Humble Decision Making Case Study Solution


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Humble Decision Making Case Study Help

Background and Facts

Humble Decision Making an office supplies merchant for little and average sized businesses has recently been involved in planning for a merging with its competitor House Deport, which has actually influenced performance levels in departmentswith the elderly supervisor involved in lawful issues presented by the federal Profession Payment. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the near future. With obstacles in the kind of a prospective cultural change and reduced worker morale, the company needs a full reengineering initiative at the marketing division.

Trouble Statement

The potential social adjustment at the advertising and marketing division of Humble Decision Making is enhancing unpredictability in the workplace bring about different challenges for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting strategic choices considering that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Trade Payment's treatment at the same time. Provided the fact that the shop has a global visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries might be able to affect efficiency or critical goals. Federal Profession Commission's antitrust match versus the merging took up beneficial time of the company's elderly management suggesting that 'political' factors can have significant effects for a global organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the global scenario suggest that Humble Decision Making is prospering in a setting where there is potential development of services. Fact that shop clients are mostly looking for office supplies for house offices suggests that the market has a rising trend of entrepreneurs and also home based organisations.

Social factors: Social fads in the economic situation reveal that clients are searching for convenience along with attractive costs. Marketing research demonstrates how the customer for Humble Decision Making does not have recognition concerning discovering services which can provide a combination of convenience as well as inexpensive.

Technical factors: Innovation plays a vital duty in Humble Decision Making's company approach specifically as the organization is piloting Modern technology centers which would provide innovation sales as well as support in the form of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and Symptoms.

Several underlying Business Actions issues can be seen in Humble Decision Making's case as highlighted in this area.

Concerns regarding social adjustment: There is worry concerning a social modification that would occur once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with a lot of the employee already showing unhappiness over this possible action. This anticipated adjustment has created anxiety in the workplace which has been paired with the previous tension of preparing the firm for a prospective merger with House Deport.

Difficult Job Setting for Newcomers: There is shortage of workers that can match the demanding setting of a fast-paced organization. Not only does this lead to difficulty in discovering the right people, it places stress on new hires as can not stand up to the rate and also pressure that the organization anticipates them to bear.

Dual Reporting Lines: Newbies find this business society cumbersome and also tough to manage especially as dotted line partnerships are implied to be weak as a whole and unbiased setup as well as efficiency analysis is still done by the solid line supervisor. This indicates that newbies could shed quality concerning their corresponding duties as well as objectives especially as dotted line reporting does not keep them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's placement came as a blow to her morale. Lewis might have been capable as well as suitable for the work yet the reality that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Task Insecurity: Anxiety and instability can be identified as two major issues that Lewis would be managing specifically as the merger has now be cancelled as well as 2 senior executives of the advertising and marketing department would be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders who would not simply be in charge of brining regarding a social modification yet would certainly additionally have to verify herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's management style and its conflict with the marketing division's function can likewise be seen as an OB obstacle particularly as she has actually been used to dealing with problems in the operations department where employees are shown to concentrate on procedures as well as obtain them. The marketing division on the other hand can be seen as a team of people who are used to being supported by Krasnow that focused much more on output than procedures.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 divisions, advertising and marketing, merchandizing and procedures respectively over the appropriation of the marketing mix can be determined as another OB problem. The advertising and marketing department does not share the exact same vision as the various other two divisions relating to the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and also operations departments do not agree over the advertising and marketing mix allotment amongst one another either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be determined as an additional OB problem which might need more attention. The reality that the marketing and advertising sections in the marketing department are detached is avoiding both divisions from acquiring from each other's experience and also competence. Combination of advertising and marketing with retailing as well as procedures would certainly become harder if the advertising division itself is broken down which can be another potential OB concern.

Humble Decision Making Analysis

Different concepts have actually been made use of to explain the circumstances to get further clarity concerning the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors think that juniors are passive as well as lazy, have little passion and withstand modification. The scenario at Humble Decision Making is not completely complying with Concept X, it can be seen that brand-new hires are discovering this setting instead stressful which might at some point lead to a better inclination of the management in the direction of Theory X. Even while evaluating Lewis's management style, theory X may have been ideal in the procedures division to some level however the Marketing department would certainly call for dependence on Concept Y in order to obtain the creative thinking and also originality from the teams.

