Information Systems Acquisition Decisions Learning Management System Of Solbridge Case Study Solution


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Information Systems Acquisition Decisions Learning Management System Of Solbridge Case Study Analysis

Background and Facts

Information Systems Acquisition Decisions Learning Management System Of Solbridge a workplace supplies store for small and also average sized services has recently been involved in preparing for a merging with its competitor Residence Deport, which has impacted effectiveness degrees in departmentswith the elderly supervisor involved in lawful difficulties put forth by the government Profession Commission. With the Marketing Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the future. With challenges in the type of a possible cultural adjustment and reduced worker spirits, the company wants a total reengineering initiative at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural change at the marketing division of Information Systems Acquisition Decisions Learning Management System Of Solbridge is increasing uncertainty in the workplace leading to various challenges for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing tactical choices considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Payment's intervention while doing so. Provided the reality that the shop has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries may be able to influence efficiency or calculated objectives. Federal Trade Payment's antitrust suit versus the merger used up important time of the company's senior management recommending that 'political' factors can have severe implications for a global service.

Economic Factors: Economic factors such as the introduction of small companies in the international circumstance suggest that Information Systems Acquisition Decisions Learning Management System Of Solbridge is prospering in an environment where there is possible growth of companies. In addition to this, truth that shop customers are mainly seeking workplace supplies for office recommends that the marketplace has a climbing trend of business owners and online businesses.

Social factors: Social fads in the economic situation reveal that consumers are trying to find ease as well as eye-catching prices. Market research shows how the customer for Information Systems Acquisition Decisions Learning Management System Of Solbridge does not have recognition concerning locating solutions which can supply a mix of convenience and inexpensive.

Technical factors: Modern technology plays a crucial duty in Information Systems Acquisition Decisions Learning Management System Of Solbridge's service technique particularly as the company is piloting Technology facilities which would certainly use innovation sales as well as support in the form of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Business Actions concerns can be seen in Information Systems Acquisition Decisions Learning Management System Of Solbridge's case as highlighted in this section.

Uneasiness concerning cultural adjustment: There is uneasiness concerning a social change that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with a lot of the personnel currently revealing discontent over this potential action. This anticipated adjustment has created tension in the workplace which has actually been combined with the past stress and anxiety of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is lack of employees that can match the demanding atmosphere of a fast-paced organization. Not just does this lead to difficulty in finding the right individuals, it places tension on new hires as can not hold up against the pace and pressure that the organization expects them to birth.

Twin Coverage Lines: Newcomers find this organizational culture troublesome and tough to handle especially as dotted line relationships are indicated to be weak as a whole as well as unbiased setup as well as performance evaluation is still done by the solid line supervisor. This suggests that novices might shed quality regarding their particular roles and also goals especially as populated line coverage does not keep them in straight interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been guessed that the last would take Krasnow's placement came as an impact to her morale. Lewis might have been capable and also proper for the work however the truth that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Fear & Work Instability: Fear and also insecurity can be identified as two major issues that Lewis would be handling especially as the merger has currently be terminated as well as two elderly execs of the advertising and marketing division would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would not simply be in charge of brining about a cultural modification but would also need to show herself in her new duty.

Inappropriate Management Style of Leader: Lewis's administration design and its conflict with the marketing department's role can likewise be seen as an OB difficulty specifically as she has been made use of to taking care of concerns in the procedures department where workers are instructed to focus on procedures and obtain them. The advertising department on the various other hand can be viewed as a team of individuals who are made use of to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Disputes: Interdepartmental differences between 3 divisions, marketing, merchandizing as well as procedures specifically over the appropriation of the advertising mix can be identified as one more OB problem. The advertising and marketing division does not share the very same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix appropriation amongst one another either.

Fragmentation in Advertising Division: Fragmentation in between the advertising and marketing departments can be determined as one more OB problem which might need additional interest. The fact that the advertising and marketing areas in the advertising department are separated is avoiding both divisions from obtaining from each various other's experience and knowledge. Combination of advertising with retailing as well as procedures would come to be more difficult if the advertising and marketing division itself is degenerated which can be one more possible OB issue.

