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


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 Analysis

Background and Facts

Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion an office materials retailer for tiny as well as moderate sized services has just recently been involved in planning for a merger with its rival Home Deport, which has actually influenced effectiveness degrees in departmentswith the senior supervisor associated with lawful problems presented by the government Trade Commission. With the Advertising Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With challenges in the kind of a possible cultural change and also low staff member morale, the organization is in need of a complete reengineering initiative at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The possible social change at the advertising department of Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion is boosting uncertainty in the workplace causing numerous difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting strategic decisions considering that Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Trade Commission's treatment in the process. Offered the truth that the shop has a global presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to affect efficiency or calculated objectives. Federal Profession Compensation's antitrust suit versus the merging took up valuable time of the organization's elderly monitoring recommending that 'political' factors can have major implications for a worldwide organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the international circumstance recommend that Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion is growing in an environment where there is possible development of businesses. Reality that store clients are primarily looking for workplace products for home workplaces suggests that the market has an increasing pattern of business owners as well as home based companies.

Social factors: Social patterns in the economic climate show that consumers are trying to find benefit as well as attractive rates. Marketing research demonstrates how the client for Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion lacks recognition concerning discovering remedies which can provide a mix of convenience and low costs.

Technical factors: Innovation plays a vital role in Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion's organisation approach particularly as the company is piloting Innovation centers which would certainly offer innovation sales and assistance in the kind of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues as well as Effects.

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

Apprehensions about social adjustment: There is apprehension regarding a social change that would certainly happen as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with the majority of the staff members currently revealing unhappiness over this possible action. This anticipated adjustment has produced tension in the office which has been combined with the past stress of preparing the firm for a possible merging with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is shortage of personnel that can match the difficult atmosphere of a busy company. Not just does this result in difficulty in locating the right individuals, it places stress and anxiety on brand-new hires as can not hold up against the pace as well as stress that the company expects them to birth.

Dual Coverage Lines: Newbies discover this business culture cumbersome as well as difficult to handle particularly as dotted line connections are meant to be weak in general as well as unbiased setting as well as performance analysis is still done by the strong line supervisor. This means that newcomers might lose clarity concerning their particular functions and also purposes particularly as dotted line reporting does not maintain them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's position came as an impact to her morale. Lewis might have been qualified as well as ideal for the task however the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Job Instability: Concern and also insecurity can be recognized as 2 significant problems that Lewis would be dealing with especially as the merging has currently be terminated and two elderly executives of the marketing department would be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a social modification yet would likewise need to prove herself in her new function.

Inappropriate Administration Design of Leader: Lewis's monitoring design and its incompatibility with the marketing department's function can also be seen as an OB challenge especially as she has been utilized to dealing with issues in the procedures department where workers are taught to focus on procedures and also get them. The advertising department on the various other hand can be seen as a team of individuals who are used to being nurtured by Krasnow who focused much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disputes between 3 divisions, advertising and marketing, merchandizing and also operations specifically over the allowance of the marketing mix can be determined as another OB concern. Although the advertising department does not share the same vision as the various other two divisions concerning the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also operations departments do not agree over the marketing mix allowance among each other either.

Disintegration in Marketing Division: Disintegration in between the advertising and marketing divisions can be identified as another OB issue which might need more focus. The fact that the advertising and marketing areas in the advertising department are separated is protecting against both departments from obtaining from each various other's experience and also expertise. Combination of advertising and marketing with retailing and operations would certainly become more difficult if the advertising department itself is disintegrated which can be an additional possible OB concern.

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

Numerous concepts have actually been utilized to describe the conditions to obtain more quality concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that staffs are passive and careless, have little passion and withstand adjustment. The circumstance 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 brand-new hires are finding this environment rather difficult which might eventually lead to a higher inclination of the management in the direction of Concept X. Even while assessing Lewis's monitoring style, theory X might have been ideal in the procedures division to some degree yet the Advertising department would call for dependence on Concept Y in order to obtain the imagination as well as originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's worry regarding bringing consistency in between the advertising and marketing division is concerned, this would initially bring about contrast as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the initial stage of team advancement, individuals might not bond, as they are hectic finding their location in the group. By combining the marketing and advertising department's work, there might be the same first detach which can lead to the second phase of 'storming' where the groups challenge each other. It is only throughout the third phase or 'norming' when they would come together to share concepts before the team can bring around harmony in the 4th phase 'carrying out'.

