Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion Case Study Help


Home >> Chicago Booth >> Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion >>

Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion Case Study Help

Background and Facts

Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion an office products retailer for tiny as well as average sized businesses has actually lately been associated with planning for a merging with its rival Home Deport, which has influenced effectiveness levels in departmentswith the senior manager involved in legal problems presented by the federal Profession Commission. With the Advertising Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the future. With challenges in the form of a prospective social adjustment and also low worker morale, the organization needs a total reengineering effort at the marketing department.

Trouble Declaration

The prospective cultural modification at the advertising department of Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion is increasing unpredictability in the working environment leading to different challenges for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting calculated choices since Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's treatment at the same time. Given the truth that the store has an international visibility with branches in UK, USA, Canada and Germany, political consider each of these nations may be able to impact performance or tactical goals. Federal Trade Compensation's antitrust match against the merging occupied beneficial time of the company's senior administration recommending that 'political' factors can have serious ramifications for a worldwide company.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide scenario suggest that Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion is growing in an environment where there is potential growth of services. Truth that store clients are primarily looking for office products for home offices suggests that the market has a climbing pattern of entrepreneurs and also house based organisations.

Social factors: Social patterns in the economic climate reveal that customers are trying to find benefit as well as eye-catching costs. Marketing research demonstrates how the customer for Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion does not have awareness about locating options which can supply a mix of benefit and affordable.

Technological factors: Innovation plays a crucial role in Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion's company method specifically as the company is piloting Modern technology facilities which would certainly offer technology sales and also assistance in the form of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Habits problems can be seen in Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion's case as highlighted in this section.

Concerns concerning cultural change: There is apprehension regarding a social adjustment that would occur once Todd Krasnow leaves from his position as the Exec Vice President of Advertising with a lot of the staff members already showing discontent over this potential relocation. This expected modification has produced stress in the work environment which has been combined with the past stress of preparing the company for a potential merger with Home Deport.

Difficult Work Setting for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a hectic organization. Not just does this lead to problem in locating the best people, it puts stress on new hires as can not hold up against the rate as well as pressure that the company expects them to birth.

Double Coverage Lines: Beginners locate this business culture cumbersome and also difficult to deal with specifically as populated line connections are indicated to be weaker as a whole and unbiased setup and performance examination is still done by the strong line manager. This means that novices might shed clearness regarding their respective duties and also goals especially as populated line reporting does not keep them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had been guessed that the last would certainly take Krasnow's setting came as a blow to her spirits. Lewis might have been capable as well as ideal for the job but the reality that Kransnow's departure would make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Fear & Work Instability: Fear and insecurity can be determined as 2 major issues that Lewis would be handling particularly as the merging has actually now be terminated and also 2 senior execs of the marketing division would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders that would not just be in charge of brining concerning a social change however would also have to confirm herself in her new function.

Incompatible Management Style of Leader: Lewis's management design and its incompatibility with the marketing division's role can additionally be seen as an OB challenge specifically as she has been used to managing concerns in the procedures department where workers are educated to concentrate on procedures as well as get them right. The advertising and marketing department on the other hand can be seen as a team of individuals that are used to being supported by Krasnow that focused more on result than procedures.

Interdepartmental Arguments: Interdepartmental arguments in between three divisions, marketing, merchandizing as well as operations respectively over the appropriation of the advertising mix can be recognized as one more OB issue. Although the advertising division does not share the exact same vision as the various other two divisions relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also operations departments do not agree over the advertising mix allotment among each other either.

Fragmentation in Advertising And Marketing Department: Fragmentation in between the advertising and marketing departments can be determined as one more OB concern which can need further focus. The fact that the advertising and marketing sections in the marketing division are separated is avoiding both divisions from acquiring from each various other's experience and also know-how. Assimilation of advertising and marketing with retailing and procedures would become more difficult if the advertising division itself is disintegrated which can be one more potential OB problem.

Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion Analysis

Different theories have actually been made use of to describe the situations to get further clarity about the circumstance at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that subordinates are passive and careless, have little passion and stand up to change. The hard version of this concept highlighted browbeating, limited controls, hazards as well as penalties. In time it generates reduced productivity, subtle sabotage and competition (Deal, 2003). The scenario at Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion is not entirely following Theory X, it can be seen that new hires are discovering this atmosphere rather demanding which might ultimately lead to a higher disposition of the monitoring towards Theory X. According to McGregor's promoted view, which he called Concept Y, the crucial task of the monitoring is to arrange business problems to make sure that people can accomplish their own goals best by routing their efforts towards organizational rewards. If people discover no fulfillment in their job, the monitoring would certainly have little option but to count on theory X and also outside control (Deal, 2003). Even while examining Lewis's monitoring design, concept X might have appropriated in the procedures department to some extent however the Marketing division would certainly call for dependence on Theory Y to get the creative thinking as well as creativity from the groups.

