Ramesh Patel At Aragon Entertainment Limited Portuguese Version Case Study Solution


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Ramesh Patel At Aragon Entertainment Limited Portuguese Version Case Study Solution

Background and Facts

Ramesh Patel At Aragon Entertainment Limited Portuguese Version a workplace supplies retailer for little and also medium sized services has actually recently been associated with preparing for a merging with its competitor House Deport, which has influenced efficiency levels in departmentswith the senior manager associated with legal issues put forth by the federal Profession Commission. With the Advertising and marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the near future. With difficulties in the kind of a prospective social change as well as low employee morale, the company requires a complete reengineering initiative at the marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising and marketing department of Ramesh Patel At Aragon Entertainment Limited Portuguese Version is increasing unpredictability in the working environment bring about different obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting tactical choices considering that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Commission's intervention while doing so. Provided the fact that the store has an international visibility with branches in UK, USA, Canada and also Germany, political consider each of these nations might be able to influence performance or tactical objectives. Federal Trade Payment's antitrust suit versus the merging took up beneficial time of the organization's elderly monitoring recommending that 'political' factors can have serious effects for a global company.

Economic Factors: Financial factors such as the development of small companies in the worldwide scenario suggest that Ramesh Patel At Aragon Entertainment Limited Portuguese Version is thriving in an atmosphere where there is possible development of organisations. Truth that shop consumers are mainly looking for office materials for house offices suggests that the market has an increasing pattern of business owners and also home based services.

Social factors: Social patterns in the economic climate show that consumers are trying to find convenience as well as appealing costs. Market research shows how the client for Ramesh Patel At Aragon Entertainment Limited Portuguese Version does not have understanding about finding remedies which can supply a mix of convenience as well as inexpensive.

Technological factors: Innovation plays a vital role in Ramesh Patel At Aragon Entertainment Limited Portuguese Version's company method especially as the organization is piloting Technology facilities which would certainly provide technology sales and also support in the form of memory upgrades, outer installations. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

A number of underlying Business Behavior problems can be seen in Ramesh Patel At Aragon Entertainment Limited Portuguese Version's case as highlighted in this section.

Worries regarding social adjustment: There is worry concerning a social modification that would occur as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with a lot of the employee already revealing unhappiness over this potential relocation. This predicted adjustment has produced stress and anxiety in the work environment which has been coupled with the past stress of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of workers that can match the demanding environment of a hectic company. Not only does this lead to difficulty in finding the best individuals, it places anxiety on new hires as can not hold up against the speed and stress that the organization anticipates them to bear.

Dual Reporting Lines: Novices find this organizational society difficult and challenging to cope with particularly as populated line partnerships are suggested to be weak in general and also unbiased setting and also performance assessment is still done by the solid line supervisor. This suggests that novices could shed clarity concerning their corresponding roles and also goals particularly as populated line coverage does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and also suitable for the task however the truth that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Job Instability: Worry and also insecurity can be identified as two significant issues that Lewis would be handling specifically as the merging has actually now be terminated and 2 elderly executives of the marketing division would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would certainly not simply be in charge of brining regarding a social modification however would certainly also need to prove herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style and its conflict with the advertising and marketing division's function can also be seen as an OB obstacle specifically as she has actually been utilized to dealing with concerns in the procedures department where workers are taught to concentrate on procedures as well as get them. The marketing department on the various other hand can be seen as a team of individuals who are utilized to being supported by Krasnow who concentrated more on result than procedures.

Interdepartmental Differences: Interdepartmental arguments between 3 departments, marketing, merchandizing and operations respectively over the allowance of the advertising mix can be determined as one more OB problem. The advertising division does not share the same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and also procedures departments do not agree over the marketing mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the advertising and marketing departments can be determined as one more OB concern which can require further focus. The truth that the advertising and marketing sections in the advertising department are separated is preventing both divisions from acquiring from each other's experience and also competence. Integration of advertising with merchandising and also operations would certainly end up being more difficult if the advertising division itself is broken down which can be another potential OB concern.

