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Khalil Abdo Group Case Study Analysis

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Khalil Abdo Group Case Study Analysis

Background and Facts

Khalil Abdo Group an office products retailer for little as well as moderate sized businesses has actually just recently been associated with preparing for a merger with its competitor Home Deport, which has influenced performance degrees in departmentswith the elderly supervisor associated with legal difficulties presented by the federal Trade Commission. With the Advertising Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the future. With challenges in the form of a potential cultural adjustment and reduced worker spirits, the company requires a complete reengineering effort at the marketing division.

Problem Statement

The prospective social modification at the advertising and marketing department of Khalil Abdo Group is increasing uncertainty in the working environment causing numerous obstacles 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 major function in affecting critical choices because Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Compensation's intervention at the same time. Given the truth that the store has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations may have the ability to influence performance or critical goals. Federal Profession Payment's antitrust match against the merging occupied important time of the organization's senior administration recommending that 'political' factors can have serious effects for a global organisation.

Economic Factors: Economic factors such as the development of local business in the worldwide situation recommend that Khalil Abdo Group is growing in an atmosphere where there is prospective growth of companies. Truth that shop customers are mainly looking for workplace supplies for house offices recommends that the market has a rising pattern of business owners as well as home based businesses.

Social factors: Social patterns in the economy reveal that clients are searching for convenience in addition to appealing costs. Marketing research shows how the client for Khalil Abdo Group lacks understanding about locating services which can provide a combination of ease and low costs.

Technological factors: Technology plays a vital role in Khalil Abdo Group's business approach especially as the organization is piloting Modern technology facilities which would use modern technology sales and assistance in the type of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues as well as Effects.

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

Worries regarding cultural adjustment: There is uneasiness concerning a cultural change that would certainly take place once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with a lot of the personnel currently revealing unhappiness over this possible step. This expected change has actually created stress in the workplace which has been coupled with the previous stress and anxiety of preparing the company for a potential merging with Home Deport.

Stressful Work Atmosphere for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a busy company. Not just does this lead to difficulty in discovering the best individuals, it places tension on new hires as can not hold up against the pace as well as pressure that the organization expects them to bear.

Twin Reporting Lines: Newbies locate this organizational society troublesome and tough to deal with particularly as dotted line relationships are suggested to be weak generally and also objective setting and performance assessment is still done by the solid line manager. This suggests that beginners can lose clarity concerning their corresponding duties as well as purposes particularly as populated line coverage does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been capable as well as appropriate for the task but the fact that Kransnow's departure would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Insecurity: Fear and insecurity can be identified as 2 significant concerns that Lewis would certainly be managing especially as the merger has now be terminated as well as two senior executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would certainly not just be in charge of brining concerning a social modification yet would also need to show herself in her brand-new duty.

Inappropriate Management Design of Leader: Lewis's management design as well as its incompatibility with the marketing division's duty can additionally be viewed as an OB difficulty specifically as she has actually been made use of to managing concerns in the procedures division where personnel are educated to concentrate on processes and obtain them right. The advertising and marketing department on the other hand can be viewed as a group of individuals that are used to being supported by Krasnow that concentrated extra on result than processes.

Interdepartmental Disagreements: Interdepartmental differences in between 3 divisions, advertising, merchandizing and operations specifically over the allotment of the advertising and marketing mix can be determined as an additional OB concern. The marketing division does not share the exact same vision as the other two divisions concerning the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing as well as procedures departments do not agree over the advertising mix allocation amongst one an additional either.

Fragmentation in Advertising Department: Disintegration in between the marketing and advertising divisions can be determined as another OB problem which might need additional focus. The reality that the marketing and advertising sections in the advertising and marketing department are disconnected is avoiding both divisions from acquiring from each various other's experience and also know-how. Integration of advertising with merchandising as well as procedures would certainly end up being more difficult if the advertising and marketing division itself is disintegrated which can be another possible OB worry.

Khalil Abdo Group Analysis

Numerous concepts have been made use of to describe the circumstances to get more quality about the circumstance handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that juniors are passive and also lazy, have little passion and withstand change. The scenario at Khalil Abdo Group is not totally following Concept X, it can be seen that brand-new hires are locating this setting rather demanding which might at some point lead to a better disposition of the administration in the direction of Theory X. Even while assessing Lewis's administration design, theory X might have been appropriate in the procedures division to some level yet the Advertising and marketing department would require dependence on Concept Y in order to get the imagination and originality from the teams.

Tuckman's Team effort Theory: As far as Lewis's worry concerning bringing harmony in between the marketing and advertising division is concerned, this would at first bring about contrast as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the preliminary stage of group growth, people might not bond, as they are active discovering their area in the group. By incorporating the advertising and marketing department's work, there may be the same initial disconnect which might result in the 2nd stage of 'storming' where the teams test each other. Nonetheless, it is only during the 3rd phase or 'norming' when they would certainly integrate to share ideas before the team can produce synergy in the 4th stage 'executing'.