Information Systems Acquisition Decisions Learning Management System Of Solbridge Analysis

Various concepts have actually been made use of to describe the circumstances to obtain additional clearness about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that subordinates are easy and careless, have little passion and resist modification. The difficult variation of this concept stressed browbeating, limited controls, hazards as well as penalties. Over time it generates reduced performance, refined sabotage and also rivalry (Bargain, 2003). Although the situation at Information Systems Acquisition Decisions Learning Management System Of Solbridge is not completely following Theory X, it can be seen that brand-new hires are locating this setting instead difficult which might ultimately result in a better inclination of the monitoring towards Concept X. According to McGregor's advocated view, which he called Theory Y, the necessary task of the monitoring is to set up organizational conditions to make sure that people can accomplish their own goals best by routing their efforts in the direction of business incentives. If individuals find no complete satisfaction in their work, the administration would certainly have little option yet to rely upon concept X and also exterior control (Bargain, 2003). Even while assessing Lewis's management style, concept X might have been suitable in the operations division somewhat yet the Advertising department would need reliance on Theory Y so as to get the creative thinking as well as originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's issue concerning bringing harmony in between the advertising as well as advertising division is worried, this would initially lead to conflict as discussed by Bruce Tuckman in his 'Synergy Concept'. By combining the marketing and marketing division's job, there might be the exact same initial separate which might lead to the second phase of 'storming' where the groups challenge one an additional.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), people are rather uneasy with modification, which is apparent by the circumstance at Information Systems Acquisition Decisions Learning Management System Of Solbridge The situation can be seen as a regular program of life if is researched based on Bridge's theory where he describes that people undergo 3 stages of shift when they experience change. 'Ending, shedding as well as Releasing', The Neutral Area and 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they enter phase one and so there might be feelings like sadness, uncertainty, disappointment, rage, worry, rejection as well as disorientation.The situation at the marketing department of Information Systems Acquisition Decisions Learning Management System Of Solbridge is comparable so Lewis can get comfy with the idea that it is not extraordinary habits. In the second phase, there may be a demand to connect the void between the new and also old society so Lewis may have to face this challenge as soon as Krasnow leaves. There may be low morale and low productivity at this stage which must not be taken as a problem. It is during this phase that Lewis will certainly have to provide support to the division to ensure that they can find an orientation. It can be seen how Krasnow has currently made this shift easier by making Lewis obtain associated with the division a year before his actual separation. According to Bridges' Model, stage three will cause visibility to learning, High energy and also commitment as people will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the relevance of 'security requires as being a reduced degree need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and secure and also out of risk' is at the second level of requirements. Before a worker can be made to create emotionally, he requires to have his 'Physical 'and also 'Security' requires fulfilled.

SWOT Analysis for Information Systems Acquisition Decisions Learning Management System Of Solbridge Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous concepts to comprehend exactly how to deal with the current situation available. The following three options have actually been proposed to aid Lewis take care of the business obstacles in the marketing department. Each of these choices has actually been recommended for easing the transition needed to bring the marketing department according to the requirements of the market as well as for making the social modification that would adhere to once the present leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and Manufacturing functions. Assimilation of Marketing with Procedures.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has competence in business-to-business advertising along with firm and retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both advertising and marketing and also marketing features.

The advantage of this technique is that it will certainly incorporate the two functions while decreasing the demand for hiring an added source for marketing. In addition to this, Lewis would be heading the marketing division as well as all the same her replacement would certainly be required for the present function that she is carrying out. The disadvantage of this alternative is that exterior hiring might bring about resentment from interior employees who may be looking at the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Production: Provided the competitive pressures and high top quality job required from the marketing company, it is suggested that Lewis should permit the production system to be a separate feature from the advertising unit. Considering that many advertising companies had these 2 features as separate units, it makes even more sense to follow the standard.

Combination of Advertising with Procedures: Because Lewis is currently taking treatment of the marketing as well as operations divisions at the same time; it makes feeling to integrate the two functions given that she has actually been successfully taking treatment of both ends. The reality that Lewis has to adapt her management style for the advertising and marketing department recommends that these 2 departments would certainly be culturally diverse.


An assessment of the 3 options suggests that integration of advertising and marketing and also operations would certainly not be a practical move because of the substantial differences between both departments although that currently Lewis is managing both. While splitting up of the manufacturing feature may have been a beneficial relocation for the advertising division, the fact that it would certainly imply putting a 3rd feature under Lewis's wing suggests this need to be prevented. The combination of the advertising division is the most effective alternative in regards to getting the optimum results from the department. An action plan for this option is gone over listed below.

Activity Strategy.
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Manufacturing feature will stay component of advertising under advertising function.

Lewis will divide herself from operations.

An autonomous leadership design with staff member empowerment will be utilized in advertising and marketing division.

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

Backup strategy.

If the combination does not work out as planned, a backup plan would comply with which would divide the production function from the advertising and marketing feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production function will absolutely be separated by positioning it under an SVP production.