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


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

Background and Facts

Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems a workplace supplies store for little as well as medium sized services has actually recently been associated with preparing for a merger with its competitor Home Deport, which has actually influenced effectiveness degrees in departmentswith the elderly manager involved in lawful problems presented by the federal Profession Compensation. With the Advertising 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 duty in the near future. With challenges in the kind of a prospective social modification and also low employee morale, the organization needs a total reengineering initiative at the advertising department.

Trouble Statement

The possible social change at the marketing division of Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is increasing unpredictability in the working environment bring about different challenges 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 major duty in influencing tactical choices given that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Trade Payment's intervention at the same time. Given the fact that the shop has a global existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries might have the ability to impact performance or calculated goals. Federal Profession Commission's antitrust suit versus the merging took up beneficial time of the organization's elderly management recommending that 'political' factors can have significant implications for a worldwide company.

Economic Factors: Financial factors such as the emergence of small businesses in the worldwide situation recommend that Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is prospering in an atmosphere where there is potential growth of organisations. Truth that store customers are mostly looking for workplace products for residence offices suggests that the market has a climbing pattern of business owners and house based organisations.

Social factors: Social patterns in the economic situation reveal that customers are searching for comfort along with appealing prices. Market research shows how the customer for Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems lacks awareness regarding finding services which can offer a combination of comfort and affordable.

Technological factors: Modern technology plays an essential role in Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems's service technique especially as the organization is piloting Modern technology facilities which would offer modern technology sales and also support in the type of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

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

Worries concerning social adjustment: There is uneasiness concerning a cultural change that would occur once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with most of the staff members currently revealing discontent over this possible relocation. This anticipated modification has produced anxiety in the work environment which has actually been coupled with the previous tension of preparing the company for a potential merging with Home Deport.

Demanding Work Environment for Newcomers: There is shortage of personnel that can match the stressful setting of a hectic company. Not only does this lead to difficulty in finding the ideal people, it places tension on new hires as can not endure the pace and pressure that the organization anticipates them to bear.

Twin Coverage Lines: Newcomers locate this business society difficult and hard to deal with particularly as populated line connections are implied to be weak as a whole and objective setup as well as performance evaluation is still done by the solid line manager. This suggests that beginners can lose clearness concerning their corresponding roles and goals particularly as populated line coverage does not maintain them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been speculated that the last would certainly take Krasnow's placement came as an impact to her morale. Lewis may have been capable and appropriate for the task but 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.

Anxiety & Job Instability: Anxiety and also instability can be determined as two major problems that Lewis would be handling especially as the merging has currently be cancelled as well as two senior executives of the marketing department would certainly be leaving. The whole duty of the division would be dropping on Lewis's shoulders who would certainly not just be in charge of brining about a social adjustment however would certainly additionally have to show herself in her new function.

Inappropriate Management Design of Leader: Lewis's management design and its conflict with the advertising and marketing department's duty can additionally be seen as an OB obstacle especially as she has actually been utilized to dealing with issues in the operations division where employees are taught to focus on processes and obtain them. The advertising division on the various other hand can be viewed as a group of people that are used to being nurtured by Krasnow who concentrated extra on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between three divisions, marketing, merchandizing and also procedures respectively over the allotment of the advertising mix can be determined as an additional OB issue. The advertising division does not share the very same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not concur over the advertising mix allowance among one an additional either.

Fragmentation in Advertising Department: Disintegration in between the advertising and marketing departments can be identified as an additional OB concern which could need further interest. The truth that the advertising and marketing areas in the marketing division are disconnected is preventing both departments from gaining from each various other's experience and knowledge. Assimilation of advertising with merchandising as well as operations would come to be more difficult if the advertising department itself is disintegrated which can be another prospective OB problem.

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

Numerous concepts have been used to explain the circumstances to get more clearness about the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are passive and also lazy, have little ambition and also stand up to adjustment. The hard version of this concept highlighted browbeating, limited controls, risks and also penalties. Over time it generates low efficiency, subtle sabotage and rivalry (Offer, 2003). The scenario at Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is not completely adhering to Concept X, it can be seen that brand-new hires are locating this environment rather difficult which may at some point lead to a higher disposition of the management in the direction of Concept X. As per McGregor's promoted view, which he called Theory Y, the necessary task of the monitoring is to arrange business problems to ensure that people can achieve their own goals best by guiding their initiatives in the direction of business incentives. If people discover no satisfaction in their work, the administration would certainly have little choice but to rely upon concept X and exterior control (Bargain, 2003). Also while evaluating Lewis's administration style, concept X may have appropriated in the procedures department to some extent yet the Marketing department would require dependence on Theory Y so as to get the creative thinking and originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's problem concerning bringing harmony in between the advertising and marketing division is worried, this would at first bring about clash as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, throughout the preliminary phase of group advancement, people may not bond, as they are hectic discovering their place in the team. By integrating the advertising and marketing department's work, there might coincide initial detach which might lead to the second stage of 'storming' where the groups challenge one another. It is only throughout the 3rd stage or 'norming' when they would come together to share concepts before the group can bring around harmony in the 4th stage 'performing'.

