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Eric Wood B Case Study Solution

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Eric Wood B Case Study Solution

Background and Facts

Eric Wood B a workplace products retailer for little and medium sized services has actually recently been associated with preparing for a merging with its rival House Deport, which has actually influenced effectiveness degrees in departmentswith the elderly supervisor associated with legal problems presented by the federal Trade Payment. With the Advertising and marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the near future. With challenges in the type of a potential social adjustment and also reduced staff member spirits, the organization wants a full reengineering effort at the advertising department.

Problem Statement

The potential social adjustment at the advertising division of Eric Wood B is increasing uncertainty in the workplace resulting in various obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting calculated decisions given that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's intervention while doing so. Provided the truth that the shop has an international existence with branches in UK, USA, Canada and Germany, political consider each of these countries might have the ability to affect efficiency or tactical objectives. Federal Profession Payment's antitrust suit against the merging took up beneficial time of the organization's senior administration suggesting that 'political' factors can have serious ramifications for an international company.

Economic Factors: Financial factors such as the appearance of local business in the worldwide circumstance recommend that Eric Wood B is growing in an environment where there is potential growth of businesses. Along with this, reality that store clients are mostly seeking office supplies for home offices recommends that the market has a climbing fad of business owners as well as online services.

Social factors: Social trends in the economic situation show that consumers are seeking ease along with attractive prices. Marketing research shows how the customer for Eric Wood B lacks recognition about finding solutions which can supply a mix of ease as well as low costs.

Technological factors: Technology plays an essential duty in Eric Wood B's organisation strategy particularly as the company is piloting Modern technology centers which would offer modern technology sales and assistance in the type of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues as well as Effects.

Numerous underlying Business Actions concerns can be seen in Eric Wood B's case as highlighted in this section.

Apprehensions about cultural change: There is apprehension about a social change that would certainly take place once Todd Krasnow leaves from his position as the Executive Vice President of Advertising with the majority of the employee already revealing unhappiness over this potential relocation. This expected modification has actually created stress and anxiety in the workplace which has been paired with the past stress and anxiety of preparing the company for a potential merger with House Deport.

Demanding Job Setting for Newcomers: There is scarcity of employees that can match the difficult setting of a hectic organization. Not only does this lead to problem in discovering the ideal individuals, it puts anxiety on brand-new hires as can not withstand the rate and stress that the organization expects them to birth.

Dual Coverage Lines: Beginners discover this organizational society cumbersome and also tough to manage particularly as dotted line partnerships are suggested to be weak as a whole and unbiased setup and also performance assessment is still done by the solid line manager. This suggests that novices might lose clearness about their particular functions as well as goals particularly as dotted line coverage does not maintain them in direct communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's setting came as an impact to her spirits. Lewis may have been capable and also ideal for the task yet the reality that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Concern & Work Insecurity: Fear and instability can be recognized as two significant problems that Lewis would be handling especially as the merging has now be cancelled and 2 elderly execs of the advertising division would certainly be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a cultural modification however would certainly additionally need to verify herself in her brand-new duty.

Incompatible Management Design of Leader: Lewis's monitoring design as well as its incompatibility with the advertising division's function can likewise be seen as an OB difficulty specifically as she has been made use of to dealing with problems in the procedures division where employees are shown to concentrate on processes and get them. The advertising and marketing department on the other hand can be viewed as a group of individuals who are utilized to being supported by Krasnow who focused more on result than procedures.

Interdepartmental Differences: Interdepartmental differences in between three departments, marketing, merchandizing and also procedures respectively over the allocation of the advertising mix can be recognized as another OB issue. Although the marketing division does not share the very same vision as the various other 2 departments concerning the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix allocation among each other either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the advertising and marketing departments can be determined as another OB problem which could require further interest. The fact that the marketing and advertising sections in the advertising and marketing department are disconnected is preventing both departments from getting from each other's experience and also competence. Integration of marketing with merchandising as well as procedures would end up being more difficult if the advertising department itself is broken down which can be one more possible OB worry.

