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Flanders Of Springfield Case Study Analysis

Background and Facts

Flanders Of Springfield an office supplies seller for little and also average sized businesses has actually lately been involved in preparing for a merging with its competitor Residence Deport, which has actually affected performance degrees in departmentswith the elderly manager associated with lawful issues put forth by the government Profession Commission. With the Advertising and marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the near future. With challenges in the form of a potential cultural change as well as low staff member spirits, the company needs a full reengineering initiative at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The prospective cultural adjustment at the marketing division of Flanders Of Springfield is boosting unpredictability in the working environment leading to various obstacles for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing calculated decisions considering that Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Profession Commission's treatment at the same time. Provided the fact that the store has an international existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries may have the ability to influence efficiency or calculated goals. Federal Trade Payment's antitrust fit versus the merger occupied beneficial time of the company's senior management suggesting that 'political' factors can have major ramifications for a worldwide service.

Economic Factors: Financial factors such as the introduction of small companies in the international scenario suggest that Flanders Of Springfield is thriving in an atmosphere where there is prospective development of organisations. Along with this, reality that store clients are primarily searching for workplace materials for home offices suggests that the marketplace has a rising pattern of entrepreneurs and also home companies.

Social factors: Social fads in the economic climate show that consumers are looking for benefit as well as eye-catching costs. Marketing research demonstrates how the consumer for Flanders Of Springfield lacks understanding about discovering remedies which can offer a mix of ease and also inexpensive.

Technical factors: Modern technology plays an important role in Flanders Of Springfield's company strategy especially as the organization is piloting Modern technology facilities which would offer technology sales and support in the kind of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Behavior concerns can be seen in Flanders Of Springfield's case as highlighted in this section.

Worries about social adjustment: There is concern regarding a cultural adjustment that would certainly occur once Todd Krasnow leaves from his position as the Executive Vice President of Advertising with a lot of the personnel already revealing unhappiness over this potential action. This expected modification has actually produced stress and anxiety in the workplace which has actually been coupled with the past stress and anxiety of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is lack of personnel that can match the difficult environment of a hectic company. Not just does this cause difficulty in locating the best people, it puts anxiety on brand-new hires as can not stand up to the pace as well as pressure that the organization expects them to bear.

Double Reporting Lines: Beginners find this business society cumbersome and also difficult to manage especially as populated line partnerships are implied to be weak generally and also objective setting and also efficiency assessment is still done by the solid line manager. This means that newbies can lose clarity concerning their respective roles and also objectives especially as dotted line coverage does not keep them in direct communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had actually been guessed that the latter would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been capable as well as proper for the work but the truth that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from services.

Concern & Task Instability: Concern as well as insecurity can be determined as two major concerns that Lewis would be taking care of specifically as the merging has now be cancelled and 2 senior execs of the marketing department would certainly be leaving. The whole duty of the department would be dropping on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural adjustment however would certainly also have to show herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's administration design and its conflict with the advertising and marketing division's function can also be seen as an OB challenge especially as she has actually been used to managing problems in the procedures department where employees are educated to concentrate on procedures and obtain them. The advertising department on the various other hand can be viewed as a group of people that are utilized to being supported by Krasnow who concentrated a lot more on outcome than processes.

Interdepartmental Differences: Interdepartmental arguments in between 3 divisions, advertising and marketing, merchandizing as well as procedures specifically over the appropriation of the marketing mix can be identified as an additional OB worry. Although the advertising and marketing division does not share the same vision as the various other 2 divisions concerning the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not agree over the advertising mix appropriation among each other either.

Disintegration in Advertising Division: Disintegration in between the advertising and marketing departments can be recognized as one more OB concern which could require further focus. The reality that the advertising and marketing sections in the advertising and marketing division are detached is avoiding both departments from gaining from each other's experience as well as know-how. Integration of advertising with merchandising and procedures would end up being harder if the advertising and marketing division itself is disintegrated which can be another potential OB problem.

Flanders Of Springfield Analysis

Various concepts have actually been utilized to discuss the situations to obtain more clarity about the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are passive and also careless, have little ambition as well as stand up to change. The situation at Flanders Of Springfield is not completely following Theory X, it can be seen that brand-new hires are locating this environment rather stressful which may ultimately lead to a higher inclination of the monitoring in the direction of Concept X. Even while analyzing Lewis's monitoring design, theory X might have been suitable in the procedures division to some degree but the Advertising department would call for dependence on Concept Y in order to get the creativity and creativity from the groups.

