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

Background and Facts

Information Systems Acquisition Decisions Learning Management System Of Solbridge a workplace products store for little as well as average sized companies has actually lately been involved in preparing for a merger with its competitor House Deport, which has impacted effectiveness levels in departmentswith the elderly manager associated with lawful difficulties presented by the federal Trade Payment. With the Advertising Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With obstacles in the type of a possible social adjustment as well as low employee morale, the company needs a total reengineering initiative at the advertising and marketing division.

Problem Declaration

The prospective social change at the marketing department of Information Systems Acquisition Decisions Learning Management System Of Solbridge is boosting unpredictability in the working environment bring about different challenges for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting calculated choices considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Payment's treatment in the process. Offered the reality that the store has a global visibility with branches in UK, USA, Canada and also Germany, political factors in each of these nations might have the ability to impact efficiency or tactical goals. Federal Trade Commission's antitrust suit against the merger used up useful time of the company's elderly management suggesting that 'political' factors can have major implications for an international business.

Economic Factors: Economic factors such as the appearance of local business in the international situation suggest that Information Systems Acquisition Decisions Learning Management System Of Solbridge is flourishing in an environment where there is potential development of services. Reality that store customers are primarily looking for workplace materials for house workplaces suggests that the market has a rising trend of business owners and residence based organisations.

Social factors: Social trends in the economy reveal that consumers are trying to find comfort along with attractive costs. Marketing research demonstrates how the customer for Information Systems Acquisition Decisions Learning Management System Of Solbridge does not have awareness regarding finding solutions which can offer a mix of convenience and inexpensive.

Technical factors: Modern technology plays a crucial function in Information Systems Acquisition Decisions Learning Management System Of Solbridge's service approach especially as the company is piloting Modern technology facilities which would certainly provide modern technology sales and also support in the kind of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and Symptoms.

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

Apprehensions about cultural modification: There is uneasiness concerning a cultural adjustment that would certainly happen as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the personnel already revealing unhappiness over this potential relocation. This anticipated modification has actually created stress in the office which has been coupled with the past stress and anxiety of preparing the firm for a possible merger with House Deport.

Difficult Job Setting for Newcomers: There is scarcity of personnel that can match the demanding setting of a fast-paced organization. Not only does this result in problem in discovering the ideal people, it places anxiety on new hires as can not withstand the rate as well as pressure that the organization expects them to bear.

Double Coverage Lines: Beginners find this organizational society troublesome and hard to handle specifically as populated line connections are implied to be weak as a whole and also objective setting as well as efficiency analysis is still done by the solid line supervisor. This means that newcomers could shed quality regarding their respective roles as well as purposes particularly as dotted line reporting does not maintain them in direct interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles even though it had actually been guessed that the last would take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and suitable for the job however the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Job Instability: Worry as well as insecurity can be determined as two significant worries that Lewis would be taking care of especially as the merging has actually currently be terminated and also 2 senior execs of the marketing department would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders who would not simply be in charge of brining about a cultural modification yet would also have to prove herself in her new role.

Incompatible Administration Style of Leader: Lewis's monitoring design as well as its incompatibility with the advertising and marketing department's duty can also be seen as an OB obstacle especially as she has actually been utilized to taking care of problems in the operations department where employees are instructed to concentrate on procedures and obtain them. The advertising and marketing department on the various other hand can be seen as a group of individuals that are used to being nurtured by Krasnow that concentrated more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between 3 departments, advertising and marketing, merchandizing and operations respectively over the allotment of the advertising and marketing mix can be identified as another OB worry. Although the advertising and marketing department does not share the exact same vision as the various other two departments regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as procedures departments do not concur over the marketing mix allocation amongst one another either.

Disintegration in Advertising Division: Fragmentation in between the marketing and advertising divisions can be determined as an additional OB issue which could require more interest. The reality that the advertising and marketing sections in the marketing division are detached is avoiding both divisions from gaining from each various other's experience and knowledge. Integration of advertising and marketing with merchandising as well as operations would certainly become harder if the advertising and marketing department itself is broken down which can be an additional possible OB problem.

Information Systems Acquisition Decisions Learning Management System Of Solbridge Analysis

Various theories have actually been made use of to explain the circumstances to get additional clarity about the scenario at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that subordinates are passive and careless, have little aspiration and also stand up to change. The difficult variation of this concept emphasized browbeating, tight controls, hazards and punishments. Gradually it creates low productivity, subtle sabotage and also competition (Offer, 2003). Although the circumstance at Information Systems Acquisition Decisions Learning Management System Of Solbridge is not entirely complying with Theory X, it can be seen that brand-new hires are locating this setting instead stressful which may at some point result in a better inclination of the administration in the direction of Theory X. According to McGregor's advocated sight, which he called Theory Y, the important task of the management is to arrange organizational conditions so that individuals can achieve their own objectives best by routing their efforts towards business benefits. If individuals find no satisfaction in their work, the monitoring would have little option but to rely upon concept X and also outside control (Deal, 2003). Also while evaluating Lewis's administration design, concept X may have been suitable in the procedures division to some extent but the Marketing division would call for dependence on Theory Y so as to get the imagination and creativity from the groups.

