Final Offer Part Ii Case Study Solution


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Final Offer Part Ii Case Study Help

Background and Facts

Final Offer Part Ii a workplace supplies retailer for tiny and moderate sized organisations has recently been associated with preparing for a merging with its rival Home Deport, which has actually impacted performance levels in departmentswith the senior supervisor involved in lawful issues presented by the government Profession Compensation. With the Advertising Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the future. With difficulties in the form of a possible cultural adjustment as well as low staff member morale, the organization wants a full reengineering initiative at the advertising and marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective social modification at the advertising and marketing department of Final Offer Part Ii is enhancing unpredictability in the workplace causing various difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing tactical choices since Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Payment's treatment in the process. Given the truth that the store has a global presence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations might be able to influence efficiency or strategic goals. Federal Trade Compensation's antitrust fit against the merging occupied useful time of the company's senior management recommending that 'political' factors can have significant effects for a global business.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide situation recommend that Final Offer Part Ii is prospering in a setting where there is potential development of services. Truth that store clients are primarily looking for office supplies for house offices suggests that the market has a climbing pattern of business owners and home based organisations.

Social factors: Social trends in the economic situation show that clients are searching for comfort along with eye-catching costs. Market research shows how the customer for Final Offer Part Ii lacks understanding concerning locating solutions which can offer a combination of convenience as well as low costs.

Technical factors: Modern technology plays a vital function in Final Offer Part Ii's organisation method specifically as the company is piloting Innovation centers which would certainly use technology sales as well as assistance in the type of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

Several underlying Business Habits problems can be seen in Final Offer Part Ii's case as highlighted in this section.

Concerns about cultural adjustment: There is concern concerning a cultural modification that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the staff members already revealing discontent over this possible step. This predicted change has actually created anxiety in the workplace which has actually been paired with the past tension of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is shortage of workers that can match the demanding environment of a hectic company. Not only does this bring about problem in locating the appropriate individuals, it places anxiety on new hires as can not stand up to the pace and also stress that the company expects them to birth.

Dual Coverage Lines: Newcomers discover this organizational culture difficult as well as difficult to manage specifically as populated line connections are indicated to be weak as a whole and objective setting and performance examination is still done by the solid line supervisor. This suggests that novices can shed clearness regarding their respective roles and objectives particularly as dotted line coverage does not maintain them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had actually been speculated that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been qualified and proper for the task but the reality that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Concern & Task Insecurity: Fear and insecurity can be recognized as two significant problems that Lewis would certainly be managing specifically as the merging has currently be terminated and also two elderly executives of the marketing division would certainly be leaving. The whole obligation of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining about a cultural adjustment yet would certainly likewise need to verify herself in her brand-new duty.

Inappropriate Management Design of Leader: Lewis's management style as well as its incompatibility with the advertising department's duty can additionally be seen as an OB difficulty particularly as she has been utilized to handling concerns in the procedures department where employees are taught to focus on processes and also get them. The advertising division on the various other hand can be viewed as a team of individuals who are used to being nurtured by Krasnow that concentrated extra on result than procedures.

Interdepartmental Differences: Interdepartmental arguments between 3 departments, advertising, merchandizing and also procedures respectively over the allocation of the advertising mix can be recognized as an additional OB worry. The marketing department does not share the same vision as the various other two divisions concerning the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation among one another either.

Disintegration in Advertising And Marketing Department: Fragmentation between the advertising and marketing departments can be identified as one more OB issue which could need more focus. The fact that the marketing and advertising sections in the advertising department are separated is stopping both departments from obtaining from each various other's experience as well as expertise. Assimilation of advertising and marketing with merchandising and also operations would come to be harder if the advertising division itself is degenerated which can be another potential OB worry.

Final Offer Part Ii Analysis

Various concepts have actually been utilized to explain the scenarios to obtain additional quality concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that staffs are easy and lazy, have little passion and withstand adjustment. The situation at Final Offer Part Ii is not entirely following Theory X, it can be seen that brand-new hires are discovering this environment rather difficult which may ultimately lead to a better inclination of the management towards Concept X. Also while examining Lewis's monitoring design, theory X may have been suitable in the procedures division to some extent yet the Marketing division would certainly call for dependence on Theory Y in order to get the imagination and creativity from the teams.

Tuckman's Synergy Concept: As far as Lewis's concern regarding bringing harmony between the marketing and advertising division is concerned, this would initially result in conflict as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the preliminary phase of group advancement, individuals might not bond, as they are hectic finding their place in the team. By integrating the marketing and advertising division's job, there might be the same first disconnect which might bring about the 2nd stage of 'storming' where the teams test each other. It is only throughout the 3rd phase or 'norming' when they would come together to share concepts prior to the group can bring around harmony in the fourth stage 'executing'.

