Nivea A Case Study Help


Home >> Kelloggs >> Nivea A >>

Nivea A Case Study Solution

Background and Facts

Nivea A a workplace supplies store for little as well as moderate sized companies has lately been associated with planning for a merger with its competitor House Deport, which has actually affected performance degrees in departmentswith the senior supervisor involved in lawful difficulties presented by the federal Trade Payment. With the Marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the future. With obstacles in the type of a prospective cultural change and low employee morale, the company needs a full reengineering initiative at the advertising and marketing division.

Issue Declaration

The potential social modification at the advertising and marketing department of Nivea A is enhancing unpredictability in the working environment resulting in various obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting strategic decisions because Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Commission's intervention at the same time. Offered the truth that the store has a global presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might have the ability to influence performance or calculated objectives. Federal Trade Payment's antitrust match versus the merging took up valuable time of the company's senior monitoring recommending that 'political' factors can have serious ramifications for a worldwide organisation.

Economic Factors: Economic factors such as the introduction of local business in the global situation suggest that Nivea A is flourishing in an atmosphere where there is prospective development of businesses. In addition to this, truth that store clients are primarily looking for office materials for office suggests that the marketplace has an increasing fad of entrepreneurs and online businesses.

Social factors: Social trends in the economy show that customers are looking for ease as well as eye-catching rates. Marketing research demonstrates how the customer for Nivea A does not have awareness about discovering options which can provide a combination of comfort as well as low costs.

Technological factors: Modern technology plays a crucial duty in Nivea A's business technique particularly as the organization is piloting Technology centers which would use technology sales and also support in the kind of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Business Actions concerns can be seen in Nivea A's case as highlighted in this section.

Uneasiness about cultural modification: There is apprehension about a cultural adjustment that would certainly happen once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with a lot of the team member already showing unhappiness over this prospective action. This expected change has actually produced tension in the office which has been combined with the previous tension of preparing the firm for a potential merging with Residence Deport.

Demanding Work Setting for Newcomers: There is lack of employees that can match the demanding environment of a busy company. Not only does this cause problem in discovering the appropriate people, it places stress on new hires as can not withstand the speed as well as pressure that the organization expects them to birth.

Double Coverage Lines: Beginners locate this organizational culture cumbersome and hard to manage specifically as dotted line partnerships are suggested to be weak in general and unbiased setting and also performance assessment is still done by the strong line manager. This suggests that novices can shed quality regarding their particular functions and also goals especially as dotted line reporting does not maintain them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's placement came as a blow to her morale. Lewis might have been qualified and proper for the job yet the reality that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Concern & Task Instability: Concern as well as instability can be determined as 2 significant concerns that Lewis would be handling especially as the merger has actually currently be terminated as well as 2 elderly executives of the advertising department would certainly be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders that would certainly not simply supervise of brining about a cultural change but would likewise have to prove herself in her new duty.

Incompatible Management Style of Leader: Lewis's monitoring style and its conflict with the advertising division's role can also be seen as an OB challenge particularly as she has been used to handling issues in the procedures department where employees are shown to focus on procedures as well as get them right. The advertising department on the other hand can be viewed as a group of individuals that are made use of to being supported by Krasnow who focused a lot more on result than procedures.

Interdepartmental Disputes: Interdepartmental disputes between three divisions, advertising and marketing, merchandizing and procedures respectively over the appropriation of the marketing mix can be identified as an additional OB worry. Although the advertising and marketing division does not share the exact same vision as the other two divisions concerning the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and procedures departments do not concur over the advertising and marketing mix appropriation amongst one another either.

Fragmentation in Marketing Department: Disintegration in between the advertising and marketing divisions can be recognized as another OB problem which might require further attention. The reality that the advertising and marketing sections in the advertising and marketing department are disconnected is stopping both departments from obtaining from each other's experience as well as proficiency. Integration of advertising with merchandising and procedures would end up being harder if the marketing department itself is disintegrated which can be one more possible OB concern.

