Naukri Three Retention Dilemmas Case Study Analysis


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Naukri Three Retention Dilemmas Case Study Solution

Background and Facts

Naukri Three Retention Dilemmas a workplace supplies store for little and also medium sized companies has just recently been involved in preparing for a merging with its rival Residence Deport, which has actually affected performance levels in departmentswith the elderly manager associated with lawful difficulties presented by the federal Trade Compensation. With the Marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the near future. With obstacles in the kind of a prospective cultural modification and reduced staff member spirits, the organization is in need of a complete reengineering effort at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural modification at the advertising and marketing department of Naukri Three Retention Dilemmas is increasing unpredictability in the workplace bring about different challenges for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting critical decisions because Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Trade Payment's intervention while doing so. Provided the reality that the shop has an international existence with branches in UK, USA, Canada and also Germany, political consider each of these nations may have the ability to affect efficiency or tactical objectives. Federal Trade Commission's antitrust suit against the merging used up valuable time of the organization's elderly management recommending that 'political' factors can have serious ramifications for a worldwide organisation.

Economic Factors: Economic factors such as the development of local business in the global circumstance suggest that Naukri Three Retention Dilemmas is thriving in an atmosphere where there is prospective development of services. Along with this, fact that store clients are mainly looking for office products for office recommends that the market has an increasing pattern of entrepreneurs as well as online businesses.

Social factors: Social fads in the economic situation reveal that consumers are seeking convenience in addition to appealing prices. Market research demonstrates how the consumer for Naukri Three Retention Dilemmas does not have understanding regarding locating services which can provide a combination of benefit and also affordable.

Technological factors: Technology plays a crucial function in Naukri Three Retention Dilemmas's business strategy especially as the organization is piloting Technology centers which would offer innovation sales as well as support in the form of memory upgrades, peripheral installments. (Summary of PEST in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Behavior problems can be seen in Naukri Three Retention Dilemmas's case as highlighted in this section.

Uneasiness regarding cultural adjustment: There is uneasiness about a social modification that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with the majority of the staff members currently showing discontent over this prospective relocation. This predicted modification has actually created anxiety in the workplace which has actually been coupled with the previous stress and anxiety of preparing the company for a potential merging with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is shortage of workers that can match the demanding setting of a busy organization. Not only does this cause trouble in locating the right people, it puts tension on new hires as can not withstand the rate as well as stress that the organization anticipates them to birth.

Twin Reporting Lines: Newbies locate this organizational society troublesome and also challenging to cope with particularly as populated line partnerships are indicated to be weak generally and objective setting as well as performance examination is still done by the strong line supervisor. This implies that beginners could lose quality regarding their respective roles and also goals especially as dotted line coverage does not maintain them in direct communication with the solid 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 speculated that the last would take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and also suitable for the job however the fact that Kransnow's separation would make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Fear & Job Instability: Worry and instability can be identified as 2 significant issues that Lewis would be handling specifically as the merging has now be terminated and also 2 senior executives of the advertising division would be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural modification yet would also need to show herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style as well as its incompatibility with the advertising and marketing department's role can likewise be seen as an OB challenge particularly as she has been used to handling problems in the procedures division where workers are shown to concentrate on procedures and also get them. The marketing department on the other hand can be viewed as a group of people that are utilized to being nurtured by Krasnow who concentrated more on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes between three departments, marketing, merchandizing and operations respectively over the allowance of the advertising mix can be identified as an additional OB issue. Although the advertising and marketing division does not share the very same vision as the other 2 departments concerning the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and operations divisions do not concur over the advertising mix allotment among one another either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing departments can be recognized as one more OB issue which might require further attention. The fact that the marketing and advertising sections in the advertising and marketing division are disconnected is avoiding both departments from obtaining from each various other's experience as well as know-how. Integration of advertising and marketing with retailing and also operations would certainly come to be harder if the advertising division itself is degenerated which can be an additional potential OB issue.

Naukri Three Retention Dilemmas Analysis

Numerous concepts have been made use of to describe the scenarios to get more clearness regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors think that juniors are passive and also lazy, have little ambition as well as resist modification. The tough variation of this concept highlighted coercion, limited controls, dangers as well as punishments. Over time it produces low performance, refined sabotage and rivalry (Offer, 2003). Although the circumstance at Naukri Three Retention Dilemmas is not totally complying with Theory X, it can be seen that brand-new hires are finding this environment instead difficult which may eventually cause a higher disposition of the management towards Theory X. According to McGregor's supported sight, which he called Theory Y, the vital job of the management is to prepare business conditions to make sure that people can attain their own objectives best by guiding their initiatives towards organizational rewards. If individuals locate no contentment in their work, the administration would have little choice however to count on concept X and also exterior control (Offer, 2003). Also while evaluating Lewis's management design, concept X may have appropriated in the procedures department somewhat but the Advertising division would certainly need dependence on Concept Y in order to get the creative thinking as well as originality from the groups.

