Apollo Hospitals Differentiation Through Hospitality Case Study Help


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Apollo Hospitals Differentiation Through Hospitality Case Study Solution

Background and Facts

Apollo Hospitals Differentiation Through Hospitality an office materials seller for small and also medium sized businesses has just recently been associated with preparing for a merging with its competitor House Deport, which has affected effectiveness levels in departmentswith the elderly manager involved in legal problems put forth by the government Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the future. With difficulties in the form of a potential cultural modification and also low staff member spirits, the company needs a total reengineering effort at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The prospective cultural change at the marketing division of Apollo Hospitals Differentiation Through Hospitality is increasing uncertainty in the workplace resulting in numerous challenges for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting calculated decisions since Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Compensation's treatment at the same time. Offered the truth that the store has a worldwide presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these countries may have the ability to affect performance or calculated goals. Federal Trade Compensation's antitrust fit versus the merging took up useful time of the organization's elderly monitoring suggesting that 'political' factors can have serious implications for a worldwide service.

Economic Factors: Financial factors such as the appearance of local business in the worldwide circumstance suggest that Apollo Hospitals Differentiation Through Hospitality is growing in an atmosphere where there is prospective development of companies. Reality that shop clients are mostly looking for workplace supplies for residence workplaces suggests that the market has a rising pattern of business owners and residence based businesses.

Social factors: Social trends in the economic climate reveal that customers are looking for benefit along with eye-catching prices. Market research shows how the customer for Apollo Hospitals Differentiation Through Hospitality does not have understanding concerning finding options which can use a combination of comfort as well as inexpensive.

Technical factors: Technology plays an essential duty in Apollo Hospitals Differentiation Through Hospitality's company approach particularly as the organization is piloting Modern technology facilities which would certainly provide modern technology sales and support in the form of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and also Effects.

Numerous underlying Business Actions problems can be seen in Apollo Hospitals Differentiation Through Hospitality's case as highlighted in this area.

Uneasiness regarding cultural change: There is concern concerning a cultural adjustment that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with the majority of the personnel already showing unhappiness over this potential relocation. This anticipated adjustment has actually developed anxiety in the work environment which has been coupled with the previous anxiety of preparing the company for a possible merger with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a fast-paced company. Not only does this result in trouble in finding the ideal individuals, it places anxiety on new hires as can not withstand the rate as well as pressure that the organization expects them to bear.

Twin Coverage Lines: Newbies discover this organizational culture difficult and tough to cope with specifically as populated line partnerships are implied to be weaker in general and objective setup and also efficiency analysis is still done by the solid line manager. This indicates that beginners could lose clarity regarding their particular duties and also goals specifically as populated line reporting does not maintain them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the last would certainly take Krasnow's setting came as a strike to her morale. Lewis might have been capable and also proper for the job but the fact that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Concern as well as instability can be recognized as two major worries that Lewis would certainly be managing specifically as the merging has actually now be terminated and also 2 elderly executives of the advertising and marketing division would be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural modification yet would certainly likewise need to verify herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's monitoring design and its incompatibility with the advertising and marketing division's duty can also be seen as an OB challenge specifically as she has actually been used to handling problems in the operations department where workers are instructed to concentrate on processes and also obtain them. The advertising department on the various other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow who concentrated more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 departments, advertising, merchandizing and also procedures respectively over the allotment of the marketing mix can be identified as one more OB worry. The advertising division does not share the same vision as the other two divisions concerning the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also procedures departments do not concur over the marketing mix appropriation amongst one an additional either.

Disintegration in Advertising Department: Fragmentation between the marketing and advertising divisions can be recognized as one more OB concern which could require additional focus. The fact that the marketing and advertising sections in the marketing division are disconnected is stopping both divisions from acquiring from each other's experience and also proficiency. Assimilation of marketing with retailing as well as operations would become more difficult if the marketing division itself is broken down which can be one more potential OB concern.

Apollo Hospitals Differentiation Through Hospitality Analysis

Different concepts have been made use of to explain the conditions to get further quality about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are passive and careless, have little ambition as well as resist change. The difficult version of this concept highlighted browbeating, tight controls, threats as well as penalties. With time it produces reduced productivity, subtle sabotage and also competition (Bargain, 2003). Although the situation at Apollo Hospitals Differentiation Through Hospitality is not completely following Theory X, it can be seen that brand-new hires are finding this setting instead stressful which might ultimately cause a better inclination of the monitoring towards Concept X. According to McGregor's supported view, which he called Theory Y, the crucial task of the management is to prepare business problems to ensure that individuals can achieve their own goals best by routing their initiatives towards business rewards. If people find no satisfaction in their work, the management would have little option however to count on concept X and also exterior control (Bargain, 2003). Also while analyzing Lewis's administration design, theory X might have appropriated in the operations division to some extent yet the Marketing department would call for dependence on Concept Y in order to get the imagination and also creativity from the groups.

