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 an office supplies retailer for small and moderate sized businesses has recently been involved in planning for a merging with its competitor Home Deport, which has actually impacted efficiency degrees in departmentswith the elderly manager associated with lawful complications put forth by the government Trade Commission. With the Marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the near future. With difficulties in the kind of a potential cultural change as well as low worker spirits, the organization is in need of a total reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the marketing department of Terry Ann Lunt And Greater Boston Rehabilitation Services A is raising uncertainty in the workplace leading to numerous challenges for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing calculated decisions considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Payment's intervention while doing so. Given the fact that the shop has a global presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries may be able to affect performance or strategic goals. Federal Trade Compensation's antitrust suit versus the merging took up beneficial time of the organization's elderly administration recommending that 'political' factors can have severe implications for a global service.

Economic Factors: Economic factors such as the development of small companies in the global circumstance recommend that Terry Ann Lunt And Greater Boston Rehabilitation Services A is thriving in an atmosphere where there is potential growth of services. Truth that shop consumers are mostly looking for office materials for home workplaces recommends that the market has a climbing fad of business owners and residence based services.

Social factors: Social fads in the economic climate reveal that consumers are looking for ease along with attractive prices. Marketing research demonstrates how the client for Terry Ann Lunt And Greater Boston Rehabilitation Services A does not have understanding concerning finding solutions which can supply a combination of benefit as well as low costs.

Technical factors: Modern technology plays a vital role in Terry Ann Lunt And Greater Boston Rehabilitation Services A's service approach especially as the organization is piloting Innovation centers which would certainly offer technology sales as well as assistance in the kind of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues and Symptoms.

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

Uneasiness about cultural adjustment: There is apprehension about a social change that would occur once Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with most of the staff members currently showing unhappiness over this possible move. This predicted change has developed anxiety in the work environment which has actually been paired with the previous stress and anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is scarcity of workers that can match the difficult environment of a fast-paced company. Not just does this result in problem in finding the ideal people, it places tension on new hires as can not stand up to the speed and also stress that the organization anticipates them to bear.

Double Reporting Lines: Novices find this business culture troublesome and difficult to manage especially as dotted line partnerships are suggested to be weaker as a whole as well as unbiased setting and efficiency examination is still done by the strong line manager. This implies that novices could lose clearness about their corresponding roles and objectives specifically as populated line coverage does not keep them in straight interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been hypothesized that the latter would take Krasnow's placement came as a blow to her spirits. Lewis may have been qualified as well as proper for the job but the fact that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Insecurity: Anxiety and instability can be identified as two major concerns that Lewis would be dealing with especially as the merger has actually currently be cancelled and also 2 senior execs of the advertising department would be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a cultural adjustment however would certainly additionally need to show herself in her new duty.

Incompatible Administration Style of Leader: Lewis's monitoring style and its conflict with the advertising department's function can also be seen as an OB challenge especially as she has actually been made use of to handling concerns in the procedures division where personnel are educated to focus on procedures and obtain them right. The marketing department on the other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow who focused a lot more on result than processes.

Interdepartmental Differences: Interdepartmental differences between 3 divisions, advertising and marketing, merchandizing as well as operations respectively over the allotment of the advertising and marketing mix can be identified as an additional OB problem. Although the advertising and marketing department does not share the very same vision as the other 2 departments concerning the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allowance among each other either.

Fragmentation in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be recognized as one more OB issue which can require additional interest. The fact that the advertising and marketing areas in the marketing division are detached is protecting against both divisions from acquiring from each other's experience and competence. Combination of marketing with retailing and operations would certainly come to be more difficult if the advertising and marketing department itself is disintegrated which can be an additional possible OB issue.

Terry Ann Lunt And Greater Boston Rehabilitation Services A Analysis

Numerous theories have been made use of to describe the scenarios to get additional quality concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that subordinates are easy and lazy, have little ambition as well as stand up to change. The circumstance at Terry Ann Lunt And Greater Boston Rehabilitation Services A is not completely following Theory X, it can be seen that brand-new hires are locating this environment rather demanding which may at some point lead to a higher inclination of the monitoring in the direction of Concept X. Even while examining Lewis's administration design, theory X may have been appropriate in the procedures division to some level yet the Advertising division would certainly need dependence on Theory Y in order to obtain the creativity as well as originality from the teams.

