Khalil Abdo Group Case Study Analysis


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Khalil Abdo Group Case Study Analysis

Background and Facts

Khalil Abdo Group a workplace materials merchant for small and also average sized organisations has actually recently been associated with preparing for a merger with its competitor Home Deport, which has actually influenced performance degrees in departmentswith the elderly supervisor associated with lawful difficulties presented by the federal Profession Compensation. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the near future. With difficulties in the form of a possible social modification and also low worker morale, the organization wants a complete reengineering effort at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The prospective social change at the advertising and marketing department of Khalil Abdo Group is increasing unpredictability in the workplace resulting in various difficulties for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing strategic decisions since Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Profession Payment's intervention at the same time. Given the reality that the shop has a worldwide existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries might be able to impact performance or strategic goals. Federal Trade Payment's antitrust suit versus the merger used up important time of the company's elderly administration suggesting that 'political' factors can have major implications for a worldwide organisation.

Economic Factors: Financial factors such as the development of local business in the worldwide scenario recommend that Khalil Abdo Group is flourishing in a setting where there is potential growth of businesses. Along with this, reality that store clients are mostly seeking workplace materials for home offices recommends that the market has an increasing pattern of business owners and online organisations.

Social factors: Social patterns in the economy show that clients are trying to find benefit as well as appealing prices. Market research shows how the client for Khalil Abdo Group lacks awareness regarding finding solutions which can provide a mix of comfort and affordable.

Technological factors: Innovation plays a vital role in Khalil Abdo Group's company strategy especially as the organization is piloting Modern technology facilities which would certainly use innovation sales as well as support in the form of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

A number of underlying Organizational Behavior issues can be seen in Khalil Abdo Group's case as highlighted in this area.

Uneasiness regarding social change: There is uneasiness about a cultural modification that would certainly happen when Todd Krasnow leaves from his position as the Executive Vice President of Advertising with most of the team member already revealing unhappiness over this prospective action. This expected adjustment has actually developed tension in the workplace which has been combined with the previous stress of preparing the company for a potential merger with Home Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is shortage of personnel that can match the demanding setting of a hectic organization. Not just does this lead to trouble in discovering the appropriate people, it puts tension on new hires as can not endure the pace as well as pressure that the organization anticipates them to bear.

Twin Reporting Lines: Novices locate this business culture difficult and also hard to handle especially as dotted line connections are indicated to be weak as a whole as well as unbiased setting as well as performance assessment is still done by the strong line manager. This indicates that newbies could lose quality about their particular duties as well as purposes particularly as dotted line reporting does not keep them in straight communication with the solid 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 hypothesized that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified as well as appropriate for the work but the reality that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Job Insecurity: Anxiety and instability can be identified as 2 significant problems that Lewis would be handling specifically as the merger has actually now be terminated as well as 2 elderly executives of the advertising department would be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders who would not just supervise of brining regarding a social change but would certainly additionally need to verify herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's administration style and also its incompatibility with the advertising department's role can also be seen as an OB obstacle particularly as she has actually been used to taking care of issues in the procedures department where employees are instructed to concentrate on processes and also get them. The marketing division on the various other hand can be seen as a group of people that are used to being supported by Krasnow who focused more on output than procedures.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 departments, advertising and marketing, merchandizing and also procedures respectively over the allotment of the marketing mix can be determined as another OB concern. The marketing department does not share the exact same vision as the other 2 divisions regarding the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and procedures divisions do not agree over the marketing mix allowance among one another either.

Fragmentation in Marketing Division: Fragmentation between the marketing and advertising departments can be determined as another OB problem which might require more attention. The reality that the advertising and marketing sections in the advertising division are detached is protecting against both divisions from getting from each various other's experience as well as knowledge. Integration of marketing with retailing and also procedures would become harder if the marketing division itself is broken down which can be another potential OB worry.

Khalil Abdo Group Analysis

Various theories have been made use of to clarify the conditions to obtain further clarity about the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that juniors are passive and also lazy, have little aspiration and stand up to change. The difficult version of this theory stressed threat, tight controls, dangers and also punishments. Over time it generates low performance, subtle sabotage and competition (Offer, 2003). The situation at Khalil Abdo Group is not totally complying with Theory X, it can be seen that brand-new hires are discovering this environment rather difficult which may ultimately lead to a higher disposition of the monitoring towards Concept X. Based on McGregor's promoted view, which he called Theory Y, the crucial job of the management is to organize organizational problems to ensure that people can achieve their very own goals best by directing their efforts in the direction of business rewards. If people discover no contentment in their work, the monitoring would have little selection but to depend on concept X as well as outside control (Bargain, 2003). Even while analyzing Lewis's monitoring style, concept X may have appropriated in the operations department to some extent but the Marketing department would require dependence on Concept Y to get the imagination and also originality from the teams.