Tuckman's Team effort Theory: Regarding Lewis's problem concerning bringing harmony between the advertising and marketing department is concerned, this would originally lead to contrast as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the initial stage of team advancement, people may not bond, as they are active locating their area in the group. By incorporating the marketing and advertising department's job, there might coincide preliminary separate which might bring about the second stage of 'storming' where the teams test each other. It is only throughout the third stage or 'norming' when they would come with each other to share concepts prior to the team can bring about harmony in the 4th phase 'executing'.

Bridges' Change Version: Based On William Bridge's theory (appendix 4), individuals are quite unpleasant with adjustment, which is evident by the circumstance at Apollo Hospitals Differentiation Through Hospitality The scenario can be seen as a regular course of life if is studied based on Bridge's concept where he explains that people go through three stages of shift when they experience change. 'End, losing and Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they enter stage one and so there may be feelings like sadness, uncertainty, aggravation, rage, concern, denial as well as disorientation.The scenario at the marketing division of Apollo Hospitals Differentiation Through Hospitality is comparable so Lewis can obtain comfy with the idea that it is not amazing behavior. In the second phase, there may be a need to bridge the void between the brand-new and also old culture so Lewis might need to encounter this experience as soon as Krasnow leaves. There might be reduced morale and reduced performance at this stage which must not be taken as a problem. It is during this stage that Lewis will certainly need to offer assistance to the department to ensure that they can locate an orientation. It can be seen how Krasnow has actually currently made this shift much easier by making Lewis get associated with the department a year before his actual departure. Based on Bridges' Design, stage 3 will certainly cause openness to knowing, High energy as well as dedication as individuals will accept the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the value of 'security needs as being a reduced degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe as well as out of danger' is at the second degree of requirements. Prior to a worker can be made to create psychologically, he needs to have his 'Physiological 'and also 'Security' requires fulfilled.

SWOT Analysis for Apollo Hospitals Differentiation Through Hospitality Case Study

Ramification of Analysis.

The OB analysis has checked out various theories to comprehend exactly how to cope with the current situation handy. The following 3 options have actually been recommended to help Lewis deal with the business challenges in the advertising division. Each of these options has actually been proposed for alleviating the transition required to bring the advertising and marketing division according to the needs of the market and also for making the cultural change that would certainly adhere to once the existing leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Production functions. Combination of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Integration of Advertising & Marketing Functions: The internal marketing firm of Apollo Hospitals Differentiation Through Hospitality is currently toughness for the company in terms of conserving up on expenses associated with advertising as well as promotion. Since no new recruitment has actually been done after Bridget Cole's departure with the reporting line being straight assigned to Krasnow for the marketing function, this is a beneficial possibility for incorporating the marketing and advertising functions. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has expertise in business-to-business advertising in addition to firm and retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both marketing and advertising features.

The advantage of this technique is that it will certainly incorporate the two features while lowering the requirement for employing an added source for advertising. In addition to this, Lewis would certainly be heading the marketing department as well as in any case her replacement would certainly be needed for the present function that she is performing. The drawback of this choice is that exterior hiring may produce resentment from internal workers that may be eying the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Manufacturing: Given the competitive pressures as well as excellent quality work called for from the advertising agency, it is advised that Lewis needs to permit the production unit to be a separate function from the advertising device. Since many advertising agencies had these 2 features as different systems, it makes more feeling to follow the norm. In addition to this, both features might have the ability to focus on their core turns on much more successfully. The drawback of this strategy would be that additional prices would have to be borne for establishing up separate manufacturing functions. Along with this, a production head may have to be employed which could enhance expenses for the organization.

Combination of Advertising with Operations: Considering that Lewis is already taking treatment of the advertising and marketing and also operations departments all at once; it makes sense to incorporate the two functions considering that she has actually been efficiently taking care of both ends. The fact that Lewis has to adapt her monitoring design for the advertising and marketing department recommends that these 2 divisions would be culturally varied.


An assessment of the 3 options suggests that combination of advertising and marketing and also procedures would certainly not be a practical relocation due to the vast distinctions in between the 2 divisions despite the fact that currently Lewis is dealing with both. While splitting up of the production feature may have been a beneficial relocation for the advertising department, the fact that it would mean positioning a 3rd function under Lewis's wing suggests this need to be avoided.

Action Plan.
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

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

Lewis will divide herself from operations.

An autonomous leadership style with worker empowerment will certainly be made use of in advertising and marketing department.

Open door policy and also emphasis on cross department interaction will be aimed at getting rid of disharmony.

Backup strategy.

If the combination does not work out as planned, a backup strategy would certainly follow which would divide the production function from the advertising feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. Because case the production function will certainly be separated by positioning it under an SVP manufacturing.