Tuckman's Team effort Theory: As for Lewis's issue about bringing consistency in between the advertising and marketing department is worried, this would initially cause contrast as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, throughout the first stage of group development, individuals might not bond, as they are busy discovering their location in the team. By combining the marketing and advertising division's work, there might be the same first detach which might lead to the second phase of 'storming' where the teams test each other. It is only during the 3rd phase or 'norming' when they would certainly come together to share suggestions before the group can bring about harmony in the 4th phase 'doing'.

Bridges' Shift Model: According To William Bridge's theory (appendix 4), people are fairly uncomfortable with modification, which is noticeable by the circumstance at Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion The circumstance can be viewed as a typical program of life if is studied as per Bridge's theory where he discusses that people undergo three phases of shift when they experience modification. 'Closing, losing as well as Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with modification, they enter stage one and so there might be feelings like despair, uncertainty, frustration, temper, fear, rejection as well as disorientation.The circumstance at the marketing division of Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion is comparable so Lewis can get comfy with the suggestion that it is not amazing behavior. In the second stage, there may be a requirement to bridge the void between the brand-new and also old society so Lewis may have to encounter this challenge when Krasnow leaves. There might be reduced spirits as well as low performance at this phase which need to not be taken as a setback. It is during this stage that Lewis will certainly need to provide support to the department to make sure that they can locate an orientation. It can be seen exactly how Krasnow has currently made this change less complicated by making Lewis obtain associated with the division a year prior to his real departure. As per Bridges' Design, phase three will certainly produce openness to understanding, High energy and dedication as people will certainly welcome the adjustment (Bridges, 2004).

Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has goes over the value of 'protection needs as being a lower level demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel safe and secure and out of threat' is at the 2nd level of needs. Prior to a worker can be made to develop psychologically, he needs to have his 'Physiological 'and also 'Safety' needs satisfied.

SWOT Analysis for Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion Case Study

Implication of Analysis.

The OB analysis has actually checked out different theories to understand how to cope with the existing scenario available. The following three choices have actually been recommended to aid Lewis deal with the business obstacles in the advertising and marketing department. Each of these options has actually been proposed for reducing the shift needed to bring the advertising division according to the requirements of the marketplace and for making the social modification that would adhere to as soon as the present leader leaves.

Integration of advertising and marketing features. Dividing Adverting and Production features. Integration of Marketing with Operations.

Examination of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business marketing along with firm and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing features.

The benefit of this strategy is that it will incorporate both functions while lowering the need for employing an extra source for advertising and marketing. In addition to this, Lewis would be heading the marketing department as well as regardless her replacement would be needed for the current function that she is performing. The negative aspect of this choice is that external hiring may bring about bitterness from inner personnel that may be eying the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Production: Offered the competitive stress and high top quality work called for from the advertising and marketing agency, it is suggested that Lewis should allow the manufacturing system to be a separate feature from the marketing unit. Considering that a lot of marketing agencies had these two functions as different units, it makes more feeling to comply with the standard.

Assimilation of Advertising And Marketing with Procedures: Given that Lewis is already taking treatment of the advertising and marketing as well as procedures divisions simultaneously; it makes feeling to integrate the 2 functions given that she has been effectively taking treatment of both ends. The fact that Lewis has to adjust her administration design for the marketing division suggests that these 2 divisions would be culturally diverse.


An analysis of the three alternatives suggests that combination of advertising and also operations would certainly not be a viable relocation due to the large distinctions in between the two divisions despite the reality that presently Lewis is dealing with both. While splitting up of the production function might have been a beneficial step for the advertising division, the fact that it would certainly mean placing a 3rd feature under Lewis's wing indicates this ought to be stayed clear of.

Action Plan.

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

Marketing and advertising features would be combined.

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

Production feature will certainly remain part of advertising and marketing under advertising and marketing function.

Lewis will certainly divide herself from procedures.

A democratic leadership style with staff member empowerment will certainly be used in advertising division.

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

Backup plan.

If the assimilation does not work out as prepared, a contingency strategy would certainly adhere to which would separate the manufacturing function from the advertising function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will most definitely be separated by putting it under an SVP manufacturing.