My Employees Are My Service Guarantee Case Study Analysis


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My Employees Are My Service Guarantee Case Study Help

Background and Facts

My Employees Are My Service Guarantee an office supplies merchant for little and also medium sized businesses has lately been involved in preparing for a merger with its rival Home Deport, which has actually affected effectiveness levels in departmentswith the elderly supervisor associated with lawful problems put forth by the government Trade Compensation. With the Advertising and marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the future. With obstacles in the form of a potential social adjustment and low staff member spirits, the organization is in need of a full reengineering effort at the advertising and marketing department.

Problem Statement

The possible social adjustment at the advertising division of My Employees Are My Service Guarantee is increasing uncertainty in the working environment bring about various challenges for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting critical decisions considering that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's treatment while doing so. Given the truth that the shop has a worldwide existence with branches in UK, USA, Canada and Germany, political consider each of these nations may have the ability to impact efficiency or tactical goals. Federal Trade Compensation's antitrust match against the merging used up beneficial time of the organization's senior administration recommending that 'political' factors can have significant ramifications for a global company.

Economic Factors: Financial factors such as the appearance of small companies in the international circumstance suggest that My Employees Are My Service Guarantee is thriving in a setting where there is possible growth of businesses. Along with this, fact that store customers are primarily trying to find office supplies for office recommends that the marketplace has a climbing pattern of business owners as well as home services.

Social factors: Social patterns in the economic climate reveal that customers are seeking ease along with eye-catching prices. Market research demonstrates how the customer for My Employees Are My Service Guarantee lacks understanding regarding locating solutions which can provide a combination of benefit and also inexpensive.

Technological factors: Modern technology plays a vital duty in My Employees Are My Service Guarantee's service approach especially as the company is piloting Modern technology facilities which would certainly offer modern technology sales and also support in the type of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Behavior problems can be seen in My Employees Are My Service Guarantee's case as highlighted in this area.

Apprehensions about social change: There is apprehension regarding a cultural adjustment that would happen as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with a lot of the employee already revealing unhappiness over this possible step. This expected adjustment has developed stress and anxiety in the workplace which has been paired with the previous anxiety of preparing the company for a prospective merger with House Deport.

Difficult Job Setting for Newcomers: There is lack of personnel that can match the stressful setting of a busy organization. Not just does this lead to difficulty in locating the ideal people, it places stress and anxiety on new hires as can not endure the rate as well as pressure that the company anticipates them to bear.

Twin Reporting Lines: Newcomers find this business culture troublesome and tough to cope with especially as dotted line connections are suggested to be weaker in general and also unbiased setting as well as performance analysis is still done by the strong line manager. This indicates that novices can shed quality concerning their particular duties and goals particularly as populated line reporting does not maintain them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had actually been speculated that the latter would take Krasnow's placement came as a blow to her morale. Lewis might have been qualified and also appropriate for the task however the fact that Kransnow's departure would make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Fear & Job Insecurity: Concern and instability can be identified as 2 major problems that Lewis would certainly be handling particularly as the merger has actually currently be terminated and also two senior executives of the marketing division would certainly be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders who would certainly not simply be in charge of brining regarding a cultural change however would certainly also have to prove herself in her new function.

Incompatible Management Style of Leader: Lewis's management style and its incompatibility with the advertising division's role can also be seen as an OB obstacle specifically as she has been used to managing concerns in the operations department where workers are instructed to concentrate on procedures and obtain them right. The advertising and marketing division on the various other hand can be seen as a team of people that are used to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Disputes: Interdepartmental disagreements between 3 divisions, marketing, merchandizing and operations respectively over the allotment of the advertising and marketing mix can be identified as another OB concern. The advertising and marketing division does not share the same vision as the various other 2 divisions relating to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not concur over the advertising and marketing mix allowance among one an additional either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the advertising and marketing departments can be recognized as another OB problem which could require further focus. The truth that the marketing and advertising sections in the marketing department are separated is stopping both divisions from obtaining from each other's experience as well as proficiency. Combination of advertising with merchandising and procedures would certainly end up being harder if the advertising and marketing division itself is broken down which can be an additional prospective OB worry.

My Employees Are My Service Guarantee Analysis

Different concepts have been made use of to explain the conditions to obtain further clarity regarding the situation available.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers believe that juniors are easy and lazy, have little ambition as well as withstand change. The circumstance at My Employees Are My Service Guarantee is not completely complying with Theory X, it can be seen that brand-new hires are finding this environment instead difficult which may eventually lead to a higher disposition of the administration in the direction of Theory X. Also while assessing Lewis's management design, theory X may have been ideal in the operations department to some level yet the Marketing division would need reliance on Theory Y in order to get the creativity as well as creativity from the groups.