Tuckman's Synergy Concept: As for Lewis's problem regarding bringing consistency in between the marketing and advertising department is worried, this would originally result in clash as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, during the first stage of group growth, people may not bond, as they are hectic finding their place in the team. By combining the marketing and advertising department's work, there may be the same preliminary disconnect which could lead to the 2nd phase of 'storming' where the teams test each other. Nevertheless, it is just throughout the 3rd phase or 'norming' when they would certainly collaborate to share ideas before the team can produce harmony in the 4th phase 'executing'.

Bridges' Shift Design: Based On William Bridge's concept (appendix 4), people are rather unpleasant with change, which is obvious by the circumstance at Terry Ann Lunt And Greater Boston Rehabilitation Services A The circumstance can be seen as a normal training course of life if is examined based on Bridge's theory where he clarifies that individuals undergo 3 stages of change when they experience change. 'End, shedding and also Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals exist with change, they enter phase one and so there might be feelings like despair, unpredictability, frustration, anger, concern, rejection and disorientation.The circumstance at the advertising department of Terry Ann Lunt And Greater Boston Rehabilitation Services A is comparable so Lewis can get comfy with the idea that it is not extraordinary behavior. In the 2nd stage, there might be a need to link the void in between the brand-new and old culture so Lewis might need to encounter this experience once Krasnow leaves. There might be low morale and reduced productivity at this phase which need to not be taken as a problem. It is during this phase that Lewis will need to give advice to the division to ensure that they can discover a sense of direction. It can be seen how Krasnow has already made this change less complicated by making Lewis get involved in the department a year prior to his real separation. According to Bridges' Model, phase 3 will certainly produce visibility to understanding, High power as well as dedication as people will embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has talks about the importance of 'security requires as being a reduced degree requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and secure and also out of threat' is at the second level of demands. Before an employee can be made to develop mentally, he requires to have his 'Physiological 'as well as 'Security' needs satisfied.

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

Implication of Analysis.

The OB analysis has actually considered different theories to recognize just how to handle the existing scenario available. The adhering to three options have actually been suggested to assist Lewis take care of the organizational challenges in the marketing department. Each of these alternatives has actually been suggested for easing the shift required to bring the advertising and marketing division in line with the needs of the marketplace as well as for making the cultural change that would comply with when the existing leader leaves.

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

Examination of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has experience in business-to-business marketing along with agency as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and advertising and marketing features.

The advantage of this strategy is that it will incorporate both features while decreasing the need for working with an additional source for marketing. Along with this, Lewis would be heading the marketing division and all the same her substitute would certainly be needed for the current function that she is doing. The negative aspect of this alternative is that external hiring might bring about bitterness from internal workers who may be considering the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Given the competitive stress as well as high quality job required from the advertising and marketing firm, it is recommended that Lewis must allow the manufacturing unit to be a separate function from the advertising and marketing system. Considering that most advertising firms had these 2 functions as separate units, it makes more sense to comply with the norm.

Integration of Marketing with Operations: Since Lewis is already taking care of the marketing and also operations divisions concurrently; it makes sense to incorporate the 2 features considering that she has actually been successfully taking treatment of both ends. The reality that Lewis has to adapt her administration style for the marketing department recommends that these 2 departments would certainly be culturally diverse.


An examination of the 3 options shows that assimilation of advertising as well as procedures would certainly not be a practical step due to the substantial differences in between both divisions despite the fact that presently Lewis is managing both. While splitting up of the manufacturing feature might have been a beneficial action for the advertising and marketing department, the fact that it would certainly suggest placing a 3rd function under Lewis's wing means this ought to be prevented as well. The combination of the advertising department is the very best option in regards to obtaining the optimal results from the department. An activity plan for this option is talked about listed below.

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

Advertising and Marketing features would certainly be merged.

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

Production feature will certainly stay component of advertising and marketing under advertising feature.

Lewis will certainly divide herself from operations.

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

Open door plan as well as emphasis on cross department interaction will certainly be focused on getting rid of disharmony.

Contingency plan.

If the combination does not work out as planned, a backup strategy would follow which would separate the manufacturing feature from the advertising feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will definitely be divided by placing it under an SVP production.