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Oregons Wind Energy Health Impact Assessment Case Study Solution

CASE ANALYSIS

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Oregons Wind Energy Health Impact Assessment Case Study Solution

Background and Facts

Oregons Wind Energy Health Impact Assessment a workplace materials merchant for tiny as well as moderate sized services has recently been involved in preparing for a merging with its rival Home Deport, which has actually impacted performance degrees in departmentswith the senior manager associated with lawful issues presented by the government Trade Commission. With the Marketing Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the near future. With obstacles in the form of a prospective social change as well as reduced staff member spirits, the organization wants a total reengineering initiative at the advertising and marketing department.

Issue Statement

The prospective cultural adjustment at the marketing department of Oregons Wind Energy Health Impact Assessment is increasing uncertainty in the working environment bring about various difficulties 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 function in influencing calculated choices because Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention at the same time. Provided the truth that the store has a worldwide existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may have the ability to influence performance or calculated objectives. Federal Profession Commission's antitrust suit versus the merging took up valuable time of the organization's senior administration suggesting that 'political' factors can have major implications for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of local business in the worldwide scenario recommend that Oregons Wind Energy Health Impact Assessment is thriving in a setting where there is possible growth of companies. In addition to this, fact that store consumers are mainly seeking office materials for home offices recommends that the marketplace has a rising trend of entrepreneurs and also home based organisations.

Social factors: Social patterns in the economic climate reveal that customers are trying to find ease along with appealing costs. Market research shows how the customer for Oregons Wind Energy Health Impact Assessment does not have awareness concerning locating solutions which can offer a mix of ease and low costs.

Technological factors: Innovation plays an essential role in Oregons Wind Energy Health Impact Assessment's business method especially as the company is piloting Technology centers which would certainly provide technology sales as well as support in the form of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues and Effects.

Numerous underlying Organizational Actions concerns can be seen in Oregons Wind Energy Health Impact Assessment's case as highlighted in this section.

Concerns concerning social modification: There is concern about a social change that would occur when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with the majority of the employee already revealing unhappiness over this possible move. This expected modification has developed tension in the work environment which has been coupled with the previous tension of preparing the firm for a potential merger with House Deport.

Demanding Work Setting for Newcomers: There is shortage of personnel that can match the demanding setting of a hectic organization. Not only does this result in problem in discovering the ideal individuals, it places tension on new hires as can not hold up against the speed as well as stress that the organization anticipates them to birth.

Twin Reporting Lines: Newcomers discover this organizational society difficult and tough to cope with specifically as dotted line relationships are implied to be weak as a whole as well as unbiased setting and performance assessment is still done by the strong line supervisor. This suggests that newbies might shed clarity regarding their corresponding functions and goals specifically as populated line reporting does not maintain them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had actually been hypothesized that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis might have been capable and also proper for the task but the reality that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Concern and instability can be recognized as 2 major issues that Lewis would be handling especially as the merger has actually now be terminated and also 2 senior executives of the advertising department would certainly be leaving. The whole duty of the department would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining about a social change however would certainly also need to show herself in her new duty.

Incompatible Management Design of Leader: Lewis's administration design as well as its conflict with the advertising and marketing department's role can likewise be viewed as an OB challenge particularly as she has actually been used to taking care of problems in the operations division where workers are instructed to concentrate on procedures as well as obtain them right. The marketing department on the various other hand can be seen as a team of individuals that are used to being nurtured by Krasnow who focused more on result than processes.

Interdepartmental Differences: Interdepartmental disagreements between 3 divisions, advertising, merchandizing and operations respectively over the allowance of the marketing mix can be determined as another OB problem. Although the marketing division does not share the very same vision as the other two departments relating to the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures divisions do not concur over the advertising mix allocation amongst one another either.

Fragmentation in Advertising Division: Fragmentation between the advertising and marketing departments can be determined as an additional OB issue which might require further interest. The truth that the advertising and marketing areas in the marketing department are separated is preventing both divisions from getting from each other's experience and also expertise. Integration of advertising with merchandising and also operations would become harder if the marketing division itself is broken down which can be an additional possible OB concern.

Oregons Wind Energy Health Impact Assessment Analysis

Different theories have actually been utilized to discuss the conditions to obtain further clarity concerning the situation handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that juniors are passive and also lazy, have little passion as well as stand up to change. The circumstance at Oregons Wind Energy Health Impact Assessment is not completely complying with Concept X, it can be seen that new hires are locating this atmosphere rather demanding which might eventually lead to a greater disposition of the administration in the direction of Concept X. Also while analyzing Lewis's monitoring style, concept X may have been appropriate in the operations division to some extent however the Advertising and marketing division would certainly need dependence on Concept Y in order to get the imagination and also creativity from the groups.

