Ramesh Patel At Aragon Entertainment Limited Portuguese Version Case Study Analysis


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Ramesh Patel At Aragon Entertainment Limited Portuguese Version Case Study Analysis

Background and Facts

Ramesh Patel At Aragon Entertainment Limited Portuguese Version a workplace materials retailer for little and moderate sized businesses has recently been involved in planning for a merger with its rival House Deport, which has influenced performance degrees in departmentswith the elderly supervisor involved in lawful problems put forth by the federal Profession Payment. With the Advertising Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the near future. With difficulties in the form of a possible cultural change and also reduced employee morale, the organization needs a full reengineering effort at the marketing department.

Problem Statement

The potential social modification at the advertising department of Ramesh Patel At Aragon Entertainment Limited Portuguese Version is enhancing uncertainty in the workplace leading to 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 major duty in influencing calculated choices since Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Profession Commission's intervention in the process. Provided the truth that the shop has an international presence with branches in UK, USA, Canada as well as Germany, political factors in each of these countries may have the ability to impact performance or critical objectives. Federal Trade Compensation's antitrust match against the merging occupied valuable time of the organization's elderly monitoring suggesting that 'political' factors can have severe implications for a worldwide organisation.

Economic Factors: Economic factors such as the development of small businesses in the worldwide situation recommend that Ramesh Patel At Aragon Entertainment Limited Portuguese Version is thriving in an environment where there is possible development of organisations. Reality that shop clients are mainly looking for office materials for home workplaces recommends that the market has a climbing fad of business owners as well as home based companies.

Social factors: Social trends in the economy reveal that clients are seeking ease in addition to appealing costs. Marketing research demonstrates how the customer for Ramesh Patel At Aragon Entertainment Limited Portuguese Version does not have awareness concerning discovering solutions which can offer a mix of ease and also affordable.

Technical factors: Modern technology plays an essential function in Ramesh Patel At Aragon Entertainment Limited Portuguese Version's company method particularly as the organization is piloting Modern technology facilities which would certainly offer innovation sales and support in the kind of memory upgrades, outer installations. (Summary of INSECT in appendix 2).

OB Issues and Manifestations.

Numerous underlying Business Habits problems can be seen in Ramesh Patel At Aragon Entertainment Limited Portuguese Version's case as highlighted in this section.

Worries concerning social modification: There is uneasiness regarding a social adjustment that would happen as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with the majority of the personnel currently revealing discontent over this prospective relocation. This predicted adjustment has actually produced stress and anxiety in the work environment which has been paired with the past stress of preparing the firm for a prospective merger with House Deport.

Difficult Job Setting for Newcomers: There is scarcity of employees that can match the difficult environment of a busy company. Not just does this cause trouble in finding the ideal people, it puts tension on new hires as can not hold up against the speed and also pressure that the company anticipates them to bear.

Twin Coverage Lines: Newbies locate this organizational culture troublesome as well as hard to handle specifically as populated line connections are indicated to be weak in general and also objective setup and efficiency assessment is still done by the strong line manager. This suggests that novices might lose clearness about their respective duties and objectives specifically as dotted line reporting does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been speculated that the last would certainly take Krasnow's position came as a blow to her spirits. Lewis may have been capable and ideal for the task however the reality that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Job Insecurity: Concern as well as instability can be recognized as two significant issues that Lewis would certainly be handling particularly as the merging has now be cancelled and two senior executives of the marketing division would certainly be leaving. The entire duty of the department would be falling on Lewis's shoulders who would not just be in charge of brining concerning a cultural change however would additionally have to prove herself in her new function.

Inappropriate Management Style of Leader: Lewis's administration design as well as its conflict with the advertising department's role can likewise be seen as an OB obstacle specifically as she has been used to handling issues in the operations division where employees are educated to focus on processes as well as obtain them right. The advertising and marketing division on the various other hand can be viewed as a team of people who are utilized to being nurtured by Krasnow who focused extra on result than procedures.

Interdepartmental Disputes: Interdepartmental disagreements in between 3 departments, advertising and marketing, merchandizing as well as operations respectively over the appropriation of the advertising and marketing mix can be identified as one more OB concern. The marketing division does not share the exact same vision as the other two divisions relating to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix allocation among one an additional either.

Fragmentation in Advertising Department: Fragmentation between the marketing and advertising divisions can be recognized as another OB concern which could require more attention. The fact that the advertising and marketing sections in the advertising department are separated is protecting against both departments from obtaining from each various other's experience and also know-how. Integration of advertising and marketing with retailing and also operations would certainly become harder if the advertising and marketing division itself is degenerated which can be another potential OB concern.

