Mothers Work Case Study Solution


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Mothers Work Case Study Solution

Background and Facts

Mothers Work an office materials merchant for little and also medium sized services has lately been involved in preparing for a merging with its competitor Residence Deport, which has influenced performance levels in departmentswith the elderly supervisor involved in lawful problems put forth by the federal Profession Compensation. With the Advertising Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the near future. With challenges in the type of a prospective social change as well as reduced worker spirits, the organization wants a total reengineering effort at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the advertising division of Mothers Work is enhancing uncertainty in the workplace resulting in various 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 significant function in affecting tactical choices considering that Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Profession Payment's intervention in the process. Provided the reality that the shop has a global presence with branches in UK, USA, Canada and Germany, political consider each of these countries may be able to impact performance or calculated goals. Federal Trade Compensation's antitrust suit against the merging used up valuable time of the company's elderly monitoring suggesting that 'political' factors can have major effects for an international organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide scenario recommend that Mothers Work is growing in an atmosphere where there is potential development of organisations. Fact that shop customers are primarily looking for office products for residence workplaces recommends that the market has a climbing fad of entrepreneurs as well as house based organisations.

Social factors: Social patterns in the economic climate show that customers are searching for convenience along with attractive costs. Marketing research demonstrates how the customer for Mothers Work does not have recognition about discovering remedies which can use a mix of convenience as well as affordable.

Technological factors: Modern technology plays a vital role in Mothers Work's company method especially as the company is piloting Modern technology facilities which would certainly use modern technology sales and also support in the form of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Habits problems can be seen in Mothers Work's case as highlighted in this section.

Concerns concerning cultural modification: There is worry about a social modification that would certainly take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the personnel currently revealing unhappiness over this prospective action. This anticipated modification has created stress in the workplace which has been paired with the previous stress of preparing the company for a possible merging with Home Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is scarcity of workers that can match the demanding environment of a busy organization. Not only does this lead to trouble in locating the appropriate individuals, it places anxiety on new hires as can not withstand the speed and pressure that the organization expects them to birth.

Dual Reporting Lines: Newcomers discover this business society troublesome and challenging to cope with especially as dotted line partnerships are indicated to be weak as a whole and objective setup and also efficiency evaluation is still done by the strong line manager. This means that newbies might shed quality about their respective roles and objectives particularly as dotted line coverage does not maintain them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would take Krasnow's setting came as a blow to her morale. Lewis might have been capable as well as suitable for the job however 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.

Concern & Task Instability: Worry as well as instability can be determined as two major problems that Lewis would certainly be dealing with particularly as the merging has now be cancelled and also two senior executives of the marketing department would be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining concerning a cultural modification but would certainly also have to prove herself in her new role.

Inappropriate Management Style of Leader: Lewis's administration design as well as its conflict with the marketing division's function can likewise be seen as an OB difficulty specifically as she has been utilized to handling concerns in the operations division where personnel are shown to focus on processes and also get them. The advertising and marketing department on the other hand can be seen as a group of people that are utilized to being supported by Krasnow that focused much more on output than processes.

Interdepartmental Disagreements: Interdepartmental disagreements between three divisions, advertising and marketing, merchandizing as well as procedures respectively over the allocation of the advertising and marketing mix can be identified as another OB worry. Although the marketing department does not share the same vision as the other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also operations divisions do not agree over the marketing mix appropriation amongst one another either.

Fragmentation in Advertising Department: Fragmentation between the advertising and marketing departments can be identified as another OB problem which can need further focus. The fact that the advertising and marketing areas in the advertising and marketing department are separated is preventing both departments from acquiring from each other's experience as well as competence. Integration of advertising and marketing with retailing and procedures would certainly become more difficult if the marketing division itself is disintegrated which can be an additional potential OB problem.

Mothers Work Analysis

Various theories have actually been utilized to describe the conditions to get more quality regarding the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors believe that subordinates are passive and also careless, have little ambition and also stand up to adjustment. The scenario at Mothers Work is not totally adhering to Theory X, it can be seen that new hires are finding this environment rather difficult which might eventually lead to a higher disposition of the monitoring towards Concept X. Also while examining Lewis's administration design, concept X may have been appropriate in the procedures division to some extent but the Advertising division would require reliance on Theory Y in order to get the creativity and also originality from the teams.

