Managing Without Managers Case Study Solution


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Managing Without Managers Case Study Help

Background and Facts

Managing Without Managers an office materials seller for tiny as well as moderate sized companies has actually lately been associated with preparing for a merger with its competitor Home Deport, which has actually affected efficiency levels in departmentswith the elderly manager associated with legal difficulties put forth by the federal Profession Commission. With the Marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the future. With challenges in the type of a potential cultural modification and also low worker morale, the organization wants a complete reengineering initiative at the advertising department.

Trouble Statement

The potential cultural change at the advertising and marketing division of Managing Without Managers is raising unpredictability in the workplace bring about numerous difficulties 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 influencing calculated decisions considering that Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Compensation's treatment in the process. Offered the truth that the store has a global visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may be able to influence performance or calculated objectives. Federal Trade Compensation's antitrust suit against the merging took up useful time of the organization's senior administration recommending that 'political' factors can have serious ramifications for a worldwide service.

Economic Factors: Financial factors such as the appearance of local business in the international circumstance suggest that Managing Without Managers is flourishing in a setting where there is prospective growth of businesses. Reality that shop consumers are mostly looking for workplace materials for home workplaces suggests that the market has an increasing pattern of business owners and also home based companies.

Social factors: Social patterns in the economic situation show that consumers are trying to find benefit as well as eye-catching costs. Marketing research demonstrates how the consumer for Managing Without Managers lacks awareness about discovering solutions which can provide a combination of convenience and also low costs.

Technological factors: Modern technology plays an essential duty in Managing Without Managers's service approach particularly as the organization is piloting Innovation centers which would certainly supply modern technology sales and also assistance in the kind of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Actions concerns can be seen in Managing Without Managers's case as highlighted in this section.

Concerns about cultural adjustment: There is worry about a social change that would certainly occur once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with the majority of the staff members already showing discontent over this possible action. This anticipated change has actually developed stress and anxiety in the workplace which has actually been combined with the previous tension of preparing the company for a prospective merger with Home Deport.

Stressful Job Atmosphere for Newcomers: There is lack of personnel that can match the stressful setting of a busy organization. Not only does this cause difficulty in finding the right people, it puts anxiety on brand-new hires as can not endure the pace and also pressure that the company expects them to birth.

Twin Coverage Lines: Newcomers locate this organizational society troublesome and also difficult to cope with specifically as populated line connections are suggested to be weak in general and also unbiased setup and also efficiency assessment is still done by the strong line manager. This suggests that newcomers can lose quality about their particular functions and objectives especially as dotted line coverage does not keep them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles even though it had been hypothesized that the last would certainly take Krasnow's position came as an impact to her morale. Lewis might have been capable as well as ideal for the task but the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Job Insecurity: Worry as well as instability can be recognized as two significant worries that Lewis would be dealing with specifically as the merging has now be terminated as well as two elderly executives of the advertising and marketing department would certainly be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders that would not simply supervise of brining regarding a social modification however would certainly additionally need to verify herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's administration style as well as its incompatibility with the advertising division's function can also be viewed as an OB obstacle particularly as she has been utilized to dealing with issues in the procedures department where workers are taught to concentrate on procedures as well as obtain them right. The advertising division on the various other hand can be seen as a group of people that are made use of to being nurtured by Krasnow who focused more on output than procedures.

Interdepartmental Disputes: Interdepartmental disagreements in between 3 departments, marketing, merchandizing and also procedures specifically over the appropriation of the marketing mix can be identified as an additional OB concern. The advertising and marketing division does not share the very same vision as the other 2 departments pertaining to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures divisions do not concur over the marketing mix allotment amongst one another either.

Fragmentation in Advertising Division: Disintegration between the marketing and advertising divisions can be identified as one more OB problem which could need additional interest. The truth that the advertising and marketing sections in the advertising department are detached is protecting against both departments from gaining from each various other's experience and also proficiency. Combination of advertising and marketing with retailing and operations would end up being harder if the marketing department itself is broken down which can be an additional potential OB concern.

Managing Without Managers Analysis

Various theories have actually been made use of to describe the conditions to get further clearness regarding the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that staffs are passive and also careless, have little passion and stand up to adjustment. The circumstance at Managing Without Managers is not entirely following Theory X, it can be seen that brand-new hires are locating this setting instead stressful which may eventually lead to a higher inclination of the monitoring towards Theory X. Also while evaluating Lewis's management design, concept X might have been suitable in the procedures department to some level but the Advertising department would need dependence on Theory Y in order to get the creative thinking and originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's problem concerning bringing harmony in between the advertising and marketing department is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the first stage of group growth, people might not bond, as they are busy discovering their location in the group. By incorporating the advertising and marketing division's work, there might coincide first detach which can result in the 2nd phase of 'storming' where the teams challenge each other. It is just throughout the third stage or 'norming' when they would come together to share ideas prior to the group can bring about harmony in the fourth stage 'doing'.

