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Y2k The Bug That Failed To Bite Case Study Solution

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Y2k The Bug That Failed To Bite Case Study Analysis

Background and Facts

Y2k The Bug That Failed To Bite an office supplies merchant for small and average sized businesses has actually just recently been involved in preparing for a merging with its competitor Residence Deport, which has impacted effectiveness levels in departmentswith the elderly supervisor associated with lawful complications put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the near future. With obstacles in the type of a potential social adjustment and low worker morale, the organization is in need of a complete reengineering effort at the advertising division.

Trouble Statement

The prospective cultural modification at the advertising division of Y2k The Bug That Failed To Bite is boosting uncertainty in the working environment causing various difficulties for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting strategic decisions given that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Commission's intervention in the process. Provided the truth that the store has an international visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations may be able to influence performance or tactical objectives. Federal Trade Compensation's antitrust match against the merging occupied useful time of the company's senior monitoring suggesting that 'political' factors can have major ramifications for an international business.

Economic Factors: Economic factors such as the emergence of small businesses in the international scenario recommend that Y2k The Bug That Failed To Bite is growing in a setting where there is possible development of organisations. Along with this, truth that shop consumers are primarily searching for workplace products for home offices recommends that the market has an increasing pattern of business owners and also home businesses.

Social factors: Social fads in the economic situation reveal that clients are seeking benefit in addition to eye-catching prices. Marketing research shows how the client for Y2k The Bug That Failed To Bite lacks understanding about locating options which can provide a combination of benefit as well as affordable.

Technological factors: Innovation plays a crucial duty in Y2k The Bug That Failed To Bite's business strategy especially as the company is piloting Modern technology centers which would certainly use modern technology sales and also assistance in the kind of memory upgrades, outer setups. (Recap of INSECT in appendix 2).

OB Issues and Symptoms.

Numerous underlying Organizational Habits concerns can be seen in Y2k The Bug That Failed To Bite's case as highlighted in this area.

Uneasiness about cultural modification: There is apprehension regarding a social modification that would certainly occur once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with the majority of the personnel already showing discontent over this potential step. This anticipated modification has created stress in the work environment which has been combined with the past stress and anxiety of preparing the firm for a possible merger with House Deport.

Stressful Work Environment for Newcomers: There is lack of workers that can match the stressful atmosphere of a fast-paced organization. Not only does this cause trouble in finding the ideal people, it puts stress and anxiety on brand-new hires as can not hold up against the pace and also pressure that the company expects them to bear.

Twin Coverage Lines: Newcomers locate this business culture troublesome and also challenging to deal with especially as populated line connections are meant to be weak as a whole and objective setting as well as performance evaluation is still done by the strong line manager. This indicates that beginners could lose clearness concerning their corresponding duties and goals specifically as populated line coverage does not keep them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been hypothesized that the latter would take Krasnow's position came as a strike to her morale. Lewis might have been capable and also proper for the work but the truth that Kransnow's separation would make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Concern and also insecurity can be determined as two major problems that Lewis would be managing especially as the merger has actually now be terminated as well as 2 senior executives of the advertising division would be leaving. The whole responsibility of the division would be falling on Lewis's shoulders who would not simply supervise of brining about a cultural adjustment yet would certainly also need to verify herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's management design as well as its conflict with the advertising and marketing department's function can additionally be seen as an OB difficulty specifically as she has actually been made use of to managing problems in the operations division where employees are educated to focus on processes and obtain them. The advertising and marketing division on the various other hand can be viewed as a team of people who are used to being nurtured by Krasnow who concentrated more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental arguments between 3 departments, advertising, merchandizing and operations specifically over the allotment of the advertising and marketing mix can be determined as another OB problem. The advertising and marketing department does not share the very same vision as the other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and operations divisions do not concur over the advertising mix allowance among one an additional either.

Disintegration in Marketing Department: Fragmentation between the advertising and marketing divisions can be determined as an additional OB problem which could require further attention. The fact that the marketing and advertising sections in the advertising department are disconnected is preventing both divisions from gaining from each other's experience as well as proficiency. Assimilation of marketing with merchandising and also operations would certainly end up being harder if the advertising division itself is disintegrated which can be an additional possible OB problem.

Y2k The Bug That Failed To Bite Analysis

Various theories have actually been made use of to describe the conditions to get further clearness about the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that staffs are easy and also careless, have little aspiration and stand up to adjustment. The circumstance at Y2k The Bug That Failed To Bite is not totally adhering to Concept X, it can be seen that new hires are finding this atmosphere instead difficult which may eventually lead to a higher inclination of the monitoring in the direction of Concept X. Also while evaluating Lewis's management style, concept X might have been ideal in the procedures department to some level however the Marketing department would call for reliance on Theory Y in order to obtain the imagination and originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem about bringing harmony between the advertising and also advertising division is concerned, this would at first lead to clash as gone over by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising and marketing and advertising department's work, there may be the same initial separate which could lead to the second phase of 'storming' where the teams test one another.

