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Business Teams At Rubbermaid Inc Case Study Analysis

Background and Facts

Business Teams At Rubbermaid Inc an office supplies merchant for tiny as well as average sized companies has just recently been involved in planning for a merging with its competitor House Deport, which has influenced effectiveness degrees in departmentswith the elderly supervisor involved in legal issues put forth by the government Trade Payment. With the Advertising and marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the near future. With challenges in the type of a possible cultural modification and low employee spirits, the company needs a total reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The possible social change at the marketing department of Business Teams At Rubbermaid Inc is increasing uncertainty in the workplace causing numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting strategic choices considering that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Trade Compensation's intervention while doing so. Given the reality that the shop has a global presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may be able to affect performance or tactical objectives. Federal Profession Compensation's antitrust fit versus the merger used up useful time of the company's senior administration suggesting that 'political' factors can have major implications for a worldwide service.

Economic Factors: Financial factors such as the introduction of local business in the worldwide situation recommend that Business Teams At Rubbermaid Inc is flourishing in an atmosphere where there is possible development of businesses. Along with this, fact that store consumers are mainly trying to find workplace products for office recommends that the market has a rising pattern of business owners and home based businesses.

Social factors: Social fads in the economic situation show that consumers are trying to find ease as well as appealing costs. Market research shows how the customer for Business Teams At Rubbermaid Inc does not have awareness regarding finding options which can offer a combination of ease and inexpensive.

Technological factors: Technology plays an important role in Business Teams At Rubbermaid Inc's service technique specifically as the company is piloting Modern technology centers which would offer technology sales and assistance in the form of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Behavior concerns can be seen in Business Teams At Rubbermaid Inc's case as highlighted in this section.

Apprehensions about social modification: There is concern concerning a cultural modification that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising with the majority of the staff members currently revealing unhappiness over this prospective relocation. This predicted change has actually produced stress in the office which has been combined with the previous anxiety of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is lack of employees that can match the difficult setting of a busy organization. Not only does this cause trouble in discovering the best individuals, it places stress on brand-new hires as can not endure the speed and pressure that the organization anticipates them to bear.

Dual Coverage Lines: Beginners discover this business culture difficult and challenging to handle specifically as dotted line partnerships are indicated to be weak as a whole as well as unbiased setup and also performance examination is still done by the solid line supervisor. This indicates that novices could shed quality about their respective roles and purposes especially as populated line reporting does not keep 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 actually been guessed that the last would take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified as well as proper for the job but the reality that Kransnow's separation would make Coles a straight report to Lewis may have been the factor for Coles' resignation from services.

Fear & Task Insecurity: Concern and also instability can be determined as 2 major issues that Lewis would be managing especially as the merging has actually now be terminated as well as two senior executives of the advertising and marketing division would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders who would not just be in charge of brining about a social adjustment however would certainly likewise have to show herself in her new role.

Inappropriate Management Style of Leader: Lewis's administration design and also its incompatibility with the advertising and marketing division's function can likewise be seen as an OB obstacle specifically as she has actually been made use of to handling concerns in the operations department where personnel are instructed to concentrate on processes and obtain them. The advertising and marketing department on the other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow who concentrated a lot more on outcome than processes.

Interdepartmental Disputes: Interdepartmental arguments between three departments, marketing, merchandizing and operations specifically over the appropriation of the marketing mix can be determined as an additional OB concern. The advertising division does not share the exact same vision as the various other two divisions pertaining to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and procedures departments do not agree over the marketing mix appropriation amongst one another either.

Fragmentation in Marketing Division: Disintegration between the advertising and marketing departments can be recognized as one more OB issue which might require further attention. The reality that the advertising and marketing sections in the marketing division are separated is preventing both departments from obtaining from each other's experience and experience. Integration of marketing with retailing and also procedures would become harder if the marketing division itself is disintegrated which can be another prospective OB worry.

Business Teams At Rubbermaid Inc Analysis

Different concepts have actually been used to describe the circumstances to get further clarity about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that staffs are passive and lazy, have little ambition and withstand modification. The circumstance at Business Teams At Rubbermaid Inc is not totally complying with Concept X, it can be seen that brand-new hires are locating this environment rather stressful which may at some point lead to a higher disposition of the monitoring towards Concept X. Also while examining Lewis's management design, concept X may have been ideal in the procedures division to some level but the Advertising and marketing division would certainly need reliance on Concept Y in order to get the creativity and originality from the groups.