Bridges' Transition Version: Based On William Bridge's concept (appendix 4), individuals are fairly uneasy with change, which is obvious by the scenario at Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion The circumstance can be seen as a regular training course of life if is researched according to Bridge's concept where he describes that people experience 3 stages of change when they experience change. 'Closing, shedding and Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When people exist with adjustment, they go into stage one therefore there might be feelings like despair, uncertainty, disappointment, temper, anxiety, denial and disorientation.The situation at the advertising department of Man On A Wire Bart Stupak Walks A Tight Line Between Obamacare Abortion is similar so Lewis can obtain comfy with the suggestion that it is not remarkable actions. In the 2nd stage, there may be a demand to link the space in between the brand-new and also old culture so Lewis may need to encounter this challenge as soon as Krasnow leaves. There might be reduced morale and also reduced efficiency at this phase which need to not be taken as a trouble. It is throughout this stage that Lewis will need to give support to the division to make sure that they can discover a sense of direction. It can be seen exactly how Krasnow has already made this transition simpler by making Lewis obtain associated with the department a year before his actual separation. Based on Bridges' Version, phase 3 will produce visibility to understanding, High power and dedication as people will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has goes over the importance of 'security requires as being a lower degree demand 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 danger' is at the second level of demands. Before a worker can be made to establish emotionally, he requires to have his 'Physiological 'as well as 'Safety and security' requires satisfied.

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

Effects of Analysis.

The OB analysis has considered various concepts to understand just how to handle the existing scenario handy. The following three alternatives have been recommended to assist Lewis take care of the organizational obstacles in the marketing division. Each of these options has been proposed for easing the change needed to bring the advertising division in line with the requirements of the marketplace as well as for making the social change that would adhere to as soon as the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Production features. Integration of Advertising with Operations.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has proficiency in business-to-business advertising and marketing along with company and retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing and advertising and marketing features.

The benefit of this method is that it will certainly integrate the two functions while lowering the requirement for hiring an additional source for advertising. Lewis would certainly be heading the advertising department and in any kind of case her substitute would certainly be required for the current function that she is performing. The downside of this option is that external hiring might produce animosity from inner employees who might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Provided the affordable stress and also high quality work required from the advertising company, it is advised that Lewis ought to enable the manufacturing system to be a separate feature from the advertising and marketing system. Given that the majority of advertising agencies had these two functions as different systems, it makes even more sense to follow the norm.

Assimilation of Advertising with Workflows: Because Lewis is already caring for the advertising and marketing as well as procedures departments all at once; it makes sense to incorporate both features because she has been efficiently caring for both ends. The reality that both departments already have significant distinctions over allowance of sources recommends that this combination might have the ability to cause consistency particularly as Lewis would certainly be heading both ends.However there are different negative aspects of this step particularly as it would put way too much worry over Lewis's shoulders. The reality that Lewis has to adjust her administration style for the marketing division recommends that these 2 divisions would be culturally varied. Along with this, Lewis may not have the ability to use one type of leadership design to both divisions which could cause inefficiency in either among both functions.


An analysis of the three choices suggests that assimilation of advertising and marketing as well as procedures would certainly not be a viable move due to the substantial differences in between both divisions although that currently Lewis is dealing with both. While separation of the manufacturing feature might have been a positive relocation for the advertising department, the truth that it would certainly mean placing a third function under Lewis's wing suggests this must be prevented also. The integration of the marketing division is the best choice in terms of obtaining the optimal arise from the department. An action prepare for this option is gone over listed below.

Activity Plan.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Manufacturing function will continue to be part of advertising under advertising function.

Lewis will divide herself from procedures.

An autonomous management style with worker empowerment will be made use of in advertising and marketing division.

Open door policy and also emphasis on cross departmental communication will be aimed at getting rid of discord.

Backup plan.

If the assimilation does not exercise as intended, a backup strategy would certainly follow which would separate the manufacturing feature from the marketing feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing division without an SVP. In that case the production feature will most definitely be divided by putting it under an SVP manufacturing.