Daqi Case Study Analysis


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Daqi Case Study Solution

Background and Facts

Daqi an office products merchant for small as well as moderate sized organisations has recently been involved in planning for a merging with its competitor House Deport, which has actually affected efficiency levels in departmentswith the elderly manager involved in lawful difficulties put forth by the federal Trade Compensation. With the Advertising Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the near future. With difficulties in the type of a prospective social adjustment and reduced employee spirits, the organization needs a total reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising division of Daqi is enhancing unpredictability in the workplace resulting in different challenges for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting tactical choices because Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Trade Commission's treatment at the same time. Offered the truth that the store has a global existence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations might be able to influence performance or critical objectives. Federal Trade Commission's antitrust match versus the merger occupied valuable time of the company's senior monitoring suggesting that 'political' factors can have serious implications for a global organisation.

Economic Factors: Economic factors such as the appearance of small businesses in the international circumstance recommend that Daqi is growing in an atmosphere where there is prospective development of services. Along with this, truth that shop consumers are primarily trying to find office materials for office suggests that the market has a rising fad of business owners as well as home based services.

Social factors: Social trends in the economic climate show that consumers are looking for benefit along with attractive costs. Market research demonstrates how the client for Daqi lacks awareness concerning discovering services which can supply a mix of benefit and also low costs.

Technological factors: Innovation plays an important duty in Daqi's business strategy specifically as the company is piloting Technology centers which would certainly provide technology sales and also support in the type of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

Several underlying Business Habits issues can be seen in Daqi's case as highlighted in this area.

Concerns regarding social adjustment: There is uneasiness about a cultural change that would certainly happen as soon as Todd Krasnow leaves from his position as the Executive Vice President of Marketing with most of the employee already showing discontent over this prospective relocation. This expected adjustment has produced anxiety in the office which has actually been paired with the previous stress and anxiety of preparing the company for a possible merger with House Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is lack of workers that can match the demanding environment of a hectic company. Not just does this result in trouble in finding the appropriate individuals, it puts stress on new hires as can not hold up against the speed and also pressure that the company anticipates them to birth.

Dual Reporting Lines: Novices discover this organizational culture difficult and difficult to manage especially as populated line relationships are implied to be weak as a whole and also objective setup as well as performance assessment is still done by the solid line supervisor. This indicates that newcomers might lose clearness about their particular functions as well as goals specifically as populated line reporting does not maintain them in direct communication 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 latter would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been qualified and suitable for the task but the fact that Kransnow's departure would make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Work Insecurity: Fear as well as instability can be recognized as two significant problems that Lewis would be handling especially as the merger has currently be terminated and also two elderly execs of the marketing division would certainly be leaving. The entire responsibility of the department would be falling on Lewis's shoulders who would certainly not just be in charge of brining concerning a social modification yet would likewise have to verify herself in her brand-new duty.

Inappropriate Management Design of Leader: Lewis's administration style and also its incompatibility with the advertising and marketing division's role can also be seen as an OB difficulty particularly as she has actually been utilized to dealing with problems in the procedures division where workers are taught to concentrate on procedures and also obtain them right. The marketing department on the various other hand can be seen as a team of people who are made use of to being supported by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Differences: Interdepartmental arguments in between three departments, marketing, merchandizing as well as operations respectively over the allotment of the advertising mix can be recognized as an additional OB worry. Although the advertising and marketing division does not share the very same vision as the various other 2 divisions pertaining to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as procedures departments do not concur over the advertising and marketing mix allotment amongst each other either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the marketing and advertising divisions can be determined as another OB issue which could need further attention. The fact that the marketing and advertising sections in the advertising and marketing department are disconnected is protecting against both divisions from getting from each various other's experience as well as competence. Combination of advertising and marketing with retailing and also operations would become harder if the advertising division itself is disintegrated which can be another possible OB problem.

Daqi Analysis

Different concepts have actually been utilized to clarify the scenarios to get more quality about the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that juniors are easy as well as careless, have little aspiration as well as resist change. The situation at Daqi is not totally adhering to Theory X, it can be seen that new hires are locating this environment rather difficult which may eventually lead to a greater inclination of the monitoring in the direction of Concept X. Also while examining Lewis's monitoring style, concept X may have been appropriate in the procedures department to some degree but the Advertising and marketing division would certainly call for dependence on Concept Y in order to get the creative thinking and originality from the groups.

