Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership Case Study Analysis


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Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership Case Study Solution

Background and Facts

Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership an office products seller for tiny and also average sized businesses has just recently been associated with planning for a merger with its rival Home Deport, which has actually impacted efficiency degrees in departmentswith the elderly supervisor associated with legal difficulties presented by the federal Profession Payment. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With difficulties in the type of a potential social modification and reduced staff member morale, the organization requires a full reengineering effort at the advertising department.

Trouble Statement

The potential cultural modification at the marketing division of Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership is enhancing unpredictability in the working environment resulting in different challenges for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting tactical choices given that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment while doing so. Offered the reality that the shop has an international presence with branches in UK, USA, Canada and Germany, political consider each of these countries might be able to influence efficiency or tactical goals. Federal Profession Payment's antitrust suit against the merging used up valuable time of the organization's elderly monitoring recommending that 'political' factors can have major implications for a worldwide service.

Economic Factors: Economic factors such as the introduction of small businesses in the worldwide scenario suggest that Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership is thriving in a setting where there is potential development of businesses. Truth that shop clients are mainly looking for workplace supplies for house offices suggests that the market has an increasing trend of entrepreneurs as well as house based services.

Social factors: Social patterns in the economic situation show that consumers are looking for convenience as well as attractive rates. Market research demonstrates how the customer for Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership does not have understanding regarding discovering options which can offer a mix of convenience and also affordable.

Technological factors: Technology plays an essential function in Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership's company strategy specifically as the organization is piloting Innovation facilities which would offer modern technology sales and also support in the form of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Actions problems can be seen in Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership's case as highlighted in this section.

Uneasiness regarding social adjustment: There is uneasiness regarding a cultural modification that would occur once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with most of the employee already showing unhappiness over this prospective move. This predicted adjustment has produced tension in the workplace which has been coupled with the past tension of preparing the company for a possible merging with House Deport.

Difficult Task Environment for Newcomers: There is lack of personnel that can match the difficult environment of a hectic company. Not only does this cause trouble in locating the ideal individuals, it places stress and anxiety on new hires as can not hold up against the pace and also stress that the organization anticipates them to birth.

Twin Coverage Lines: Newcomers find this business society difficult and also tough to handle particularly as dotted line partnerships are implied to be weak in general and objective setting and also efficiency analysis is still done by the strong line supervisor. This indicates that beginners might lose clearness about their corresponding functions as well as purposes especially as populated line reporting does not keep them in direct interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had been guessed that the latter would take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and suitable for the task yet the fact that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Concern as well as insecurity can be determined as 2 significant concerns that Lewis would be taking care of particularly as the merger has currently be terminated and 2 elderly executives of the marketing division would certainly be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders who would not simply supervise of brining regarding a social change yet would certainly likewise need to confirm herself in her brand-new role.

Incompatible Management Design of Leader: Lewis's administration design and also its incompatibility with the advertising and marketing division's role can likewise be seen as an OB challenge especially as she has actually been made use of to managing issues in the operations department where personnel are educated to concentrate on procedures and get them. The advertising division on the other hand can be viewed as a team of individuals that are utilized to being nurtured by Krasnow who focused extra on output than processes.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 departments, advertising, merchandizing and procedures respectively over the appropriation of the marketing mix can be recognized as an additional OB concern. The advertising and marketing department does not share the same vision as the various other 2 departments regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allotment amongst one an additional either.

Disintegration in Marketing Division: Disintegration between the advertising and marketing divisions can be identified as another OB concern which could require additional focus. The reality that the advertising and marketing areas in the marketing department are separated is preventing both departments from acquiring from each various other's experience as well as proficiency. Integration of advertising and marketing with retailing and operations would become harder if the marketing department itself is broken down which can be an additional potential OB problem.

Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership Analysis

Numerous concepts have actually been utilized to describe the scenarios to get further quality regarding the situation available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that juniors are easy as well as lazy, have little ambition and withstand modification. The difficult variation of this theory emphasized coercion, limited controls, dangers as well as penalties. Gradually it creates reduced efficiency, subtle sabotage and competition (Bargain, 2003). Although the situation at Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership is not completely complying with Concept X, it can be seen that brand-new hires are finding this environment instead stressful which might at some point result in a higher disposition of the management towards Theory X. Based on McGregor's advocated sight, which he called Theory Y, the important task of the administration is to organize organizational problems to ensure that individuals can achieve their own goals best by guiding their initiatives towards business rewards. If individuals locate no satisfaction in their job, the monitoring would certainly have little selection but to rely on concept X and also outside control (Deal, 2003). Also while examining Lewis's administration style, concept X might have been suitable in the procedures division somewhat but the Advertising and marketing department would certainly call for reliance on Theory Y in order to get the creativity as well as originality from the groups.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing consistency between the advertising and marketing department is concerned, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, during the first phase of group development, individuals might not bond, as they are busy finding their area in the team. By integrating the advertising and marketing department's job, there may coincide initial separate which can cause the 2nd phase of 'storming' where the teams test each other. Nonetheless, it is only during the 3rd stage or 'norming' when they would certainly collaborate to share concepts before the team can cause harmony in the fourth stage 'doing'.

