Automated Intelligence Corp Case Study Analysis


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Automated Intelligence Corp Case Study Solution

Background and Facts

Automated Intelligence Corp a workplace supplies retailer for little and medium sized businesses has actually recently been associated with preparing for a merging with its competitor House Deport, which has actually influenced efficiency degrees in departmentswith the senior manager associated with lawful problems put forth by the government Trade Payment. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the future. With difficulties in the form of a prospective cultural modification and also reduced worker morale, the organization needs a full reengineering effort at the advertising and marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the marketing department of Automated Intelligence Corp is raising unpredictability in the working environment leading to various difficulties for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing strategic choices since Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Profession Payment's treatment at the same time. Offered the reality that the shop has an international existence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations may have the ability to impact performance or calculated goals. Federal Profession Commission's antitrust suit against the merger took up valuable time of the organization's elderly administration recommending that 'political' factors can have serious effects for a worldwide business.

Economic Factors: Financial factors such as the development of small companies in the global scenario recommend that Automated Intelligence Corp is thriving in a setting where there is potential growth of organisations. In addition to this, truth that store customers are primarily looking for office products for home offices suggests that the market has a rising fad of entrepreneurs and home based organisations.

Social factors: Social trends in the economic situation show that customers are trying to find comfort along with attractive rates. Marketing research demonstrates how the customer for Automated Intelligence Corp lacks recognition concerning discovering services which can provide a combination of comfort and also inexpensive.

Technical factors: Modern technology plays a crucial function in Automated Intelligence Corp's service approach specifically as the organization is piloting Modern technology centers which would certainly use modern technology sales as well as support in the form of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and also Symptoms.

A number of underlying Organizational Habits concerns can be seen in Automated Intelligence Corp's case as highlighted in this section.

Concerns about social adjustment: There is uneasiness about a social modification that would certainly occur as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the employee currently showing unhappiness over this possible action. This expected adjustment has developed anxiety in the office which has actually been combined with the past tension of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is lack of personnel that can match the stressful atmosphere of a busy organization. Not just does this result in trouble in discovering the best individuals, it puts anxiety on brand-new hires as can not withstand the speed and also stress that the organization expects them to bear.

Dual Coverage Lines: Newcomers locate this business society troublesome and also tough to handle especially as populated line relationships are suggested to be weak generally and unbiased setup as well as efficiency examination is still done by the solid line manager. This implies that newcomers might lose clarity regarding their corresponding duties and also goals specifically as dotted line reporting does not maintain them in straight communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been speculated that the latter would take Krasnow's placement came as an impact to her spirits. Lewis may have been capable and ideal for the job but the truth that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Task Insecurity: Fear and also instability can be recognized as 2 significant worries that Lewis would certainly be dealing with especially as the merging has now be cancelled and 2 senior execs of the advertising and marketing department would certainly be leaving. The whole duty of the department would be falling on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural modification but would certainly additionally have to verify herself in her brand-new function.

Inappropriate Monitoring Style of Leader: Lewis's management design as well as its incompatibility with the advertising department's role can additionally be viewed as an OB obstacle especially as she has been made use of to dealing with issues in the operations department where employees are educated to concentrate on processes and get them right. The advertising and marketing division on the various other hand can be seen as a team of people that are utilized to being supported by Krasnow that concentrated more on output than processes.

Interdepartmental Disputes: Interdepartmental disputes between 3 divisions, marketing, merchandizing and also operations specifically over the appropriation of the advertising and marketing mix can be identified as another OB concern. The advertising and marketing department does not share the exact same vision as the other two divisions regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and procedures divisions do not concur over the marketing mix appropriation amongst one an additional either.

Fragmentation in Marketing Division: Fragmentation in between the advertising and marketing divisions can be determined as one more OB problem which could require further attention. The reality that the marketing and advertising sections in the marketing division are detached is stopping both departments from obtaining from each other's experience as well as expertise. Combination of advertising and marketing with merchandising and operations would certainly end up being more difficult if the marketing department itself is disintegrated which can be an additional possible OB problem.

Automated Intelligence Corp Analysis

Various theories have actually been utilized to discuss the situations to get more clearness regarding the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that juniors are passive and careless, have little ambition and resist adjustment. The difficult version of this theory emphasized coercion, limited controls, hazards as well as punishments. In time it produces low performance, refined sabotage and rivalry (Bargain, 2003). The scenario at Automated Intelligence Corp is not totally complying with Concept X, it can be seen that new hires are discovering this environment rather stressful which may eventually lead to a higher disposition of the monitoring in the direction of Concept X. As per McGregor's promoted sight, which he called Concept Y, the necessary task of the administration is to arrange business conditions to ensure that individuals can achieve their own goals best by directing their efforts in the direction of business incentives. If people locate no satisfaction in their work, the administration would certainly have little choice but to depend on theory X and exterior control (Offer, 2003). Even while examining Lewis's administration design, concept X may have appropriated in the procedures department somewhat but the Advertising department would certainly require reliance on Theory Y so as to get the imagination as well as creativity from the groups.

