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Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport Case Study Help

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Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport Case Study Help

Background and Facts

Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport an office supplies store for little and also average sized services has lately been associated with planning for a merger with its rival Residence Deport, which has impacted efficiency levels in departmentswith the elderly supervisor involved in legal problems put forth by the government Trade Commission. With the Advertising and marketing Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With challenges in the kind of a prospective cultural adjustment and also reduced employee morale, the organization wants a complete reengineering initiative at the advertising division.

Issue Statement

The prospective cultural change at the marketing department of Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport is enhancing unpredictability in the workplace resulting in 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 function in impacting critical decisions since Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Trade Commission's intervention while doing so. Offered the fact that the store has a worldwide visibility with branches in UK, USA, Canada and also Germany, political factors in each of these nations might have the ability to influence efficiency or critical goals. Federal Trade Payment's antitrust fit versus the merger used up beneficial time of the organization's elderly administration suggesting that 'political' factors can have significant effects for a global service.

Economic Factors: Economic factors such as the introduction of small businesses in the global scenario suggest that Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport is growing in an atmosphere where there is possible growth of companies. Truth that store customers are mainly looking for workplace supplies for residence workplaces suggests that the market has an increasing trend of business owners and home based organisations.

Social factors: Social fads in the economy show that clients are searching for comfort in addition to eye-catching prices. Marketing research demonstrates how the consumer for Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport does not have understanding regarding discovering remedies which can supply a mix of convenience and also affordable.

Technical factors: Innovation plays an essential duty in Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport's service technique specifically as the company is piloting Modern technology centers which would certainly supply innovation sales and also support in the form of memory upgrades, peripheral installations. (Recap of INSECT in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Habits issues can be seen in Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport's case as highlighted in this section.

Worries regarding cultural modification: There is concern about a social change that would happen once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the team member already revealing unhappiness over this prospective move. This predicted modification has actually produced anxiety in the work environment which has actually been combined with the past stress and anxiety of preparing the firm for a potential merging with House Deport.

Difficult Task Atmosphere for Newcomers: There is shortage of workers that can match the difficult setting of a hectic organization. Not only does this bring about trouble in finding the appropriate people, it places tension on new hires as can not withstand the speed and stress that the company expects them to birth.

Twin Coverage Lines: Newbies locate this organizational society difficult and also hard to handle specifically as populated line connections are suggested to be weaker generally and also unbiased setup and performance examination is still done by the strong line supervisor. This indicates that newbies can shed clearness concerning their respective duties and also objectives particularly as dotted line reporting does not maintain them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the latter would certainly take Krasnow's position came as a strike to her morale. Lewis might have been qualified as well as ideal for the task however the fact that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Task Insecurity: Concern as well as insecurity can be determined as 2 major worries that Lewis would certainly be dealing with specifically as the merging has actually now be terminated as well as two elderly executives of the advertising and marketing department would be leaving. The whole obligation of the division would be dropping on Lewis's shoulders who would not just supervise of brining concerning a social change but would additionally need to prove herself in her new function.

Incompatible Administration Design of Leader: Lewis's management design and its incompatibility with the marketing division's duty can additionally be seen as an OB obstacle particularly as she has been utilized to taking care of issues in the operations department where employees are instructed to concentrate on procedures as well as get them right. The advertising and marketing division on the various other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow who concentrated much more on outcome than processes.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 departments, advertising, merchandizing and also procedures respectively over the allowance of the advertising mix can be identified as another OB problem. Although the advertising division does not share the same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and operations divisions do not agree over the marketing mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the advertising and marketing departments can be determined as another OB concern which could need more attention. The reality that the advertising and marketing areas in the advertising department are separated is stopping both divisions from acquiring from each various other's experience as well as know-how. Integration of advertising with retailing and procedures would end up being more difficult if the advertising division itself is broken down which can be an additional potential OB concern.

Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport Analysis

Various theories have actually been utilized to describe the scenarios to get additional quality regarding the situation at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers think that subordinates are passive as well as lazy, have little ambition and also withstand change. The scenario at Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport is not completely complying with Concept X, it can be seen that new hires are locating this setting rather stressful which might ultimately lead to a higher inclination of the administration in the direction of Theory X. Also while examining Lewis's management design, theory X may have been ideal in the procedures division to some level yet the Advertising and marketing department would certainly require reliance on Concept Y in order to get the imagination and also creativity from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem regarding bringing consistency between the advertising and advertising and marketing division is worried, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising and marketing as well as marketing division's work, there may be the very same first separate which might lead to the 2nd stage of 'storming' where the groups test one another.