Tuckman's Teamwork Theory: As much as Lewis's concern concerning bringing consistency in between the advertising and advertising division is worried, this would originally lead to clash as gone over by Bruce Tuckman in his 'Synergy Concept'. By combining the advertising and marketing as well as advertising division's work, there might be the exact same initial separate which might lead to the second stage of 'storming' where the teams test one another.

When individuals are presented with adjustment, they enter phase one and so there might be emotions like despair, uncertainty, stress, temper, worry, rejection and disorientation.The situation at the advertising and marketing department of Naukri Three Retention Dilemmas is similar so Lewis can get comfy with the concept that it is not extraordinary behavior. It is during this stage that Lewis will have to provide guidance to the division so that they can discover a sense of direction. It can be seen just how Krasnow has already made this change less complicated by making Lewis obtain included in the department a year before his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the significance of 'protection needs as being a reduced degree demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel secure and also out of danger' is at the second degree of needs. Prior to an employee can be made to create emotionally, he requires to have his 'Physical 'and 'Safety' needs satisfied.

SWOT Analysis for Naukri Three Retention Dilemmas Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at different theories to recognize exactly how to handle the existing scenario at hand. The complying with three alternatives have been suggested to help Lewis take care of the business challenges in the marketing division. Each of these alternatives has been recommended for alleviating the transition required to bring the advertising and marketing division in accordance with the demands of the market and also for making the cultural adjustment that would follow when the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting as well as Manufacturing functions. Assimilation of Marketing with Operations.

Assessment of Alternatives.

Integration of Advertising & Marketing Functions: The internal advertising agency of Naukri Three Retention Dilemmas is currently toughness for the organization in terms of saving up on expenses related to advertising and marketing as well as promotion. Considering that no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising feature, this is a favorable chance for integrating the advertising and marketing features. Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merger days has expertise in business-to-business advertising and marketing in addition to firm and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both advertising and marketing functions.

The advantage of this strategy is that it will incorporate the two features while minimizing the need for hiring an added source for marketing. Lewis would certainly be heading the advertising department and also in any kind of case her replacement would certainly be needed for the existing function that she is carrying out. The negative aspect of this choice is that external hiring might produce resentment from internal workers who may be eying the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and Manufacturing: Offered the competitive pressures and also excellent quality job called for from the ad agency, it is suggested that Lewis should allow the production device to be a separate feature from the advertising and marketing device. Since many ad agency had these two features as different units, it makes even more sense to follow the standard. Both functions might be able to concentrate on their core triggers a lot more efficiently. The negative aspect of this method would be that extra expenses would certainly have to be borne for setting up different manufacturing functions. Along with this, a production head may need to be hired which might enhance expenses for the company.

Combination of Advertising with Workflows: Since Lewis is currently taking care of the advertising as well as operations departments at the same time; it makes good sense to integrate both functions because she has been efficiently looking after both ends. The truth that both divisions already have significant differences over allotment of resources recommends that this combination may have the ability to bring about harmony specifically as Lewis would be heading both ends.However there are different negative aspects of this action especially as it would place way too much problem over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring style for the advertising division suggests that these 2 departments would certainly be culturally diverse. Along with this, Lewis might not be able to apply one type of management style to both departments which can lead to ineffectiveness in either one of both features.


An examination of the three alternatives shows that assimilation of advertising and marketing and procedures would not be a possible action as a result of the large distinctions between the two divisions although that currently Lewis is handling both. While splitting up of the manufacturing function may have been a favorable relocation for the advertising and marketing division, the truth that it would imply putting a third feature under Lewis's wing implies this must be prevented. The assimilation of the advertising division is the most effective option in regards to obtaining the optimal arise from the department. An action prepare for this choice is talked about listed below.

Action Plan.
Lewis will certainly take over the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

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

Lewis will separate herself from operations.

A democratic leadership style with employee empowerment will certainly be used in advertising and marketing department.

Open door plan and also emphasis on cross department communication will certainly be targeted at getting rid of discord.

Backup strategy.

If the combination does not exercise as planned, a contingency plan would comply with which would certainly separate the production feature from the advertising function to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising division without an SVP. In that case the production feature will definitely be separated by placing it under an SVP production.