Terry Ann Lunt And Greater Boston Rehabilitation Services A Case Study Help


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Terry Ann Lunt And Greater Boston Rehabilitation Services A Case Study Solution

Background and Facts

Terry Ann Lunt And Greater Boston Rehabilitation Services A a workplace products retailer for small and medium sized services has actually just recently been involved in preparing for a merging with its rival Home Deport, which has affected effectiveness levels in departmentswith the elderly supervisor associated with legal problems presented by the federal Profession Payment. With the Advertising Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the future. With obstacles in the form of a prospective cultural modification and reduced staff member morale, the organization wants a full reengineering effort at the advertising department.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social modification at the advertising and marketing department of Terry Ann Lunt And Greater Boston Rehabilitation Services A is increasing unpredictability in the working environment leading to various obstacles 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 function in influencing tactical choices because Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Trade Compensation's treatment in the process. Provided the fact that the shop has a global existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might be able to impact performance or strategic objectives. Federal Profession Payment's antitrust suit versus the merging used up useful time of the organization's elderly management recommending that 'political' factors can have serious implications for an international organisation.

Economic Factors: Economic factors such as the development of small companies in the international circumstance recommend that Terry Ann Lunt And Greater Boston Rehabilitation Services A is flourishing in an environment where there is possible development of organisations. Truth that store clients are mainly looking for workplace supplies for residence offices recommends that the market has an increasing fad of entrepreneurs as well as residence based companies.

Social factors: Social patterns in the economic situation reveal that customers are trying to find comfort along with eye-catching costs. Market research demonstrates how the consumer for Terry Ann Lunt And Greater Boston Rehabilitation Services A does not have awareness regarding finding services which can provide a mix of convenience and also low costs.

Technological factors: Technology plays an essential function in Terry Ann Lunt And Greater Boston Rehabilitation Services A's business strategy particularly as the organization is piloting Modern technology centers which would certainly use innovation sales and also support in the kind of memory upgrades, peripheral installments. (Summary of PARASITE in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Behavior concerns can be seen in Terry Ann Lunt And Greater Boston Rehabilitation Services A's case as highlighted in this section.

Concerns regarding social modification: There is uneasiness about a social modification that would certainly take place once Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with most of the personnel already showing discontent over this potential step. This anticipated adjustment has created stress and anxiety in the workplace which has actually been paired with the previous stress and anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is shortage of personnel that can match the difficult atmosphere of a busy organization. Not only does this lead to difficulty in finding the ideal people, it puts anxiety on new hires as can not stand up to the speed and also stress that the company expects them to bear.

Twin Reporting Lines: Novices locate this business culture difficult and difficult to cope with particularly as dotted line partnerships are indicated to be weak generally and also objective setting and performance examination is still done by the solid line manager. This indicates that newbies could lose quality concerning their corresponding functions and objectives especially as populated line reporting does not keep them in straight interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been speculated that the last would take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified as well as suitable for the job but the fact that Kransnow's separation would make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Fear & Job Instability: Fear as well as instability can be recognized as 2 significant worries that Lewis would certainly be handling especially as the merging has actually currently be cancelled and two senior execs of the advertising and marketing division would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining about a cultural change yet would likewise need to show herself in her new function.

Incompatible Administration Style of Leader: Lewis's management design and also its incompatibility with the marketing division's role can additionally be seen as an OB challenge especially as she has actually been utilized to managing problems in the procedures division where personnel are shown to concentrate on procedures and also obtain them. The marketing division on the various other hand can be seen as a group of people who are used to being nurtured by Krasnow who concentrated much more on outcome than processes.

Interdepartmental Arguments: Interdepartmental differences in between three departments, marketing, merchandizing and also procedures specifically over the allotment of the advertising mix can be recognized as an additional OB problem. Although the marketing department does not share the exact same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allocation amongst one another either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing divisions can be identified as another OB issue which could need additional attention. The truth that the marketing and advertising areas in the marketing division are disconnected is preventing both departments from getting from each other's experience and proficiency. Combination of marketing with merchandising and procedures would come to be harder if the marketing division itself is disintegrated which can be another possible OB concern.