Ramesh Patel At Aragon Entertainment Limited Portuguese Version Analysis

Various concepts have been made use of to clarify the scenarios to obtain further quality regarding the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that subordinates are passive and careless, have little passion as well as stand up to change. The situation at Ramesh Patel At Aragon Entertainment Limited Portuguese Version is not totally adhering to Theory X, it can be seen that brand-new hires are finding this environment instead demanding which may eventually lead to a greater disposition of the administration in the direction of Theory X. Even while analyzing Lewis's management style, concept X might have been suitable in the operations division to some degree yet the Advertising and marketing department would need dependence on Concept Y in order to obtain the imagination as well as creativity from the teams.

Tuckman's Teamwork Theory: As for Lewis's concern about bringing consistency between the marketing and advertising department is concerned, this would initially result in contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, during the preliminary phase of group growth, individuals might not bond, as they are hectic discovering their place in the team. By integrating the advertising and marketing department's work, there might coincide initial disconnect which could result in the second stage of 'storming' where the groups test one another. Nonetheless, it is just during the 3rd stage or 'norming' when they would collaborate to share ideas before the group can cause synergy in the 4th phase 'doing'.

When individuals are provided with change, they get in phase one and so there might be feelings like unhappiness, unpredictability, irritation, temper, worry, denial as well as disorientation.The situation at the marketing division of Ramesh Patel At Aragon Entertainment Limited Portuguese Version is comparable so Lewis can obtain comfy with the concept that it is not extraordinary actions. It is during this stage that Lewis will certainly have to provide advice to the department so that they can find a sense of instructions. It can be seen just how Krasnow has currently made this change much easier by making Lewis get involved in the department a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has goes over the significance of 'safety requires as being a lower level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel protected and out of threat' is at the 2nd degree of needs. Before a staff member can be made to develop mentally, he needs to have his 'Physiological 'and 'Safety and security' requires satisfied.

SWOT Analysis for Ramesh Patel At Aragon Entertainment Limited Portuguese Version Case Study

Implication of Analysis.

The OB analysis has looked at numerous theories to recognize just how to manage the current scenario at hand. The complying with 3 alternatives have been proposed to assist Lewis deal with the organizational obstacles in the advertising division. Each of these options has actually been recommended for easing the change needed to bring the advertising and marketing department according to the needs of the market and for making the cultural adjustment that would certainly follow once the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting and also Manufacturing functions. Assimilation of Marketing with Workflow.

Examination of Alternatives.

Assimilation of Marketing & Advertising Functions: The internal marketing firm of Ramesh Patel At Aragon Entertainment Limited Portuguese Version is currently strength for the company in regards to conserving up on overheads connected to advertising and marketing and promo. Given that no brand-new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the advertising function, this is a favorable possibility for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has know-how in business-to-business marketing together with company and retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both marketing and advertising functions.

The benefit of this approach is that it will certainly integrate the two features while reducing the demand for working with an additional resource for marketing. Lewis would certainly be heading the advertising department and also in any case her substitute would be needed for the present duty that she is executing. The drawback of this choice is that external hiring might cause animosity from interior employees that may be eying the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Production: Given the competitive stress and high top quality job called for from the advertising firm, it is suggested that Lewis ought to permit the manufacturing system to be a different feature from the advertising and marketing system. Given that a lot of advertising and marketing companies had these two functions as different devices, it makes more sense to follow the norm.

Combination of Advertising with Procedures: Because Lewis is already taking care of the advertising and marketing as well as operations divisions at the same time; it makes feeling to integrate the 2 features given that she has actually been efficiently taking care of both ends. The truth that Lewis has to adjust her management design for the marketing division suggests that these two divisions would certainly be culturally varied.


An analysis of the 3 options indicates that integration of marketing and operations would not be a viable action due to the large differences between the two departments although that presently Lewis is managing both. While separation of the production function might have been a favorable relocation 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 prevented as well. The assimilation of the advertising division is the best option in regards to obtaining the optimum arise from the division. An activity prepare for this choice is talked about below.

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

Advertising and Marketing features would certainly be merged.

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

Production function will remain part of advertising and marketing under advertising function.

Lewis will certainly separate herself from operations.

An autonomous management design with employee empowerment will be made use of in marketing department.

Open up door plan and emphasis on cross department communication will be focused on eliminating disharmony.

Backup strategy.

If the integration does not work out as intended, a contingency plan would follow which would separate the production feature from the marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing division without an SVP. In that case the production feature will absolutely be divided by positioning it under an SVP production.