Naukri Three Retention Dilemmas Case Study Analysis


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Naukri Three Retention Dilemmas Case Study Help

Background and Facts

Naukri Three Retention Dilemmas an office materials merchant for tiny and moderate sized companies has actually recently been associated with planning for a merging with its competitor House Deport, which has actually influenced performance levels in departmentswith the senior supervisor involved in lawful difficulties presented by the federal Profession Compensation. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the future. With challenges in the type of a potential cultural modification as well as low employee spirits, the company requires a complete reengineering initiative at the advertising and marketing division.

Problem Declaration

The potential cultural change at the advertising department of Naukri Three Retention Dilemmas is increasing unpredictability in the working environment bring about various obstacles for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting calculated decisions given that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Commission's intervention while doing so. Provided the truth that the shop has a global visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these countries might be able to impact efficiency or calculated goals. Federal Trade Payment's antitrust fit against the merger took up beneficial time of the company's senior management suggesting that 'political' factors can have serious effects for a worldwide business.

Economic Factors: Economic factors such as the appearance of small businesses in the international situation recommend that Naukri Three Retention Dilemmas is prospering in an environment where there is possible development of services. In addition to this, fact that shop consumers are primarily seeking workplace products for office suggests that the market has a rising trend of business owners as well as home services.

Social factors: Social fads in the economy show that consumers are trying to find ease along with eye-catching rates. Marketing research demonstrates how the consumer for Naukri Three Retention Dilemmas lacks awareness regarding discovering remedies which can supply a mix of benefit and also low costs.

Technological factors: Technology plays a crucial function in Naukri Three Retention Dilemmas's company method particularly as the company is piloting Modern technology facilities which would certainly offer modern technology sales as well as assistance in the kind of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits concerns can be seen in Naukri Three Retention Dilemmas's case as highlighted in this section.

Uneasiness about cultural modification: There is uneasiness about a social adjustment that would occur as soon as Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with the majority of the personnel already revealing unhappiness over this possible step. This anticipated change has actually produced tension in the office which has actually been combined with the past stress and anxiety of preparing the company for a possible merging with House Deport.

Demanding Task Atmosphere for Newcomers: There is scarcity of workers that can match the stressful setting of a busy organization. Not just does this bring about difficulty in finding the ideal people, it puts anxiety on new hires as can not endure the speed as well as pressure that the company anticipates them to birth.

Twin Reporting Lines: Newcomers locate this business society difficult and also hard to manage specifically as dotted line connections are meant to be weak in general as well as objective setting and also performance examination is still done by the strong line supervisor. This means that newcomers might lose clearness regarding their corresponding duties and objectives especially as populated line reporting does not keep them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles although it had actually been guessed that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis might have been qualified as well as ideal for the work but 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.

Fear & Task Insecurity: Worry and also insecurity can be recognized as 2 significant problems that Lewis would certainly be dealing with particularly as the merging has now be terminated and two elderly executives of the advertising department would be leaving. The whole duty of the division would be falling on Lewis's shoulders that would not simply be in charge of brining concerning a social adjustment but would certainly also need to show herself in her new role.

Inappropriate Management Design of Leader: Lewis's monitoring design as well as its incompatibility with the marketing department's function can additionally be seen as an OB difficulty especially as she has been used to handling concerns in the procedures department where workers are shown to focus on processes as well as get them right. The advertising and marketing department on the various other hand can be viewed as a group of people that are utilized to being supported by Krasnow that concentrated extra on result than procedures.

Interdepartmental Arguments: Interdepartmental differences in between 3 departments, marketing, merchandizing and also procedures specifically over the allocation of the advertising mix can be recognized as another OB concern. Although the marketing division does not share the very same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as operations departments do not concur over the marketing mix appropriation among each other either.

Disintegration in Marketing Division: Disintegration in between the advertising and marketing departments can be identified as another OB concern which might need more interest. The fact that the marketing and advertising sections in the advertising division are disconnected is stopping both divisions from acquiring from each other's experience and know-how. Assimilation of marketing with retailing as well as operations would certainly become more difficult if the advertising and marketing division itself is degenerated which can be one more potential OB concern.

Naukri Three Retention Dilemmas Analysis

Different concepts have actually been used to clarify the scenarios to obtain more clarity about the circumstance handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that juniors are passive and also careless, have little ambition and also resist change. The circumstance at Naukri Three Retention Dilemmas is not completely following Theory X, it can be seen that new hires are locating this setting rather demanding which might at some point lead to a better disposition of the management in the direction of Concept X. Also while evaluating Lewis's monitoring style, concept X might have been ideal in the operations department to some level yet the Marketing division would call for dependence on Theory Y in order to obtain the creativity as well as originality from the teams.