Tuckman's Synergy Concept: As far as Lewis's issue about bringing harmony between the advertising and marketing division is concerned, this would at first cause clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the preliminary stage of group growth, individuals might not bond, as they are active locating their place in the team. By incorporating the marketing and advertising department's job, there may be the same first disconnect which can bring about the second phase of 'storming' where the teams challenge one another. It is just during the third stage or 'norming' when they would come together to share suggestions prior to the team can bring around synergy in the fourth stage 'executing'.

When people are provided with change, they go into phase one and also so there may be emotions like sadness, unpredictability, frustration, temper, concern, rejection as well as disorientation.The situation at the advertising department of Automated Intelligence Corp is similar so Lewis can obtain comfy with the idea that it is not phenomenal actions. It is throughout this phase that Lewis will certainly have to offer advice to the department so that they can discover a sense of instructions. It can be seen just how Krasnow has currently made this change simpler by making Lewis get included in the division a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the significance of 'security requires as being a reduced level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel secure as well as out of danger' is at the second level of needs. Prior to a worker can be made to develop psychologically, he needs to have his 'Physical 'and 'Safety' needs met.

SWOT Analysis for Automated Intelligence Corp Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various theories to understand exactly how to cope with the current situation available. The complying with 3 options have actually been proposed to aid Lewis manage the organizational obstacles in the advertising and marketing division. Each of these choices has actually been recommended for easing the shift needed to bring the advertising and marketing department according to the demands of the marketplace as well as for making the social modification that would certainly adhere to once the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting and Manufacturing functions. Integration of Marketing with Workflow.

Examination of Alternatives.

Combination of Marketing & Advertising And Marketing Functions: The in-house advertising agency of Automated Intelligence Corp is currently toughness for the company in terms of conserving up on expenses related to marketing as well as promotion. Considering that no new recruitment has been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the marketing feature, this is a desirable chance for integrating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis during the earlier merger days has know-how in business-to-business advertising and marketing together with agency and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both advertising and marketing functions.

The advantage of this technique is that it will certainly incorporate the two features while minimizing the requirement for employing an added resource for marketing. Lewis would certainly be heading the marketing division and also in any type of case her substitute would certainly be needed for the existing duty that she is carrying out. The drawback of this option is that external hiring might bring about bitterness from internal employees who may be considering the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Manufacturing: Given the competitive stress and excellent quality job needed from the ad agency, it is suggested that Lewis needs to allow the manufacturing unit to be a separate feature from the advertising and marketing system. Given that many advertising agencies had these 2 functions as separate devices, it makes more sense to follow the norm. Both functions might be able to concentrate on their core activates a lot more successfully. The negative aspect of this strategy would be that additional prices would have to be borne for setting up different production features. In addition to this, a manufacturing head may have to be employed which could boost expenses for the organization.

Assimilation of Advertising with Procedures: Because Lewis is already dealing with the advertising and marketing and also operations departments concurrently; it makes sense to incorporate the two functions considering that she has been successfully looking after both ends. The fact that both departments currently have significant differences over allowance of resources recommends that this combination might have the ability to bring about consistency specifically as Lewis would certainly be heading both ends.However there are different disadvantages of this relocation specifically as it would put excessive problem over Lewis's shoulders. The truth that Lewis has to adjust her administration style for the advertising division recommends that these two departments would be culturally diverse. Along with this, Lewis might not be able to apply one kind of leadership style to both divisions which could cause ineffectiveness in either among the two functions.


An assessment of the three alternatives suggests that assimilation of advertising and operations would certainly not be a viable move due to the large differences in between both departments despite the fact that currently Lewis is dealing with both. While splitting up of the manufacturing function might have been a desirable relocation for the advertising and marketing division, the fact that it would imply placing a third feature under Lewis's wing means this ought to be stayed clear of. The assimilation of the advertising and marketing department is the best option in terms of getting the ideal arise from the division. An action plan for this choice is discussed below.

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

Marketing and advertising features would certainly be merged.

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

Production feature will remain part of advertising and marketing under advertising function.

Lewis will certainly divide herself from procedures.

An autonomous management style with staff member empowerment will certainly be made use of in advertising and marketing division.

Open up door policy and focus on cross department interaction will certainly be targeted at getting rid of dissonance.

Backup plan.

If the assimilation does not work out as intended, a contingency plan would adhere to which would separate the production feature from the marketing feature to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing function will certainly be separated by putting it under an SVP manufacturing.