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Oregons Wind Energy Health Impact Assessment Case Study Analysis

Background and Facts

Oregons Wind Energy Health Impact Assessment an office materials retailer for tiny and also average sized services has just recently been associated with preparing for a merging with its competitor Residence Deport, which has actually impacted efficiency degrees in departmentswith the senior supervisor involved in legal complications put forth by the federal Profession Compensation. With the Marketing Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With obstacles in the form of a prospective social modification as well as reduced worker morale, the organization needs a complete reengineering initiative at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the marketing department of Oregons Wind Energy Health Impact Assessment is boosting unpredictability in the working environment causing different challenges for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting critical choices considering that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's intervention while doing so. Provided the truth that the store has a global existence with branches in UK, USA, Canada and Germany, political factors in each of these nations may be able to affect performance or tactical objectives. Federal Trade Commission's antitrust match versus the merger occupied valuable time of the organization's senior monitoring suggesting that 'political' factors can have significant implications for a global company.

Economic Factors: Financial factors such as the appearance of local business in the global circumstance recommend that Oregons Wind Energy Health Impact Assessment is growing in an environment where there is possible development of services. In addition to this, fact that shop customers are primarily seeking office products for home offices recommends that the marketplace has a rising fad of entrepreneurs and online businesses.

Social factors: Social trends in the economic situation reveal that clients are seeking ease as well as appealing prices. Market research demonstrates how the consumer for Oregons Wind Energy Health Impact Assessment does not have recognition about locating solutions which can offer a combination of comfort and low costs.

Technological factors: Modern technology plays an essential role in Oregons Wind Energy Health Impact Assessment's organisation method especially as the company is piloting Technology facilities which would certainly use technology sales and also support in the type of memory upgrades, outer installations. (Summary of PARASITE in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Behavior issues can be seen in Oregons Wind Energy Health Impact Assessment's case as highlighted in this area.

Uneasiness about social modification: There is apprehension about a social change that would certainly happen when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with a lot of the employee already showing discontent over this potential move. This anticipated change has created stress and anxiety in the workplace which has actually been combined with the past anxiety of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is lack of personnel that can match the demanding setting of a busy company. Not just does this bring about trouble in finding the right people, it places tension on brand-new hires as can not stand up to the rate and also pressure that the company expects them to birth.

Twin Coverage Lines: Beginners locate this business culture difficult and also hard to manage specifically as populated line connections are meant to be weak as a whole and also unbiased setup and also efficiency examination is still done by the solid line manager. This implies that novices can lose clearness regarding their particular roles and purposes particularly as populated line coverage does not maintain them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been guessed that the last would take Krasnow's position came as a strike to her spirits. Lewis may have been qualified and appropriate for the work yet the fact that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Job Instability: Worry as well as instability can be determined as two major concerns that Lewis would certainly be handling especially as the merging has actually now be terminated and 2 elderly executives of the advertising division would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a cultural modification however would likewise need to show herself in her brand-new duty.

Incompatible Management Design of Leader: Lewis's administration design as well as its incompatibility with the advertising and marketing department's duty can likewise be viewed as an OB difficulty specifically as she has actually been used to dealing with issues in the procedures department where employees are educated to concentrate on procedures as well as obtain them right. The marketing division on the various other hand can be seen as a team of people who are used to being supported by Krasnow that concentrated a lot more on output than processes.

Interdepartmental Disagreements: Interdepartmental differences in between three departments, advertising, merchandizing and operations respectively over the allowance of the marketing mix can be identified as one more OB concern. The marketing division does not share the same vision as the other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Division: Disintegration between the marketing and advertising divisions can be recognized as another OB concern which could require more focus. The truth that the advertising and marketing sections in the advertising and marketing division are disconnected is stopping both divisions from getting from each various other's experience and know-how. Assimilation of advertising with retailing and also procedures would certainly end up being harder if the marketing department itself is disintegrated which can be one more prospective OB concern.