Tuckman's Teamwork Concept: As much as Lewis's issue about bringing consistency between the marketing and marketing division is concerned, this would originally lead to clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising and marketing division's work, there might be the exact same initial detach which can lead to the second phase of 'storming' where the groups test one an additional.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), individuals are fairly uneasy with adjustment, which is noticeable by the situation at Khalil Abdo Group The circumstance can be seen as a regular program of life if is examined as per Bridge's concept where he clarifies that individuals experience 3 stages of shift when they experience change. 'Closing, losing and Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people are presented with change, they go into stage one and so there might be emotions like unhappiness, uncertainty, frustration, temper, fear, rejection as well as disorientation.The circumstance at the advertising and marketing division of Khalil Abdo Group is similar so Lewis can obtain comfortable with the concept that it is not phenomenal habits. In the 2nd stage, there may be a demand to link the void in between the brand-new and also old culture so Lewis may have to face this experience once Krasnow leaves. There may be reduced spirits as well as low efficiency at this phase which should not be taken as a problem. It is during this phase that Lewis will certainly have to provide guidance to the department to make sure that they can locate an orientation. It can be seen how Krasnow has actually currently made this shift easier by making Lewis obtain associated with the division a year prior to his real departure. According to Bridges' Model, stage 3 will produce visibility to learning, High power and commitment as individuals will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the significance of 'security needs as being a lower level demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and secure and out of risk' is at the second level of requirements. Before a worker can be made to establish psychologically, he requires to have his 'Physical 'as well as 'Safety and security' needs satisfied.

SWOT Analysis for Khalil Abdo Group Case Study

Effects of Analysis.

The OB analysis has actually taken a look at various theories to comprehend exactly how to handle the present scenario at hand. The adhering to 3 alternatives have actually been suggested to assist Lewis handle the business obstacles in the advertising department. Each of these options has actually been suggested for reducing the transition required to bring the marketing division in accordance with the demands of the marketplace as well as for making the social modification that would certainly comply with once the present leader leaves.

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

Analysis of Alternatives.

Integration of Marketing & Advertising Functions: The internal advertising company of Khalil Abdo Group is already stamina for the organization in terms of saving up on expenses related to advertising and marketing and also promo. Because no new recruitment has been done after Bridget Cole's separation with the coverage line being straight appointed to Krasnow for the marketing feature, this is a desirable opportunity for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising together with agency as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing features.

The benefit of this technique is that it will certainly incorporate both functions while reducing the demand for employing an added resource for advertising and marketing. Lewis would be heading the advertising and marketing division as well as in any type of case her replacement would certainly be required for the current duty that she is performing. The drawback of this option is that external hiring may cause resentment from inner workers that may be eying the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Given the affordable stress and also high quality work needed from the advertising agency, it is advised that Lewis should allow the production system to be a separate feature from the marketing unit. Because many advertising agencies had these two features as separate units, it makes more feeling to adhere to the norm. Both functions might be able to concentrate on their core activates more effectively. The disadvantage of this technique would certainly be that extra prices would certainly have to be birthed for setting up different production functions. A production head might have to be worked with which could enhance overheads for the company.

Assimilation of Advertising And Marketing with Workflows: Considering that Lewis is already taking care of the marketing and procedures departments concurrently; it makes feeling to incorporate the 2 features because she has been effectively taking treatment of both ends. The truth that Lewis has to adapt her monitoring style for the advertising and marketing division recommends that these 2 departments would certainly be culturally varied.


An analysis of the 3 choices indicates that assimilation of advertising and procedures would not be a possible relocation due to the vast distinctions in between both departments although that currently Lewis is managing both. While splitting up of the production feature may have been a beneficial relocation for the advertising and marketing department, the fact that it would imply positioning a third function under Lewis's wing indicates this should be stayed clear of. The integration of the advertising division is the most effective choice in regards to obtaining the ideal arise from the department. An action prepare for this option is gone over below.

Activity Strategy.
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

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

Lewis will certainly separate herself from operations.

An autonomous management style with staff member empowerment will certainly be made use of in advertising and marketing division.

Open up door policy and also focus on cross department communication will certainly be focused on getting rid of dissonance.

Backup strategy.

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