My Employees Are My Service Guarantee Case Study Help


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My Employees Are My Service Guarantee Case Study Solution

Background and Facts

My Employees Are My Service Guarantee an office supplies merchant for little and also moderate sized businesses has actually recently been associated with planning for a merger with its rival Home Deport, which has affected effectiveness levels in departmentswith the senior manager involved in legal complications put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the future. With obstacles in the form of a prospective cultural modification and also low worker morale, the organization wants a complete reengineering effort at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The potential social modification at the advertising and marketing division of My Employees Are My Service Guarantee is enhancing unpredictability in the workplace causing various obstacles for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing tactical decisions considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Commission's intervention while doing so. Offered the reality that the shop has a global visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these countries may be able to impact performance or strategic objectives. Federal Trade Payment's antitrust match against the merger occupied important time of the company's elderly management suggesting that 'political' factors can have severe effects for a global organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the global circumstance suggest that My Employees Are My Service Guarantee is thriving in a setting where there is prospective growth of companies. Reality that store consumers are primarily looking for workplace materials for residence workplaces suggests that the market has an increasing pattern of entrepreneurs and also home based organisations.

Social factors: Social trends in the economic climate show that clients are searching for comfort in addition to appealing rates. Marketing research demonstrates how the consumer for My Employees Are My Service Guarantee does not have awareness concerning discovering remedies which can use a combination of benefit as well as affordable.

Technological factors: Technology plays an essential duty in My Employees Are My Service Guarantee's company method especially as the company is piloting Technology facilities which would certainly provide modern technology sales as well as assistance in the type of memory upgrades, outer installations. (Summary of PARASITE in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Business Behavior concerns can be seen in My Employees Are My Service Guarantee's case as highlighted in this section.

Uneasiness concerning cultural adjustment: There is uneasiness about a cultural modification that would take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with a lot of the team member already showing unhappiness over this possible relocation. This expected adjustment has developed tension in the workplace which has been combined with the previous stress and anxiety of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is lack of personnel that can match the stressful environment of a busy company. Not just does this bring about problem in finding the ideal individuals, it places stress and anxiety on new hires as can not withstand the rate as well as pressure that the company anticipates them to birth.

Dual Coverage Lines: Beginners locate this organizational society difficult as well as difficult to deal with especially as populated line connections are implied to be weak generally and objective setting and also efficiency examination is still done by the strong line supervisor. This indicates that beginners can lose clearness concerning their respective duties as well as purposes specifically as populated line coverage does not keep them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had been guessed that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been capable as well as suitable for the task however the truth that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Fear and also instability can be determined as 2 significant issues that Lewis would certainly be managing especially as the merging has currently be cancelled and also two elderly executives of the advertising department would be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders that would certainly not just supervise of brining about a social adjustment but would certainly additionally need to confirm herself in her new duty.

Inappropriate Management Design of Leader: Lewis's administration design and its incompatibility with the marketing department's function can also be seen as an OB difficulty especially as she has been used to managing concerns in the procedures department where employees are instructed to concentrate on processes as well as get them. The advertising and marketing division on the various other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow that concentrated a lot more on result than procedures.

Interdepartmental Disagreements: Interdepartmental arguments in between 3 divisions, advertising, merchandizing and operations specifically over the allotment of the marketing mix can be identified as an additional OB worry. The advertising division does not share the very same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allocation amongst one another either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing divisions can be identified as another OB issue which might require further attention. The fact that the marketing and advertising sections in the advertising department are separated is avoiding both divisions from gaining from each other's experience and also competence. Integration of advertising and marketing with merchandising and procedures would certainly come to be more difficult if the advertising department itself is broken down which can be an additional prospective OB concern.

My Employees Are My Service Guarantee Analysis

Different theories have actually been made use of to explain the situations to get further quality concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors believe that staffs are easy and also lazy, have little passion and stand up to modification. The hard variation of this concept stressed threat, tight controls, dangers and also punishments. Over time it generates low efficiency, subtle sabotage and also rivalry (Bargain, 2003). The scenario at My Employees Are My Service Guarantee is not entirely complying with Concept X, it can be seen that new hires are finding this setting instead difficult which might at some point lead to a greater disposition of the administration towards Theory X. As per McGregor's supported sight, which he called Concept Y, the essential task of the management is to organize business problems to ensure that individuals can achieve their very own goals best by routing their efforts in the direction of organizational benefits. If people discover no satisfaction in their job, the administration would certainly have little option yet to rely upon theory X and external control (Bargain, 2003). Also while assessing Lewis's management design, concept X might have been suitable in the operations division somewhat yet the Advertising and marketing department would need dependence on Theory Y to get the creativity as well as creativity from the teams.