Bridges' Transition Model: Based On William Bridge's concept (appendix 4), individuals are quite uncomfortable with modification, which is apparent by the situation at Y2k The Bug That Failed To Bite The circumstance can be viewed as a typical course of life if is studied based on Bridge's theory where he clarifies that individuals experience three stages of shift when they experience adjustment. 'Ending, shedding and also Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they get in stage one therefore there may be emotions like sadness, uncertainty, disappointment, rage, concern, rejection as well as disorientation.The situation at the marketing department of Y2k The Bug That Failed To Bite is similar so Lewis can obtain comfy with the idea that it is not amazing actions. In the 2nd stage, there may be a demand to bridge the void between the brand-new as well as old culture so Lewis may need to encounter this challenge once Krasnow leaves. There may be reduced spirits and also low performance at this stage which ought to not be taken as a trouble. It is throughout this phase that Lewis will certainly need to offer advice to the department to ensure that they can locate an orientation. It can be seen how Krasnow has already made this shift less complicated by making Lewis obtain involved in the department a year before his real separation. Based on Bridges' Design, stage three will produce visibility to understanding, High energy and also commitment as people will certainly embrace the modification (Bridges, 2004).

Maslow's Requirement hierarchy: The OB problem related to instability at the work environment has actually been set off first of all by the adjustment in administration as well as secondly by the fact that the merger will certainly no more be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the relevance of 'safety and security requires as being a lower degree need of a human for causing motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to feel safe as well as untouched' goes to the second degree of requirements. Before a worker can be made to create mentally, he requires to have his 'Physical 'as well as 'Safety and security' requires met. This indicates that unless the personnel are made to really feel safe and secure concerning their present work condition in Y2k The Bug That Failed To Bite they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Y2k The Bug That Failed To Bite Case Study



Ramification of Analysis.

The OB analysis has actually looked at various concepts to understand exactly how to deal with the present scenario at hand. The adhering to three alternatives have actually been recommended to help Lewis handle the organizational challenges in the advertising and marketing department. Each of these alternatives has been proposed for relieving the transition needed to bring the advertising department in accordance with the needs of the marketplace as well as for making the social change that would follow when the current leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and Manufacturing functions. Assimilation of Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merger days has proficiency in business-to-business advertising along with agency and also retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both advertising and also advertising features.

The benefit of this approach is that it will certainly integrate the two features while reducing the demand for hiring an additional source for advertising. In addition to this, Lewis would be heading the marketing division and all the same her replacement would certainly be needed for the existing role that she is performing. The drawback of this choice is that exterior hiring might bring about animosity from inner workers that may be eying the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Given the affordable pressures as well as high quality job needed from the advertising agency, it is suggested that Lewis should allow the production device to be a separate feature from the marketing unit. Since a lot of ad agency had these two functions as different units, it makes even more feeling to adhere to the norm. Both features may be able to focus on their core turns on more effectively. Nonetheless, the downside of this strategy would certainly be that added expenses would need to be birthed for establishing different manufacturing functions. Along with this, a production head might have to be employed which could enhance expenses for the organization.

Combination of Advertising with Operations: Since Lewis is currently caring for the advertising as well as procedures departments at the same time; it makes sense to incorporate the two functions considering that she has been efficiently dealing with both ends. The truth that both divisions already have significant differences over allowance of resources suggests that this assimilation might have the ability to produce harmony specifically as Lewis would be heading both ends.However there are numerous disadvantages of this step especially as it would certainly put way too much worry over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring design for the advertising and marketing division suggests that these 2 divisions would be culturally varied. In addition to this, Lewis may not be able to use one kind of leadership design to both departments which could result in ineffectiveness in either one of both features.

Recommendation.



An evaluation of the 3 options suggests that combination of advertising and marketing and also procedures would not be a viable action due to the large differences between the two departments despite the reality that presently Lewis is dealing with both. While separation of the production feature may have been a beneficial step for the advertising and marketing division, the reality that it would certainly imply placing a 3rd feature under Lewis's wing suggests this need to be stayed clear of.

Activity Strategy.

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

Marketing and advertising functions would be merged.

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

Production function will certainly continue to be component of advertising and marketing under advertising and marketing feature.

Lewis will certainly separate herself from operations.

A democratic leadership style with worker empowerment will certainly be used in advertising and marketing division.

Open up door policy and also emphasis on cross departmental interaction will certainly be aimed at eliminating dissonance.

Backup plan.

If the integration does not work out as prepared, a backup plan would certainly adhere to which would certainly separate the manufacturing feature from the marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising department without an SVP. In that case the manufacturing function will most definitely be separated by placing it under an SVP manufacturing.