Teacher Incentives Case Study Analysis


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Teacher Incentives Case Study Analysis

Background and Facts

Teacher Incentives a workplace products seller for little and also medium sized organisations has actually recently been involved in preparing for a merger with its competitor Residence Deport, which has affected performance degrees in departmentswith the senior manager associated with lawful complications presented by the federal Profession Compensation. With the Advertising and marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the near future. With challenges in the type of a possible cultural change and also low staff member morale, the company is in need of a complete reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising division of Teacher Incentives is boosting uncertainty in the workplace resulting in numerous obstacles for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical choices considering that Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Payment's treatment at the same time. Offered the fact that the shop has a global presence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may be able to impact performance or critical goals. Federal Trade Payment's antitrust match versus the merger took up useful time of the organization's elderly management suggesting that 'political' factors can have significant effects for a worldwide organisation.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide scenario recommend that Teacher Incentives is prospering in an environment where there is prospective growth of organisations. Along with this, fact that store customers are mainly searching for workplace products for home offices recommends that the marketplace has an increasing pattern of entrepreneurs and also home based services.

Social factors: Social trends in the economic climate reveal that customers are trying to find ease in addition to attractive rates. Market research shows how the customer for Teacher Incentives lacks recognition about locating services which can use a mix of benefit as well as affordable.

Technological factors: Modern technology plays a vital role in Teacher Incentives's business strategy especially as the organization is piloting Technology facilities which would certainly provide innovation sales and support in the form of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Behavior issues can be seen in Teacher Incentives's case as highlighted in this area.

Apprehensions about social change: There is worry about a social change that would occur as soon as Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with a lot of the employee already revealing unhappiness over this potential step. This predicted change has developed tension in the office which has actually been paired with the past tension of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is lack of employees that can match the difficult atmosphere of a fast-paced company. Not only does this cause trouble in finding the right people, it places stress on new hires as can not stand up to the rate and pressure that the organization expects them to bear.

Twin Coverage Lines: Newcomers find this business culture cumbersome as well as difficult to handle especially as dotted line partnerships are suggested to be weaker generally and objective setting as well as efficiency analysis is still done by the strong line manager. This indicates that novices can lose clarity about their corresponding functions as well as purposes specifically as populated line coverage does not maintain them in straight interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been speculated that the last would certainly take Krasnow's position came as a blow to her morale. Lewis might have been capable and proper for the task yet the fact that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Work Instability: Worry and also instability can be recognized as two significant problems that Lewis would certainly be dealing with particularly as the merging has actually now be terminated and also 2 elderly execs of the marketing department would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining regarding a cultural change however would likewise need to show herself in her new duty.

Incompatible Administration Design of Leader: Lewis's management style and its incompatibility with the marketing division's function can likewise be seen as an OB challenge specifically as she has actually been utilized to taking care of concerns in the operations division where workers are instructed to focus on processes as well as get them right. The advertising department on the other hand can be seen as a group of people that are utilized to being nurtured by Krasnow who focused much more on output than processes.

Interdepartmental Arguments: Interdepartmental differences between three departments, advertising and marketing, merchandizing as well as operations respectively over the allocation of the advertising mix can be identified as another OB issue. Although the advertising and marketing department does not share the very same vision as the various other two departments relating to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as procedures divisions do not concur over the advertising and marketing mix allotment among each other either.

Disintegration in Advertising And Marketing Department: Disintegration between the marketing and advertising departments can be recognized as an additional OB problem which could need additional focus. The truth that the advertising and marketing areas in the advertising division are disconnected is protecting against both departments from getting from each various other's experience as well as know-how. Combination of advertising and marketing with merchandising and procedures would come to be harder if the advertising department itself is disintegrated which can be another possible OB issue.

Teacher Incentives Analysis

Various theories have been used to describe the scenarios to obtain additional clarity regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that juniors are easy and lazy, have little aspiration and stand up to adjustment. The difficult version of this theory highlighted threat, tight controls, risks and also punishments. With time it creates low performance, refined sabotage and rivalry (Offer, 2003). Although the scenario at Teacher Incentives is not entirely complying with Theory X, it can be seen that brand-new hires are finding this setting rather demanding which may at some point cause a greater disposition of the administration in the direction of Theory X. As per McGregor's advocated view, which he called Concept Y, the necessary job of the monitoring is to prepare business problems so that people can accomplish their very own objectives best by routing their initiatives in the direction of organizational benefits. If individuals find no contentment in their work, the administration would have little choice however to rely on theory X and outside control (Deal, 2003). Also while assessing Lewis's administration design, concept X might have been suitable in the procedures department to some extent but the Marketing division would call for dependence on Concept Y so as to get the imagination and originality from the teams.