Bridges' Change Design: According To William Bridge's theory (appendix 4), individuals are fairly unpleasant with adjustment, which is apparent by the scenario at Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport The situation can be viewed as a regular course of life if is examined based on Bridge's concept where he clarifies that individuals go through three stages of transition when they experience change. 'End, shedding as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people exist with change, they go into stage one therefore there may be feelings like despair, unpredictability, frustration, rage, anxiety, denial and also disorientation.The circumstance at the marketing division of Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport is comparable so Lewis can obtain comfortable with the idea that it is not amazing actions. In the second stage, there might be a requirement to link the space in between the new as well as old culture so Lewis may need to face this experience as soon as Krasnow leaves. There may be low morale and also low efficiency at this phase which need to not be taken as a trouble. It is during this phase that Lewis will need to provide support to the division to make sure that they can locate an orientation. It can be seen how Krasnow has actually currently made this change less complicated by making Lewis obtain associated with the division a year before his real departure. According to Bridges' Design, phase 3 will certainly produce openness to knowing, High energy and commitment as individuals will accept the modification (Bridges, 2004).

Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has talks about the value of 'security needs as being a lower degree need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure as well as out of danger' is at the 2nd level of requirements. Prior to a worker can be made to develop psychologically, he needs to have his 'Physical 'as well as 'Safety' needs fulfilled.

SWOT Analysis for Queuing Theory To The Rescue Managing Security Screening Lines At Logan Airport Case Study



Ramification of Analysis.

The OB analysis has actually looked at different concepts to comprehend exactly how to handle the existing circumstance at hand. The adhering to three choices have been suggested to help Lewis manage the organizational challenges in the advertising and marketing division. Each of these alternatives has been suggested for relieving the shift needed to bring the advertising division according to the requirements of the market and for making the social adjustment that would certainly adhere to as soon as the present leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and Manufacturing features. Integration of Advertising with Workflow.

Examination of Alternatives.

Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merging days has knowledge in business-to-business marketing along with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both marketing and also advertising and marketing functions.

The benefit of this technique is that it will certainly integrate the two features while decreasing the need for working with an added source for advertising and marketing. Lewis would be heading the advertising department and in any case her substitute would be needed for the existing role that she is carrying out. The downside of this choice is that outside hiring might produce resentment from inner employees who may be looking at the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Manufacturing: Provided the affordable stress and also high quality work called for from the advertising company, it is suggested that Lewis should permit the production unit to be a different feature from the advertising and marketing system. Given that most advertising and marketing companies had these 2 functions as different systems, it makes more sense to adhere to the norm.

Combination of Advertising with Operations: Considering that Lewis is currently dealing with the marketing and also procedures departments at the same time; it makes sense to integrate both features considering that she has been successfully taking care of both ends. The fact that the two departments already have significant distinctions over appropriation of sources suggests that this combination may have the ability to cause consistency particularly as Lewis would be heading both ends.However there are numerous drawbacks of this step particularly as it would put way too much concern over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring style for the marketing department recommends that these two departments would be culturally varied. Along with this, Lewis may not be able to use one sort of leadership design to both divisions which could cause ineffectiveness in either one of the two features.

Suggestion.



An assessment of the three choices shows that combination of advertising and also procedures would certainly not be a feasible relocation as a result of the huge distinctions in between the two departments although that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a favorable move for the advertising and marketing department, the truth that it would certainly imply positioning a third function under Lewis's wing means this ought to be stayed clear of. The integration of the advertising division is the very best choice in regards to getting the optimum arise from the division. An action prepare for this alternative is talked about listed below.

Action Strategy.

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

Marketing and advertising features would be combined.

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

Manufacturing function will certainly continue to be component of marketing under advertising and marketing function.

Lewis will separate herself from procedures.

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

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

Backup strategy.

If the integration does not exercise as intended, a contingency strategy would adhere to which would certainly separate the production feature from the marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing division without an SVP. In that case the manufacturing feature will most definitely be separated by placing it under an SVP manufacturing.