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Female Health Company Case Study Analysis

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Female Health Company Case Study Solution

Background and Facts

Female Health Company an office materials seller for little and medium sized companies has just recently been involved in planning for a merging with its competitor Home Deport, which has affected efficiency degrees in departmentswith the senior manager involved in lawful problems put forth by the federal Trade Payment. With the Marketing Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With obstacles in the kind of a possible social change and low staff member spirits, the company wants a full reengineering effort at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising department of Female Health Company is raising unpredictability in the workplace resulting in various difficulties for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting calculated decisions since Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Profession Compensation's treatment while doing so. Given the reality that the store has a global existence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may have the ability to impact efficiency or strategic objectives. Federal Trade Payment's antitrust fit versus the merging took up important time of the company's elderly monitoring suggesting that 'political' factors can have major implications for a global business.

Economic Factors: Financial factors such as the appearance of small companies in the international situation recommend that Female Health Company is growing in a setting where there is possible growth of companies. Reality that store consumers are mostly looking for workplace supplies for residence offices suggests that the market has a climbing pattern of business owners as well as home based businesses.

Social factors: Social patterns in the economic situation show that consumers are searching for convenience in addition to eye-catching prices. Marketing research demonstrates how the client for Female Health Company does not have recognition regarding locating services which can use a combination of convenience and also low costs.

Technical factors: Innovation plays an important duty in Female Health Company's organisation strategy particularly as the organization is piloting Innovation centers which would certainly provide technology sales and assistance in the kind of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Organizational Behavior issues can be seen in Female Health Company's case as highlighted in this section.

Apprehensions regarding social modification: There is apprehension regarding a cultural modification that would certainly take place when Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with most of the employee already showing discontent over this possible action. This anticipated modification has produced tension in the office which has actually been paired with the past stress and anxiety of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a busy organization. Not just does this cause difficulty in discovering the ideal people, it places stress on brand-new hires as can not withstand the pace as well as stress that the organization expects them to birth.

Dual Reporting Lines: Newcomers locate this organizational society cumbersome and challenging to manage particularly as populated line relationships are indicated to be weaker in general and unbiased setting and also efficiency assessment is still done by the solid line supervisor. This means that newcomers could shed clearness regarding their corresponding functions and goals especially as dotted line reporting does not keep them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been speculated that the last would certainly take Krasnow's setting came as a blow to her morale. Lewis may have been qualified and also ideal for the work but the fact that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Task Instability: Worry and also insecurity can be identified as two significant concerns that Lewis would certainly be handling specifically as the merging has actually currently be terminated and 2 senior execs of the advertising and marketing department would certainly be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders that would not just be in charge of brining regarding a cultural change yet would certainly likewise need to confirm herself in her new function.

Inappropriate Administration Design of Leader: Lewis's administration design and its incompatibility with the marketing division's role can likewise be seen as an OB challenge specifically as she has been used to handling problems in the procedures department where employees are taught to focus on procedures and also get them. The advertising division on the other hand can be viewed as a group of people that are used to being nurtured by Krasnow who focused much more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 departments, marketing, merchandizing and procedures specifically over the appropriation of the marketing mix can be recognized as an additional OB worry. Although the marketing division does not share the same vision as the other two departments pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and procedures departments do not concur over the advertising mix appropriation among each other either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be determined as one more OB issue which could need more attention. The fact that the marketing and advertising sections in the advertising division are disconnected is protecting against both divisions from acquiring from each various other's experience and also proficiency. Combination of advertising and marketing with merchandising as well as procedures would certainly become harder if the advertising and marketing department itself is disintegrated which can be one more possible OB issue.

Female Health Company Analysis

Various concepts have been utilized to clarify the situations to get further clearness concerning the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that subordinates are passive and also careless, have little ambition and stand up to adjustment. The situation at Female Health Company is not completely complying with Concept X, it can be seen that brand-new hires are discovering this atmosphere instead difficult which might ultimately lead to a greater disposition of the administration towards Concept X. Even while assessing Lewis's management design, theory X may have been suitable in the procedures department to some extent but the Advertising division would call for dependence on Theory Y in order to get the creative thinking as well as creativity from the groups.

