The Man In The Mirror A Case Study Help


Home >> Chicago Booth >> The Man In The Mirror A >>

The Man In The Mirror A Case Study Solution

Background and Facts

The Man In The Mirror A an office materials store for small and also average sized companies has just recently been involved in planning for a merger with its rival House Deport, which has actually affected performance levels in departmentswith the senior manager associated with legal issues presented by the federal Trade Commission. With the Marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the near future. With challenges in the kind of a possible social adjustment and also low employee morale, the company requires a full reengineering effort at the advertising department.

Trouble Declaration

The prospective cultural adjustment at the advertising department of The Man In The Mirror A is enhancing unpredictability in the working environment resulting in different 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 significant role in affecting strategic decisions because Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment while doing so. Offered the truth that the shop has a global existence with branches in UK, USA, Canada as well as Germany, political consider each of these nations might have the ability to influence efficiency or strategic goals. Federal Profession Compensation's antitrust fit versus the merging took up useful time of the company's elderly management recommending that 'political' factors can have serious effects for a worldwide company.

Economic Factors: Financial factors such as the appearance of small companies in the global circumstance suggest that The Man In The Mirror A is prospering in a setting where there is potential growth of companies. Along with this, reality that store consumers are mainly looking for office products for home offices suggests that the marketplace has an increasing pattern of business owners as well as home organisations.

Social factors: Social patterns in the economic climate reveal that consumers are trying to find benefit in addition to eye-catching rates. Market research shows how the consumer for The Man In The Mirror A does not have awareness about discovering options which can provide a mix of convenience and also low costs.

Technological factors: Innovation plays an essential function in The Man In The Mirror A's organisation approach especially as the company is piloting Modern technology facilities which would certainly use technology sales and assistance in the type of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and Effects.

Several underlying Organizational Behavior issues can be seen in The Man In The Mirror A's case as highlighted in this area.

Concerns about social adjustment: There is apprehension concerning a cultural adjustment that would take place once Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising And Marketing with a lot of the employee currently showing unhappiness over this prospective action. This predicted adjustment has developed stress in the office which has actually been coupled with the past tension of preparing the firm for a possible merging with Home Deport.

Demanding Job Atmosphere for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a busy company. Not only does this lead to problem in locating the appropriate people, it puts stress on brand-new hires as can not hold up against the speed and also stress that the company expects them to birth.

Twin Coverage Lines: Beginners find this organizational society cumbersome as well as hard to manage specifically as dotted line partnerships are implied to be weaker generally and also objective setting and also efficiency examination is still done by the solid line manager. This means that newbies can shed quality about their corresponding functions and purposes especially as populated 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 follower rather than Bridget Coles even though it had been guessed that the latter would take Krasnow's placement came as a strike to her morale. Lewis might have been capable and ideal for the task however the fact that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Fear & Work Insecurity: Anxiety and also instability can be determined as 2 major problems that Lewis would certainly be handling particularly as the merger has currently be terminated and also two elderly execs of the advertising and marketing division would certainly be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural change but would certainly likewise have to prove herself in her new duty.

Inappropriate Monitoring Design of Leader: Lewis's monitoring design and its incompatibility with the advertising and marketing department's duty can likewise be seen as an OB challenge especially as she has actually been utilized to handling concerns in the operations department where employees are shown to concentrate on processes as well as obtain them right. The marketing department on the various other hand can be viewed as a team of people that are used to being nurtured by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental differences between three divisions, advertising, merchandizing and also operations specifically over the appropriation of the marketing mix can be identified as another OB problem. The advertising department does not share the exact same vision as the other two departments relating to the aloocation of the marketing mix twoards promos and advertsing, the merchandizing as well as operations departments do not agree over the marketing mix allotment among one another either.

Fragmentation in Marketing Department: Fragmentation between the marketing and advertising departments can be recognized as an additional OB concern which could need further interest. The fact that the advertising and marketing areas in the marketing division are detached is protecting against both departments from obtaining from each various other's experience and also experience. Assimilation of marketing with retailing and also operations would become harder if the advertising department itself is broken down which can be an additional potential OB issue.

The Man In The Mirror A Analysis

Numerous theories have actually been made use of to discuss the conditions to obtain further clearness about the circumstance handy.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that subordinates are easy and lazy, have little aspiration and resist adjustment. The difficult version of this concept stressed coercion, tight controls, dangers and penalties. Gradually it produces low productivity, refined sabotage and competition (Bargain, 2003). Although the situation at The Man In The Mirror A is not totally adhering to Concept X, it can be seen that brand-new hires are locating this setting instead demanding which might eventually cause a better disposition of the administration towards Concept X. According to McGregor's promoted sight, which he called Concept Y, the crucial task of the administration is to organize business conditions to make sure that individuals can achieve their very own goals best by directing their efforts towards organizational rewards. If people discover no fulfillment in their work, the monitoring would certainly have little option yet to depend on theory X and also outside control (Deal, 2003). Also while assessing Lewis's administration style, concept X might have been suitable in the operations department somewhat but the Marketing division would call for reliance on Concept Y so as to get the imagination as well as originality from the teams.