Tuckman's Synergy Theory: As much as Lewis's worry concerning bringing harmony in between the marketing and advertising and marketing department is concerned, this would originally lead to contrast as reviewed by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising and marketing and advertising department's job, there might be the very same first disconnect which can lead to the second phase of 'storming' where the groups challenge one another.

When individuals are offered with adjustment, they go into stage one and so there may be emotions like unhappiness, uncertainty, stress, anger, anxiety, denial and also disorientation.The circumstance at the advertising and marketing division of Flanders Of Springfield is similar so Lewis can obtain comfortable with the suggestion that it is not remarkable habits. It is throughout this stage that Lewis will certainly have to give support to the department so that they can discover a sense of direction. It can be seen just how Krasnow has actually currently made this shift simpler by making Lewis obtain entailed in the department a year before his real separation.
Vrio Analysis
Maslow's Need pecking order: The OB problem pertaining to instability at the office has been triggered firstly by the change in monitoring and secondly by the reality that the merger will certainly no longer be initiated. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the importance of 'security needs as being a reduced degree need of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to feel protected and also untouched' goes to the 2nd degree of demands. Prior to an employee can be made to establish emotionally, he requires to have his 'Physical 'and 'Safety' requires met. This suggests that unless the personnel are made to really feel secure regarding their present employment status in Flanders Of Springfield they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Flanders Of Springfield Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous theories to understand exactly how to cope with the current situation handy. The complying with three alternatives have been proposed to help Lewis deal with the business difficulties in the advertising and marketing department. Each of these alternatives has actually been recommended for alleviating the shift required to bring the advertising division in accordance with the needs of the marketplace and also for making the social modification that would comply with when the current leader leaves.

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

Analysis of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The in-house marketing firm of Flanders Of Springfield is already stamina for the company in regards to saving up on overheads connected to advertising as well as promotion. Given that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the advertising and marketing feature, this is a beneficial opportunity for integrating the advertising and marketing functions. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business advertising and marketing in addition to agency and retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both marketing and advertising features.

The benefit of this strategy is that it will certainly integrate the two functions while decreasing the demand for employing an added resource for marketing. Along with this, Lewis would be heading the advertising and marketing division as well as all the same her replacement would be required for the present role that she is executing. The negative aspect of this choice is that outside hiring may cause animosity from inner personnel who may be considering the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and also Manufacturing: Provided the affordable stress and also excellent quality work needed from the advertising agency, it is suggested that Lewis should enable the manufacturing unit to be a different feature from the advertising system. Because many ad agency had these 2 features as different devices, it makes even more sense to adhere to the standard. In addition to this, both features may have the ability to concentrate on their core activates much more successfully. The downside of this method would be that extra costs would have to be borne for establishing up different production functions. A production head may have to be hired which could enhance expenses for the organization.

Combination of Advertising And Marketing with Operations: Since Lewis is already taking care of the advertising and marketing and also procedures divisions concurrently; it makes sense to incorporate the 2 features considering that she has actually been successfully taking treatment of both ends. The reality that Lewis has to adjust her management style for the advertising division recommends that these 2 divisions would be culturally diverse.


An analysis of the 3 choices indicates that integration of advertising and procedures would certainly not be a viable relocation because of the substantial distinctions between both divisions despite the fact that currently Lewis is managing both. While splitting up of the manufacturing feature might have been a positive step for the advertising department, the truth that it would certainly indicate putting a 3rd function under Lewis's wing means this must be prevented. The integration of the marketing division is the very best option in terms of getting the optimum results from the division. An action plan for this choice is reviewed listed below.

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

Advertising and Marketing features would be merged.

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

Production function will certainly continue to be part of marketing under advertising and marketing function.

Lewis will divide herself from operations.

An autonomous leadership style with staff member empowerment will be made use of in marketing division.

Open door plan and also focus on cross department interaction will be focused on removing dissonance.

Backup plan.

If the integration does not exercise as intended, a backup strategy would certainly adhere to which would separate the production function from the advertising and marketing feature to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will definitely be separated by positioning it under an SVP manufacturing.