Tuckman's Synergy Theory: Regarding Lewis's issue about bringing consistency in between the advertising and marketing division is concerned, this would initially bring about conflict as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, during the first stage of group advancement, people might not bond, as they are active discovering their place in the group. By integrating the marketing and advertising department's work, there may be the same initial detach which can lead to the second phase of 'storming' where the teams challenge one another. Nonetheless, it is just during the 3rd stage or 'norming' when they would certainly collaborate to share ideas prior to the group can produce harmony in the fourth stage 'carrying out'.

Bridges' Change Design: Based On William Bridge's theory (appendix 4), people are fairly unpleasant with adjustment, which is obvious by the situation at Female Health Company The situation can be seen as a typical training course of life if is researched according to Bridge's concept where he explains that individuals go through 3 stages of transition when they experience adjustment. 'End, shedding and Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When individuals exist with adjustment, they get in phase one therefore there may be feelings like sadness, unpredictability, frustration, anger, fear, rejection as well as disorientation.The scenario at the advertising division of Female Health Company is comparable so Lewis can obtain comfortable with the concept that it is not amazing behavior. In the 2nd stage, there might be a need to link the void in between the brand-new and old society so Lewis might need to encounter this experience as soon as Krasnow leaves. There might be reduced spirits and low productivity at this stage which need to not be taken as a setback. It is throughout this stage that Lewis will certainly have to give support to the division to ensure that they can find an orientation. It can be seen how Krasnow has already made this shift less complicated by making Lewis get involved in the division a year prior to his real departure. Based on Bridges' Model, phase three will bring about visibility to discovering, High power and also dedication as people will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB issue related to instability at the workplace has been caused firstly by the adjustment in administration as well as second of all by the fact that the merger will certainly no more be initiated. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has discusses the value of 'protection requires as being a reduced level requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe and secure and out of danger' is at the 2nd level of needs. Before a worker can be made to establish emotionally, he needs to have his 'Physical 'as well as 'Safety' requires satisfied. This shows that unless the personnel are made to feel safe and secure concerning their current work standing in Female Health Company they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Female Health Company Case Study



Effects of Analysis.

The OB analysis has actually looked at numerous concepts to understand exactly how to handle the current situation at hand. The adhering to three choices have actually been suggested to assist Lewis deal with the organizational challenges in the marketing division. Each of these alternatives has actually been proposed for reducing the change required to bring the advertising department in accordance with the demands of the market and also for making the cultural modification that would comply with when the existing leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Production functions. Combination of Marketing with Procedures.

Evaluation of Alternatives.

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

The benefit of this method is that it will certainly incorporate the two features while decreasing the need for working with an added source for advertising. Lewis would be heading the marketing division 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 cause bitterness from inner workers that might be looking at the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Given the affordable pressures and high top quality job needed from the advertising agency, it is suggested that Lewis must permit the manufacturing unit to be a different feature from the advertising system. Because the majority of advertising and marketing agencies had these 2 functions as separate devices, it makes even more sense to adhere to the norm.

Combination of Advertising And Marketing with Operations: Considering that Lewis is already caring for the marketing as well as procedures departments concurrently; it makes sense to integrate both features since she has been successfully taking care of both ends. The fact that both departments currently have significant distinctions over allowance of resources recommends that this integration might have the ability to cause harmony specifically as Lewis would certainly be heading both ends.However there are numerous drawbacks of this relocation particularly as it would certainly put too much worry over Lewis's shoulders. The reality that Lewis needs to adapt her administration design for the advertising division recommends that these two departments would be culturally varied. Along with this, Lewis may not have the ability to use one kind of management style to both divisions which can result in ineffectiveness in either one of the two features.

Recommendation.



An evaluation of the three alternatives shows that assimilation of advertising and also procedures would not be a possible relocation as a result of the huge differences in between both departments although that presently Lewis is taking care of both. While splitting up of the manufacturing function may have been a beneficial move for the advertising and marketing department, the truth that it would imply positioning a third feature under Lewis's wing means this ought to be prevented. The assimilation of the marketing division is the best choice in regards to obtaining the optimum arise from the division. An action plan for this choice is talked about listed below.

Activity Plan.
Recommendation
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

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

Lewis will separate herself from operations.

A democratic leadership style with employee empowerment will certainly be made use of in advertising and marketing department.

Open door policy and also emphasis on cross department interaction will certainly be aimed at eliminating dissonance.

Contingency plan.

If the combination does not exercise as planned, a contingency strategy would certainly follow which would divide the production function from the advertising and marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. Because case the manufacturing feature will most definitely be divided by positioning it under an SVP production.