Tuckman's Synergy Theory: Regarding Lewis's problem concerning bringing consistency in between the marketing and advertising department is concerned, this would at first cause conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the initial stage of group growth, people might not bond, as they are active discovering their area in the team. By combining the advertising and marketing division's work, there may coincide initial disconnect which might cause the second phase of 'storming' where the teams test one another. It is just throughout the third phase or 'norming' when they would come together to share concepts before the group can bring about harmony in the fourth phase 'performing'.

Bridges' Change Model: Based On William Bridge's theory (appendix 4), individuals are quite uneasy with change, which is apparent by the situation at The Man In The Mirror A The situation can be viewed as a typical program of life if is studied as per Bridge's concept where he discusses that individuals go through 3 phases of shift when they experience modification. 'End, losing as well as Releasing', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they enter phase one and so there might be feelings like sadness, uncertainty, stress, rage, fear, rejection and also disorientation.The situation at the advertising department of The Man In The Mirror A is similar so Lewis can obtain comfortable with the concept that it is not phenomenal behavior. In the second phase, there might be a requirement to connect the void between the brand-new as well as old society so Lewis may need to encounter this experience as soon as Krasnow leaves. There might be low morale as well as reduced efficiency at this stage which should not be taken as a trouble. It is throughout this stage that Lewis will need to offer assistance to the division to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has actually currently made this change much easier by making Lewis get associated with the department a year before his actual separation. As per Bridges' Design, stage three will certainly produce openness to understanding, High energy and commitment as people will certainly welcome the adjustment (Bridges, 2004).

Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has reviews the significance of 'protection requires as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected and also out of risk' is at the 2nd level of requirements. Before an employee can be made to develop psychologically, he requires to have his 'Physiological 'and 'Safety' requires satisfied.

SWOT Analysis for The Man In The Mirror A Case Study

Implication of Analysis.

The OB analysis has considered various theories to recognize exactly how to cope with the current circumstance handy. The complying with three choices have been recommended to help Lewis manage the business difficulties in the advertising department. Each of these alternatives has actually been recommended for easing the shift needed to bring the advertising department in accordance with the demands of the market and for making the cultural adjustment that would certainly comply with as soon as the present leader leaves.

Integration of advertising and marketing functions. Separating Adverting as well as Production functions. Combination of Marketing with Workflow.

Assessment of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing company of The Man In The Mirror A is already stamina for the company in terms of conserving up on overheads associated with marketing as well as promotion. Since no brand-new employment has been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the advertising function, this is a positive opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has know-how in business-to-business advertising together with firm and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both marketing and advertising features.

The benefit of this approach is that it will integrate both functions while lowering the demand for working with an added source for advertising and marketing. Lewis would be heading the advertising division and also in any type of case her substitute would be required for the current duty that she is doing. The drawback of this alternative is that external hiring might cause resentment from inner employees that may be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Provided the affordable pressures and also high quality work needed from the ad agency, it is suggested that Lewis needs to enable the production device to be a separate feature from the advertising system. Since a lot of advertising agencies had these two functions as different devices, it makes more feeling to comply with the standard. Both functions may be able to focus on their core turns on more successfully. Nonetheless, the downside of this technique would certainly be that added costs would certainly need to be borne for establishing different manufacturing functions. A manufacturing head may have to be employed which can enhance expenses for the company.

Combination of Marketing with Procedures: Considering that Lewis is currently taking treatment of the advertising and also procedures departments simultaneously; it makes sense to incorporate the two functions considering that she has been effectively taking care of both ends. The fact that Lewis has to adapt her monitoring design for the advertising and marketing division recommends that these two departments would be culturally varied.


An analysis of the three alternatives indicates that integration of marketing and procedures would not be a feasible move as a result of the substantial distinctions in between the two departments despite the fact that presently Lewis is managing both. While separation of the manufacturing function may have been a favorable relocation for the advertising and marketing department, the reality that it would mean positioning a 3rd feature under Lewis's wing means this must be avoided. The integration of the advertising department is the best alternative in regards to obtaining the ideal results from the division. An activity prepare for this choice is talked about listed below.

Action Plan.

Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

Production feature will continue to be component of marketing under marketing feature.

Lewis will certainly separate herself from operations.

An autonomous management design with employee empowerment will certainly be made use of in advertising division.

Open door plan as well as emphasis on cross department interaction will be aimed at getting rid of dissonance.

Backup plan.

If the integration does not work out as prepared, a backup plan would comply with which would divide the production feature from the advertising and marketing function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the manufacturing function will definitely be divided by placing it under an SVP manufacturing.