Fears And Realities Managing Ebola In Dallas Case Study Solution


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Fears And Realities Managing Ebola In Dallas Case Study Analysis

Background and Facts

Fears And Realities Managing Ebola In Dallas a workplace supplies seller for small and average sized companies has lately been associated with preparing for a merger with its competitor Residence Deport, which has impacted effectiveness levels in departmentswith the elderly manager involved in legal problems presented by the government Profession Commission. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the near future. With obstacles in the type of a possible cultural adjustment as well as low staff member morale, the company requires a complete reengineering effort at the marketing division.

Problem Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising division of Fears And Realities Managing Ebola In Dallas is boosting unpredictability in the workplace bring about different difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting strategic decisions given that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Compensation's intervention in the process. Offered the reality that the shop has a global presence with branches in UK, USA, Canada and Germany, political factors in each of these countries may be able to affect performance or critical objectives. Federal Trade Payment's antitrust fit versus the merging took up important time of the company's senior management suggesting that 'political' factors can have serious ramifications for a global business.

Economic Factors: Financial factors such as the emergence of small companies in the global circumstance suggest that Fears And Realities Managing Ebola In Dallas is growing in a setting where there is possible growth of businesses. Reality that shop consumers are mainly looking for office supplies for home offices recommends that the market has a rising pattern of business owners as well as house based organisations.

Social factors: Social patterns in the economic climate reveal that consumers are looking for benefit as well as appealing rates. Marketing research demonstrates how the consumer for Fears And Realities Managing Ebola In Dallas lacks recognition regarding locating remedies which can provide a combination of ease as well as inexpensive.

Technological factors: Modern technology plays an essential duty in Fears And Realities Managing Ebola In Dallas's service strategy particularly as the organization is piloting Technology centers which would certainly supply modern technology sales and assistance in the form of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Habits issues can be seen in Fears And Realities Managing Ebola In Dallas's case as highlighted in this area.

Concerns regarding social adjustment: There is worry concerning a social change that would occur as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with a lot of the personnel currently revealing discontent over this possible step. This predicted modification has actually produced tension in the office which has actually been combined with the past stress and anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is scarcity of workers that can match the stressful environment of a busy company. Not only does this lead to trouble in finding the ideal individuals, it places stress on new hires as can not hold up against the pace as well as stress that the organization expects them to bear.

Twin Reporting Lines: Novices locate this business culture troublesome and also difficult to manage specifically as dotted line connections are indicated to be weaker as a whole and also unbiased setting as well as performance assessment is still done by the strong line supervisor. This indicates that beginners might shed quality about their particular functions as well as objectives especially as populated line reporting does not keep them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had been hypothesized that the last would take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and proper for the task but the fact that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Job Insecurity: Fear as well as instability can be recognized as 2 significant problems that Lewis would be managing particularly as the merging has currently be cancelled as well as two elderly execs of the advertising department would be leaving. The whole duty of the department would be dropping on Lewis's shoulders that would not simply be in charge of brining regarding a social adjustment but would likewise have to prove herself in her brand-new role.

Inappropriate Administration Style of Leader: Lewis's management design as well as its conflict with the advertising and marketing department's duty can likewise be seen as an OB obstacle especially as she has been used to dealing with issues in the operations division where workers are instructed to focus on processes and obtain them right. The advertising and marketing department on the other hand can be seen as a group of people who are used to being supported by Krasnow that focused more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental disputes in between three departments, advertising and marketing, merchandizing and procedures respectively over the appropriation of the advertising and marketing mix can be determined as an additional OB worry. The marketing division does not share the same vision as the other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix allotment amongst one another either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be determined as one more OB concern which could require more focus. The reality that the advertising and marketing areas in the advertising and marketing division are disconnected is preventing both departments from getting from each various other's experience and also competence. Assimilation of advertising and marketing with merchandising and operations would certainly come to be more difficult if the marketing department itself is broken down which can be another possible OB problem.

Fears And Realities Managing Ebola In Dallas Analysis

Different concepts have actually been made use of to explain the scenarios to get additional clearness regarding the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that juniors are easy and also lazy, have little aspiration as well as stand up to adjustment. The situation at Fears And Realities Managing Ebola In Dallas is not entirely adhering to Theory X, it can be seen that brand-new hires are locating this setting instead difficult which may at some point lead to a greater inclination of the monitoring towards Concept X. Even while assessing Lewis's administration design, theory X may have been ideal in the operations department to some level however the Marketing division would certainly require dependence on Theory Y in order to obtain the creativity and originality from the groups.