Eric Wood B Analysis

Different theories have been made use of to explain the scenarios to get further clarity about the situation at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that staffs are passive and also careless, have little ambition as well as withstand adjustment. The scenario at Eric Wood B is not totally complying with Concept X, it can be seen that brand-new hires are discovering this setting rather difficult which might ultimately lead to a higher disposition of the administration in the direction of Theory X. Even while examining Lewis's administration design, concept X may have been suitable in the procedures division to some level however the Advertising and marketing department would need dependence on Theory Y in order to obtain the creative thinking as well as originality from the teams.

Tuckman's Team effort Theory: As much as Lewis's problem concerning bringing harmony between the advertising and also advertising department is concerned, this would initially lead to clash as reviewed by Bruce Tuckman in his 'Synergy Concept'. By integrating the advertising and marketing and also advertising department's work, there may be the exact same preliminary separate which could lead to the second stage of 'storming' where the teams challenge one an additional.

When individuals are presented with modification, they get in phase one and also so there might be emotions like despair, uncertainty, aggravation, temper, fear, denial and disorientation.The scenario at the marketing division of Eric Wood B is similar so Lewis can get comfortable with the suggestion that it is not remarkable habits. It is during this stage that Lewis will have to give support to the department so that they can locate a sense of direction. It can be seen just how Krasnow has actually currently made this shift less complicated by making Lewis obtain involved in the division a year prior to his real separation.

Maslow's Demand power structure: The OB concern related to insecurity at the work environment has been set off to start with by the modification in monitoring and also secondly by the reality that the merger will certainly no more be launched. Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has talks about the importance of 'safety needs as being a lower level need of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to really feel safe as well as safe' is at the second degree of requirements. Before a worker can be made to create emotionally, he requires to have his 'Physiological 'as well as 'Safety' requires fulfilled. This shows that unless the personnel are made to really feel secure concerning their current work status in Eric Wood B they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Eric Wood B Case Study



Effects of Analysis.

The OB analysis has looked at various theories to recognize just how to handle the current scenario available. The following 3 options have been proposed to assist Lewis manage the organizational obstacles in the advertising and marketing department. Each of these options has been recommended for easing the change needed to bring the advertising division according to the demands of the market and for making the cultural adjustment that would certainly follow once the current leader leaves.

Combination of advertising and marketing features. Separating Adverting and Production functions. Integration of Advertising And Marketing with Operations.

Examination of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has experience in business-to-business advertising along with agency and also retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both marketing as well as advertising features.

The advantage of this method is that it will certainly integrate both functions while lowering the demand for hiring an additional resource for marketing. In addition to this, Lewis would certainly be heading the marketing division as well as regardless her replacement would be needed for the present duty that she is executing. The drawback of this alternative is that external hiring might cause animosity from interior employees who might be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Provided the affordable stress and also top quality job called for from the advertising agency, it is recommended that Lewis should permit the manufacturing system to be a different feature from the advertising device. Considering that most ad agency had these 2 features as separate devices, it makes even more sense to comply with the norm. In addition to this, both functions might have the ability to focus on their core turns on extra successfully. However, the negative aspect of this strategy would be that added expenses would certainly have to be birthed for setting up separate production functions. A manufacturing head might have to be worked with which can boost expenses for the organization.

Integration of Advertising with Workflows: Since Lewis is already taking care of the marketing and operations divisions all at once; it makes feeling to integrate the 2 functions since she has been effectively taking care of both ends. The fact that Lewis has to adjust her management design for the advertising department suggests that these two departments would certainly be culturally diverse.

Referral.



An analysis of the three choices suggests that assimilation of marketing and also operations would not be a feasible relocation due to the substantial distinctions in between the two divisions despite the fact that currently Lewis is taking care of both. While separation of the manufacturing feature may have been a desirable relocation for the advertising department, the truth that it would certainly imply positioning a third function under Lewis's wing implies this should be avoided.

Activity Strategy.

Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production function will certainly remain part of marketing under marketing function.

Lewis will certainly divide herself from procedures.

A democratic management style with employee empowerment will be used in advertising division.

Open up door policy as well as emphasis on cross department communication will be aimed at removing discord.

Backup plan.

If the combination does not exercise as planned, a contingency strategy would certainly follow which would divide the manufacturing feature from the advertising feature to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing department without an SVP. In that case the production function will certainly be separated by putting it under an SVP manufacturing.