Bridges' Change Design: As per William Bridge's concept (appendix 4), individuals are quite uncomfortable with change, which is noticeable by the circumstance at Khalil Abdo Group The circumstance can be viewed as a typical program of life if is studied according to Bridge's theory where he describes that people experience three stages of shift when they experience adjustment. 'Ending, shedding as well as Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When individuals are presented with modification, they get in stage one therefore there may be emotions like despair, uncertainty, irritation, temper, anxiety, denial and also disorientation.The situation at the advertising and marketing department of Khalil Abdo Group is similar so Lewis can get comfortable with the idea that it is not remarkable behavior. In the second phase, there might be a demand to link the space between the brand-new and also old culture so Lewis may need to encounter this ordeal when Krasnow leaves. There might be reduced morale and low efficiency at this phase which should not be taken as a problem. It is during this stage that Lewis will certainly need to offer assistance to the division so that they can locate an orientation. It can be seen just how Krasnow has actually already made this shift much easier by making Lewis obtain involved in the division a year before his actual departure. According to Bridges' Design, stage 3 will certainly bring about visibility to learning, High energy as well as dedication as individuals will welcome the modification (Bridges, 2004).

Maslow's Demand pecking order: The OB issue related to instability at the office has been caused to start with by the adjustment in management and secondly by the fact that the merger will no longer be started. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has talks about the relevance of 'security requires as being a reduced degree requirement of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to feel secure as well as out of danger' goes to the 2nd level of needs. Before a worker can be made to create psychologically, he requires to have his 'Physical 'and 'Safety and security' requires met. This suggests that unless the personnel are made to really feel safe regarding their current work condition in Khalil Abdo Group they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Khalil Abdo Group Case Study



Implication of Analysis.

The OB analysis has considered different concepts to recognize how to cope with the present circumstance at hand. The following three alternatives have been recommended to help Lewis manage the business difficulties in the advertising department. Each of these choices has actually been recommended for reducing the transition needed to bring the advertising department according to the needs of the marketplace as well as for making the cultural change that would certainly adhere to once the current leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and also Manufacturing features. Assimilation of Advertising with Procedures.

Assessment of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business advertising along with agency as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing and also marketing features.

The advantage of this method is that it will incorporate the two functions while minimizing the requirement for working with an extra source for advertising. Lewis would certainly be heading the advertising and marketing division and in any kind of case her substitute would certainly be needed for the existing function that she is doing. The disadvantage of this alternative is that external hiring might produce animosity from interior workers that might be looking at the position of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and Production: Given the competitive stress and also premium quality work needed from the advertising agency, it is suggested that Lewis ought to allow the production system to be a separate feature from the marketing device. Because most ad agency had these two functions as different units, it makes more feeling to comply with the norm. In addition to this, both functions may have the ability to concentrate on their core activates a lot more successfully. The negative aspect of this technique would be that extra expenses would have to be birthed for establishing up different manufacturing functions. In addition to this, a production head may have to be worked with which can enhance expenses for the organization.

Assimilation of Advertising with Operations: Considering that Lewis is currently caring for the marketing as well as procedures departments concurrently; it makes good sense to incorporate the two functions since she has been successfully taking care of both ends. The truth that both departments currently have major differences over allotment of sources recommends that this integration may have the ability to produce harmony especially as Lewis would be heading both ends.However there are various negative aspects of this step specifically as it would certainly put too much worry over Lewis's shoulders. The reality that Lewis has to adapt her administration style for the marketing division recommends that these two divisions would certainly be culturally diverse. In addition to this, Lewis may not be able to apply one type of leadership style to both divisions which could cause inefficiency in either among both functions.

Suggestion.



An analysis of the three alternatives shows that integration of advertising and marketing and operations would not be a feasible move because of the huge distinctions in between both divisions although that presently Lewis is dealing with both. While splitting up of the production feature might have been a favorable step for the advertising division, the fact that it would certainly indicate placing a third feature under Lewis's wing suggests this should be avoided. The assimilation of the advertising department is the best alternative in terms of getting the optimal results from the department. An activity prepare for this alternative is reviewed listed below.

Activity Strategy.

Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Manufacturing feature will stay component of marketing under advertising and marketing function.

Lewis will separate herself from operations.

An autonomous management style with employee empowerment will certainly be utilized in marketing department.

Open door policy as well as emphasis on cross departmental communication will certainly be targeted at getting rid of discord.

Backup plan.

If the combination does not exercise as prepared, a backup plan would comply with which would divide the manufacturing feature from the marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the manufacturing function will certainly be divided by placing it under an SVP production.