Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems Case Study Analysis


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Background and Facts

Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems an office products seller for tiny as well as moderate sized organisations has just recently been involved in preparing for a merger with its rival Home Deport, which has influenced effectiveness levels in departmentswith the senior manager associated with lawful difficulties presented by the federal Trade Commission. With the Advertising Head advancing the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the near future. With difficulties in the type of a possible social modification as well as reduced worker spirits, the company wants a total reengineering effort at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social change at the advertising and marketing department of Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is raising unpredictability in the workplace bring about different 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 major function in impacting tactical decisions since Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's treatment at the same time. Provided the truth that the store has a worldwide visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might be able to impact efficiency or critical objectives. Federal Trade Compensation's antitrust suit against the merger took up important time of the company's elderly management recommending that 'political' factors can have severe effects for an international organisation.

Economic Factors: Economic factors such as the development of small companies in the international situation suggest that Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is prospering in a setting where there is prospective growth of services. Along with this, reality that shop clients are primarily trying to find workplace supplies for home offices suggests that the market has a rising trend of entrepreneurs and also home companies.

Social factors: Social fads in the economic situation show that clients are searching for convenience as well as eye-catching prices. Market research demonstrates how the customer for Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems does not have awareness about discovering options which can supply a combination of benefit and inexpensive.

Technical factors: Modern technology plays a vital role in Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems's business technique particularly as the organization is piloting Technology centers which would supply modern technology sales as well as support in the kind of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Actions issues can be seen in Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems's case as highlighted in this area.

Worries regarding cultural modification: There is apprehension regarding a social adjustment that would certainly happen when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with most of the staff members already showing discontent over this potential relocation. This expected change has produced tension in the work environment which has been combined with the previous tension of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is shortage of employees that can match the demanding setting of a busy organization. Not just does this bring about problem in finding the best individuals, it places tension on brand-new hires as can not hold up against the rate and pressure that the organization anticipates them to bear.

Dual Coverage Lines: Novices locate this business society troublesome as well as tough to cope with especially as dotted line connections are meant to be weak in general as well as unbiased setup and also performance examination is still done by the strong line manager. This implies that novices could lose quality about their corresponding roles as well as goals especially as dotted line coverage does not keep them in direct communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had actually been hypothesized that the last would take Krasnow's setting came as a blow to her morale. Lewis might have been capable as well as proper for the task but the reality that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Fear as well as instability can be determined as 2 significant concerns that Lewis would be handling particularly as the merging has actually currently be cancelled as well as 2 senior execs of the marketing division would be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders that would not simply supervise of brining concerning a social adjustment but would certainly also have to confirm herself in her new duty.

Incompatible Management Style of Leader: Lewis's administration style as well as its incompatibility with the marketing department's duty can additionally be seen as an OB difficulty specifically as she has been used to dealing with issues in the procedures department where employees are educated to focus on processes as well as obtain them. The marketing division on the other hand can be viewed as a team of individuals who are used to being supported by Krasnow who concentrated much more on output than procedures.

Interdepartmental Arguments: Interdepartmental arguments between 3 divisions, advertising and marketing, merchandizing and also operations specifically over the allotment of the marketing mix can be identified as another OB concern. The advertising department does not share the very same vision as the other 2 divisions pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation amongst one an additional either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing departments can be identified as another OB concern which can need further attention. The fact that the marketing and advertising areas in the advertising and marketing division are detached is avoiding both departments from obtaining from each various other's experience and also proficiency. Integration of advertising and marketing with merchandising as well as procedures would become harder if the marketing division itself is broken down which can be an additional potential OB issue.

Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems Analysis

Various concepts have been used to describe the circumstances to obtain more clarity concerning the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are passive and also lazy, have little passion and also withstand modification. The circumstance at Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is not entirely following Theory X, it can be seen that brand-new hires are finding this setting instead demanding which may at some point lead to a better inclination of the administration in the direction of Concept X. Even while analyzing Lewis's monitoring design, concept X may have been ideal in the operations department to some degree yet the Advertising department would certainly need reliance on Concept Y in order to obtain the imagination and originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's worry concerning bringing consistency in between the marketing and advertising department is concerned, this would initially cause clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the preliminary phase of team growth, individuals might not bond, as they are busy finding their area in the team. By incorporating the marketing and advertising division's job, there might be the same initial separate which might result in the 2nd phase of 'storming' where the groups challenge each other. However, it is just throughout the third phase or 'norming' when they would certainly come together to share suggestions prior to the team can produce harmony in the fourth stage 'carrying out'.

When individuals are provided with change, they enter phase one and so there might be feelings like sadness, uncertainty, irritation, anger, fear, denial and disorientation.The scenario at the advertising division of Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is similar so Lewis can obtain comfy with the suggestion that it is not remarkable behavior. It is during this phase that Lewis will certainly have to provide guidance to the department so that they can discover a sense of instructions. It can be seen exactly how Krasnow has currently made this shift much easier by making Lewis obtain involved in the division a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has goes over the value of 'safety and security requires 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 exactly how 'the requirement to really feel safe and secure as well as out of threat' is at the 2nd degree of needs. Before a staff member can be made to create mentally, he requires to have his 'Physical 'as well as 'Security' needs fulfilled.

SWOT Analysis for Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems Case Study

Implication of Analysis.

The OB analysis has taken a look at numerous concepts to recognize exactly how to handle the existing situation available. The complying with 3 options have been recommended to help Lewis handle the organizational obstacles in the advertising department. Each of these options has been suggested for easing the change required to bring the advertising department according to the requirements of the marketplace and also for making the cultural change that would certainly adhere to once the existing leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business advertising and marketing along with company and also retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both advertising and also marketing functions.

The benefit of this approach is that it will certainly incorporate the two features while lowering the need for hiring an added resource for marketing. Along with this, Lewis would certainly be heading the marketing department and also regardless her substitute would be needed for the current duty that she is executing. The negative aspect of this choice is that outside hiring might bring about bitterness from internal workers that might be eying the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Production: Offered the competitive stress and also high quality work required from the advertising agency, it is advised that Lewis should allow the production system to be a separate feature from the advertising and marketing system. Considering that a lot of marketing firms had these 2 features as different devices, it makes even more feeling to comply with the standard.

Integration of Marketing with Operations: Since Lewis is already looking after the marketing and procedures departments concurrently; it makes sense to integrate the two features since she has been effectively dealing with both ends. The reality that the two departments currently have significant differences over allowance of resources recommends that this assimilation might have the ability to produce harmony particularly as Lewis would certainly be heading both ends.However there are different drawbacks of this step especially as it would certainly place too much burden over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring style for the advertising department recommends that these two departments would certainly be culturally varied. In addition to this, Lewis might not be able to apply one sort of management design to both departments which could result in ineffectiveness in either one of both features.


An examination of the 3 alternatives suggests that integration of advertising and marketing and procedures would certainly not be a viable move due to the substantial differences in between the two departments despite the fact that currently Lewis is handling both. While separation of the manufacturing feature might have been a positive step for the marketing division, the reality that it would certainly suggest placing a third feature under Lewis's wing indicates this should be avoided. The integration of the advertising department is the most effective alternative in regards to obtaining the ideal arise from the division. An activity plan for this option is gone over listed below.

Action Plan.
Lewis will certainly take over the role of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Manufacturing function will remain component of advertising under advertising function.

Lewis will certainly separate herself from procedures.

A democratic management style with worker empowerment will certainly be utilized in marketing division.

Open door policy as well as emphasis on cross department communication will certainly be targeted at eliminating discord.

Contingency plan.

If the assimilation does not work out as planned, a backup plan would certainly adhere to which would certainly divide the production function from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing feature will absolutely be divided by positioning it under an SVP manufacturing.