Tuckman's Synergy Theory: As much as Lewis's concern regarding bringing harmony between the advertising and advertising and marketing department is worried, this would originally lead to contrast as gone over by Bruce Tuckman in his 'Team effort Concept'. By integrating the marketing and also advertising and marketing division's job, there may be the exact same preliminary detach which could lead to the second stage of 'storming' where the teams challenge one an additional.

When individuals are provided with change, they enter stage one as well as so there may be feelings like unhappiness, unpredictability, irritation, temper, anxiety, rejection and also disorientation.The circumstance at the advertising division of Business Teams At Rubbermaid Inc is similar so Lewis can get comfy with the idea that it is not remarkable habits. It is during this stage that Lewis will have to provide advice to the division so that they can locate a sense of instructions. It can be seen just how Krasnow has actually already made this change easier by making Lewis get entailed in the department a year prior to his actual separation.
Vrio Analysis
Maslow's Requirement power structure: The OB problem related to instability at the work environment has been caused to start with by the change in monitoring as well as second of all by the truth that the merger will no more be initiated. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the value of 'protection needs as being a lower level demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and secure as well as unharmed' goes to the second level of requirements. Before a worker can be made to establish emotionally, he needs to have his 'Physical 'as well as 'Safety and security' requires satisfied. This indicates that unless the personnel are made to really feel safe concerning their current employment condition in Business Teams At Rubbermaid Inc they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Business Teams At Rubbermaid Inc Case Study

Effects of Analysis.

The OB analysis has taken a look at various concepts to understand just how to handle the existing situation at hand. The complying with three choices have been proposed to help Lewis manage the organizational obstacles in the marketing division. Each of these choices has actually been proposed for easing the change needed to bring the advertising division in line with the requirements of the market and for making the social modification that would comply with as soon as the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and also Production functions. Integration of Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has knowledge in business-to-business advertising and marketing along with agency and also retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both advertising and marketing and marketing functions.

The benefit of this approach is that it will incorporate both functions while decreasing the need for hiring an additional resource for advertising. Along with this, Lewis would certainly be heading the advertising and marketing division as well as all the same her replacement would be needed for the current duty that she is executing. The downside of this choice is that outside hiring might produce bitterness from inner personnel that may be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Production: Given the competitive pressures as well as excellent quality job required from the advertising agency, it is advised that Lewis needs to permit the production unit to be a separate feature from the marketing unit. Given that the majority of advertising agencies had these 2 features as separate units, it makes more sense to adhere to the norm. In addition to this, both functions may be able to concentrate on their core activates more efficiently. However, the disadvantage of this technique would be that extra prices would certainly need to be borne for setting up different production features. A manufacturing head may have to be hired which could boost overheads for the company.

Integration of Advertising with Workflows: Given that Lewis is currently taking care of the advertising and procedures departments concurrently; it makes good sense to integrate both features considering that she has been successfully looking after both ends. The fact that the two departments currently have major differences over allocation of sources recommends that this combination might be able to produce harmony especially as Lewis would be heading both ends.However there are numerous disadvantages of this relocation specifically as it would certainly put too much worry over Lewis's shoulders. The reality that Lewis needs to adjust her administration design for the advertising department suggests that these two divisions would certainly be culturally varied. In addition to this, Lewis might not have the ability to use one kind of management style to both divisions which could lead to inadequacy in either among the two features.


An analysis of the 3 options shows that combination of advertising and also operations would certainly not be a possible relocation due to the substantial differences in between the 2 divisions in spite of the fact that presently Lewis is handling both. While splitting up of the manufacturing function may have been a favorable move for the marketing division, the truth that it would mean positioning a 3rd function under Lewis's wing indicates this must be avoided.

Action Plan.
Lewis will certainly take control of the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Manufacturing feature will remain component of advertising under advertising and marketing function.

Lewis will certainly separate herself from operations.

A democratic management style with employee empowerment will certainly be made use of in advertising division.

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

Contingency strategy.

If the assimilation does not exercise as planned, a backup plan would follow which would separate the production function from the marketing feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing department without an SVP. In that case the production feature will absolutely be separated by placing it under an SVP manufacturing.