Tuckman's Team effort Theory: Regarding Lewis's problem concerning bringing consistency in between the advertising and marketing department is worried, this would at first result in clash as reviewed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the preliminary stage of group development, individuals might not bond, as they are active locating their area in the team. By combining the advertising and marketing department's work, there might coincide initial detach which might result in the second phase of 'storming' where the groups test one another. Nevertheless, it is only during the 3rd phase or 'norming' when they would collaborate to share ideas prior to the team can cause harmony in the 4th phase 'performing'.

When people are offered with modification, they get in stage one as well as so there may be feelings like sadness, unpredictability, stress, anger, fear, denial and disorientation.The situation at the advertising division of Information Systems Acquisition Decisions Learning Management System Of Solbridge is similar so Lewis can get comfy with the concept that it is not amazing habits. It is throughout this phase that Lewis will have to offer assistance to the department so that they can discover a sense of direction. It can be seen just how Krasnow has actually currently made this transition less complicated by making Lewis obtain included in the department a year prior to his real separation.

Maslow's Need pecking order: The OB concern related to instability at the work environment has actually been caused first of all by the adjustment in management and also second of all by the reality that the merger will no longer be started. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the importance of 'safety requires as being a lower degree need of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to feel protected as well as safe' is at the second level of requirements. Prior to a staff member can be made to create psychologically, he requires to have his 'Physical 'as well as 'Safety and security' needs satisfied. This shows that unless the workers are made to feel protected concerning their current work condition in Information Systems Acquisition Decisions Learning Management System Of Solbridge they might not get to 'Self-Fulfillment'. (King, 2009).

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

Implication of Analysis.

The OB analysis has actually looked at numerous theories to understand exactly how to manage the current circumstance at hand. The following three options have actually been proposed to aid Lewis take care of the organizational challenges in the marketing department. Each of these alternatives has been proposed for easing the shift needed to bring the advertising and marketing department in accordance with the requirements of the market as well as for making the cultural change that would certainly comply with once the present leader leaves.

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

Assessment of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with company and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both marketing and advertising and marketing functions.

The advantage of this technique is that it will certainly integrate the two features while minimizing the need for working with an additional source for advertising and marketing. Along with this, Lewis would certainly be heading the marketing division and also all the same her replacement would certainly be required for the current role that she is carrying out. The disadvantage of this choice is that outside hiring might cause bitterness from inner workers that might be looking at the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the affordable pressures as well as top quality work required from the advertising agency, it is advised that Lewis needs to enable the production device to be a different feature from the advertising and marketing unit. Considering that the majority of advertising agencies had these two functions as different units, it makes more sense to adhere to the norm. Both features may be able to focus on their core activates much more successfully. The disadvantage of this strategy would certainly be that extra costs would certainly have to be borne for establishing up different production functions. A manufacturing head may have to be worked with which could raise overheads for the company.

Combination of Advertising And Marketing with Operations: Because Lewis is already looking after the marketing as well as procedures departments concurrently; it makes good sense to incorporate both functions given that she has been effectively dealing with both ends. The reality that the two divisions currently have significant differences over allowance of sources suggests that this integration may be able to produce consistency specifically as Lewis would certainly be heading both ends.However there are various drawbacks of this action specifically as it would place way too much worry over Lewis's shoulders. The truth that Lewis needs to adjust her management style for the marketing division recommends that these two departments would be culturally varied. Lewis may not be able to apply one type of management design to both departments which could result in ineffectiveness in either one of the two features.


An examination of the 3 options suggests that combination of marketing as well as operations would not be a possible move as a result of the vast distinctions between the two departments despite the fact that currently Lewis is taking care of both. While splitting up of the production function might have been a positive step for the advertising division, the reality that it would imply putting a third function under Lewis's wing suggests this ought to be prevented. The assimilation of the marketing division is the best option in regards to obtaining the optimum results from the department. An activity prepare for this option is reviewed below.

Action Plan.

Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will certainly stay component of advertising and marketing under marketing function.

Lewis will separate herself from operations.

An autonomous management design with staff member empowerment will certainly be made use of in advertising and marketing department.

Open door policy as well as focus on cross department interaction will certainly be aimed at removing disharmony.

Contingency strategy.

If the assimilation does not exercise as prepared, a contingency plan would certainly follow which would separate the production function from the marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production feature will definitely be separated by placing it under an SVP manufacturing.