Tuckman's Team effort Theory: As for Lewis's problem regarding bringing consistency between the advertising and marketing department is concerned, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, during the initial phase of team development, individuals might not bond, as they are hectic finding their place in the group. By combining the advertising and marketing department's work, there may be the same preliminary separate which can cause the second phase of 'storming' where the teams challenge one another. Nevertheless, it is only during the 3rd stage or 'norming' when they would integrate to share concepts before the team can bring about harmony in the 4th phase 'executing'.

When people are provided with adjustment, they get in stage one as well as so there might be feelings like unhappiness, uncertainty, disappointment, anger, worry, denial and also disorientation.The situation at the advertising division of Teacher Incentives is comparable so Lewis can get comfy with the concept that it is not extraordinary habits. It is during this phase that Lewis will certainly have to provide assistance to the department so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has already made this shift much easier by making Lewis get involved in the division a year before his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the relevance of 'safety and security requires as being a lower degree need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and secure and also out of threat' is at the second degree of requirements. Prior to a worker can be made to establish psychologically, he needs to have his 'Physical 'and also 'Safety' requires fulfilled.

SWOT Analysis for Teacher Incentives Case Study

Implication of Analysis.

The OB analysis has checked out different concepts to understand just how to handle the existing situation handy. The adhering to three options have actually been suggested to assist Lewis deal with the business obstacles in the advertising and marketing department. Each of these options has actually been suggested for reducing the change needed to bring the advertising and marketing division according to the needs of the marketplace and also for making the cultural adjustment that would certainly follow as soon as the existing leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Production functions. Integration of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has expertise in business-to-business advertising along with firm and also retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both marketing and advertising and marketing functions.

The benefit of this approach is that it will incorporate both functions while reducing the need for hiring an extra source for advertising and marketing. Lewis would certainly be heading the marketing division and in any type of case her replacement would certainly be required for the present role that she is executing. The disadvantage of this option is that outside hiring might produce bitterness from interior employees who may be considering the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Production: Offered the affordable pressures as well as top quality job needed from the ad agency, it is recommended that Lewis must permit the manufacturing unit to be a separate function from the advertising system. Considering that a lot of ad agency had these two features as separate units, it makes more feeling to follow the norm. Both features may be able to concentrate on their core triggers extra efficiently. Nonetheless, the drawback of this method would be that additional expenses would certainly have to be birthed for establishing separate manufacturing features. In addition to this, a manufacturing head might have to be worked with which can raise expenses for the organization.

Combination of Marketing with Operations: Since Lewis is currently dealing with the marketing and operations divisions concurrently; it makes good sense to incorporate both features given that she has been successfully taking care of both ends. The truth that both divisions already have significant differences over allocation of sources suggests that this combination might be able to produce consistency particularly as Lewis would be heading both ends.However there are numerous downsides of this relocation especially as it would put too much problem over Lewis's shoulders. The reality that Lewis has to adjust her management style for the marketing division suggests that these 2 divisions would be culturally varied. Along with this, Lewis might not have the ability to use one kind of leadership design to both departments which can result in ineffectiveness in either among both functions.


An assessment of the three alternatives suggests that combination of marketing and also procedures would certainly not be a viable action due to the huge distinctions in between the 2 departments despite the fact that currently Lewis is taking care of both. While separation of the manufacturing function may have been a positive relocation for the marketing department, the reality that it would indicate placing a third function under Lewis's wing suggests this ought to be stayed clear of.

Action Plan.
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Production feature will remain component of advertising and marketing under marketing function.

Lewis will separate herself from procedures.

An autonomous leadership style with worker empowerment will be used in marketing department.

Open door plan and also emphasis on cross departmental interaction will be aimed at eliminating discord.

Backup strategy.

If the integration does not exercise as planned, a backup strategy would comply with which would separate the manufacturing feature from the advertising and marketing function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. Because case the production function will most definitely be separated by putting it under an SVP manufacturing.