Managing Without Managers Case Study Analysis


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Managing Without Managers Case Study Help

Background and Facts

Managing Without Managers a workplace products store for little and also medium sized businesses has actually lately been associated with preparing for a merger with its rival Residence Deport, which has influenced performance levels in departmentswith the elderly supervisor associated with legal difficulties put forth by the federal Profession Compensation. With the Advertising and marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the future. With difficulties in the form of a possible social modification as well as reduced staff member morale, the company needs a complete reengineering initiative at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing division of Managing Without Managers is boosting unpredictability in the workplace leading to numerous difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing calculated decisions since Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Commission's treatment at the same time. Offered the fact that the store has a global existence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations might be able to affect performance or strategic objectives. Federal Trade Commission's antitrust match versus the merger took up useful time of the company's senior administration recommending that 'political' factors can have severe effects for a worldwide company.

Economic Factors: Economic factors such as the introduction of small businesses in the global scenario suggest that Managing Without Managers is flourishing in a setting where there is possible development of organisations. Reality that shop customers are primarily looking for workplace supplies for house workplaces recommends that the market has an increasing fad of entrepreneurs and home based companies.

Social factors: Social patterns in the economy reveal that consumers are searching for benefit along with eye-catching costs. Marketing research shows how the customer for Managing Without Managers lacks awareness concerning finding services which can use a mix of convenience and low costs.

Technological factors: Modern technology plays a crucial role in Managing Without Managers's service approach especially as the organization is piloting Innovation centers which would use modern technology sales and support in the kind of memory upgrades, outer installations. (Recap of PARASITE in appendix 2).

OB Issues and Symptoms.

Several underlying Business Habits issues can be seen in Managing Without Managers's case as highlighted in this area.

Worries concerning social change: There is apprehension regarding a social adjustment that would occur when Todd Krasnow leaves from his position as the Exec Vice President of Marketing with most of the employee currently showing unhappiness over this possible step. This expected modification has produced tension in the office which has actually been combined with the past tension of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is scarcity of workers that can match the demanding environment of a fast-paced organization. Not only does this lead to trouble in locating the right people, it puts tension on brand-new hires as can not hold up against the speed as well as pressure that the organization expects them to birth.

Double Reporting Lines: Novices find this business society troublesome as well as tough to handle especially as dotted line relationships are suggested to be weaker in general and objective setup and performance examination is still done by the solid line supervisor. This means that novices could lose clearness about their respective functions as well as objectives specifically as dotted line coverage does not keep them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been hypothesized that the latter would certainly take Krasnow's placement came as an impact to her morale. Lewis may have been capable and suitable for the task yet the truth that Kransnow's departure would make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Task Instability: Fear and instability can be determined as two major worries that Lewis would be managing especially as the merging has actually now be terminated as well as 2 senior executives of the marketing department would be leaving. The entire duty of the department would be dropping on Lewis's shoulders that would not simply supervise of brining concerning a cultural modification however would certainly additionally have to prove herself in her new function.

Inappropriate Monitoring Style of Leader: Lewis's monitoring design and also its incompatibility with the marketing department's duty can also be viewed as an OB difficulty specifically as she has actually been used to dealing with concerns in the procedures division where employees are shown to focus on procedures as well as obtain them right. The advertising department on the various other hand can be seen as a group of people that are used to being nurtured by Krasnow who concentrated more on output than procedures.

Interdepartmental Differences: Interdepartmental arguments in between 3 departments, advertising and marketing, merchandizing and also operations specifically over the allocation of the advertising mix can be identified as one more OB worry. Although the advertising division does not share the very same vision as the various other two departments relating to the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not agree over the marketing mix allocation among each other either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing divisions can be recognized as another OB concern which might require further attention. The truth that the advertising and marketing areas in the marketing division are separated is stopping both divisions from acquiring from each various other's experience as well as expertise. Combination of marketing with retailing as well as procedures would end up being harder if the advertising and marketing division itself is disintegrated which can be another possible OB problem.

Managing Without Managers Analysis

Different concepts have actually been made use of to clarify the situations to get further quality regarding the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are passive and careless, have little aspiration as well as stand up to adjustment. The situation at Managing Without Managers is not totally adhering to Theory X, it can be seen that new hires are discovering this environment instead demanding which may ultimately lead to a better disposition of the monitoring in the direction of Theory X. Also while examining Lewis's management style, theory X might have been ideal in the procedures department to some level but the Advertising and marketing department would call for dependence on Concept Y in order to get the creativity and originality from the groups.