Ramesh Patel At Aragon Entertainment Limited Portuguese Version Analysis

Different theories have actually been used to discuss the situations to get further clearness concerning the scenario available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are passive as well as careless, have little ambition and resist change. The difficult variation of this concept emphasized browbeating, tight controls, risks and punishments. Over time it generates reduced productivity, subtle sabotage and competition (Offer, 2003). Although the circumstance at Ramesh Patel At Aragon Entertainment Limited Portuguese Version is not totally complying with Theory X, it can be seen that brand-new hires are finding this environment instead stressful which may eventually result in a better inclination of the management in the direction of Theory X. According to McGregor's advocated sight, which he called Concept Y, the crucial job of the management is to organize organizational problems to make sure that individuals can accomplish their own goals best by guiding their efforts in the direction of business incentives. If individuals find no fulfillment in their work, the management would have little option yet to count on theory X as well as external control (Offer, 2003). Even while examining Lewis's management design, theory X may have been suitable in the operations division somewhat but the Advertising and marketing division would certainly require reliance on Concept Y in order to get the creative thinking and also originality from the groups.

Tuckman's Team effort Theory: As for Lewis's problem about bringing harmony between the advertising and marketing division is concerned, this would at first result in contrast as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the first stage of team advancement, individuals might not bond, as they are hectic finding their area in the group. By incorporating the advertising and marketing department's job, there might be the same preliminary detach which can lead to the second stage of 'storming' where the teams challenge each other. It is just during the third phase or 'norming' when they would certainly come with each other to share suggestions prior to the team can bring around harmony in the fourth phase 'doing'.

When individuals are presented with change, they get in phase one as well as so there might be feelings like sadness, uncertainty, stress, rage, worry, rejection and disorientation.The circumstance at the marketing department of Ramesh Patel At Aragon Entertainment Limited Portuguese Version is comparable so Lewis can get comfy with the suggestion that it is not extraordinary behavior. It is during this phase that Lewis will have to give support to the department so that they can discover a sense of instructions. It can be seen how Krasnow has already made this change much easier by making Lewis obtain entailed in the department a year before his actual departure.

Maslow's Demand pecking order: The OB problem related to instability at the work environment has been caused to start with by the modification in management as well as secondly by the fact that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has reviews the importance of 'protection requires as being a reduced level need of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel safe and secure and out of danger' is at the 2nd degree of demands. Prior to an employee can be made to create mentally, he needs to have his 'Physical 'and also 'Safety and security' requires fulfilled. This shows that unless the workers are made to feel safe and secure about their present employment standing in Ramesh Patel At Aragon Entertainment Limited Portuguese Version they may not get to 'Self-Fulfillment'. (King, 2009).

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

Ramification of Analysis.

The OB analysis has checked out different theories to comprehend just how to deal with the existing situation available. The following 3 alternatives have been suggested to assist Lewis manage the organizational obstacles in the marketing division. Each of these alternatives has been proposed for easing the transition required to bring the advertising department in line with the demands of the marketplace as well as for making the social change that would follow when the existing leader leaves.

Assimilation of marketing and advertising features. Separating Adverting as well as Manufacturing features. Combination of Advertising And Marketing with Procedures.

Examination of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The in-house marketing firm of Ramesh Patel At Aragon Entertainment Limited Portuguese Version is currently strength for the company in regards to conserving up on overheads related to marketing and also promo. Considering that no brand-new recruitment has been done after Bridget Cole's departure with the coverage line being directly assigned to Krasnow for the advertising and marketing function, this is a positive chance for incorporating the marketing and advertising functions. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has experience in business-to-business advertising along with company and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both marketing and advertising features.

The advantage of this method is that it will certainly integrate the two functions while lowering the demand for employing an added resource for advertising. Along with this, Lewis would certainly be heading the advertising and marketing department as well as in any case her replacement would be needed for the current duty that she is carrying out. The drawback of this choice is that external hiring might bring about bitterness from inner personnel who may be eying the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Offered the affordable pressures as well as high quality work needed from the advertising agency, it is suggested that Lewis needs to allow the production system to be a separate feature from the marketing device. Considering that the majority of advertising agencies had these two functions as separate devices, it makes even more feeling to adhere to the standard. In addition to this, both functions may be able to focus on their core activates extra successfully. The downside of this technique would certainly be that additional prices would certainly have to be borne for establishing up separate production functions. A manufacturing head may have to be employed which could boost expenses for the company.

Assimilation of Advertising with Workflows: Because Lewis is currently taking care of the advertising and procedures divisions at the same time; it makes feeling to integrate the 2 functions because she has actually been effectively taking care of both ends. The fact that Lewis has to adjust her management design for the advertising and marketing division recommends that these two departments would certainly be culturally diverse.


An analysis of the 3 options shows that combination of advertising and also procedures would not be a viable step due to the large distinctions between the 2 divisions regardless of the truth that currently Lewis is taking care of both. While separation of the manufacturing feature might have been a favorable action for the advertising and marketing division, the reality that it would certainly indicate putting a third feature under Lewis's wing means this must be stayed clear of.

Action Strategy.

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

Marketing and advertising functions would be combined.

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

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

Lewis will certainly divide herself from operations.

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

Open door policy and emphasis on cross department communication will be focused on removing discord.

Backup plan.

If the assimilation does not exercise as intended, a backup plan would certainly follow which would certainly divide the manufacturing function from the advertising function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing function will most definitely be separated by placing it under an SVP production.