Kalamazoo Zoo Case Study Solution


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Kalamazoo Zoo Case Study Help

Background and Facts

Kalamazoo Zoo a workplace supplies seller for small and also moderate sized organisations has lately been associated with preparing for a merger with its rival House Deport, which has actually impacted efficiency levels in departmentswith the elderly manager involved in lawful difficulties presented by the government Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the near future. With obstacles in the form of a possible social change and also reduced worker spirits, the organization requires a complete reengineering effort at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible social change at the marketing department of Kalamazoo Zoo is raising unpredictability in the working environment causing numerous difficulties for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting critical decisions considering that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Compensation's intervention while doing so. Given the truth that the store has a global existence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations might have the ability to impact efficiency or calculated goals. Federal Trade Compensation's antitrust fit against the merger used up valuable time of the company's senior administration suggesting that 'political' factors can have serious effects for a worldwide organisation.

Economic Factors: Economic factors such as the introduction of local business in the global situation recommend that Kalamazoo Zoo is thriving in a setting where there is potential growth of companies. In addition to this, truth that store customers are mainly trying to find office materials for office suggests that the marketplace has a climbing fad of business owners and online services.

Social factors: Social trends in the economic situation show that consumers are seeking ease along with eye-catching costs. Marketing research shows how the customer for Kalamazoo Zoo lacks awareness regarding discovering remedies which can use a mix of comfort and affordable.

Technological factors: Technology plays an essential role in Kalamazoo Zoo's service approach specifically as the organization is piloting Technology centers which would certainly offer modern technology sales and also support in the form of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues and Effects.

Numerous underlying Business Habits concerns can be seen in Kalamazoo Zoo's case as highlighted in this area.

Uneasiness concerning social modification: There is concern regarding a cultural modification that would occur as soon as Todd Krasnow leaves from his position as the Executive Vice President of Marketing with most of the staff members currently revealing discontent over this prospective relocation. This anticipated modification has actually developed stress in the work environment which has actually been combined with the previous anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is shortage of personnel that can match the difficult setting of a fast-paced company. Not just does this result in problem in finding the ideal people, it places tension on brand-new hires as can not endure the speed as well as stress that the company anticipates them to birth.

Twin Reporting Lines: Newbies find this organizational society cumbersome as well as difficult to manage especially as dotted line connections are indicated to be weak as a whole and unbiased setting and also efficiency assessment is still done by the solid line manager. This indicates that newcomers could shed clearness concerning their corresponding roles and objectives particularly as dotted line reporting does not keep them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had actually been hypothesized that the latter would take Krasnow's setting came as an impact to her morale. Lewis might have been qualified as well as suitable for the work however the fact that Kransnow's separation would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Job Insecurity: Concern and also instability can be determined as 2 significant concerns that Lewis would be dealing with especially as the merger has currently be terminated as well as 2 senior executives of the marketing department would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders who would not simply supervise of brining regarding a cultural adjustment yet would certainly additionally need to show herself in her new duty.

Incompatible Monitoring Style of Leader: Lewis's management style and its conflict with the marketing department's role can likewise be viewed as an OB challenge especially as she has been utilized to dealing with concerns in the operations division where workers are instructed to concentrate on procedures and obtain them right. The advertising and marketing division on the various other hand can be seen as a group of people who are made use of to being supported by Krasnow who focused much more on result than procedures.

Interdepartmental Disputes: Interdepartmental differences between three divisions, marketing, merchandizing as well as operations specifically over the allowance of the advertising mix can be identified as an additional OB concern. Although the advertising department does not share the exact same vision as the other 2 departments relating to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and operations departments do not agree over the advertising mix allowance among one another either.

Disintegration in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be determined as an additional OB problem which could need further focus. The fact that the marketing and advertising sections in the advertising department are detached is preventing both divisions from obtaining from each various other's experience as well as competence. Combination of advertising with retailing and procedures would certainly end up being more difficult if the advertising and marketing department itself is disintegrated which can be another potential OB issue.