Bridges' Transition Version: Based On William Bridge's theory (appendix 4), individuals are rather awkward with adjustment, which is noticeable by the scenario at Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership The scenario can be viewed as a regular course of life if is researched based on Bridge's theory where he explains that people go through three phases of shift when they experience modification. 'End, losing as well as Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with change, they go into phase one therefore there might be emotions like unhappiness, unpredictability, frustration, rage, anxiety, denial and disorientation.The circumstance at the advertising department of Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership is comparable so Lewis can obtain comfortable with the concept that it is not remarkable habits. In the 2nd phase, there might be a demand to connect the space in between the brand-new as well as old society so Lewis may have to encounter this ordeal once Krasnow leaves. There may be reduced spirits and also reduced productivity at this phase which must not be taken as a problem. It is throughout this stage that Lewis will need to provide advice to the division to ensure that they can locate a sense of direction. It can be seen just how Krasnow has currently made this shift easier by making Lewis obtain associated with the division a year before his real departure. As per Bridges' Model, phase three will produce visibility to learning, High energy and dedication as people will certainly accept the adjustment (Bridges, 2004).

Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has talks about the value of 'safety and security needs as being a reduced level requirement of a human for causing 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 risk' is at the second degree of requirements. Before an employee can be made to develop emotionally, he requires to have his 'Physiological 'as well as 'Security' needs met.

SWOT Analysis for Safety In Numbers Reducing Road Risk With Danidas Multi Sector Partnership Case Study

Ramification of Analysis.

The OB analysis has actually considered different concepts to recognize exactly how to manage the current circumstance at hand. The complying with three choices have actually been recommended to help Lewis take care of the organizational challenges in the advertising and marketing division. Each of these choices has been recommended for easing the shift required to bring the marketing division in line with the requirements of the marketplace and for making the social adjustment that would certainly comply with when the existing leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production functions. Combination of Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business advertising along with company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both advertising as well as advertising and marketing features.

The benefit of this strategy is that it will certainly incorporate the two functions while reducing the need for working with an additional resource for marketing. Along with this, Lewis would certainly be heading the marketing division as well as in any case her replacement would be needed for the current duty that she is executing. The disadvantage of this option is that exterior hiring may cause resentment from interior personnel who might be eying the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Manufacturing: Given the affordable stress and also top quality work needed from the ad agency, it is recommended that Lewis ought to enable the production device to be a different function from the advertising unit. Since a lot of ad agency had these two features as different systems, it makes more feeling to follow the standard. In addition to this, both features might be able to concentrate on their core activates much more efficiently. The downside of this technique would be that added expenses would have to be borne for setting up separate production features. A manufacturing head might have to be hired which could raise expenses for the company.

Combination of Advertising with Workflows: Since Lewis is currently dealing with the advertising as well as operations divisions concurrently; it makes good sense to incorporate the two functions because she has been successfully looking after both ends. The reality that the two divisions currently have major differences over allotment of sources suggests that this integration may be able to cause consistency especially as Lewis would certainly be heading both ends.However there are various downsides of this action specifically as it would put excessive burden over Lewis's shoulders. The reality that Lewis has to adapt her management style for the advertising and marketing department recommends that these two departments would be culturally varied. Lewis might not be able to use one kind of leadership design to both departments which might result in inadequacy in either one of the two functions.


An evaluation of the three alternatives indicates that assimilation of advertising and procedures would certainly not be a feasible relocation due to the substantial differences in between the two departments in spite of the reality that presently Lewis is dealing with both. While splitting up of the production feature may have been a favorable move for the marketing department, the truth that it would certainly imply positioning a third function under Lewis's wing implies this ought to be avoided.

Action Plan.

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

Marketing and advertising features would be combined.

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

Production function will continue to be part of advertising and marketing under advertising function.

Lewis will divide herself from procedures.

An autonomous leadership style with employee empowerment will be used in advertising department.

Open up door policy as well as emphasis on cross department interaction will be aimed at eliminating disharmony.

Backup strategy.

If the assimilation does not work out as planned, a contingency plan would follow which would divide the production function from the advertising function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production function will most definitely be divided by positioning it under an SVP manufacturing.