Using The Circle Chart In The Negotiation Dynamics Debrief Case Study Solution


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Using The Circle Chart In The Negotiation Dynamics Debrief Case Study Solution

Background and Facts

Using The Circle Chart In The Negotiation Dynamics Debrief an office supplies seller for little as well as moderate sized organisations has actually lately been associated with planning for a merger with its rival House Deport, which has actually affected performance levels in departmentswith the elderly supervisor associated with legal issues presented by the federal Trade Payment. With the Advertising Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the future. With obstacles in the type of a prospective social modification and also reduced worker morale, the company requires a complete reengineering effort at the marketing department.

Trouble Statement

The possible cultural modification at the marketing department of Using The Circle Chart In The Negotiation Dynamics Debrief is enhancing unpredictability in the working environment resulting in various difficulties for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting strategic choices considering that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Profession Payment's treatment at the same time. Provided the fact that the store has an international presence with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries might be able to influence performance or critical goals. Federal Profession Compensation's antitrust suit versus the merging took up beneficial time of the organization's senior management suggesting that 'political' factors can have major effects for an international company.

Economic Factors: Economic factors such as the development of small companies in the worldwide circumstance suggest that Using The Circle Chart In The Negotiation Dynamics Debrief is flourishing in an environment where there is prospective growth of services. Truth that shop customers are mainly looking for office supplies for residence workplaces suggests that the market has an increasing trend of business owners and home based services.

Social factors: Social trends in the economic climate reveal that customers are searching for ease as well as attractive rates. Marketing research shows how the consumer for Using The Circle Chart In The Negotiation Dynamics Debrief lacks recognition about locating solutions which can provide a mix of comfort as well as inexpensive.

Technical factors: Technology plays an essential function in Using The Circle Chart In The Negotiation Dynamics Debrief's service technique especially as the organization is piloting Modern technology facilities which would offer innovation sales as well as assistance in the type of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues as well as Manifestations.

Several underlying Business Behavior concerns can be seen in Using The Circle Chart In The Negotiation Dynamics Debrief's case as highlighted in this area.

Uneasiness regarding cultural change: There is uneasiness about a social change that would take place when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with a lot of the personnel already revealing discontent over this potential move. This anticipated change has created tension in the office which has actually been coupled with the past tension of preparing the company for a potential merging with Residence Deport.

Demanding Job Setting for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a busy company. Not just does this result in difficulty in finding the ideal people, it puts tension on new hires as can not withstand the pace and stress that the company anticipates them to birth.

Twin Reporting Lines: Newbies find this organizational society difficult and challenging to manage especially as dotted line relationships are implied to be weaker generally and objective setting and efficiency examination is still done by the strong line supervisor. This suggests that novices can shed clarity concerning their corresponding duties and objectives especially as dotted line reporting does not maintain them in straight interaction with the strong line managers.

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 hypothesized that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis may have been qualified as well as proper for the job however the reality that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Insecurity: Fear and also instability can be recognized as two significant issues that Lewis would certainly be managing particularly as the merging has now be terminated and also two elderly executives of the advertising department would certainly be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders who would not simply supervise of brining concerning a social change but would additionally have to confirm herself in her new function.

Incompatible Monitoring Style of Leader: Lewis's management design as well as its incompatibility with the marketing department's role can also be seen as an OB obstacle specifically as she has actually been made use of to handling issues in the operations department where workers are instructed to focus on processes and obtain them right. The advertising division on the various other hand can be viewed as a group of people who are utilized to being nurtured by Krasnow who concentrated more on result than procedures.

Interdepartmental Disputes: Interdepartmental disagreements between 3 departments, advertising and marketing, merchandizing and procedures specifically over the allotment of the advertising mix can be identified as another OB issue. The advertising and marketing division does not share the exact same vision as the various other two departments regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not concur over the advertising and marketing mix allowance amongst one another either.

Disintegration in Advertising Department: Disintegration between the marketing and advertising divisions can be recognized as another OB concern which might require additional interest. The truth that the marketing and advertising areas in the advertising department are separated is stopping both departments from acquiring from each other's experience and also knowledge. Combination of marketing with retailing and operations would certainly become more difficult if the marketing division itself is disintegrated which can be one more potential OB problem.

Using The Circle Chart In The Negotiation Dynamics Debrief Analysis

Numerous theories have actually been used to discuss the circumstances to obtain more quality about the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that subordinates are passive as well as lazy, have little ambition as well as resist change. The tough version of this concept highlighted threat, tight controls, threats as well as penalties. Over time it creates low performance, refined sabotage as well as rivalry (Offer, 2003). The situation at Using The Circle Chart In The Negotiation Dynamics Debrief is not totally adhering to Theory X, it can be seen that brand-new hires are finding this environment rather stressful which might ultimately lead to a higher inclination of the management towards Concept X. Based on McGregor's supported view, which he called Theory Y, the crucial task of the administration is to prepare organizational problems to ensure that people can accomplish their own objectives best by directing their efforts towards organizational incentives. If people find no satisfaction in their job, the monitoring would certainly have little option yet to rely on theory X as well as external control (Bargain, 2003). Also while examining Lewis's management design, concept X might have been suitable in the operations department to some extent however the Marketing division would certainly require reliance on Theory Y in order to get the imagination and also originality from the groups.