Tuckman's Team effort Concept: As much as Lewis's concern concerning bringing consistency between the advertising and also advertising and marketing department is worried, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Synergy Concept'. By incorporating the marketing and advertising department's job, there may be the very same first separate which could lead to the 2nd phase of 'storming' where the groups test one another.

Bridges' Shift Version: Based On William Bridge's concept (appendix 4), people are fairly uncomfortable with modification, which is evident by the situation at My Employees Are My Service Guarantee The scenario can be seen as a typical course of life if is researched according to Bridge's theory where he describes that people undergo three stages of transition when they experience modification. 'Closing, shedding as well as Releasing', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When individuals exist with adjustment, they go into phase one therefore there might be feelings like despair, uncertainty, aggravation, rage, worry, rejection and also disorientation.The situation at the marketing division of My Employees Are My Service Guarantee is similar so Lewis can get comfortable with the idea that it is not phenomenal actions. In the second stage, there may be a need to link the space in between the brand-new as well as old culture so Lewis may have to face this ordeal as soon as Krasnow leaves. There may be low spirits and low productivity at this stage which must not be taken as a trouble. It is throughout this phase that Lewis will have to give advice to the division so that they can find an orientation. It can be seen just how Krasnow has already made this shift easier by making Lewis obtain involved in the division a year prior to his actual departure. As per Bridges' Model, stage 3 will certainly cause openness to understanding, High energy and also commitment as people will certainly accept the modification (Bridges, 2004).

Maslow's Need power structure: The OB issue pertaining to insecurity at the workplace has been caused firstly by the modification in administration as well as secondly by the fact that the merger will no longer be initiated. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has reviews the importance of 'safety and security requires as being a reduced degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel protected and also unharmed' goes to the 2nd level of requirements. Before a staff member can be made to develop psychologically, he needs to have his 'Physical 'and 'Safety' requires met. This indicates that unless the employees are made to really feel protected regarding their current employment condition in My Employees Are My Service Guarantee they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for My Employees Are My Service Guarantee Case Study

Implication of Analysis.

The OB analysis has considered various theories to understand how to cope with the existing circumstance available. The complying with three choices have been suggested to help Lewis deal with the business difficulties in the advertising department. Each of these options has been recommended for relieving the shift required to bring the advertising department in line with the needs of the marketplace as well as for making the cultural modification that would certainly adhere to once the existing leader leaves.

Combination of advertising and marketing features. Dividing Adverting and also Manufacturing features. Combination of Advertising And Marketing with Procedures.

Examination of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing agency of My Employees Are My Service Guarantee is currently toughness for the organization in regards to saving up on expenses associated with advertising and marketing and also promo. Given that no new recruitment has been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the advertising and marketing function, this is a positive opportunity for integrating the advertising and marketing functions. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has competence in business-to-business marketing along with agency and retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The benefit of this approach is that it will certainly integrate the two features while decreasing the need for hiring an extra source for marketing. In addition to this, Lewis would certainly be heading the advertising and marketing division and all the same her substitute would certainly be required for the existing function that she is carrying out. The downside of this option is that outside hiring might cause animosity from inner workers that may be eying the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Production: Provided the affordable stress and also high top quality job needed from the advertising and marketing company, it is recommended that Lewis should permit the manufacturing device to be a separate function from the marketing unit. Given that a lot of marketing agencies had these two features as separate systems, it makes even more feeling to comply with the standard.

Integration of Marketing with Procedures: Since Lewis is already taking care of the advertising and marketing and procedures divisions concurrently; it makes sense to incorporate the 2 functions since she has actually been efficiently taking care of both ends. The truth that Lewis has to adapt her management design for the marketing department recommends that these two divisions would be culturally diverse.


An examination of the 3 alternatives indicates that integration of advertising and marketing and procedures would certainly not be a possible step due to the substantial differences in between the 2 divisions in spite of the reality that presently Lewis is handling both. While splitting up of the manufacturing function might have been a positive relocation for the marketing department, the truth that it would certainly indicate positioning a third function under Lewis's wing suggests this should be avoided.

Activity Plan.

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

Marketing and advertising functions would certainly be merged.

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

Manufacturing feature will certainly remain part of marketing under marketing feature.

Lewis will certainly separate herself from procedures.

An autonomous leadership style with worker empowerment will be used in advertising division.

Open door policy and also emphasis on cross departmental communication will be focused on eliminating disharmony.

Backup plan.

If the integration does not exercise as intended, a contingency strategy would comply with which would separate the production feature from the advertising function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing division without an SVP. In that case the production function will absolutely be separated by putting it under an SVP manufacturing.