Bridges' Shift Model: Based On William Bridge's concept (appendix 4), people are rather uneasy with modification, which is evident by the situation at Final Offer Part Ii The scenario can be seen as a normal program of life if is examined according to Bridge's concept where he explains that people go through three phases of shift when they experience adjustment. 'Closing, losing and Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people are presented with change, they get in stage one therefore there might be emotions like despair, uncertainty, frustration, temper, fear, rejection and disorientation.The circumstance at the marketing department of Final Offer Part Ii is similar so Lewis can get comfortable with the idea that it is not remarkable actions. In the 2nd phase, there might be a demand to bridge the space between the brand-new and also old society so Lewis might have to face this ordeal once Krasnow leaves. There might be low morale as well as low performance at this stage which ought to not be taken as a trouble. It is during this stage that Lewis will certainly need to provide guidance to the department to make sure that they can locate a sense of direction. It can be seen exactly how Krasnow has currently made this change simpler by making Lewis get involved in the division a year prior to his actual separation. According to Bridges' Model, phase three will certainly produce openness to knowing, High power as well as dedication as people will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has discusses the value of 'protection needs as being a lower level need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and out of risk' is at the 2nd level of needs. Prior to a worker can be made to establish psychologically, he requires to have his 'Physiological 'and also 'Safety' requires fulfilled.

SWOT Analysis for Final Offer Part Ii Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at different theories to recognize how to handle the current circumstance available. The following 3 alternatives have been recommended to assist Lewis take care of the organizational challenges in the advertising division. Each of these alternatives has been recommended for reducing the shift required to bring the advertising and marketing division in accordance with the requirements of the marketplace as well as for making the cultural modification that would certainly adhere to once the present leader leaves.

Assimilation of advertising and marketing features. Separating Adverting as well as Production functions. Combination of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Combination of Marketing & Advertising Functions: The in-house advertising and marketing agency of Final Offer Part Ii is currently toughness for the organization in regards to saving up on expenses associated with marketing as well as promotion. Considering that no brand-new recruitment has actually been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the advertising and marketing function, this is a positive chance for integrating the marketing and advertising functions. Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merger days has experience in business-to-business marketing along with agency and also retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing and advertising features.

The benefit of this technique is that it will integrate the two features while minimizing the need for employing an added source for advertising. Lewis would certainly be heading the marketing department and in any type of case her substitute would certainly be required for the present function that she is performing. The negative aspect of this choice is that exterior hiring may produce resentment from interior workers that might be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Production: Offered the affordable stress and excellent quality work required from the advertising agency, it is advised that Lewis ought to enable the manufacturing unit to be a different function from the marketing device. Since a lot of advertising agencies had these 2 features as separate devices, it makes more sense to follow the standard. In addition to this, both functions might have the ability to focus on their core triggers more successfully. The downside of this approach would be that additional expenses would certainly have to be borne for setting up different manufacturing features. A production head might have to be worked with which could boost overheads for the company.

Assimilation of Marketing with Procedures: Given that Lewis is already taking care of the marketing and operations divisions all at once; it makes good sense to incorporate both features since she has been effectively looking after both ends. The fact that both divisions already have significant distinctions over allotment of resources suggests that this integration might be able to produce consistency specifically as Lewis would certainly be heading both ends.However there are numerous negative aspects of this step especially as it would certainly put too much problem over Lewis's shoulders. The truth that Lewis needs to adapt her management design for the marketing division recommends that these two divisions would be culturally varied. Lewis may not be able to use one type of management style to both divisions which could result in inefficiency in either one of the two functions.


An evaluation of the 3 options indicates that combination of advertising and procedures would certainly not be a possible action due to the large differences between the 2 departments in spite of the reality that presently Lewis is dealing with both. While splitting up of the production function might have been a beneficial step for the marketing department, the reality that it would certainly imply positioning a third function under Lewis's wing indicates this ought to be stayed clear of.

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

Marketing and advertising features would be combined.

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

Manufacturing function will certainly remain part of advertising under advertising and marketing feature.

Lewis will certainly divide herself from procedures.

An autonomous management design with employee empowerment will certainly be utilized in advertising division.

Open up door policy as well as focus on cross departmental communication will certainly be targeted at getting rid of discord.

Backup strategy.

If the combination does not exercise as intended, a backup strategy would certainly comply with which would certainly divide the production feature from the marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing division without an SVP. In that case the manufacturing function will certainly be separated by positioning it under an SVP production.