Tuckman's Teamwork Concept: As far as Lewis's issue concerning bringing consistency between the advertising and marketing division is concerned, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, throughout the initial phase of team growth, individuals may not bond, as they are active finding their place in the group. By integrating the advertising and marketing department's work, there may coincide preliminary detach which could bring about the 2nd phase of 'storming' where the teams challenge each other. Nonetheless, it is only during the 3rd phase or 'norming' when they would integrate to share concepts before the team can cause harmony in the 4th stage 'carrying out'.

When people are offered with modification, they go into stage one and so there may be emotions like despair, unpredictability, irritation, rage, concern, denial as well as disorientation.The situation at the advertising and marketing department of Mothers Work is comparable so Lewis can obtain comfy with the concept that it is not amazing actions. It is during this phase that Lewis will have to offer assistance to the department so that they can find a sense of instructions. It can be seen just how Krasnow has actually currently made this transition much easier by making Lewis get entailed in the department a year before his real departure.
Vrio Analysis
Maslow's Demand hierarchy: The OB problem related to instability at the workplace has been activated first of all by the adjustment in monitoring and also secondly by the truth that the merger will no longer be launched. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has talks about the relevance of 'safety needs as being a reduced level demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel secure and also untouched' is at the second level of demands. Before an employee can be made to create emotionally, he requires to have his 'Physical 'as well as 'Safety and security' requires satisfied. This suggests that unless the workers are made to really feel safe and secure concerning their existing employment standing in Mothers Work they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Mothers Work Case Study

Ramification of Analysis.

The OB analysis has looked at different theories to recognize how to handle the present circumstance available. The complying with 3 options have actually been recommended to aid Lewis deal with the organizational challenges in the advertising department. Each of these options has actually been proposed for relieving the change needed to bring the advertising and marketing department in accordance with the requirements of the market and for making the social change that would certainly comply with once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and also Production features. Combination of Marketing with Operations.

Analysis of Alternatives.

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

The benefit of this method is that it will certainly integrate both functions while decreasing the requirement for employing an additional source for marketing. Lewis would certainly be heading the advertising and marketing department as well as in any case her substitute would certainly be required for the current function that she is executing. The disadvantage of this choice is that external hiring might bring about bitterness from internal employees that may be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Manufacturing: Provided the competitive pressures and also high quality work called for from the marketing agency, it is advised that Lewis needs to enable the manufacturing system to be a different function from the advertising and marketing system. Given that a lot of marketing companies had these 2 functions as separate units, it makes even more sense to comply with the standard.

Assimilation of Marketing with Workflows: Because Lewis is currently looking after the advertising and also procedures divisions concurrently; it makes good sense to integrate both features because she has been efficiently dealing with both ends. The truth that the two divisions already have major differences over allowance of resources suggests that this integration might be able to produce consistency specifically as Lewis would be heading both ends.However there are various downsides of this relocation particularly as it would put way too much concern over Lewis's shoulders. The fact that Lewis has to adjust her administration style for the marketing department recommends that these 2 departments would certainly be culturally diverse. Lewis may not be able to use one kind of management style to both divisions which could result in inefficiency in either one of the 2 functions.


An evaluation of the three alternatives suggests that combination of marketing and also operations would not be a feasible move because of the vast distinctions between both divisions although that presently Lewis is dealing with both. While separation of the manufacturing function may have been a favorable step for the advertising division, the reality that it would certainly imply positioning a 3rd function under Lewis's wing means this should be avoided. The integration of the marketing department is the best choice in regards to obtaining the optimal arise from the department. An action prepare for this alternative is reviewed listed below.

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

Marketing and advertising features would be merged.

Judith Shapiro will certainly be hired 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 operations.

An autonomous management style with worker empowerment will certainly be made use of in advertising division.

Open up door plan and emphasis on cross departmental communication will certainly be aimed at getting rid of disharmony.

Contingency strategy.

If the assimilation does not work out as prepared, a contingency strategy would follow which would certainly separate the manufacturing function from the advertising and marketing function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. In that case the manufacturing function will certainly be divided by placing it under an SVP production.