Kalamazoo Zoo Analysis

Different concepts have been made use of to describe the situations to obtain more quality about the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are easy as well as careless, have little aspiration and also resist modification. The tough version of this concept highlighted coercion, tight controls, threats and also penalties. Gradually it produces low efficiency, subtle sabotage and also competition (Bargain, 2003). Although the situation at Kalamazoo Zoo is not completely complying with Concept X, it can be seen that brand-new hires are finding this atmosphere rather stressful which might at some point bring about a greater disposition of the administration towards Theory X. As per McGregor's promoted sight, which he called Theory Y, the important task of the administration is to arrange organizational conditions so that people can attain their own objectives best by guiding their efforts towards organizational incentives. If individuals discover no contentment in their work, the management would certainly have little selection yet to depend on theory X as well as exterior control (Bargain, 2003). Also while evaluating Lewis's management style, theory X may have been suitable in the procedures department somewhat but the Advertising and marketing division would call for dependence on Theory Y in order to get the creativity and originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's concern concerning bringing consistency in between the advertising and marketing division is worried, this would initially cause conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the initial stage of team development, individuals may not bond, as they are busy finding their place in the group. By incorporating the advertising and marketing division's work, there may be the same initial separate which might result in the 2nd stage of 'storming' where the groups test one another. It is only during the third phase or 'norming' when they would certainly come with each other to share suggestions before the team can bring around synergy in the fourth phase 'executing'.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), individuals are quite unpleasant with modification, which is noticeable by the scenario at Kalamazoo Zoo The scenario can be viewed as a regular program of life if is researched based on Bridge's concept where he clarifies that people go through three stages of transition when they experience modification. 'Closing, losing and Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they get in stage one and so there might be emotions like unhappiness, unpredictability, stress, anger, concern, rejection and also disorientation.The scenario at the advertising department of Kalamazoo Zoo is comparable so Lewis can get comfy with the suggestion that it is not phenomenal behavior. In the second stage, there may be a need to connect the gap between the new and also old society so Lewis might need to encounter this challenge once Krasnow leaves. There might be reduced spirits and also reduced productivity at this phase which must not be taken as a setback. It is during this stage that Lewis will have to offer support to the department to ensure that they can find a sense of direction. It can be seen just how Krasnow has currently made this shift much easier by making Lewis get involved in the division a year prior to his real departure. As per Bridges' Version, stage 3 will produce openness to knowing, High energy and also commitment as individuals will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has discusses the significance of 'safety and security requires as being a lower degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure and also out of danger' is at the 2nd degree of needs. Before an employee can be made to establish psychologically, he needs to have his 'Physical 'and 'Security' needs met.

SWOT Analysis for Kalamazoo Zoo Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at numerous theories to comprehend how to handle the existing scenario at hand. The adhering to 3 alternatives have actually been recommended to help Lewis deal with the business obstacles in the marketing division. Each of these options has been recommended for alleviating the shift required to bring the marketing department in accordance with the requirements of the market as well as for making the cultural modification that would certainly follow when the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Manufacturing functions. Combination of Advertising with Workflow.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal marketing company of Kalamazoo Zoo is currently strength for the organization in regards to saving up on expenses connected to marketing and promotion. Because no new employment has been done after Bridget Cole's departure with the reporting line being straight assigned to Krasnow for the advertising function, this is a positive possibility for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been interviewed by Lewis during the earlier merging days has proficiency in business-to-business advertising along with firm and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and marketing functions.

The benefit of this technique is that it will certainly incorporate both functions while decreasing the requirement for working with an added source for marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and also all the same her substitute would be needed for the current role that she is performing. The downside of this option is that exterior hiring may produce animosity from inner personnel who might be eying the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Production: Provided the competitive stress and high top quality job required from the advertising firm, it is recommended that Lewis ought to enable the manufacturing system to be a separate feature from the advertising and marketing unit. Given that many marketing firms had these 2 features as different devices, it makes even more sense to adhere to the norm.

Integration of Marketing with Workflows: Because Lewis is currently taking care of the advertising and also operations departments all at once; it makes sense to integrate the two features since she has actually been successfully taking care of both ends. The truth that Lewis has to adjust her monitoring design for the advertising division suggests that these 2 divisions would be culturally diverse.


An assessment of the three options suggests that assimilation of advertising and marketing and operations would certainly not be a possible step as a result of the substantial distinctions in between the two departments although that currently Lewis is handling both. While separation of the production feature might have been a positive move for the advertising and marketing department, the fact that it would suggest putting a third function under Lewis's wing means this must be prevented too. The combination of the advertising department is the very best choice in terms of getting the optimum results from the department. An activity plan for this choice is discussed listed below.

Action Strategy.
Lewis will take over the role of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Manufacturing function will remain component of marketing under advertising feature.

Lewis will divide herself from operations.

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

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

Backup strategy.

If the assimilation does not exercise as intended, a backup strategy would certainly adhere to which would certainly separate the production function from the advertising feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing function will absolutely be divided by positioning it under an SVP production.