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Final Offer Part Ii Case Study Analysis

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Final Offer Part Ii Case Study Help

Background and Facts

Final Offer Part Ii an office supplies seller for little as well as moderate sized businesses has actually recently been associated with preparing for a merger with its rival Home Deport, which has actually impacted effectiveness degrees in departmentswith the senior supervisor involved in lawful issues presented by the government Trade Payment. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the future. With challenges in the type of a prospective cultural adjustment as well as low employee spirits, the company needs a full reengineering effort at the advertising division.

Issue Declaration

The possible cultural change at the marketing division of Final Offer Part Ii is increasing unpredictability in the working environment causing various challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical choices because Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Payment's intervention at the same time. Provided the truth that the store has an international existence with branches in UK, USA, Canada and Germany, political factors in each of these countries may be able to affect efficiency or tactical goals. Federal Profession Commission's antitrust suit versus the merging occupied valuable time of the organization's elderly management suggesting that 'political' factors can have significant implications for a global organisation.

Economic Factors: Economic factors such as the appearance of local business in the international circumstance suggest that Final Offer Part Ii is growing in a setting where there is prospective development of businesses. Fact that store customers are mostly looking for workplace supplies for residence offices suggests that the market has a climbing trend of entrepreneurs and also house based companies.

Social factors: Social fads in the economy reveal that clients are trying to find convenience in addition to eye-catching prices. Marketing research shows how the customer for Final Offer Part Ii does not have recognition regarding finding options which can use a mix of convenience and also low costs.

Technological factors: Innovation plays an important duty in Final Offer Part Ii's business approach specifically as the organization is piloting Modern technology facilities which would certainly use innovation sales and assistance in the kind of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and Effects.

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

Apprehensions about social change: There is apprehension regarding a cultural adjustment that would occur as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with most of the team member currently showing discontent over this prospective action. This predicted change has actually developed stress in the office which has actually been paired with the past stress and anxiety of preparing the firm for a possible merger with House Deport.

Demanding Task Environment for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a fast-paced organization. Not only does this lead to problem in discovering the ideal individuals, it places stress and anxiety on new hires as can not hold up against the pace as well as pressure that the company expects them to birth.

Twin Reporting Lines: Newbies discover this business society cumbersome and difficult to cope with specifically as populated line relationships are implied to be weaker generally and objective setup and also efficiency examination is still done by the strong line supervisor. This implies that novices can lose clearness concerning their particular roles and goals especially as dotted line coverage does not maintain them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had been speculated that the last would certainly take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and also proper for the task however the fact that Kransnow's departure would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Job Insecurity: Worry and insecurity can be determined as two major issues that Lewis would certainly be managing especially as the merger has actually now be cancelled as well as two elderly execs of the advertising and marketing department would be leaving. The entire obligation of the division would be falling on Lewis's shoulders that would certainly not just supervise of brining about a social adjustment but would also need to show herself in her brand-new function.

Incompatible Management Style of Leader: Lewis's administration style as well as its conflict with the advertising department's role can likewise be seen as an OB challenge particularly as she has been utilized to taking care of issues in the operations department where workers are taught to focus on processes as well as get them. The advertising and marketing department on the other hand can be seen as a group of individuals who are utilized to being nurtured by Krasnow who focused more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between 3 divisions, advertising, merchandizing and operations specifically over the allowance of the marketing mix can be recognized as another OB concern. The advertising and marketing division does not share the very same vision as the various other two divisions concerning the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allocation amongst one an additional either.

Fragmentation in Marketing Division: Fragmentation in between the marketing and advertising divisions can be recognized as another OB issue which could need additional interest. The reality that the marketing and advertising sections in the advertising department are disconnected is protecting against both divisions from getting from each various other's experience and also knowledge. Assimilation of advertising with merchandising and procedures would end up being harder if the advertising and marketing division itself is degenerated which can be an additional potential OB worry.

Final Offer Part Ii Analysis

Numerous theories have been made use of to describe the situations to obtain more quality concerning the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors believe that subordinates are easy as well as careless, have little ambition and stand up to adjustment. The situation at Final Offer Part Ii is not totally following Theory X, it can be seen that brand-new hires are discovering this setting rather demanding which might eventually lead to a higher inclination of the administration towards Theory X. Also while evaluating Lewis's administration style, concept X may have been ideal in the procedures division to some degree yet the Advertising and marketing department would certainly call for reliance on Theory Y in order to get the creative thinking and also creativity from the groups.

