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Background and Facts

Process Reengineering In Emerging Markets An Automakers Experience A a workplace products merchant for tiny as well as medium sized businesses has actually lately been involved in planning for a merger with its rival Residence Deport, which has actually affected effectiveness degrees in departmentswith the senior supervisor involved in lawful issues presented by the federal Trade Commission. With the Advertising and marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the near future. With difficulties in the form of a possible social adjustment and also low staff member morale, the organization wants a complete reengineering initiative at the marketing department.

Problem Statement

The prospective cultural change at the advertising division of Process Reengineering In Emerging Markets An Automakers Experience A is boosting uncertainty in the workplace leading to different 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 major function in impacting critical choices given that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Trade Commission's intervention while doing so. Given the truth that the store has an international visibility with branches in UK, USA, Canada and Germany, political consider each of these countries might be able to influence performance or calculated objectives. Federal Trade Payment's antitrust match against the merging used up important time of the organization's senior administration recommending that 'political' factors can have significant ramifications for an international business.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide scenario suggest that Process Reengineering In Emerging Markets An Automakers Experience A is flourishing in an atmosphere where there is prospective growth of companies. Reality that shop clients are mostly looking for office materials for residence workplaces suggests that the market has a climbing pattern of business owners and also home based businesses.

Social factors: Social fads in the economy reveal that consumers are seeking convenience in addition to attractive costs. Market research shows how the customer for Process Reengineering In Emerging Markets An Automakers Experience A does not have awareness regarding finding services which can provide a mix of convenience and low costs.

Technological factors: Technology plays an essential duty in Process Reengineering In Emerging Markets An Automakers Experience A's company strategy particularly as the organization is piloting Modern technology facilities which would certainly supply innovation sales and also assistance in the kind of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Actions concerns can be seen in Process Reengineering In Emerging Markets An Automakers Experience A's case as highlighted in this section.

Concerns about cultural modification: There is uneasiness regarding a social modification that would certainly happen as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with most of the staff members currently showing discontent over this prospective relocation. This anticipated modification has produced stress in the office which has actually been paired with the past stress and anxiety of preparing the firm for a prospective merging with Home Deport.

Stressful Task Atmosphere for Newcomers: There is lack of workers that can match the demanding environment of a busy company. Not only does this cause problem in finding the appropriate individuals, it puts tension on new hires as can not hold up against the speed and also stress that the organization anticipates them to bear.

Dual Reporting Lines: Newbies find this organizational culture troublesome and difficult to manage particularly as populated line relationships are suggested to be weak as a whole and also objective setting as well as performance evaluation is still done by the solid line manager. This implies that newbies might shed quality regarding their corresponding duties as well as goals especially as populated line reporting does not maintain them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and also ideal for the work but the reality that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Job Insecurity: Concern and instability can be identified as two significant problems that Lewis would certainly be managing specifically as the merger has currently be terminated as well as two elderly execs of the advertising division would be leaving. The entire obligation of the department would be dropping on Lewis's shoulders that would certainly not simply supervise of brining about a cultural modification but would likewise need to show herself in her new function.

Incompatible Monitoring Style of Leader: Lewis's management style and also its incompatibility with the marketing division's duty can likewise be viewed as an OB difficulty particularly as she has been made use of to dealing with problems in the procedures division where workers are shown to concentrate on processes and also get them right. The marketing department on the various other hand can be viewed as a group of individuals that are made use of to being nurtured by Krasnow that concentrated much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disputes between three departments, marketing, merchandizing as well as procedures specifically over the allocation of the marketing mix can be recognized as one more OB problem. Although the advertising and marketing division does not share the same vision as the other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also procedures departments do not agree over the marketing mix allocation amongst one another either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising divisions can be recognized as one more OB problem which could require more attention. The truth that the advertising and marketing areas in the marketing department are separated is avoiding both divisions from getting from each various other's experience as well as expertise. Combination of advertising and marketing with merchandising and also operations would end up being harder if the advertising department itself is broken down which can be one more potential OB problem.

Process Reengineering In Emerging Markets An Automakers Experience A Analysis

Various concepts have been used to clarify the circumstances to get additional quality concerning the circumstance at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that subordinates are passive and careless, have little ambition as well as withstand adjustment. The scenario at Process Reengineering In Emerging Markets An Automakers Experience A is not entirely following Theory X, it can be seen that brand-new hires are discovering this environment instead demanding which might ultimately lead to a better inclination of the administration towards Concept X. Also while evaluating Lewis's administration design, concept X may have been suitable in the procedures division to some extent but the Marketing division would call for reliance on Theory Y in order to obtain the creative thinking as well as creativity from the teams.

Tuckman's Team effort Concept: As much as Lewis's concern concerning bringing harmony between the advertising and marketing as well as advertising and marketing division is concerned, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Theory'. By integrating the marketing as well as marketing division's work, there might be the same preliminary separate which can lead to the 2nd phase of 'storming' where the teams challenge one an additional.

When individuals are offered with modification, they go into phase one and also so there may be emotions like unhappiness, unpredictability, irritation, rage, anxiety, rejection as well as disorientation.The situation at the marketing department of Process Reengineering In Emerging Markets An Automakers Experience A is comparable so Lewis can get comfortable with the suggestion that it is not remarkable behavior. It is during this phase that Lewis will have to give advice to the division so that they can find a sense of instructions. It can be seen how Krasnow has actually currently made this transition less complicated by making Lewis get involved in the department a year prior to his actual separation.

Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has reviews the importance of 'safety and security requires as being a lower level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe and also out of threat' is at the second level of requirements. Before a worker can be made to create mentally, he needs to have his 'Physiological 'as well as 'Security' needs fulfilled.

SWOT Analysis for Process Reengineering In Emerging Markets An Automakers Experience A Case Study



Ramification of Analysis.

The OB analysis has taken a look at different concepts to understand how to deal with the present scenario at hand. The following 3 options have actually been recommended 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 marketing division according to the requirements of the market as well as for making the cultural modification that would certainly adhere to when the present leader leaves.

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

Examination of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business marketing along with company and also retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising as well as advertising features.

The benefit of this technique is that it will integrate both features while lowering the need for employing an extra resource for advertising and marketing. Lewis would be heading the advertising department and in any kind of case her substitute would be required for the existing role that she is doing. The disadvantage of this option is that external hiring may bring about resentment from inner workers that may be eying the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Manufacturing: Provided the affordable pressures as well as high quality work required from the advertising and marketing company, it is suggested that Lewis must enable the production device to be a separate function from the advertising and marketing unit. Given that a lot of advertising firms had these two functions as separate units, it makes even more sense to adhere to the norm.

Assimilation of Advertising with Operations: Because Lewis is already taking treatment of the advertising and also procedures divisions concurrently; it makes sense to incorporate the 2 functions given that she has actually been effectively taking care of both ends. The truth that Lewis has to adapt her management design for the advertising department recommends that these two divisions would certainly be culturally varied.

Suggestion.



An assessment of the 3 alternatives shows that assimilation of advertising and marketing and also procedures would not be a viable step due to the large distinctions in between the 2 departments regardless of the truth that currently Lewis is handling both. While splitting up of the production function may have been a beneficial action for the marketing division, the reality that it would certainly imply putting a 3rd function under Lewis's wing indicates this need to be avoided.

Action Plan.

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

Marketing and advertising features would be merged.

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

Manufacturing function will certainly remain part of marketing under advertising and marketing feature.

Lewis will certainly separate herself from operations.

An autonomous management design with worker empowerment will certainly be utilized in advertising department.

Open up door policy and also emphasis on cross department communication will be focused on removing dissonance.

Contingency plan.

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