Fears And Realities Managing Ebola In Dallas Case Study Analysis


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Fears And Realities Managing Ebola In Dallas Case Study Analysis

Background and Facts

Fears And Realities Managing Ebola In Dallas an office products store for little and also average sized organisations has actually just recently been involved in preparing for a merger with its competitor Home Deport, which has influenced effectiveness degrees in departmentswith the elderly supervisor involved in legal issues put forth by the federal Profession Commission. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the future. With challenges in the kind of a prospective social change and also reduced worker morale, the organization requires a complete reengineering effort at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social modification at the marketing department of Fears And Realities Managing Ebola In Dallas is boosting uncertainty in the workplace bring about numerous challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical decisions because Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Profession Payment's treatment at the same time. Offered the fact that the shop has a global visibility with branches in UK, USA, Canada and Germany, political factors in each of these countries might have the ability to influence performance or calculated goals. Federal Trade Compensation's antitrust match versus the merger occupied beneficial time of the company's elderly administration suggesting that 'political' factors can have significant implications for an international organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the worldwide scenario recommend that Fears And Realities Managing Ebola In Dallas is thriving in an atmosphere where there is possible development of businesses. Fact that store consumers are mostly looking for workplace materials for home offices recommends that the market has an increasing pattern of entrepreneurs and home based businesses.

Social factors: Social patterns in the economic situation reveal that customers are seeking benefit along with appealing rates. Marketing research shows how the customer for Fears And Realities Managing Ebola In Dallas does not have awareness regarding finding services which can provide a combination of comfort as well as affordable.

Technological factors: Modern technology plays a crucial role in Fears And Realities Managing Ebola In Dallas's company approach particularly as the organization is piloting Innovation centers which would use innovation sales as well as support in the type of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Actions problems can be seen in Fears And Realities Managing Ebola In Dallas's case as highlighted in this area.

Apprehensions about social change: There is apprehension concerning a social adjustment that would certainly occur when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with the majority of the staff members currently showing discontent over this potential move. This predicted adjustment has actually produced tension in the office which has actually been coupled with the previous stress of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is lack of personnel that can match the difficult setting of a hectic organization. Not only does this result in difficulty in discovering the ideal people, it puts anxiety on new hires as can not hold up against the rate and also pressure that the company anticipates them to birth.

Twin Reporting Lines: Beginners discover this business culture difficult and also difficult to manage particularly as populated line partnerships are indicated to be weak as a whole as well as unbiased setup and efficiency evaluation is still done by the strong line manager. This suggests that beginners might lose clearness regarding their corresponding functions and goals specifically as populated line coverage does not keep them in direct interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's placement came as a blow to her morale. Lewis may have been capable as well as ideal for the task but the reality that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Fear & Task Insecurity: Fear and also insecurity can be identified as two major problems that Lewis would certainly be managing specifically as the merger has now be terminated and also two elderly execs of the advertising division would certainly be leaving. The whole duty of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural change yet would additionally need to prove herself in her new duty.

Incompatible Administration Style of Leader: Lewis's administration style and its incompatibility with the marketing division's function can likewise be seen as an OB obstacle especially as she has been made use of to handling problems in the operations department where personnel are instructed to focus on processes as well as obtain them. 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 concentrated extra on outcome than processes.

Interdepartmental Differences: Interdepartmental arguments in between three divisions, advertising, merchandizing as well as operations respectively over the allocation of the advertising and marketing mix can be determined as one more OB concern. Although the advertising department does not share the very same vision as the various other two divisions regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allocation among each other either.

Disintegration in Marketing Department: Fragmentation in between the advertising and marketing divisions can be recognized as an additional OB issue which can require more interest. The truth that the marketing and advertising areas in the advertising division are disconnected is protecting against both divisions from acquiring from each various other's experience and also knowledge. Assimilation of advertising and marketing with merchandising as well as operations would come to be more difficult if the marketing division itself is degenerated which can be one more possible OB issue.

