Menu

Cambridge Nanotech Case Study Solution

CASE ANALYSIS

Home >> Kelloggs >> Cambridge Nanotech >>

Cambridge Nanotech Case Study Help

Background and Facts

Cambridge Nanotech an office materials merchant for little and moderate sized companies has actually recently been involved in preparing for a merger with its competitor Residence Deport, which has impacted performance degrees in departmentswith the senior manager associated with lawful difficulties presented by the government Profession Commission. With the Marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the future. With obstacles in the form of a prospective cultural modification and reduced employee spirits, the organization wants a total reengineering initiative at the marketing department.

Trouble Statement

The prospective social modification at the advertising and marketing division of Cambridge Nanotech is boosting uncertainty in the working environment resulting in different challenges for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic decisions considering that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Trade Payment's intervention while doing so. Offered the truth that the store has a worldwide visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might have the ability to impact performance or tactical objectives. Federal Profession Compensation's antitrust fit against the merging occupied important time of the organization's senior management recommending that 'political' factors can have significant implications for an international organisation.

Economic Factors: Economic factors such as the development of small companies in the worldwide scenario suggest that Cambridge Nanotech is thriving in an environment where there is possible growth of businesses. Along with this, reality that shop clients are mostly searching for workplace materials for office recommends that the market has a climbing pattern of business owners and also online organisations.

Social factors: Social trends in the economic situation reveal that clients are trying to find convenience in addition to eye-catching costs. Marketing research demonstrates how the consumer for Cambridge Nanotech does not have understanding regarding discovering options which can use a combination of convenience and affordable.

Technological factors: Innovation plays an essential role in Cambridge Nanotech's company approach specifically as the organization is piloting Technology facilities which would certainly offer technology sales as well as support in the form of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and Effects.

Numerous underlying Business Habits problems can be seen in Cambridge Nanotech's case as highlighted in this area.

Concerns regarding cultural modification: There is uneasiness concerning a social adjustment that would happen once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with the majority of the team member currently showing unhappiness over this prospective relocation. This anticipated change has actually produced stress in the workplace which has been paired with the previous stress and anxiety of preparing the company for a potential merger with House Deport.

Difficult Task Setting for Newcomers: There is lack of workers that can match the stressful atmosphere of a busy organization. Not only does this lead to difficulty in locating the best people, it places anxiety on brand-new hires as can not withstand the rate and also pressure that the company expects them to birth.

Double Reporting Lines: Newbies discover this organizational culture cumbersome and also difficult to deal with especially as dotted line connections are suggested to be weak in general and objective setup and also performance assessment is still done by the strong line supervisor. This suggests that novices might lose clarity regarding their particular duties and goals especially as dotted 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 as opposed to Bridget Coles despite the fact that it had been guessed that the last would certainly take Krasnow's placement came as a blow to her spirits. Lewis might have been qualified and proper for the task yet the reality that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Fear and also instability can be identified as two significant problems that Lewis would certainly be taking care of especially as the merging has now be terminated and two senior executives of the advertising division would certainly be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders that would not simply be in charge of brining concerning a social change but would likewise have to verify herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's administration style as well as its conflict with the marketing department's role can also be seen as an OB difficulty especially as she has been made use of to handling problems in the procedures department where personnel are instructed to focus on processes and get them. The marketing division on the other hand can be viewed as a group of individuals who are used to being nurtured by Krasnow that focused more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental differences in between 3 divisions, advertising, merchandizing and procedures specifically over the allowance of the advertising and marketing mix can be identified as an additional OB concern. Although the advertising department does not share the same vision as the other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing as well as procedures departments do not concur over the advertising mix allocation amongst each other either.

Fragmentation in Marketing Division: Disintegration in between the marketing and advertising divisions can be identified as an additional OB issue which might need additional attention. The reality that the advertising and marketing areas in the advertising department are detached is avoiding both departments from acquiring from each other's experience as well as experience. Assimilation of advertising with merchandising as well as operations would certainly end up being harder if the advertising department itself is degenerated which can be an additional possible OB issue.

Cambridge Nanotech Analysis

Numerous concepts have actually been made use of to explain the circumstances to obtain more clarity concerning the situation available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that juniors are passive and careless, have little aspiration and stand up to adjustment. The hard version of this concept stressed coercion, limited controls, hazards and also penalties. With time it creates low productivity, subtle sabotage as well as rivalry (Deal, 2003). The scenario at Cambridge Nanotech is not entirely adhering to Theory X, it can be seen that new hires are finding this setting instead demanding which might eventually lead to a higher disposition of the monitoring in the direction of Concept X. According to McGregor's advocated view, which he called Theory Y, the important job of the management is to prepare organizational conditions so that individuals can accomplish their very own goals best by routing their initiatives in the direction of organizational benefits. If people discover no fulfillment in their work, the management would certainly have little choice however to depend on theory X and also exterior control (Bargain, 2003). Even while assessing Lewis's management style, concept X may have appropriated in the procedures division to some extent yet the Advertising and marketing department would certainly require dependence on Concept Y to get the imagination and originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's worry about bringing consistency between the advertising and also advertising department is worried, this would initially lead to clash as gone over by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising as well as marketing department's job, there may be the exact same first detach which could lead to the second stage of 'storming' where the teams challenge one an additional.