Nivea A Analysis

Various concepts have been made use of to clarify the situations to get further clearness concerning the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that juniors are passive and careless, have little aspiration and also withstand adjustment. The circumstance at Nivea A is not completely following Concept X, it can be seen that new hires are locating this environment instead demanding which might eventually lead to a better inclination of the administration towards Theory X. Even while examining Lewis's monitoring design, concept X might have been appropriate in the procedures division to some extent however the Advertising and marketing department would call for reliance on Concept Y in order to obtain the creativity as well as originality from the teams.

Tuckman's Teamwork Concept: As far as Lewis's worry concerning bringing consistency between the advertising and marketing division is worried, this would at first cause clash as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, during the first stage of group development, individuals may not bond, as they are busy locating their area in the group. By incorporating the advertising and marketing division's job, there may coincide initial detach which could result in the 2nd stage of 'storming' where the teams challenge each other. It is only during the third phase or 'norming' when they would certainly come with each other to share ideas prior to the group can bring about harmony in the fourth stage 'executing'.

When individuals are offered with change, they enter stage one as well as so there may be emotions like sadness, unpredictability, irritation, anger, concern, denial as well as disorientation.The situation at the advertising division of Nivea A is similar so Lewis can get comfy with the idea that it is not remarkable habits. It is during this phase that Lewis will certainly have to give guidance to the division so that they can discover a feeling of direction. It can be seen exactly how Krasnow has actually already made this transition simpler by making Lewis get included in the division a year before his actual departure.

Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has reviews the value of 'safety requires as being a reduced level demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe as well as out of danger' is at the second degree of needs. Before a staff member can be made to establish mentally, he needs to have his 'Physical 'as well as 'Security' requires fulfilled.

SWOT Analysis for Nivea A Case Study

Implication of Analysis.

The OB analysis has considered different concepts to understand how to cope with the existing scenario available. The complying with 3 alternatives have been recommended to aid Lewis manage the business challenges in the marketing division. Each of these options has been proposed for alleviating the change needed to bring the marketing division according to the requirements of the marketplace and also for making the social modification that would certainly adhere to when the present leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and also Production features. Assimilation of Advertising And Marketing with Procedures.

Assessment of Alternatives.

Combination of Advertising & Marketing Functions: The in-house marketing company of Nivea A is currently strength for the company in regards to saving up on overheads associated with marketing and also promo. Since no new employment has been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the advertising feature, this is a favorable possibility for integrating the advertising and marketing features. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has competence in business-to-business marketing together with agency and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both marketing and advertising features.

The advantage of this technique is that it will incorporate both functions while decreasing the need for hiring an extra source for advertising and marketing. Lewis would certainly be heading the advertising division as well as in any case her replacement would be required for the present role that she is doing. The disadvantage of this option is that outside hiring may bring about resentment from interior employees that may be considering the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Manufacturing: Offered the affordable stress as well as high quality job called for from the advertising agency, it is recommended that Lewis ought to permit the production system to be a different function from the marketing unit. Since the majority of advertising and marketing firms had these two features as different units, it makes even more feeling to adhere to the standard.

Combination of Advertising with Operations: Given that Lewis is currently dealing with the advertising and operations departments concurrently; it makes good sense to incorporate the two functions because she has been effectively caring for both ends. The truth that the two departments already have major distinctions over allotment of sources suggests that this integration may be able to bring about harmony especially as Lewis would be heading both ends.However there are numerous negative aspects of this action especially as it would certainly put too much worry over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring design for the marketing department recommends that these 2 departments would certainly be culturally varied. Lewis might not be able to apply one type of management design to both divisions which could result in inefficiency in either one of the 2 functions.


An assessment of the 3 options suggests that integration of advertising and marketing as well as operations would not be a practical relocation due to the substantial differences in between the two divisions despite the reality that currently Lewis is taking care of both. While separation of the manufacturing function may have been a favorable relocation for the marketing department, the fact that it would certainly indicate placing a third feature under Lewis's wing indicates this must be stayed clear of.

Action Strategy.

Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Manufacturing function will continue to be component of advertising under marketing function.

Lewis will separate herself from operations.

An autonomous management style with worker empowerment will be used in marketing division.

Open door policy and also emphasis on cross departmental communication will certainly be focused on removing dissonance.

Contingency plan.

If the integration does not work out as prepared, a backup strategy would comply with which would separate the production feature from the advertising feature to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing division without an SVP. In that case the production function will most definitely be separated by positioning it under an SVP production.