Tuckman's Team effort Concept: As for Lewis's problem about bringing harmony in between the marketing and advertising department is concerned, this would at first bring about contrast as talked about by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the preliminary phase of group advancement, individuals might not bond, as they are hectic discovering their area in the group. By incorporating the advertising and marketing division's work, there may be the same first separate which might result in the 2nd stage of 'storming' where the groups challenge one another. It is just throughout the third phase or 'norming' when they would certainly come together to share concepts prior to the team can bring around harmony in the 4th stage 'carrying out'.

Bridges' Transition Version: According To William Bridge's theory (appendix 4), people are fairly unpleasant with adjustment, which is obvious by the circumstance at Naukri Three Retention Dilemmas The situation can be viewed as a normal program of life if is studied as per Bridge's theory where he describes that individuals undergo 3 phases of transition when they experience modification. 'Closing, losing and also Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals are presented with change, they go into phase one therefore there may be emotions like despair, uncertainty, aggravation, anger, concern, denial and also disorientation.The situation at the advertising division of Naukri Three Retention Dilemmas is comparable so Lewis can get comfortable with the suggestion that it is not amazing behavior. In the second phase, there may be a requirement to bridge the void in between the brand-new and also old society so Lewis might have to encounter this experience when Krasnow leaves. There may be low morale as well as low productivity at this phase which must not be taken as an obstacle. It is during this stage that Lewis will have to offer guidance to the department to ensure that they can locate an orientation. It can be seen just how Krasnow has actually already made this shift much easier by making Lewis get involved in the division a year before his actual departure. Based on Bridges' Model, phase 3 will certainly bring about visibility to discovering, High power as well as dedication as people will welcome the modification (Bridges, 2004).

Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has goes over the relevance of 'protection needs as being a lower degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel secure and also out of threat' is at the second degree of requirements. Before an employee can be made to develop emotionally, he requires to have his 'Physical 'and 'Security' needs fulfilled.

SWOT Analysis for Naukri Three Retention Dilemmas Case Study

Implication of Analysis.

The OB analysis has actually looked at various theories to recognize exactly how to manage the current situation handy. The complying with 3 choices have been suggested to assist Lewis handle the organizational obstacles in the marketing department. Each of these choices has actually been recommended for alleviating the transition needed to bring the marketing division in accordance with the requirements of the market and also for making the cultural modification that would follow once the present leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting as well as Manufacturing functions. Combination of Advertising with Operations.

Examination of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The in-house marketing company of Naukri Three Retention Dilemmas is already toughness for the company in regards to conserving up on overheads related to advertising and marketing and also promotion. Since no brand-new recruitment has actually been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the advertising and marketing function, this is a positive chance for integrating the advertising and marketing features. Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merging days has experience in business-to-business marketing along with firm and retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing functions.

The benefit of this approach is that it will certainly incorporate the two functions while reducing the requirement for hiring an added resource for advertising. Along with this, Lewis would be heading the advertising and marketing department and also all the same her substitute would be required for the existing function that she is carrying out. The drawback of this alternative is that external hiring may produce animosity from inner workers who may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Given the affordable pressures as well as premium quality work required from the advertising agency, it is recommended that Lewis must permit the production unit to be a separate feature from the advertising and marketing unit. Given that many advertising agencies had these two functions as separate systems, it makes more feeling to comply with the norm. In addition to this, both functions may be able to concentrate on their core turns on more effectively. The drawback of this strategy would certainly be that added costs would have to be borne for setting up separate production functions. In addition to this, a manufacturing head may need to be hired which could raise overheads for the company.

Combination of Advertising with Operations: Given that Lewis is already caring for the advertising as well as operations divisions simultaneously; it makes good sense to incorporate both functions considering that she has actually been effectively looking after both ends. The reality that the two departments currently have major differences over allowance of sources suggests that this assimilation may be able to cause consistency specifically as Lewis would be heading both ends.However there are various drawbacks of this move particularly as it would put excessive burden over Lewis's shoulders. The fact that Lewis needs to adapt her monitoring style for the advertising and marketing department suggests that these two departments would be culturally varied. Along with this, Lewis may not have the ability to apply one sort of management design to both divisions which might cause ineffectiveness in either among both features.


An analysis of the 3 choices indicates that combination of advertising and marketing as well as operations would not be a feasible action due to the large differences in between the 2 departments regardless of the reality that currently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a favorable relocation for the advertising department, the fact that it would certainly suggest positioning a third feature under Lewis's wing means this should be stayed clear of.

Activity Plan.

Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be merged.

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

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

Lewis will certainly divide herself from procedures.

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

Open door plan and focus on cross departmental interaction will certainly be aimed at eliminating discord.

Backup plan.

If the assimilation does not exercise as prepared, a contingency plan would certainly follow which would certainly divide the manufacturing function from the advertising feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production feature will certainly be divided by putting it under an SVP production.