Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 Case Study Solution


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Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 Case Study Help

Background and Facts

Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 an office supplies merchant for small and medium sized companies has actually just recently been associated with preparing for a merger with its competitor Residence Deport, which has impacted performance levels in departmentswith the elderly manager involved in lawful difficulties presented by the federal Trade Commission. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the future. With difficulties in the type of a potential social adjustment and also low employee morale, the company wants a complete reengineering effort at the advertising and marketing division.

Issue Declaration

The possible social modification at the advertising and marketing department of Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 is increasing uncertainty in the workplace causing different difficulties for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic choices considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Compensation's intervention while doing so. Offered the truth that the store has a global visibility with branches in UK, USA, Canada and also Germany, political factors in each of these countries might have the ability to impact performance or strategic objectives. Federal Trade Commission's antitrust suit against the merger occupied useful time of the company's senior management suggesting that 'political' factors can have serious effects for an international service.

Economic Factors: Economic factors such as the emergence of small companies in the global situation recommend that Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 is prospering in an environment where there is possible development of organisations. Along with this, truth that shop clients are mostly trying to find office products for home offices suggests that the market has a climbing pattern of entrepreneurs and also home businesses.

Social factors: Social fads in the economic climate show that consumers are looking for convenience in addition to attractive costs. Marketing research demonstrates how the consumer for Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 does not have awareness regarding finding services which can provide a combination of benefit and also affordable.

Technological factors: Innovation plays a crucial function in Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1's organisation strategy particularly as the company is piloting Modern technology centers which would certainly offer innovation sales as well as support in the type of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues and also Effects.

A number of underlying Business Habits concerns can be seen in Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1's case as highlighted in this area.

Concerns concerning social adjustment: There is concern concerning a cultural change that would take place once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with a lot of the team member already showing discontent over this possible step. This expected modification has actually produced tension in the office which has actually been paired with the previous stress and anxiety of preparing the company for a potential merging with House Deport.

Difficult Task Environment for Newcomers: There is shortage of personnel that can match the stressful setting of a hectic company. Not just does this bring about difficulty in finding the appropriate individuals, it places anxiety on new hires as can not endure the speed as well as stress that the company anticipates them to birth.

Double Reporting Lines: Beginners discover this business culture cumbersome as well as hard to cope with specifically as dotted line partnerships are suggested to be weak as a whole and also unbiased setup and efficiency evaluation is still done by the strong line supervisor. This implies that novices could lose clearness regarding their corresponding functions and objectives particularly as dotted line coverage does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been speculated that the last would take Krasnow's setting came as a strike to her spirits. Lewis might have been qualified as well as ideal for the task but the truth that Kransnow's separation would make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Instability: Concern and insecurity can be determined as 2 significant worries that Lewis would be handling particularly as the merging has actually currently be cancelled and also 2 senior executives of the advertising division would certainly be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders who would not simply be in charge of brining about a cultural change however would certainly additionally need to verify herself in her new function.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style and also its conflict with the advertising and marketing department's duty can also be seen as an OB difficulty especially as she has been used to dealing with concerns in the procedures division where employees are shown to focus on procedures and obtain them. The advertising department on the other hand can be viewed as a team of people that are used to being nurtured by Krasnow who concentrated more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental disputes in between three divisions, marketing, merchandizing and operations respectively over the appropriation of the advertising mix can be determined as one more OB worry. Although the marketing division does not share the very same vision as the various other 2 divisions relating to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allocation among one another either.

Disintegration in Advertising Division: Fragmentation between the advertising and marketing divisions can be recognized as an additional OB concern which could need additional attention. The fact that the advertising and marketing areas in the marketing division are disconnected is avoiding both divisions from obtaining from each other's experience as well as experience. Combination of marketing with merchandising and procedures would certainly become more difficult if the marketing department itself is disintegrated which can be an additional potential OB issue.

Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 Analysis

Various concepts have been made use of to clarify the conditions to obtain additional clearness regarding the circumstance available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that subordinates are easy and lazy, have little ambition as well as withstand modification. The scenario at Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 is not completely following Concept X, it can be seen that brand-new hires are finding this environment instead stressful which may eventually lead to a higher disposition of the administration in the direction of Concept X. Even while analyzing Lewis's management design, concept X may have been ideal in the procedures department to some degree however the Marketing division would certainly need reliance on Concept Y in order to obtain the creative thinking as well as originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem concerning bringing harmony in between the advertising and marketing division is worried, this would originally lead to conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. By integrating the advertising and marketing and also marketing division's job, there might be the same first separate which could lead to the second phase of 'storming' where the teams challenge one an additional.

When people are offered with modification, they get in phase one as well as so there might be feelings like unhappiness, unpredictability, irritation, rage, concern, denial and disorientation.The scenario at the marketing department of Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 is similar so Lewis can obtain comfortable with the suggestion that it is not remarkable actions. It is throughout this stage that Lewis will have to give guidance to the division so that they can discover a feeling of instructions. It can be seen just how Krasnow has currently made this shift easier by making Lewis get entailed in the department a year prior to his actual separation.

Maslow's Need pecking order: The OB issue pertaining to insecurity at the workplace has been set off to start with by the modification in monitoring as well as second of all by the reality that the merger will certainly no longer be launched. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has reviews the value of 'safety and security needs as being a reduced level need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected and also unharmed' is at the 2nd degree of requirements. Before an employee can be made to establish mentally, he requires to have his 'Physiological 'and 'Security' needs met. This shows that unless the employees are made to really feel secure concerning their present work status in Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Errors In Social Judgment Implications For Negotiation And Conflict Resolution Part 1 Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous concepts to understand how to manage the present situation at hand. The adhering to 3 choices have been recommended to help Lewis manage the business obstacles in the advertising division. Each of these options has actually been proposed for relieving the shift needed to bring the advertising department according to the needs of the marketplace and also for making the social modification that would certainly follow once the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production functions. Integration of Advertising with Operations.

Analysis of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business marketing along with company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and marketing as well as advertising and marketing features.

The advantage of this approach is that it will integrate both features while lowering the need for employing an additional resource for advertising. In addition to this, Lewis would certainly be heading the advertising division as well as in any case her replacement would be needed for the present duty that she is executing. The downside of this alternative is that external hiring may produce bitterness from internal workers who may be looking at the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Provided the competitive pressures and also high quality work called for from the advertising company, it is suggested that Lewis should enable the manufacturing system to be a separate feature from the advertising and marketing device. Because most advertising and marketing firms had these two functions as different units, it makes even more feeling to adhere to the standard.

Assimilation of Marketing with Procedures: Since Lewis is already taking care of the marketing as well as operations divisions at the same time; it makes sense to incorporate the two functions since she has actually been successfully taking treatment of both ends. The truth that Lewis has to adapt her management design for the advertising department recommends that these two divisions would certainly be culturally diverse.


An analysis of the three options indicates that assimilation of advertising and also procedures would not be a possible action due to the vast differences in between the two departments despite the truth that presently Lewis is handling both. While separation of the manufacturing function might have been a positive step for the advertising department, the fact that it would indicate placing a 3rd function under Lewis's wing suggests this must be prevented.

Action Plan.

Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

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

Lewis will divide herself from procedures.

An autonomous management design with worker empowerment will be used in advertising department.

Open door policy and also focus on cross departmental communication will be focused on eliminating disharmony.

Backup plan.

If the integration does not exercise as planned, a backup plan would certainly adhere to which would separate the manufacturing feature from the advertising feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing function will definitely be divided by placing it under an SVP manufacturing.