Flanders Of Springfield Case Study Help


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Flanders Of Springfield Case Study Help

Background and Facts

Flanders Of Springfield an office products retailer for tiny and medium sized services has actually recently been involved in planning for a merging with its competitor House Deport, which has influenced efficiency levels in departmentswith the senior manager associated with legal difficulties presented by the government Profession Payment. With the Advertising and marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the future. With difficulties in the form of a prospective social change and reduced staff member morale, the organization requires a full reengineering effort at the marketing department.

Trouble Statement

The potential cultural adjustment at the advertising and marketing department of Flanders Of Springfield is raising uncertainty in the workplace causing various obstacles for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting calculated decisions because Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment while doing so. Given the truth that the shop has an international presence with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might have the ability to influence efficiency or strategic objectives. Federal Profession Payment's antitrust match against the merging used up useful time of the organization's senior administration recommending that 'political' factors can have severe implications for a global company.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide situation suggest that Flanders Of Springfield is thriving in an environment where there is prospective development of companies. Along with this, truth that shop customers are mainly trying to find office supplies for home offices recommends that the marketplace has a climbing trend of entrepreneurs and also home based services.

Social factors: Social patterns in the economic climate show that clients are seeking benefit along with eye-catching rates. Marketing research shows how the consumer for Flanders Of Springfield does not have understanding regarding locating options which can offer a mix of convenience as well as low costs.

Technological factors: Technology plays a vital role in Flanders Of Springfield's company method specifically as the company is piloting Innovation centers which would certainly provide innovation sales and support in the kind of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Habits issues can be seen in Flanders Of Springfield's case as highlighted in this section.

Worries about cultural change: There is apprehension regarding a cultural change that would certainly happen as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with a lot of the personnel already showing unhappiness over this possible move. This expected adjustment has created stress in the work environment which has been coupled with the previous stress of preparing the company for a prospective merger with Residence Deport.

Demanding Work Environment for Newcomers: There is lack of workers that can match the stressful setting of a hectic company. Not only does this cause difficulty in locating the right individuals, it puts tension on brand-new hires as can not endure the rate and pressure that the organization anticipates them to bear.

Double Coverage Lines: Newcomers discover this business society troublesome and challenging to deal with specifically as populated line connections are indicated to be weaker in general and unbiased setup as well as efficiency examination is still done by the strong line manager. This implies that novices could lose clearness concerning their respective functions as well as goals specifically as dotted line coverage does not maintain them in straight communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had actually been guessed that the latter would certainly take Krasnow's placement came as a blow to her spirits. Lewis may have been qualified and also appropriate for the job however the fact that Kransnow's separation would make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Job Insecurity: Anxiety and also instability can be determined as 2 significant problems that Lewis would be taking care of especially as the merging has currently be terminated and two elderly execs of the marketing department would be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders who would not simply supervise of brining regarding a social adjustment however would additionally need to verify herself in her new role.

Incompatible Management Design of Leader: Lewis's monitoring design and also its conflict with the advertising and marketing division's function can also be seen as an OB obstacle especially as she has actually been utilized to handling issues in the operations division where employees are educated to concentrate on procedures and get them. The advertising department on the other hand can be seen as a team of individuals who are made use of to being supported by Krasnow who focused a lot more on result than processes.

Interdepartmental Arguments: Interdepartmental disagreements between 3 departments, marketing, merchandizing as well as procedures specifically over the allowance of the advertising and marketing mix can be determined as one more OB issue. Although the marketing division does not share the exact same vision as the various other 2 divisions relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations departments do not agree over the advertising and marketing mix allowance among one another either.

Fragmentation in Advertising Department: Disintegration between the advertising and marketing divisions can be identified as an additional OB issue which could require additional interest. The truth that the marketing and advertising areas in the advertising department are separated is avoiding both departments from getting from each other's experience and also expertise. Integration of marketing with merchandising and also procedures would certainly come to be harder if the advertising division itself is broken down which can be one more possible OB concern.

Flanders Of Springfield Analysis

Different concepts have been used to discuss the conditions to get further clearness about the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers believe that subordinates are easy and lazy, have little ambition and also withstand modification. The hard variation of this theory emphasized browbeating, tight controls, dangers and punishments. With time it produces low performance, refined sabotage and also rivalry (Deal, 2003). The scenario at Flanders Of Springfield is not totally following Concept X, it can be seen that brand-new hires are discovering this environment rather demanding which may at some point lead to a better disposition of the monitoring in the direction of Concept X. According to McGregor's promoted view, which he called Theory Y, the necessary task of the management is to prepare organizational conditions to ensure that individuals can accomplish their own objectives best by routing their efforts in the direction of organizational incentives. If individuals locate no fulfillment in their work, the management would have little option however to depend on concept X as well as exterior control (Bargain, 2003). Also while assessing Lewis's administration style, concept X may have been suitable in the procedures department to some extent yet the Advertising division would require dependence on Theory Y so as to get the creative thinking and creativity from the groups.

