Drw Technologies Portuguese Version Case Study Solution


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Drw Technologies Portuguese Version Case Study Analysis

Background and Facts

Drw Technologies Portuguese Version a workplace supplies seller for small and medium sized companies has actually recently been involved in planning for a merger with its competitor House Deport, which has actually impacted efficiency levels in departmentswith the senior supervisor associated with legal difficulties presented by the government Profession Payment. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the duty in the near future. With challenges in the form of a prospective cultural adjustment as well as reduced employee morale, the organization requires a full reengineering effort at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing department of Drw Technologies Portuguese Version is raising uncertainty in the working environment leading to numerous 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 major role in impacting calculated decisions since Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's intervention in the process. Given the fact that the store has an international visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may be able to impact efficiency or critical objectives. Federal Trade Commission's antitrust match versus the merging took up beneficial time of the company's elderly monitoring suggesting that 'political' factors can have significant ramifications for a global organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the international scenario recommend that Drw Technologies Portuguese Version is growing in an atmosphere where there is possible growth of services. In addition to this, truth that shop clients are mostly looking for office products for office recommends that the marketplace has a climbing fad of entrepreneurs as well as online businesses.

Social factors: Social trends in the economy reveal that consumers are seeking benefit as well as appealing costs. Market research shows how the client for Drw Technologies Portuguese Version does not have understanding concerning finding solutions which can offer a mix of convenience and inexpensive.

Technical factors: Innovation plays an important duty in Drw Technologies Portuguese Version's service strategy particularly as the company is piloting Innovation facilities which would supply innovation sales and also support in the type of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Actions problems can be seen in Drw Technologies Portuguese Version's case as highlighted in this section.

Uneasiness about cultural change: There is worry about a cultural change that would certainly occur when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with most of the employee already showing discontent over this prospective move. This predicted modification has actually developed stress in the workplace which has actually been combined with the previous tension of preparing the company for a potential merging with House Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is shortage of workers that can match the demanding environment of a fast-paced organization. Not only does this bring about difficulty in finding the right individuals, it puts stress on new hires as can not endure the speed and also stress that the company expects them to birth.

Double Coverage Lines: Novices find this business culture cumbersome and hard to handle specifically as dotted line relationships are meant to be weak in general and also objective setting as well as performance analysis is still done by the solid line supervisor. This indicates that newbies could lose clarity about their respective duties and goals specifically as dotted line reporting does not keep them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been guessed that the last would take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and ideal for the job however the reality that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Job Insecurity: Concern as well as instability can be recognized as two major worries that Lewis would be taking care of especially as the merging has currently be cancelled and also 2 elderly execs of the marketing department would certainly be leaving. The whole duty of the department would be falling on Lewis's shoulders who would not just be in charge of brining about a cultural adjustment but would certainly likewise have to show herself in her new duty.

Incompatible Monitoring Style of Leader: Lewis's administration design and its incompatibility with the marketing division's function can likewise be seen as an OB obstacle particularly as she has actually been utilized to managing issues in the procedures department where employees are shown to focus on processes and get them. The advertising division on the other hand can be seen as a team of people who are made use of to being nurtured by Krasnow that focused a lot more on output than procedures.

Interdepartmental Arguments: Interdepartmental arguments between 3 departments, advertising and marketing, merchandizing and also procedures specifically over the allowance of the advertising and marketing mix can be determined as an additional OB issue. The advertising division does not share the very same vision as the other two departments relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not concur over the marketing mix allocation amongst one another either.

Disintegration in Advertising And Marketing Department: Disintegration between the marketing and advertising divisions can be determined as an additional OB problem which can require more focus. The fact that the advertising and marketing areas in the marketing division are separated is avoiding both departments from acquiring from each various other's experience and expertise. Combination of advertising with merchandising and also operations would come to be harder if the advertising and marketing department itself is disintegrated which can be an additional potential OB problem.

Drw Technologies Portuguese Version Analysis

Various concepts have actually been utilized to clarify the conditions to obtain additional quality regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors believe that juniors are passive and also lazy, have little aspiration as well as stand up to modification. The circumstance at Drw Technologies Portuguese Version is not completely complying with Theory X, it can be seen that new hires are discovering this environment instead demanding which might at some point lead to a higher inclination of the monitoring towards Theory X. Also while analyzing Lewis's monitoring design, theory X might have been appropriate in the procedures division to some level but the Advertising department would require dependence on Theory Y in order to obtain the creativity as well as originality from the teams.