Tuckman's Team effort Theory: As far as Lewis's problem about bringing harmony in between the marketing and advertising division is concerned, this would initially result in conflict as talked about by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, during the first stage of group growth, individuals might not bond, as they are hectic locating their location in the team. By combining the advertising and marketing division's job, there may be the same initial detach which can bring about the 2nd stage of 'storming' where the teams test each other. It is just during the third stage or 'norming' when they would come together to share ideas before the team can bring around harmony in the 4th stage 'executing'.

When people are presented with change, they enter stage one and also so there might be feelings like unhappiness, unpredictability, disappointment, anger, worry, rejection as well as disorientation.The circumstance at the advertising department of My Employees Are My Service Guarantee is similar so Lewis can get comfy with the suggestion that it is not phenomenal behavior. It is during this phase that Lewis will have to give support to the division so that they can discover a feeling of direction. It can be seen just how Krasnow has actually currently made this transition easier by making Lewis get entailed in the department a year before his real departure.
Vrio Analysis
Maslow's Need hierarchy: The OB concern pertaining to insecurity at the work environment has been activated firstly by the adjustment in monitoring and also secondly by the truth that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has reviews the importance of 'safety needs as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected as well as unharmed' goes to the second degree of demands. Before a staff member can be made to develop psychologically, he needs to have his 'Physical 'and also 'Security' requires fulfilled. This suggests that unless the personnel are made to feel safe regarding their present work status in My Employees Are My Service Guarantee they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for My Employees Are My Service Guarantee Case Study

Effects of Analysis.

The OB analysis has actually looked at various concepts to understand how to handle the current scenario at hand. The following 3 choices have actually been recommended to aid Lewis manage the business challenges in the advertising and marketing department. Each of these choices has been suggested for relieving the transition required to bring the advertising department in accordance with the demands of the market and for making the social change that would comply with as soon as the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and also Production functions. Assimilation of Marketing with Workflow.

Examination of Alternatives.

Combination of Marketing & Advertising And Marketing Functions: The internal advertising and marketing company of My Employees Are My Service Guarantee is already stamina for the organization in regards to conserving up on expenses associated with advertising and marketing and also promotion. Since no new recruitment has been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the advertising feature, this is a beneficial chance for integrating the advertising and marketing features. Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merger days has know-how in business-to-business marketing together with firm and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The benefit of this technique is that it will certainly incorporate both features while decreasing the requirement for working with an additional resource for marketing. Lewis would certainly be heading the marketing division as well as in any kind of case her substitute would be required for the existing role that she is doing. The negative aspect of this option is that outside hiring may cause resentment from internal personnel that may be looking at the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Production: Given the affordable pressures and top quality job called for from the ad agency, it is recommended that Lewis should allow the production unit to be a different feature from the advertising system. Considering that most advertising agencies had these two functions as different units, it makes more feeling to follow the standard. Both features might be able to concentrate on their core activates more efficiently. The disadvantage of this method would certainly be that added expenses would certainly have to be birthed for establishing up different manufacturing features. In addition to this, a production head might have to be hired which could boost expenses for the organization.

Integration of Advertising with Procedures: Considering that Lewis is currently caring for the marketing and operations departments concurrently; it makes sense to incorporate the two functions because she has actually been efficiently dealing with both ends. The truth that the two divisions already have significant differences over allotment of resources recommends that this integration may be able to bring about consistency particularly as Lewis would certainly be heading both ends.However there are numerous downsides of this action specifically as it would certainly put way too much concern over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring style for the advertising and marketing department recommends that these two departments would be culturally diverse. In addition to this, Lewis might not be able to apply one sort of management design to both departments which could lead to ineffectiveness in either among both features.


An examination of the 3 choices suggests that combination of marketing as well as procedures would not be a viable move due to the huge distinctions in between the two divisions in spite of the fact that currently Lewis is managing both. While splitting up of the production function may have been a favorable move for the advertising department, the truth that it would imply positioning a third feature under Lewis's wing suggests this should be stayed clear of.

Action Strategy.
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Manufacturing function will certainly stay component of advertising under advertising feature.

Lewis will divide herself from procedures.

An autonomous leadership design with employee empowerment will be made use of in marketing department.

Open door plan and emphasis on cross department communication will certainly be focused on getting rid of dissonance.

Backup plan.

If the combination does not exercise as planned, a contingency strategy would certainly adhere to which would separate the manufacturing function from the advertising function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. Because case the production feature will definitely be separated by putting it under an SVP manufacturing.