Tuckman's Team effort Concept: As far as Lewis's worry about bringing consistency in between the advertising and advertising and marketing division is worried, this would originally lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the marketing and advertising and marketing division's job, there might be the very same first separate which can lead to the 2nd stage of 'storming' where the groups test one another.

Bridges' Transition Version: Based On William Bridge's theory (appendix 4), individuals are rather uneasy with adjustment, which is noticeable by the circumstance at Using The Circle Chart In The Negotiation Dynamics Debrief The circumstance can be seen as a typical program of life if is examined based on Bridge's theory where he explains that individuals undergo three stages of shift when they experience modification. 'Closing, losing and also Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people exist with change, they enter phase one and so there might be feelings like sadness, unpredictability, aggravation, anger, fear, denial and also disorientation.The circumstance at the advertising division of Using The Circle Chart In The Negotiation Dynamics Debrief is comparable so Lewis can obtain comfy with the concept that it is not phenomenal behavior. In the second phase, there may be a need to connect the gap between the brand-new as well as old society so Lewis might have to encounter this ordeal once Krasnow leaves. There may be low spirits as well as reduced productivity at this phase which should not be taken as a trouble. It is throughout this phase that Lewis will have to offer advice to the division to ensure that they can locate a sense of direction. It can be seen just how Krasnow has currently made this transition less complicated by making Lewis obtain associated with the department a year before his actual separation. As per Bridges' Design, stage 3 will produce openness to discovering, High energy and also commitment as people will certainly accept the adjustment (Bridges, 2004).

Maslow's Demand pecking order: The OB problem pertaining to instability at the workplace has been triggered first of all by the modification in monitoring and second of all by the truth that the merging will no more be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has goes over the importance of 'protection needs as being a reduced level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel safe and secure as well as untouched' goes to the 2nd level of demands. Prior to a staff member can be made to establish emotionally, he requires to have his 'Physical 'and 'Security' requires satisfied. This indicates that unless the workers are made to feel protected concerning their existing employment condition in Using The Circle Chart In The Negotiation Dynamics Debrief they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Using The Circle Chart In The Negotiation Dynamics Debrief Case Study

Implication of Analysis.

The OB analysis has checked out numerous concepts to understand exactly how to deal with the present situation available. The complying with three options have been recommended to help Lewis manage the organizational difficulties in the marketing division. Each of these choices has actually been recommended for relieving the change needed to bring the marketing division according to the demands of the marketplace and also for making the social adjustment that would comply with once the present leader leaves.

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

Examination of Alternatives.

Combination of Marketing & Marketing Functions: The internal advertising and marketing company of Using The Circle Chart In The Negotiation Dynamics Debrief is already strength for the organization in regards to saving up on overheads associated with advertising and marketing and also promotion. Considering that no new recruitment has actually been done after Bridget Cole's departure with the reporting line being directly assigned to Krasnow for the advertising function, this is a favorable possibility for incorporating the marketing and advertising functions. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has know-how in business-to-business advertising in addition to company as well as retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both marketing and advertising functions.

The benefit of this method is that it will integrate both features while lowering the requirement for hiring an added source for marketing. Along with this, Lewis would be heading the marketing division and regardless her substitute would certainly be required for the current duty that she is carrying out. The negative aspect of this choice is that exterior hiring may cause animosity from inner employees that might be considering the placement of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Production: Provided the competitive pressures and excellent quality job called for from the ad agency, it is advised that Lewis needs to permit the production device to be a separate function from the advertising device. Considering that the majority of advertising agencies had these two functions as separate units, it makes even more feeling to comply with the standard. Both functions might be able to focus on their core triggers a lot more effectively. The disadvantage of this approach would certainly be that added expenses would certainly have to be birthed for setting up separate manufacturing functions. A production head may have to be employed which can boost expenses for the company.

Assimilation of Advertising And Marketing with Procedures: Because Lewis is currently taking care of the marketing as well as operations divisions concurrently; it makes good sense to incorporate both features given that she has been successfully dealing with both ends. The truth that the two departments already have significant differences over allowance of resources suggests that this combination might be able to bring about consistency especially as Lewis would certainly be heading both ends.However there are numerous negative aspects of this step particularly as it would certainly place excessive worry over Lewis's shoulders. The reality that Lewis needs to adapt her administration style for the advertising and marketing division recommends that these 2 divisions would certainly be culturally varied. In addition to this, Lewis might not have the ability to use one kind of management design to both departments which could cause inadequacy in either among the two features.


An examination of the 3 choices indicates that combination of advertising and procedures would certainly not be a practical relocation because of the substantial distinctions between the two departments despite the fact that currently Lewis is handling both. While separation of the manufacturing feature may have been a favorable action for the advertising and marketing division, the reality that it would certainly mean putting a third function under Lewis's wing means this need to be prevented too. The integration of the advertising and marketing division is the most effective option in regards to obtaining the ideal results from the division. An activity prepare for this alternative is discussed listed below.

Activity Strategy.

Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Production function will remain part of marketing under marketing feature.

Lewis will certainly divide herself from operations.

A democratic management design with employee empowerment will be utilized in advertising department.

Open up door policy and emphasis on cross departmental communication will certainly be focused on removing discord.

Contingency plan.

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