Tuckman's Synergy Concept: As for Lewis's worry about bringing consistency between the advertising and marketing department is worried, this would originally cause clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the first phase of team growth, individuals might not bond, as they are busy finding their place in the group. By incorporating the marketing and advertising division's job, there might coincide preliminary disconnect which can cause the second stage of 'storming' where the groups challenge each other. It is just during the third stage or 'norming' when they would certainly come with each other to share concepts prior to the team can bring about synergy in the fourth stage 'carrying out'.

When people are offered with modification, they get in stage one as well as so there might be feelings like despair, unpredictability, disappointment, temper, concern, denial and disorientation.The situation at the marketing department of Daqi is similar so Lewis can get comfy with the suggestion that it is not remarkable habits. It is during this phase that Lewis will certainly have to provide assistance to the division so that they can find a feeling of direction. It can be seen just how Krasnow has actually already made this change simpler by making Lewis get included in the department a year before his actual separation.
Vrio Analysis
Maslow's Requirement power structure: The OB issue pertaining to instability at the office has actually been activated first of all by the modification in monitoring as well as secondly by the fact that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the value of 'safety and security needs as being a reduced degree requirement of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel secure and safe' goes to the second degree of needs. Before a worker can be made to create psychologically, he needs to have his 'Physiological 'as well as 'Safety and security' needs met. This shows that unless the employees are made to feel safe and secure about their present employment condition in Daqi they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Daqi Case Study

Effects of Analysis.

The OB analysis has taken a look at various concepts to comprehend exactly how to cope with the existing scenario handy. The adhering to three alternatives have actually been proposed to aid Lewis handle the business challenges in the marketing department. Each of these options has been recommended for relieving the change needed to bring the advertising and marketing division in accordance with the demands of the marketplace and for making the social modification that would follow once the existing leader leaves.

Integration of advertising and marketing features. Dividing Adverting and also Production features. Integration of Advertising And Marketing with Procedures.

Assessment of Alternatives.

Integration of Marketing & Marketing Functions: The internal advertising and marketing firm of Daqi is currently stamina for the company in regards to conserving up on overheads connected to advertising as well as promotion. Given that no brand-new employment has been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the marketing function, this is a beneficial chance for integrating the marketing and advertising functions. Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has knowledge in business-to-business marketing along with company as well as retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both advertising and marketing features.

The advantage of this method is that it will incorporate the two features while minimizing the demand for hiring an additional resource for advertising. Lewis would be heading the advertising department as well as in any type of case her replacement would certainly be needed for the existing role that she is performing. The negative aspect of this choice is that outside hiring might bring about resentment from internal personnel that may be looking at the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the affordable pressures as well as excellent quality work required from the ad agency, it is suggested that Lewis should permit the production device to be a separate function from the advertising system. Since many ad agency had these two functions as separate systems, it makes even more sense to follow the standard. Along with this, both features might have the ability to focus on their core turns on extra efficiently. The disadvantage of this strategy would certainly be that additional costs would have to be birthed for setting up different manufacturing features. A manufacturing head might have to be hired which can raise expenses for the organization.

Combination of Advertising with Procedures: Given that Lewis is already taking care of the advertising and marketing as well as operations departments all at once; it makes sense to integrate the two features considering that she has actually been effectively taking care of both ends. The reality that both departments currently have major distinctions over allotment of sources recommends that this integration might have the ability to bring about harmony especially as Lewis would certainly be heading both ends.However there are different disadvantages of this step 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 marketing division recommends that these 2 departments would certainly be culturally varied. In addition to this, Lewis may not have the ability to use one type of leadership design to both divisions which can cause inefficiency in either among both functions.


An assessment of the three options indicates that assimilation of marketing and also operations would certainly not be a feasible step due to the huge differences in between the 2 departments despite the truth that currently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a positive action for the marketing department, the fact that it would mean positioning a third feature under Lewis's wing suggests this need to be avoided.

Action Plan.
Lewis will take over the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing function will remain component of marketing under advertising and marketing function.

Lewis will divide herself from procedures.

A democratic leadership style with employee empowerment will certainly be made use of in advertising and marketing division.

Open door plan as well as emphasis on cross departmental interaction will be aimed at eliminating discord.

Contingency strategy.

If the integration does not exercise as prepared, a contingency plan would certainly adhere to which would certainly divide the manufacturing feature from the marketing feature to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will most definitely be separated by positioning it under an SVP production.