also careless, have little passion and resist change. The scenario at Belmont Industries Inc B Spanish Version is not completely complying with Theory X, it can be seen that new hires are discovering this environment instead stressful which may ultimately lead to a higher inclination of the administration in the direction of Theory X. Also while examining Lewis's management style, concept X might have been suitable in the procedures department to some degree yet the Advertising and marketing division would need dependence on Theory Y in order to get the creativity as well as originality from the teams.

Tuckman's Teamwork Concept: As for Lewis's issue about bringing consistency in between the marketing and advertising department is worried, this would originally lead to conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, during the initial stage of team advancement, individuals might not bond, as they are active locating their area in the team. By incorporating the advertising and marketing division's job, there might coincide initial detach which could lead to the second stage of 'storming' where the teams challenge one another. Nonetheless, it is just throughout the third phase or 'norming' when they would certainly integrate to share ideas prior to the group can bring about synergy in the fourth stage 'carrying out'.

When individuals are provided with adjustment, they get in stage one and so there might be feelings like despair, uncertainty, aggravation, rage, anxiety, denial and also disorientation.The circumstance at the marketing division of Belmont Industries Inc B Spanish Version is similar so Lewis can get comfortable with the idea that it is not amazing habits. It is throughout this phase that Lewis will have to give guidance to the division so that they can locate a feeling of direction. It can be seen just how Krasnow has currently made this change easier by making Lewis obtain entailed in the division a year before his real separation.

Maslow's Need hierarchy: The OB concern pertaining to insecurity at the workplace has been set off to start with by the adjustment in management as well as second of all by the truth that the merger will certainly no more be launched. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the value of 'protection needs as being a lower degree requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel protected and safe' is at the second level of requirements. Before a staff member can be made to develop psychologically, he needs to have his 'Physical 'and also 'Safety' needs satisfied. This suggests that unless the workers are made to really feel secure regarding their existing employment standing in Belmont Industries Inc B Spanish Version they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Belmont Industries Inc B Spanish Version Case Study

Effects of Analysis.

The OB analysis has looked at different theories to recognize just how to handle the present situation available. The adhering to 3 choices have been proposed to assist Lewis deal with the business challenges in the advertising department. Each of these alternatives has been suggested for reducing the change needed to bring the advertising and marketing department in accordance with the demands of the marketplace as well as for making the cultural modification that would adhere to when the present leader leaves.

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

Analysis of Alternatives.

Integration of Marketing & Marketing Functions: The internal marketing agency of Belmont Industries Inc B Spanish Version is already strength for the company in terms of conserving up on expenses associated with advertising and also promo. Considering that no new recruitment has been done after Bridget Cole's separation with the coverage line being straight appointed to Krasnow for the advertising and marketing function, this is a favorable opportunity for incorporating the marketing and advertising features. Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business marketing in addition to agency and retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both marketing and advertising features.

The advantage of this strategy is that it will incorporate both features while minimizing the requirement for working with an extra source for advertising. Lewis would be heading the advertising department and in any case her replacement would be required for the current duty that she is doing. The downside of this alternative is that outside hiring may produce bitterness from internal employees who might be looking at the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the competitive pressures and also top quality work required from the ad agency, it is advised that Lewis must enable the production unit to be a separate feature from the advertising and marketing system. Since a lot of ad agency had these two features as different systems, it makes even more feeling to comply with the standard. Both features might be able to concentrate on their core turns on more efficiently. The disadvantage of this approach would be that extra expenses would have to be birthed for establishing up different production features. A production head may have to be worked with which might boost overheads for the company.

Assimilation of Marketing with Workflows: Since Lewis is currently dealing with the advertising and marketing and also operations divisions simultaneously; it makes good sense to integrate both functions since she has actually been successfully dealing with both ends. The truth that both departments currently have major distinctions over allotment of resources suggests that this integration may have the ability to produce consistency especially as Lewis would certainly be heading both ends.However there are various disadvantages of this action especially as it would certainly put too much burden over Lewis's shoulders. The truth that Lewis needs to adjust her administration style for the marketing division recommends that these 2 divisions would certainly be culturally diverse. Lewis may not be able to apply one type of management style to both departments which might result in inadequacy in either one of the 2 functions.


An assessment of the three choices suggests that assimilation of marketing as well as operations would not be a practical relocation due to the huge differences between the two divisions regardless of the reality that presently Lewis is dealing with both. While separation of the production function may have been a positive action for the advertising and marketing department, the reality that it would certainly imply putting a 3rd function under Lewis's wing indicates this must be avoided.

Activity Strategy.

Lewis will take control of the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

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

Lewis will certainly divide herself from operations.

An autonomous leadership design with employee empowerment will be used in advertising and marketing department.

Open door policy as well as emphasis on cross departmental communication will certainly be aimed at removing disharmony.

Contingency plan.

If the assimilation does not work out as prepared, a contingency plan would follow which would divide the manufacturing function from the marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. Because case the production function will absolutely be divided by placing it under an SVP production.