Tuckman's Teamwork Theory: As for Lewis's problem concerning bringing harmony between the marketing and advertising department is worried, this would originally cause contrast as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the preliminary stage of team advancement, individuals might not bond, as they are hectic discovering their place in the team. By integrating the marketing and advertising division's job, there may be the same preliminary detach which could cause the 2nd stage of 'storming' where the groups challenge one another. Nonetheless, it is just throughout the 3rd stage or 'norming' when they would certainly come together to share suggestions prior to the team can produce synergy in the 4th phase 'carrying out'.

When individuals are offered with adjustment, they enter phase one and also so there might be emotions like unhappiness, uncertainty, irritation, rage, anxiety, denial as well as disorientation.The scenario at the advertising and marketing department of Fears And Realities Managing Ebola In Dallas is similar so Lewis can obtain comfortable with the concept that it is not amazing habits. It is throughout this stage that Lewis will certainly have to give advice to the division so that they can locate a sense of direction. It can be seen how Krasnow has actually already made this change less complicated by making Lewis obtain included in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has reviews the importance of 'security needs as being a reduced level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel protected and also out of threat' is at the 2nd degree of needs. Before a staff member can be made to develop mentally, he needs to have his 'Physical 'and also 'Safety and security' needs satisfied.

SWOT Analysis for Fears And Realities Managing Ebola In Dallas Case Study

Ramification of Analysis.

The OB analysis has taken a look at different concepts to comprehend exactly how to deal with the present circumstance available. The complying with 3 alternatives have actually been suggested to aid Lewis deal with the business challenges in the advertising and marketing division. Each of these choices has been suggested for alleviating the shift required to bring the advertising and marketing division according to the needs of the marketplace as well as for making the cultural adjustment that would adhere to when the existing leader leaves.

Integration of advertising and marketing features. Dividing Adverting and Manufacturing features. Integration of Advertising with Procedures.

Evaluation of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The internal advertising and marketing agency of Fears And Realities Managing Ebola In Dallas is already strength for the organization in terms of saving up on expenses connected to advertising as well as promotion. Given that no brand-new recruitment has been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the advertising feature, this is a desirable possibility for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with company and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing functions.

The advantage of this approach is that it will certainly incorporate the two functions while lowering the demand for hiring an added source for advertising. Lewis would be heading the advertising and marketing department and also in any type of case her replacement would be needed for the existing role that she is carrying out. The drawback of this choice is that external hiring might bring about animosity from internal personnel who might be eying the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Given the competitive stress as well as premium quality work needed from the advertising agency, it is suggested that Lewis must permit the manufacturing system to be a separate function from the marketing system. Because most advertising agencies had these 2 features as different units, it makes more feeling to adhere to the standard. Along with this, both features might have the ability to concentrate on their core triggers more successfully. The disadvantage of this strategy would be that additional prices would certainly have to be borne for establishing up separate manufacturing features. In addition to this, a production head might have to be hired which might increase expenses for the company.

Integration of Advertising And Marketing with Operations: Because Lewis is currently taking care of the advertising and marketing and operations departments simultaneously; it makes good sense to integrate both functions given that she has actually been effectively caring for both ends. The truth that both divisions currently have significant distinctions over allowance of resources suggests that this combination may have the ability to bring about consistency particularly as Lewis would be heading both ends.However there are numerous disadvantages of this relocation particularly as it would certainly put excessive worry over Lewis's shoulders. The fact that Lewis needs to adjust her administration style for the advertising department recommends that these two divisions would certainly be culturally diverse. Along with this, Lewis may not be able to apply one kind of leadership style to both departments which might lead to inefficiency in either one of both functions.


An evaluation of the 3 options suggests that combination of advertising and also operations would certainly not be a possible move due to the huge distinctions in between the two divisions although that presently Lewis is handling both. While splitting up of the production feature may have been a positive move for the advertising department, the reality that it would certainly imply placing a 3rd feature under Lewis's wing indicates this need to be prevented. The assimilation of the advertising and marketing division is the very best alternative in regards to getting the optimal results from the division. An action plan for this choice is reviewed below.

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

Marketing and advertising functions would certainly be merged.

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

Manufacturing feature will continue to be component of marketing under marketing feature.

Lewis will certainly separate herself from procedures.

An autonomous management design with employee empowerment will certainly be used in advertising and marketing division.

Open door plan as well as focus on cross departmental communication will be targeted at eliminating disharmony.

Backup plan.

If the integration does not work out as intended, a backup strategy would adhere to which would separate the manufacturing feature from the advertising and marketing function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the production function will absolutely be separated by putting it under an SVP production.