Tuckman's Team effort Concept: As far as Lewis's worry about bringing harmony between the marketing and advertising department is concerned, this would originally bring about conflict as gone over by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, during the preliminary stage of team development, individuals might not bond, as they are busy locating their location in the group. By integrating the advertising and marketing department's work, there might be the same first separate which could bring about the 2nd phase of 'storming' where the teams test each other. However, it is just during the third phase or 'norming' when they would come together to share concepts prior to the team can produce synergy in the 4th phase 'executing'.

When individuals are presented with change, they get in phase one and so there might be feelings like sadness, unpredictability, frustration, anger, worry, denial as well as disorientation.The circumstance at the advertising and marketing department of Final Offer Part Ii is comparable so Lewis can get comfy with the suggestion that it is not remarkable behavior. It is during this stage that Lewis will certainly have to offer assistance to the division so that they can discover a feeling of direction. It can be seen just how Krasnow has already made this transition much easier by making Lewis obtain involved in the division a year prior to his real separation.

Maslow's Need pecking order: The OB concern related to instability at the work environment has actually been set off first of all by the modification in management as well as secondly by the reality that the merger will no more be initiated. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the value of 'security requires as being a lower degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and secure and also out of danger' is at the 2nd degree of requirements. Before an employee can be made to create emotionally, he needs to have his 'Physical 'and also 'Safety and security' requires met. This suggests that unless the workers are made to feel safe regarding their existing work standing in Final Offer Part Ii they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Final Offer Part Ii Case Study



Effects of Analysis.

The OB analysis has taken a look at numerous concepts to comprehend exactly how to deal with the current circumstance at hand. The adhering to 3 choices have been suggested to assist Lewis manage the organizational obstacles in the marketing department. Each of these alternatives has actually been proposed for relieving the transition needed to bring the marketing division in accordance with the demands of the market and for making the social modification that would adhere to when the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and Manufacturing functions. Combination of Marketing with Operations.

Examination of Alternatives.

Combination of Advertising And Marketing & Advertising And Marketing Functions: The internal advertising company of Final Offer Part Ii is currently toughness for the company in regards to conserving up on overheads related to marketing as well as promo. Considering that no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the advertising function, this is a positive possibility for integrating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merging days has expertise in business-to-business marketing in addition to agency and also retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both advertising and marketing functions.

The advantage of this strategy is that it will incorporate the two features while decreasing the demand for hiring an extra source for marketing. Lewis would be heading the advertising division and in any type of case her replacement would be needed for the current role that she is performing. The downside of this alternative is that exterior hiring may produce animosity from internal workers who may be eying the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Production: Offered the affordable pressures and also high top quality work required from the advertising agency, it is suggested that Lewis ought to permit the manufacturing unit to be a different feature from the advertising device. Given that the majority of advertising firms had these two functions as different devices, it makes more feeling to adhere to the norm.

Combination of Marketing with Operations: Since Lewis is already taking treatment of the advertising and also operations departments concurrently; it makes sense to incorporate the 2 functions considering that she has been effectively taking care of both ends. The reality that Lewis has to adjust her management style for the advertising and marketing department recommends that these 2 departments would certainly be culturally varied.

Suggestion.



An analysis of the 3 options indicates that combination of marketing as well as procedures would certainly not be a feasible relocation due to the huge differences in between the two divisions in spite of the truth that presently Lewis is dealing with both. While splitting up of the production function may have been a desirable move for the marketing department, the truth that it would certainly suggest placing a third function under Lewis's wing means this should be stayed clear of.

Action Plan.

Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will certainly divide herself from operations.

An autonomous management style with employee empowerment will be made use of in advertising and marketing department.

Open door plan and also focus on cross department communication will be targeted at getting rid of dissonance.

Backup plan.

If the integration does not exercise as intended, a contingency strategy would comply with which would separate the production function from the advertising feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. Because case the production feature will definitely be separated by placing it under an SVP manufacturing.