Fears And Realities Managing Ebola In Dallas Analysis

Numerous concepts have been used to clarify the circumstances to get more clarity concerning the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers believe that staffs are easy and careless, have little aspiration as well as withstand change. The tough variation of this theory stressed browbeating, tight controls, dangers and also punishments. Over time it produces reduced performance, subtle sabotage as well as rivalry (Bargain, 2003). Although the scenario at Fears And Realities Managing Ebola In Dallas is not entirely complying with Theory X, it can be seen that new hires are locating this atmosphere rather demanding which may eventually bring about a higher disposition of the administration towards Concept X. As per McGregor's supported sight, which he called Concept Y, the vital job of the management is to arrange organizational problems to make sure that individuals can accomplish their very own objectives best by guiding their initiatives towards business benefits. If people find no fulfillment in their work, the management would have little choice however to count on theory X and also external control (Deal, 2003). Also while assessing Lewis's management style, concept X might have been suitable in the operations division somewhat yet the Advertising division would certainly require dependence on Concept Y in order to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: As much as Lewis's issue regarding bringing consistency in between the marketing and also marketing division is worried, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Team effort Theory'. By integrating the advertising and also advertising department's job, there might be the exact same initial disconnect which could lead to the second stage of 'storming' where the teams challenge one an additional.

Bridges' Transition Design: As per William Bridge's theory (appendix 4), individuals are fairly uneasy with modification, which is evident by the circumstance at Fears And Realities Managing Ebola In Dallas The scenario can be viewed as a normal course of life if is researched according to Bridge's concept where he describes that individuals undergo 3 stages of transition when they experience change. 'Closing, losing as well as Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people exist with adjustment, they enter phase one and so there might be feelings like sadness, unpredictability, disappointment, temper, fear, denial and disorientation.The circumstance at the marketing division of Fears And Realities Managing Ebola In Dallas is similar so Lewis can obtain comfortable with the concept that it is not remarkable actions. In the 2nd stage, there might be a need to link the void between the brand-new and also old culture so Lewis might have to encounter this experience when Krasnow leaves. There may be low morale as well as reduced efficiency at this phase which ought to not be taken as a setback. It is throughout this stage that Lewis will need to offer guidance to the division so that they can discover a sense of direction. It can be seen how Krasnow has currently made this transition easier by making Lewis get involved in the department a year before his actual departure. Based on Bridges' Design, phase three will bring about openness to knowing, High power and also commitment as people will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem related to insecurity at the workplace has been set off firstly by the adjustment in monitoring as well as secondly by the truth that the merging will no longer be initiated. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has reviews the importance of 'safety and security needs as being a reduced level need of a human for causing motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the need to feel safe and secure as well as out of danger' is at the second level of demands. Prior to an employee can be made to establish emotionally, he requires to have his 'Physiological 'and also 'Safety and security' needs fulfilled. This suggests that unless the personnel are made to really feel secure regarding their existing work condition in Fears And Realities Managing Ebola In Dallas they might not reach 'Self-Fulfillment'. (King, 2009).

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

Effects of Analysis.

The OB analysis has taken a look at various concepts to comprehend just how to manage the existing scenario available. The complying with 3 alternatives have been suggested to aid Lewis take care of the organizational challenges in the advertising department. Each of these options has been suggested for reducing the shift required to bring the marketing division in accordance with the needs of the market and also for making the cultural modification that would certainly adhere to as soon as the present leader leaves.

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

Analysis of Alternatives.

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

The benefit of this strategy is that it will certainly incorporate the two functions while decreasing the need for hiring an added source for marketing. Lewis would certainly be heading the advertising and marketing department as well as in any case her substitute would certainly be required for the present role that she is executing. The drawback of this choice is that external hiring might bring about resentment from inner workers who might be considering the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Manufacturing: Given the competitive pressures and high quality work called for from the advertising agency, it is suggested that Lewis needs to enable the production device to be a different function from the advertising device. Because most advertising and marketing firms had these two functions as separate devices, it makes even more feeling to comply with the standard.

Combination of Advertising with Operations: Since Lewis is currently taking care of the advertising and marketing and operations divisions simultaneously; it makes sense to incorporate the 2 features considering that she has been effectively taking care of both ends. The fact that Lewis has to adjust her monitoring style for the advertising and marketing department suggests that these two departments would certainly be culturally varied.


An analysis of the 3 choices suggests that assimilation of advertising and marketing and also procedures would certainly not be a practical move due to the huge distinctions in between the 2 divisions despite the reality that presently Lewis is dealing with both. While separation of the production feature might have been a favorable relocation for the advertising and marketing department, the reality that it would certainly indicate putting a third feature under Lewis's wing implies this ought to be stayed clear of.

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

Marketing and advertising features would certainly be merged.

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

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

Lewis will divide herself from operations.

An autonomous leadership style with employee empowerment will certainly be utilized in marketing division.

Open up door policy and also emphasis on cross departmental communication will be targeted at eliminating disharmony.

Backup plan.

If the combination does not work out as planned, a backup plan would adhere to which would certainly divide the manufacturing feature from the marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. Because case the manufacturing function will most definitely be divided by positioning it under an SVP manufacturing.