Organisational Analysis Report: Marketing Campaign Failure

This report provides an organisational analysis of a failed marketing campaign, exploring the use of neo-humanism and radical structuralism as conflict-based perspectives to understand the issues. The report details the implementation of a risk management framework to prevent future failures, including risk identification, measurement, mitigation, reporting, and governance. The analysis highlights the importance of employee involvement and open communication to avoid internal conflicts and ensure the success of marketing initiatives. It examines the impact of social and geographic sentiments, as well as the need for social equality within the workplace. The report suggests a set of questions for project teams to improve employee engagement and manage organizational culture effectively. The analysis of this campaign failure suggests a need for a more inclusive and transparent approach to marketing strategies to prevent public backlash and ensure long-term success.

ORGANISATIONAL ANALYSIS

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Risk management framework to be incorporated into future projects at planning stage............1
Using Neo- humanism as one of the two conflict based perspectives.........................................2
Using Radical Structuralist as second conflict based perspective...............................................4
Set of questions for the project teams..........................................................................................5
Well argued proposals to help future campaigns.........................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Promotion is referred to be a perfect way of reaching the targeted set of consumers in a
market. It has an undeniable ability of connecting to not only the existing set of customers but
together assists in converting the leads into new clients. Marketing campaign is thereby a proven
game changing move, leading to secure meetings with the prospective clients and users. A single
advertising is better than creating campaigns that involves a sequence of touch points to easily
and quickly grab the attention of users (Mallik, 2018). The below report is based upon a similar
agenda of campaigning by a company to enhance their image in the market and extent their
existing base of customers. It was mainly planned and executed by the higher executives of the
organisation with little input of the employees who were also a part of it and given a chance to
provide their respective opinion on it. However, they avoided speaking against such an overrated
campaigning proposed by the upper managerial bodies of the establishment. This led to a
tremendously failed campaigning that included public backlash with criticism of being hypocrite
for using charity as a basis to gain huge market share.
Risk management framework to be incorporated into future projects at planning stage
It is apparent for the businesses to take risk to get rewarded in return of it. Effective
management of risk is important to add value to the enterprise. Risk management framework,
also known as RMF is stated to be a structured procedure for recognizing any likely threats to the
enterprise (Hopkin, 2018). It is mostly helpful at the time of building new set of strategies and
implement with utmost vigilance. It basically defines strategies to eradicate or lessen down the
possible impact of above identified risks, if any. It together assists with such effective
mechanisms that in turn help the entities to continually monitor and assess the applied strategy as
a mean to obtain the expected results and avoid any kind of failure in the future. It is therefore
suggested to the present firm to use this framework and its essential components, as described
below- Risk identification- It is a foremost step in which, the cited entity was required to define
the universe of risks and discourse upon all possible risks associated to their campaign to
choose one that can influence the most. Core risks and Noncore risks are the 2 common
types with a distinct significance of both. The core risks cannot be avoided for long term
growth of the business and hence drives its performance. However, the noncore risk can
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be completely eradicated as well as minimized. This phase is fundamental to further
proceed towards building strategies for its reduction. Risk measurement- This being another vital concern involves gaining information on the
quantum of risks to identify whether it will be a specific exposure to risk or an aggregate
one (Guégan and Hassani, 2019). Along with which, the quoted firm is together liable to
measure the loss taking place due to both exposures. Risk mitigation- This involves the practice of either eliminating or diminishing the risks.
It is for instance, the risk of getting criticised by the public could be removed at this
stage by properly examining the mindset of community in Singapore. Risk reporting and monitoring- Herein, the research team could report the above
recognized risks to further report it to the administrative bodies who can make necessary
amendments to it (Sheedy and Griffin, 2018). It should thus involve risk personnel to
take requisite measures at this stage for not only the disclosure of facts but also for a
constant surveillance of the improvement process. Risk governance- This is the last step of this framework in which, the top-level
executives involved in this proposal are required to ensure that all workers associated
with it are duly performing their duties that are assigned to them. It is with a specific
consideration of following this framework. Also, at this phase, defining roles,
segregating responsibilities, allotting authorities for the approval of identified risks to
further limit them or scrutinize exceptions related to it for the purpose of reporting is
important.