Tuckman's Synergy Theory: As far as Lewis's problem regarding bringing harmony between the advertising and advertising department is worried, this would at first lead to clash as gone over by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising and marketing as well as advertising division's job, there may be the exact same preliminary disconnect which could lead to the 2nd stage of 'storming' where the groups challenge one another.

Bridges' Shift Design: Based On William Bridge's concept (appendix 4), people are rather uneasy with modification, which is evident by the circumstance at Oregons Wind Energy Health Impact Assessment The circumstance can be seen as a regular course of life if is examined as per Bridge's concept where he discusses that individuals go through 3 phases of change when they experience adjustment. 'Ending, shedding and also Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals are presented with change, they get in phase one therefore there might be emotions like sadness, uncertainty, disappointment, rage, anxiety, rejection as well as disorientation.The circumstance at the advertising department of Oregons Wind Energy Health Impact Assessment is comparable so Lewis can obtain comfy with the suggestion that it is not amazing habits. In the 2nd stage, there might be a need to connect the space between the new and also old society so Lewis might have to encounter this ordeal as soon as Krasnow leaves. There might be low morale and low efficiency at this phase which ought to not be taken as an obstacle. It is throughout this stage that Lewis will certainly have to give assistance to the division to make sure that they can locate a sense of direction. It can be seen how Krasnow has actually currently made this transition easier by making Lewis get associated with the department a year prior to his actual departure. Based on Bridges' Model, phase 3 will bring about openness to knowing, High energy and also dedication as people will certainly embrace the change (Bridges, 2004).

Maslow's Requirement hierarchy: The OB problem pertaining to instability at the office has been activated to start with by the change in monitoring and second of all by the truth that the merger will no longer be initiated. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has goes over the significance of 'safety and security needs as being a lower level need of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to really feel protected as well as untouched' is at the 2nd level of needs. Before a staff member can be made to create mentally, he requires to have his 'Physiological 'and also 'Security' requires satisfied. This shows that unless the workers are made to really feel protected concerning their current work condition in Oregons Wind Energy Health Impact Assessment they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Oregons Wind Energy Health Impact Assessment Case Study



Effects of Analysis.

The OB analysis has taken a look at different theories to recognize just how to handle the present circumstance available. The complying with three alternatives have actually been recommended to assist Lewis manage the business difficulties in the advertising department. Each of these options has been suggested for reducing the transition required to bring the advertising department in line with the requirements of the market and for making the social adjustment that would adhere to when the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting and Production functions. Integration of Marketing with Workflow.

Examination of Alternatives.

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

The benefit of this method is that it will incorporate both functions while decreasing the need for employing an extra source for advertising and marketing. Lewis would certainly be heading the advertising department and also in any case her substitute would be required for the existing duty that she is doing. The drawback of this choice is that outside hiring might produce animosity from interior employees that may be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Production: Offered the competitive pressures and also high top quality work called for from the marketing firm, it is suggested that Lewis ought to enable the production system to be a separate feature from the advertising unit. Given that most advertising agencies had these 2 functions as different units, it makes even more sense to follow the norm.

Combination of Advertising And Marketing with Procedures: Considering that Lewis is already taking treatment of the advertising and marketing and also operations divisions all at once; it makes feeling to integrate the two features considering that she has actually been successfully taking treatment of both ends. The fact that Lewis has to adjust her monitoring design for the advertising and marketing department suggests that these two divisions would be culturally diverse.

Suggestion.



An analysis of the three alternatives indicates that integration of advertising and marketing and also operations would certainly not be a possible relocation due to the vast differences between the 2 divisions despite the fact that currently Lewis is handling both. While splitting up of the manufacturing function may have been a beneficial move for the marketing division, the truth that it would imply positioning a 3rd feature under Lewis's wing implies this should be avoided.

Action Plan.

Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Manufacturing function will certainly continue to be part of marketing under marketing feature.

Lewis will certainly separate herself from operations.

A democratic management style with employee empowerment will be made use of in advertising division.

Open up door plan as well as focus on cross departmental interaction will be focused on getting rid of discord.

Backup strategy.

If the assimilation does not work out as prepared, a contingency plan would certainly comply with which would certainly divide the production function from the marketing function to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. In that case the manufacturing function will absolutely be separated by putting it under an SVP manufacturing.