Bridges' Change Model: Based On William Bridge's theory (appendix 4), individuals are quite unpleasant with adjustment, which is evident by the circumstance at Cambridge Nanotech The situation can be seen as a regular course of life if is examined according to Bridge's concept where he describes that individuals go through three stages of shift when they experience adjustment. 'End, shedding and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with change, they go into phase one therefore there may be emotions like sadness, unpredictability, frustration, anger, fear, rejection and disorientation.The scenario at the advertising and marketing department of Cambridge Nanotech is comparable so Lewis can obtain comfy with the concept that it is not extraordinary habits. In the second phase, there might be a demand to connect the space between the brand-new as well as old culture so Lewis may have to encounter this experience once Krasnow leaves. There may be low spirits and also reduced performance at this phase which must not be taken as a trouble. It is throughout this stage that Lewis will need to provide advice to the department to make sure that they can find an orientation. It can be seen how Krasnow has actually currently made this change easier by making Lewis get involved in the division a year prior to his real departure. As per Bridges' Model, stage three will certainly bring about visibility to knowing, High power as well as commitment as people will embrace the modification (Bridges, 2004).

Maslow's Demand pecking order: The OB problem pertaining to instability at the work environment has been triggered first of all by the adjustment in administration and second of all by the truth that the merger will no longer be launched. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has goes over the relevance of 'protection requires as being a reduced level demand of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to feel safe and secure as well as untouched' is at the 2nd degree of demands. Prior to a staff member can be made to establish mentally, he requires to have his 'Physical 'as well as 'Security' needs satisfied. This shows that unless the employees are made to feel protected about their present employment status in Cambridge Nanotech they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Cambridge Nanotech Case Study



Ramification of Analysis.

The OB analysis has looked at numerous theories to understand how to deal with the present circumstance handy. The following 3 choices have actually been suggested to aid Lewis deal with the business obstacles in the advertising and marketing division. Each of these options has been recommended for alleviating the transition needed to bring the advertising department in accordance with the demands of the marketplace as well as for making the cultural change that would adhere to once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and Manufacturing features. Assimilation of Advertising And Marketing with Procedures.

Examination of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing company of Cambridge Nanotech is already strength for the organization in terms of saving up on expenses related to advertising as well as promo. Considering that no new recruitment has been done after Bridget Cole's separation with the reporting line being straight appointed to Krasnow for the advertising function, this is a desirable possibility for integrating the advertising and marketing functions. Judith Shapiro that has actually earlier been talked to by Lewis throughout the earlier merging days has competence in business-to-business advertising and marketing together with agency and retail advertising and marketing 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 both functions while lowering the demand for hiring an extra source for advertising. Lewis would be heading the advertising and marketing department as well as in any type of case her substitute would be needed for the existing duty that she is performing. The downside of this choice is that exterior hiring might produce bitterness from inner employees who might be considering the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Production: Provided the affordable stress as well as excellent quality work needed from the ad agency, it is advised that Lewis should enable the manufacturing system to be a different feature from the marketing unit. Considering that the majority of advertising agencies had these 2 features as separate units, it makes even more sense to follow the standard. Along with this, both functions might be able to focus on their core triggers extra efficiently. Nevertheless, the downside of this strategy would certainly be that extra expenses would certainly need to be birthed for setting up separate manufacturing features. Along with this, a production head might need to be worked with which might raise overheads for the company.

Combination of Advertising And Marketing with Operations: Given that Lewis is currently dealing with the advertising and marketing and also operations departments at the same time; it makes good sense to integrate both features considering that she has been efficiently taking care of both ends. The fact that both divisions already have significant distinctions over allocation of sources suggests that this assimilation might be able to bring about harmony particularly as Lewis would be heading both ends.However there are different downsides of this move particularly as it would place way too much concern over Lewis's shoulders. The truth that Lewis needs to adapt her management style for the advertising division recommends that these two departments would be culturally diverse. In addition to this, Lewis might not be able to apply one sort of leadership design to both departments which can lead to inefficiency in either one of the two features.

Suggestion.



An assessment of the three alternatives suggests that assimilation of advertising and procedures would certainly not be a possible action due to the large differences between the 2 departments despite the fact that presently Lewis is managing both. While splitting up of the manufacturing feature may have been a beneficial action for the marketing division, the reality that it would mean putting a 3rd function under Lewis's wing implies this ought to be avoided.

Action Plan.

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

Advertising and Marketing functions would certainly be combined.

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

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

Lewis will certainly separate herself from procedures.

An autonomous management style with staff member empowerment will certainly be utilized in advertising division.

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

Backup strategy.

If the combination does not exercise as intended, a contingency plan would comply with which would certainly divide the manufacturing feature from the marketing function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. Because case the manufacturing function will certainly be separated by placing it under an SVP manufacturing.