Using Neo- humanism as one of the two conflict-based perspectives
Neo- humanism is stated to be the recently explicated Humanism. It is duly associated with
the concept of humanity. It is basically referred to be a holistic theoretical hypothesis proposed
by a well-known Indian philosopher who is also a linguist and poet, named Prabhat Ranjan
Sarkar. This has been done with a foremost consideration of promoting the notion of individual
and collective progress (Fazlıoğulları, 2012). Universalism has played a vital role in this
philosophy with a claim of raising humanism to an upper level with no intention of groupism.
Usually, humanism is directed towards ascertaining the relationship among individuals with a
view of being active in advancing the reason of social justice all over the globe.
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It is especially with context to the present era of environmental crisis; neo- humanism
reflected an enlarged form of humanism. It considers the relation of humans with other living
beings as well as the whole eco- system. It thereby holds the fact which states love as the core
human value for each living being (Sułkowski and Zawadzki, 2015). However, due to some
adverse social situations, the expression of this value is frequently disenchanted. As a result, to
which, the humans are engaging in clashes with own as well as other species. Due to which,
some key features of this neo- humanist approach involve considering the reason behind the
checked inborn love in humanity along with the ways to rectify it.
It is based on three fundamental concepts of geo sentiments, social sentiments and ordinary
humanism. A large fraction of human activity is mostly directed by rationality and the humans
learn their surroundings to take decisions which are generally based upon a logical understanding
of their circumstances. However, not every human action is directed by this concept of
rationality due to distinct set of likes and dislikes of people that is hard to elucidate in terms of
only rational deduction. It is therefore in the neo- humanist analysis; these are identified as
sentiments (Crookes and De Wit, 2014). Herein, the geographic sentiment involves a person’s
attachment with that to the geographic location. Social sentiment on other hand indicates
people’s expression of strong identification with the social groups to which they belong. The
theory of neo- humanism has hereby alleged it to be deeper and tenacious that the idea of geo-
sentiments leading to create intense intra- human conflicts. Lastly, ordinary humanism being
another major obstacle is stated to block the existence of social harmony by the neo- humanists.
This reflects the deteriorated form of humanism that resulted in the formulation of ordinary
humanism or pseudo humanism, as specified by the neo- humanists.
It is on relating this theory of conflict with that to the given case study, a primary reason
behind the failure of company’s social media campaigning was a partial involvement of
employees. They were unable to express their genuine opinions, despite of getting a chance and
found themselves in a position where they could not give any detrimental suggestions for the
imminent project that is to be launched by their senior management. It however led to an
ultimate failure of the campaigning along with some internal conflicts resulting in cessation of
jobs by many employees who willingly left their occupation. This reflected the existence of
social sentiments, when related to the conflict theory of neo- humanism.
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It is hereby important for the quoted organisation to build effective strategies to eradicate
any sense of racism or inequality at the workplace. This is mainly on referring to the feeling of
powerlessness in the employees who were asked to contribute their thoughts in the designed plan
of campaigning but failed due to an extensive footing among the high-level executive members
(Carveth, 2018). This showed a state of reservation in the lower and middle level workers of the
cited company with a disruptive interaction among all organisational members. A specific type
of social outlook is required to overcome the barricades placed by social sentiments in the
system of social harmony. It is therefore important to observe the principle of social equality to
surmount the social strife caused by the socio- sentiments.
Using Radical Structuralist as second conflict-based perspective
Radical structuralist paradigm is one of the essential two-dimensional paradigms to
understand the mapping in terms of the current sociological business dynamics (Burrell and
Morgan, 2017). Primarily this deals with the objective radical alternations that are built in
almost all the societal structures. Moreover, the focus is on gaining insights about the wider
effects of several societal forces that bring radial changes which is based on the social system
overall. It has also been seen that this paradigm has different shifts such as few external
contradictions and others including the internal structure and power analysis while doing
business. In simpler words, it has put direct emphasis on the building of the structural
relationships set up in a real social world (van Dijk, van Engen and Paauwe, 2012).
The objective is to pave the path of radical changes to tap the potentiality of the society’s
realities and seeking the explanations regarding the deprivation, domination modes, contradiction
and the structural conflicts. Regarding the above paradigm, this company had to shut down its
social media page and withdrew from the social media program to mitigate the negative publicity
associated with it. However, the aftereffects clearly indicated towards the failure of the entire
management of this company and tarnished the positive influence among the employees,
clients and the community as well. The major quest is to understand the worldly aspects in
relation to this company’s fixed budget for donations to specific charities (Parker, 2014).