Oregons Wind Energy Health Impact Assessment Analysis

Various concepts have actually been utilized to explain the scenarios to obtain additional quality concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are passive and also careless, have little ambition as well as stand up to change. The scenario at Oregons Wind Energy Health Impact Assessment is not totally following Theory X, it can be seen that brand-new hires are locating this atmosphere instead stressful which might at some point lead to a greater disposition of the management towards Concept X. Even while examining Lewis's monitoring style, theory X might have been suitable in the operations department to some degree however the Advertising and marketing department would certainly need dependence on Theory Y in order to obtain the creative thinking as well as originality from the teams.

Tuckman's Teamwork Concept: As much as Lewis's concern regarding bringing consistency in between the advertising and also advertising and marketing division is worried, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising as well as marketing division's job, there might be the very same first disconnect which could lead to the 2nd stage of 'storming' where the teams test one another.

When people are presented with adjustment, they enter phase one as well as so there might be feelings like despair, uncertainty, stress, rage, anxiety, denial and disorientation.The scenario at the advertising department of Oregons Wind Energy Health Impact Assessment is similar so Lewis can get comfy with the idea that it is not remarkable actions. It is during this stage that Lewis will have to offer assistance to the department so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has currently made this transition easier by making Lewis get involved in the division a year before his real separation.
Vrio Analysis
Maslow's Requirement pecking order: The OB issue related to instability at the workplace has actually been triggered firstly by the modification in management and also secondly by the truth that the merging will certainly no longer be started. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has goes over the value of 'safety requires as being a reduced level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel protected and also safe' is at the second level of needs. Before an employee can be made to develop mentally, he needs to have his 'Physical 'as well as 'Security' requires met. This shows that unless the workers are made to really feel secure concerning their current employment condition in Oregons Wind Energy Health Impact Assessment they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Oregons Wind Energy Health Impact Assessment Case Study

Implication of Analysis.

The OB analysis has looked at various theories to understand just how to handle the current circumstance available. The following three choices have been suggested to aid Lewis manage the business difficulties in the advertising department. Each of these options has actually been proposed for alleviating the shift needed to bring the advertising and marketing department in accordance with the requirements of the market as well as for making the social change that would comply with when the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting and Manufacturing features. Integration of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merger days has competence in business-to-business advertising and marketing along with firm and retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing and also marketing functions.

The advantage of this approach is that it will certainly incorporate the two functions while decreasing the demand for hiring an additional source for marketing. Lewis would certainly be heading the advertising division as well as in any case her replacement would certainly be needed for the present role that she is carrying out. The disadvantage of this choice is that external hiring might cause resentment from internal employees that may be considering the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Manufacturing: Given the affordable pressures and also high quality job needed from the marketing company, it is advised that Lewis ought to allow the manufacturing system to be a separate feature from the advertising system. Since the majority of marketing firms had these 2 functions as different devices, it makes more feeling to comply with the norm.

Combination of Advertising And Marketing with Operations: Because Lewis is currently taking treatment of the advertising as well as operations divisions at the same time; it makes sense to incorporate the two features given that she has been effectively taking treatment of both ends. The fact that Lewis has to adapt her management design for the marketing department recommends that these two departments would certainly be culturally diverse.


An examination of the 3 alternatives indicates that assimilation of marketing and operations would not be a possible action due to the large differences in between the two divisions although that currently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a favorable action for the advertising division, the fact that it would certainly mean placing a 3rd feature under Lewis's wing means this should be stayed clear of. The assimilation of the advertising and marketing department is the most effective alternative in terms of getting the optimum results from the department. An activity prepare for this alternative is reviewed listed below.

Activity Strategy.
Lewis will take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Production feature will stay component of advertising under advertising function.

Lewis will certainly separate herself from procedures.

A democratic management design with staff member empowerment will be used in advertising department.

Open up door plan and emphasis on cross department communication will be targeted at eliminating disharmony.

Backup strategy.

If the combination does not work out as intended, a contingency strategy would certainly comply with which would divide the production function from the advertising and marketing function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will certainly be divided by placing it under an SVP manufacturing.