Bridges' Transition Design: According To William Bridge's theory (appendix 4), people are quite uncomfortable with change, which is noticeable by the circumstance at Managing Without Managers The scenario can be viewed as a normal program of life if is studied based on Bridge's theory where he clarifies that individuals go through three stages of transition when they experience change. 'Closing, shedding and Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people exist with change, they enter stage one therefore there might be emotions like despair, uncertainty, disappointment, rage, fear, denial and also disorientation.The situation at the marketing department of Managing Without Managers is comparable so Lewis can obtain comfortable with the suggestion that it is not remarkable habits. In the second phase, there might be a demand to connect the void in between the brand-new and old culture so Lewis may have to encounter this challenge as soon as Krasnow leaves. There might be low spirits as well as reduced productivity at this stage which must not be taken as an obstacle. It is throughout this stage that Lewis will certainly have to give assistance to the department to ensure 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 associated with the department a year before his actual separation. As per Bridges' Design, stage 3 will certainly produce openness to learning, High power as well as dedication as individuals will welcome the change (Bridges, 2004).

Maslow's Demand hierarchy: The OB issue pertaining to insecurity at the office has actually been set off to start with by the modification in administration and also secondly by the reality that the merger will certainly no longer be launched. Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the significance of 'safety and security requires as being a reduced level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel secure and also safe' is at the 2nd degree of needs. Before an employee can be made to create mentally, he requires to have his 'Physiological 'and also 'Safety' needs met. This shows that unless the personnel are made to feel secure concerning their existing work status in Managing Without Managers they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Managing Without Managers Case Study

Ramification of Analysis.

The OB analysis has actually checked out different theories to understand how to deal with the present circumstance available. The complying with three options have actually been suggested to help Lewis take care of the organizational difficulties in the advertising department. Each of these options has been proposed for relieving the shift needed to bring the marketing department in accordance with the requirements of the marketplace as well as for making the cultural modification that would adhere to as soon as the current leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Manufacturing functions. Combination of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The in-house advertising and marketing company of Managing Without Managers is already toughness for the company in regards to saving up on overheads connected to advertising and promo. Given that no new employment has actually been done after Bridget Cole's departure with the reporting line being straight appointed to Krasnow for the marketing function, this is a positive possibility for integrating the marketing and advertising functions. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has experience in business-to-business advertising along with agency and retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both marketing and advertising features.

The advantage of this approach is that it will incorporate both features while lowering the need for employing an added resource for advertising. Lewis would certainly be heading the marketing division and also in any kind of case her replacement would be needed for the current duty that she is executing. The disadvantage of this option is that outside hiring might cause bitterness from inner personnel who may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting as well as Manufacturing: Offered the affordable stress and top quality job needed from the ad agency, it is recommended that Lewis must permit the manufacturing unit to be a separate function from the advertising unit. Given that the majority of ad agency had these 2 functions as separate systems, it makes more sense to comply with the norm. Both functions may be able to focus on their core triggers much more successfully. The disadvantage of this approach would certainly be that added expenses would certainly have to be borne for setting up separate production functions. Along with this, a manufacturing head may need to be hired which can increase overheads for the organization.

Integration of Marketing with Operations: Since Lewis is already dealing with the advertising and also operations divisions simultaneously; it makes sense to integrate the two features because she has actually been successfully looking after both ends. The truth that the two departments currently have major differences over allowance of resources recommends that this combination might have the ability to cause harmony specifically as Lewis would certainly be heading both ends.However there are different drawbacks of this step particularly as it would certainly place too much burden over Lewis's shoulders. The reality that Lewis has to adapt her administration style for the advertising and marketing department recommends that these two departments would certainly be culturally diverse. Lewis may not be able to use one kind of management style to both departments which could result in inadequacy in either one of the two functions.


An evaluation of the three options shows that integration of marketing and operations would certainly not be a practical step as a result of the huge differences in between the two departments despite the fact that presently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a favorable relocation for the marketing department, the fact that it would certainly suggest putting a 3rd function under Lewis's wing implies this ought to be stayed clear of also. The combination of the advertising department is the most effective choice in regards to getting the optimal results from the department. An action prepare for this choice is reviewed below.

Activity Strategy.

Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Manufacturing function will stay part of marketing under marketing feature.

Lewis will certainly divide herself from procedures.

An autonomous management style with staff member empowerment will be used in advertising and marketing department.

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

Backup plan.

If the assimilation does not work out as intended, a contingency strategy would follow which would certainly divide the manufacturing feature from the advertising and marketing feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the manufacturing feature will definitely be separated by putting it under an SVP production.