Tuckman's Teamwork Theory: As for Lewis's worry regarding bringing harmony between the advertising and marketing division is concerned, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, throughout the preliminary phase of team growth, individuals might not bond, as they are active locating their area in the team. By combining the advertising and marketing department's work, there might be the same initial disconnect which could result in the 2nd phase of 'storming' where the groups challenge each other. It is only throughout the third phase or 'norming' when they would come with each other to share ideas prior to the team can bring around synergy in the fourth phase 'carrying out'.

When people are presented with adjustment, they get in phase one and so there might be feelings like unhappiness, unpredictability, aggravation, anger, anxiety, rejection and also disorientation.The situation at the advertising division of Humble Decision Making is comparable so Lewis can obtain comfy with the concept that it is not amazing habits. It is throughout this stage that Lewis will have to offer advice to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has actually already made this change easier by making Lewis get included in the division a year before his actual departure.

Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has talks about the relevance of 'protection needs as being a reduced level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe as well as out of threat' is at the 2nd level of demands. Before an employee can be made to develop psychologically, he needs to have his 'Physiological 'as well as 'Safety and security' requires satisfied.

SWOT Analysis for Humble Decision Making Case Study

Effects of Analysis.

The OB analysis has taken a look at numerous theories to understand exactly how to deal with the current circumstance handy. The following three alternatives have actually been recommended to aid Lewis take care of the organizational challenges in the marketing division. Each of these options has been recommended for relieving the change needed to bring the advertising department in accordance with the requirements of the marketplace and also for making the cultural change that would adhere to once the existing leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Manufacturing features. Integration of Advertising And Marketing with Operations.

Assessment of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing agency of Humble Decision Making is currently stamina for the company in terms of saving up on overheads connected to advertising and promo. Considering that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the marketing feature, this is a favorable opportunity for incorporating the marketing and advertising 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 company as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both advertising and marketing features.

The benefit of this technique is that it will certainly incorporate the two functions while minimizing the demand for employing an added resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing division and all the same her substitute would certainly be required for the current role that she is doing. The drawback of this alternative is that exterior hiring may produce bitterness from inner employees that might be considering the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Production: Given the affordable pressures and also high quality work required from the advertising and marketing firm, it is recommended that Lewis should permit the manufacturing unit to be a different function from the advertising unit. Because many advertising and marketing companies had these 2 features as different systems, it makes even more sense to adhere to the standard.

Integration of Marketing with Workflows: Given that Lewis is currently caring for the marketing as well as operations divisions at the same time; it makes sense to incorporate both functions given that she has been successfully taking care of both ends. The fact that the two departments already have significant differences over appropriation of resources suggests that this integration might have the ability to bring about harmony specifically as Lewis would certainly be heading both ends.However there are different negative aspects of this step specifically as it would place too much problem over Lewis's shoulders. The truth that Lewis has to adapt her monitoring design for the advertising division recommends that these 2 divisions would be culturally varied. Lewis may not be able to apply one type of management style to both departments which could result in inadequacy in either one of the two functions.


An assessment of the three choices shows that integration of advertising and marketing and procedures would certainly not be a feasible move due to the vast differences in between the two divisions despite the fact that currently Lewis is taking care of both. While separation of the production feature may have been a positive move for the advertising and marketing division, the reality that it would certainly mean putting a third function under Lewis's wing implies this should be stayed clear of too. The combination of the marketing department is the best option in regards to getting the optimum arise from the department. An action plan for this option is gone over below.

Action Strategy.

Lewis will certainly take control of the role of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

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

Lewis will separate herself from procedures.

A democratic management style with staff member empowerment will be utilized in marketing department.

Open door policy and also emphasis on cross department communication will be targeted at removing dissonance.

Contingency plan.

If the integration does not work out as prepared, a contingency plan would certainly comply with which would certainly separate the production feature from the advertising and marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing division without an SVP. Because case the manufacturing feature will most definitely be separated by placing it under an SVP production.