Terry Ann Lunt And Greater Boston Rehabilitation Services A Analysis

Various concepts have actually been made use of to discuss the circumstances to get additional clearness concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that staffs are passive and careless, have little ambition and also resist change. The situation at Terry Ann Lunt And Greater Boston Rehabilitation Services A is not totally adhering to Theory X, it can be seen that brand-new hires are discovering this environment rather stressful which may ultimately lead to a better inclination of the management towards Theory X. Even while evaluating Lewis's monitoring design, concept X might have been appropriate in the procedures department to some level however the Advertising division would need reliance on Theory Y in order to obtain the imagination as well as originality from the groups.

Tuckman's Synergy Concept: As far as Lewis's worry about bringing harmony between the marketing and also marketing department is concerned, this would initially lead to conflict as gone over by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising and marketing as well as advertising and marketing division's job, there might be the very same preliminary separate which could lead to the 2nd stage of 'storming' where the teams test one an additional.

Bridges' Transition Version: Based On William Bridge's theory (appendix 4), people are fairly awkward with adjustment, which is noticeable by the circumstance at Terry Ann Lunt And Greater Boston Rehabilitation Services A The scenario can be viewed as a regular training course of life if is researched as per Bridge's theory where he clarifies that people go through three phases of change when they experience adjustment. 'End, shedding and Letting go', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they get in stage one therefore there may be emotions like despair, uncertainty, frustration, temper, fear, denial as well as disorientation.The circumstance at the advertising department of Terry Ann Lunt And Greater Boston Rehabilitation Services A is comparable so Lewis can get comfortable with the concept that it is not extraordinary habits. In the 2nd stage, there might be a requirement to link the gap between the brand-new and old culture so Lewis may need to encounter this experience once Krasnow leaves. There may be low morale and low productivity at this stage which should not be taken as a trouble. It is throughout this stage that Lewis will need to offer advice to the department to ensure that they can locate an orientation. It can be seen just how Krasnow has already made this transition less complicated by making Lewis obtain involved in the division a year before his actual departure. Based on Bridges' Version, phase three will cause visibility to understanding, High power and commitment as people will certainly accept the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the significance of 'protection requires as being a reduced level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel protected and out of risk' is at the 2nd degree of requirements. Prior to a staff member can be made to develop psychologically, he requires to have his 'Physiological 'as well as 'Safety' needs satisfied.

SWOT Analysis for Terry Ann Lunt And Greater Boston Rehabilitation Services A Case Study

Effects of Analysis.

The OB analysis has actually considered different theories to understand how to cope with the existing circumstance available. The following 3 choices have actually been proposed to help Lewis handle the business difficulties in the advertising and marketing division. Each of these alternatives has been recommended for relieving the change required to bring the advertising and marketing department according to the requirements of the market and also for making the social modification that would comply with when the current leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and Production features. Assimilation of Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merger days has experience in business-to-business advertising along with agency as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both advertising and also advertising and marketing functions.

The advantage of this method is that it will integrate the two functions while lowering the need for hiring an additional resource for advertising. Lewis would be heading the advertising department as well as in any type of case her substitute would be needed for the current role that she is performing. The negative aspect of this option is that external hiring might bring about animosity from internal workers who may be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Provided the competitive stress and also high top quality job needed from the advertising agency, it is suggested that Lewis ought to enable the manufacturing unit to be a separate function from the advertising and marketing device. Considering that many advertising agencies had these two functions as different devices, it makes even more feeling to comply with the norm.

Combination of Advertising with Procedures: Because Lewis is currently taking care of the advertising and operations departments concurrently; it makes sense to integrate the 2 features because she has actually been efficiently taking treatment of both ends. The truth that Lewis has to adjust her monitoring style for the marketing division recommends that these 2 departments would be culturally varied.


An examination of the three choices suggests that combination of marketing and operations would not be a feasible action because of the large distinctions between the two divisions despite the fact that currently Lewis is dealing with both. While separation of the production feature might have been a desirable step for the advertising department, the reality that it would suggest positioning a third feature under Lewis's wing means this must be avoided as well. The assimilation of the marketing department is the most effective option in terms of obtaining the ideal results from the division. An activity prepare for this choice is reviewed below.

Action Strategy.
Lewis will take control of the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Manufacturing feature will stay component of marketing under advertising function.

Lewis will certainly divide herself from procedures.

A democratic leadership design with employee empowerment will be utilized in marketing department.

Open up door policy and emphasis on cross departmental communication will certainly be focused on eliminating dissonance.

Contingency plan.

If the integration does not work out as planned, a contingency strategy would certainly comply with which would divide the production function from the marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing division without an SVP. Because case the manufacturing feature will absolutely be separated by positioning it under an SVP manufacturing.