The upper management outlined a social media initiative to make the public understand
about their support towards the charities and build a positive image. Herein the executive team
received the plan with praise due to the projected brand exposure in incremental value but the
employees supported in a mixed manner. Few of them were in support and gave suggestions for
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making changes to attain the prospected market gains. On the other hand, few employees were
not in favour of involving in this initiative due to their reservations of going against the
widespread traction received from the high-level executives. This initiative showed an exceeded
amount of monetary gains for the company although the implementation part was tricky since
several internal conflicts were raised.
Alongside, this was the time when the management saw resignations from their employees
over the concerns regarding the campaign. They were unsure and created an environment of
ambiguity regarding the success of this social media campaign (Shepherd and Challenger,
2013). Moreover, other people of the taskforce felt that they were socially isolated and could
not leave the jobs but felt dis-empowered. It is important to know that the employees felt a
communication gap and sense of disorientation which makes the objective radical
alternations more defined in the negative backlash received in context to this campaign.
Henceforth, the Radical Structuralist as second conflict-based perspective explained the
societal changes in the business world that are imminent, beneficial and necessary for growth
and consistent progression of companies in the markets.
Set of questions for the project teams
It has been inferred that communication is the backbone for developing any
engagement of the employees and managing the cultural environment at the organizational
level. There are several situational crises that take place and are more prone to conflicts,
dilemmas and rise of risks within the company that put hampering effects and leads to
negativity (Pangil and Moi Chan, 2014). In context to the case scenario, the company lacked the
basic structure of following the protocols, legislation and instructions while launching the new
initiative the executive teams were kept in the loop and the employees were completely ignored.
Their say was of no significance in making the decisions or overcoming the challenges which
could have arisen during the execution part. Moreover, their opinions were mistreated, and no
efforts were made to make them stay. Such pressures or triggering points must be mitigated by
understanding the mindsets and the requirements by the project teams for overcoming the
problem areas.
The following are the set of questions to bridge the communication barriers between the
executive team members and the taskforce:
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 Describe individual perspectives about the decisions made for the new initiative to be
released?
 What will be the benefits of the proposed outline of the initiative?
 How will be the clients or consumers going to respond in relevance to the objective or
goals?
 Is it looking a feasible initiative in terms for monetary gains in the personal viewpoint?
 Provide with few suggestions or recommendations for scope of improvement.
Well-argued proposals to help future campaigns
From the above theorems of neo- humanism and radical structuralism, it can be said that
proper strategies of employee engagement are required to suitably involve the workers in the
process of decision making in a business. It is with a specific consideration of those who are
apparent to contribute effectively and come up with better and creative ideas before taking any
final decision related to any impending plan or project at the workplace (De Clercq and
Belausteguigoitia, 2017). This will not only help the enterprise in getting productive outcomes to
gain profits in the future but will also assist them to formulate various innovative measures
through creativity to attract the public in greater numbers. For this, it is essential to remove any
sense of social insecurity in the workers employed in the current case study, as per the conflict
theory of neo- humanism.
Considering which, they can refer applying the tactic of bottom up approach to easily
communicate at every organizational level. It is together important for the higher-level
administrative bodies to pay attention to their lower level employees. Effective activities of
group learning together depict a significant approach to constructively engage the employees at
the workplace (Alvesson and Willmott, 2012). Lastly, facilitating channels through which the
workers can secretly or openly give their feedbacks and raise issues is also required with a
specific concern of the current case study. Other than this, another theory of radical structuralism
demands the businesses to carry out a prior research of their respective marketplaces before
initiating or planning any new project. This is basically to understand the fluctuating demands of
the society and frame accordant strategies to attract them in greater numbers to earn prolific
revenues.
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CONCLUSION
The above report has elaborated 2 fundamental theories of conflict namely neo-
humanism and radical structuralism to comprehend a given case scenario of a company whose
market campaigning faced a massive failure. This happened due to public criticism as well as
less or no involvement of employees for some sort of internal conflicts at the workplace. On
examining both aforesaid theories, effective measures have been suggested to the corporation to
avoid such failure in the future of market campaigning.
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