Tuckman's Team effort Theory: As much as Lewis's problem regarding bringing consistency in between the marketing and also marketing department is concerned, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising and marketing as well as advertising and marketing department's work, there might be the exact same first detach which could lead to the 2nd phase of 'storming' where the teams test one another.

When people are presented with change, they enter phase one and so there might be feelings like sadness, uncertainty, frustration, rage, worry, rejection and disorientation.The scenario at the marketing division of Drw Technologies Portuguese Version is comparable so Lewis can get comfortable with the concept that it is not extraordinary behavior. It is during this stage that Lewis will certainly have to offer advice to the department so that they can discover a feeling of direction. It can be seen exactly how Krasnow has already made this transition easier by making Lewis get entailed in the division a year prior to his actual departure.
Vrio Analysis
Maslow's Need power structure: The OB issue pertaining to insecurity at the office has actually been set off firstly by the change in administration and also second of all by the reality that the merging will no more be launched. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the value of 'protection requires as being a lower degree requirement 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 safe and secure and also unharmed' goes to the 2nd level of demands. Before a worker can be made to establish emotionally, he requires to have his 'Physiological 'as well as 'Security' requires satisfied. This shows that unless the personnel are made to really feel secure concerning their existing employment status in Drw Technologies Portuguese Version they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Drw Technologies Portuguese Version Case Study

Implication of Analysis.

The OB analysis has actually looked at various theories to recognize just how to handle the existing situation at hand. The adhering to three options have actually been proposed to aid Lewis handle the organizational obstacles in the advertising department. Each of these choices has been proposed for relieving the change needed to bring the advertising division according to the needs of the market as well as for making the cultural adjustment that would adhere to when the current leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and Production features. Integration of Marketing with Operations.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has know-how in business-to-business advertising along with firm and also retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both marketing and also advertising and marketing features.

The advantage of this method is that it will integrate both features while decreasing the need for hiring an additional source for advertising and marketing. Lewis would certainly be heading the advertising division as well as in any type of case her replacement would be needed for the current role that she is executing. The downside of this alternative is that exterior hiring may cause bitterness from interior employees that may be considering the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Provided the affordable pressures and premium quality job called for from the advertising agency, it is suggested that Lewis ought to allow the manufacturing system to be a separate feature from the marketing system. Since a lot of advertising agencies had these 2 features as different units, it makes even more sense to follow the norm. In addition to this, both functions may have the ability to concentrate on their core activates extra efficiently. The downside of this approach would certainly be that extra expenses would certainly have to be birthed for establishing up different manufacturing features. In addition to this, a production head might have to be hired which might raise expenses for the organization.

Integration of Advertising And Marketing with Workflows: Since Lewis is currently caring for the advertising and marketing and also operations departments concurrently; it makes good sense to integrate both functions because she has been efficiently taking care of both ends. The reality that the two departments already have significant differences over allowance of sources recommends that this combination may be able to produce consistency particularly as Lewis would be heading both ends.However there are numerous drawbacks of this relocation particularly as it would place too much worry over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring design for the advertising division suggests that these two departments would certainly be culturally diverse. Lewis might not be able to apply one kind of management design to both departments which can result in ineffectiveness in either one of the 2 functions.


An evaluation of the 3 alternatives suggests that assimilation of advertising as well as procedures would not be a possible relocation because of the huge distinctions between both departments despite the fact that currently Lewis is handling both. While separation of the manufacturing function might have been a favorable action for the marketing division, the truth that it would mean putting a 3rd function under Lewis's wing means this need to be stayed clear of too. The assimilation of the marketing division is the best option in regards to obtaining the ideal results from the department. An activity prepare for this alternative is discussed listed below.

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

Marketing and advertising functions would be combined.

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

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

Lewis will certainly divide herself from procedures.

An autonomous management design with employee empowerment will be used in marketing division.

Open up door policy as well as focus on cross department communication will be focused on getting rid of dissonance.

Backup plan.

If the combination does not exercise as prepared, a backup strategy would comply with which would certainly separate the manufacturing function from the marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising department without an SVP. In that case the manufacturing feature will definitely be divided by placing it under an SVP manufacturing.