Tuckman's Synergy Concept: As for Lewis's concern regarding bringing consistency between the marketing and advertising division is concerned, this would originally lead to clash as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, throughout the first stage of team advancement, people might not bond, as they are busy locating their place in the team. By combining the advertising and marketing division's work, there might coincide first separate which can cause the 2nd phase of 'storming' where the teams test one another. Nonetheless, it is only throughout the third stage or 'norming' when they would certainly integrate to share concepts before the group can produce harmony in the fourth phase 'doing'.

Bridges' Shift Design: According To William Bridge's concept (appendix 4), individuals are fairly uneasy with modification, which is evident by the situation at Managing Without Managers The scenario can be viewed as a regular program of life if is studied based on Bridge's concept where he clarifies that people undergo 3 phases of transition when they experience change. 'Ending, shedding as well as Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people exist with change, they go into phase one and so there may be feelings like sadness, uncertainty, irritation, rage, anxiety, denial and also disorientation.The scenario at the advertising department of Managing Without Managers is comparable so Lewis can get comfortable with the idea that it is not amazing behavior. In the second stage, there might be a need to connect the space between the new as well as old society so Lewis might have to face this experience when Krasnow leaves. There might be reduced spirits and also reduced performance at this stage which need to not be taken as a problem. It is throughout this phase that Lewis will certainly have to give guidance to the division to ensure that they can discover a sense of direction. It can be seen just how Krasnow has actually currently made this shift much easier by making Lewis obtain involved in the department a year prior to his real separation. Based on Bridges' Model, stage 3 will certainly bring about visibility to discovering, High power as well as dedication as people will certainly welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has discusses the value of 'safety requires as being a reduced level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel secure and out of risk' is at the 2nd degree of demands. Before a worker can be made to establish mentally, he requires to have his 'Physiological 'and 'Safety' needs satisfied.

SWOT Analysis for Managing Without Managers Case Study

Ramification of Analysis.

The OB analysis has actually considered various concepts to comprehend exactly how to deal with the existing situation at hand. The following three alternatives have actually been proposed to help Lewis manage the business obstacles in the marketing department. Each of these choices has been proposed for easing the shift needed to bring the advertising division in line with the requirements of the marketplace and for making the cultural adjustment that would certainly comply with when the current leader leaves.

Combination of advertising and marketing functions. Separating Adverting and also Production functions. Assimilation of Advertising And Marketing with Operations.

Examination of Alternatives.

Combination of Advertising And Marketing & Advertising Functions: The internal marketing firm of Managing Without Managers is already strength for the organization in terms of saving up on expenses related to marketing and also promotion. Given that no brand-new recruitment has been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the advertising and marketing feature, this is a favorable possibility for incorporating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has knowledge in business-to-business marketing together with company and retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both marketing and advertising functions.

The benefit of this method is that it will integrate both features while minimizing the requirement for hiring an added resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing division and also regardless her replacement would be needed for the present function that she is doing. The drawback of this alternative is that external hiring may cause animosity from internal workers who might be eying the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Provided the competitive pressures and premium quality job called for from the ad agency, it is advised that Lewis should allow the manufacturing device to be a different function from the advertising and marketing device. Given that the majority of advertising agencies had these two functions as separate units, it makes even more feeling to adhere to the standard. Both functions might be able to focus on their core activates much more efficiently. The drawback of this strategy would certainly be that additional prices would have to be birthed for establishing up separate manufacturing features. Along with this, a manufacturing head might need to be hired which can enhance overheads for the organization.

Assimilation of Advertising And Marketing with Operations: Considering that Lewis is already taking care of the marketing as well as operations departments simultaneously; it makes sense to integrate the 2 functions since she has actually been efficiently taking care of both ends. The fact that Lewis has to adjust her administration design for the marketing department recommends that these 2 departments would certainly be culturally varied.


An assessment of the three options shows that assimilation of marketing and procedures would not be a practical move because of the substantial differences between both divisions despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a favorable relocation for the advertising division, the fact that it would certainly mean positioning a 3rd function under Lewis's wing means this should be avoided as well. The integration of the advertising department is the best option in regards to obtaining the ideal results from the department. An action plan for this option is reviewed below.

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

Marketing and advertising features would certainly be combined.

Judith Shapiro will certainly be worked with to take Lewis's place as SVP of marketing and advertising.

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

Lewis will certainly divide herself from procedures.

An autonomous management style with staff member empowerment will be utilized in advertising and marketing division.

Open door policy as well as focus on cross department interaction will certainly be focused on removing disharmony.

Contingency plan.

If the integration does not exercise as prepared, a backup strategy would comply with which would separate the production function from the marketing function to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising department without an SVP. Because case the production feature will certainly be separated by putting it under an SVP manufacturing.