Tuckman's Teamwork Theory: As for Lewis's worry concerning bringing harmony in between the marketing and advertising division is concerned, this would initially lead to conflict as reviewed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, throughout the initial phase of group growth, individuals might not bond, as they are hectic discovering their area in the team. By combining the advertising and marketing department's job, there may coincide initial separate which could lead to the second phase of 'storming' where the groups challenge each other. It is only during the 3rd phase or 'norming' when they would come together to share ideas prior to the group can bring around synergy in the fourth stage 'executing'.

Bridges' Change Version: As per William Bridge's theory (appendix 4), individuals are fairly uncomfortable with change, which is apparent by the situation at Flanders Of Springfield The situation can be viewed as a normal program of life if is researched as per Bridge's theory where he describes that individuals experience three phases of change when they experience adjustment. 'Ending, losing as well as Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When people are presented with modification, they enter phase one therefore there may be emotions like unhappiness, uncertainty, aggravation, temper, anxiety, rejection as well as disorientation.The scenario at the advertising and marketing department of Flanders Of Springfield is comparable so Lewis can get comfortable with the concept that it is not amazing habits. In the 2nd phase, there might be a demand to link the void in between the brand-new and also old society so Lewis may have to encounter this experience as soon as Krasnow leaves. There may be reduced spirits as well as low productivity at this stage which ought to not be taken as a problem. It is throughout this phase that Lewis will need to offer advice to the department to make sure that they can locate a sense of direction. It can be seen how Krasnow has already made this change less complicated by making Lewis get involved in the division a year prior to his real separation. According to Bridges' Model, stage three will certainly cause openness to understanding, High power and dedication as individuals will certainly welcome the adjustment (Bridges, 2004).

Maslow's Need pecking order: The OB issue pertaining to instability at the office has actually been triggered first of all by the modification in management and second of all by the reality that the merging will certainly no longer be started. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has goes over the significance of 'security requires as being a reduced level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel protected as well as unharmed' is at the second level of requirements. Before a worker can be made to create emotionally, he needs to have his 'Physical 'and 'Security' requires satisfied. This indicates that unless the workers are made to really feel protected regarding their current employment condition in Flanders Of Springfield they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Flanders Of Springfield Case Study

Ramification of Analysis.

The OB analysis has taken a look at different concepts to recognize how to manage the present scenario at hand. The complying with 3 options have actually been suggested to help Lewis deal with the organizational challenges in the advertising division. Each of these alternatives has been proposed for easing the shift required to bring the advertising department in line with the demands of the market and for making the social adjustment that would certainly adhere to once the existing leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting as well as Production features. Combination of Advertising And Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has competence in business-to-business advertising and marketing along with firm as well as retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both advertising and marketing as well as marketing features.

The advantage of this approach is that it will integrate both functions while lowering the need for employing an added source for advertising. Lewis would certainly be heading the marketing division and also in any case her replacement would be required for the present duty that she is doing. The disadvantage of this choice is that exterior hiring might cause resentment from internal personnel that may be looking at the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Provided the affordable pressures and high top quality job called for from the marketing company, it is suggested that Lewis needs to allow the manufacturing system to be a separate feature from the advertising system. Because the majority of advertising and marketing agencies had these 2 features as different devices, it makes more sense to comply with the standard.

Assimilation of Advertising And Marketing with Operations: Since Lewis is already taking care of the advertising and marketing and also procedures divisions concurrently; it makes feeling to incorporate the 2 features considering that she has actually been effectively taking care of both ends. The truth that Lewis has to adapt her management design for the marketing division recommends that these two divisions would certainly be culturally diverse.


An examination of the three alternatives shows that combination of advertising and procedures would not be a feasible step due to the large distinctions in between the two divisions despite the truth that presently Lewis is dealing with both. While separation of the production function may have been a favorable step for the marketing division, the fact that it would mean placing a third feature under Lewis's wing implies this ought to be prevented.

Activity Plan.

Lewis will take control of the role of EVP Advertising 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 remain part of advertising and marketing under marketing function.

Lewis will separate herself from operations.

An autonomous leadership style with staff member empowerment will be utilized in advertising department.

Open up door plan as well as emphasis on cross department communication will certainly be focused on removing discord.

Backup plan.

If the integration does not exercise as prepared, a contingency strategy would comply with which would separate the production function from the advertising and marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing function will absolutely be divided by putting it under an SVP manufacturing.