Bridges' Shift Model: As per William Bridge's theory (appendix 4), individuals are rather uneasy with modification, which is evident by the circumstance at Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems The scenario can be viewed as a normal program of life if is examined based on Bridge's theory where he explains that individuals experience 3 phases of transition when they experience adjustment. 'Ending, losing as well as Letting go', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people are presented with modification, they get in phase one therefore there might be emotions like despair, uncertainty, disappointment, rage, worry, denial as well as disorientation.The situation at the marketing department of Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is comparable so Lewis can obtain comfortable with the concept that it is not remarkable actions. In the second stage, there may be a requirement to bridge the gap between the brand-new and old culture so Lewis might need to encounter this ordeal when Krasnow leaves. There might be low spirits and also reduced efficiency at this phase which need to not be taken as a trouble. It is throughout this stage that Lewis will certainly have to offer support to the department so that they can find an orientation. It can be seen just how Krasnow has currently made this transition much easier by making Lewis obtain associated with the division a year before his actual departure. Based on Bridges' Version, phase three will certainly cause visibility to understanding, High energy and also commitment as individuals will welcome the adjustment (Bridges, 2004).

Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has goes over the significance of 'protection needs as being a lower level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe as well as out of risk' is at the 2nd degree of demands. Prior to an employee can be made to establish psychologically, he requires to have his 'Physical 'as well as 'Safety' needs met.

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

Implication of Analysis.

The OB analysis has actually taken a look at different concepts to comprehend how to handle the existing scenario available. The following 3 alternatives have actually been recommended to help Lewis manage the organizational difficulties in the advertising department. Each of these choices has been proposed for reducing the transition needed to bring the marketing division in line with the needs of the marketplace and for making the cultural change that would certainly follow once the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting as well as Production functions. Combination of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Integration of Marketing & Marketing Functions: The in-house marketing firm of Negotiating Corporate Change Confidential Information David Carlson Vp Management Information Systems is already strength for the company in regards to conserving up on overheads connected to advertising and marketing and promo. Considering that no new employment has been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the marketing feature, this is a favorable opportunity for incorporating the marketing and advertising functions. Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merger days has experience in business-to-business advertising and marketing in addition to company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both advertising and marketing functions.

The benefit of this approach is that it will certainly integrate the two functions while lowering the demand for working with an additional source for advertising. Lewis would certainly be heading the advertising and marketing division and in any kind of case her replacement would certainly be needed for the present duty that she is doing. The downside of this option is that outside hiring might bring about resentment from inner workers who might be eying the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Manufacturing: Provided the competitive pressures as well as high top quality work required from the advertising and marketing agency, it is suggested that Lewis needs to allow the production unit to be a different feature from the marketing system. Since many advertising and marketing companies had these two features as separate devices, it makes more feeling to comply with the standard.

Assimilation of Marketing with Workflows: Because Lewis is already dealing with the advertising and marketing and procedures divisions all at once; it makes good sense to incorporate the two features because she has actually been effectively looking after both ends. The fact that the two divisions currently have significant differences over allotment of resources suggests that this combination may have the ability to produce consistency specifically as Lewis would be heading both ends.However there are different drawbacks of this step especially as it would put too much burden over Lewis's shoulders. The fact that Lewis needs to adapt her management style for the marketing division recommends that these two divisions would certainly be culturally diverse. Along with this, Lewis might not have the ability to apply one type of management style to both departments which can lead to ineffectiveness in either among the two features.


An examination of the three options indicates that assimilation of marketing and procedures would certainly not be a practical move due to the huge differences in between the two departments despite the fact that currently Lewis is handling both. While separation of the manufacturing feature may have been a beneficial relocation for the marketing department, the reality that it would certainly imply placing a third feature under Lewis's wing suggests this need to be prevented also. The combination of the advertising and marketing department is the most effective choice in regards to obtaining the optimal arise from the department. An action prepare for this alternative is gone over below.

Action Strategy.

Lewis will certainly take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

Manufacturing function will certainly remain component of advertising under advertising and marketing function.

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will certainly be used in advertising and marketing division.

Open door policy and focus on cross department communication will be aimed at eliminating disharmony.

Backup plan.

If the combination does not work out as prepared, a contingency plan would certainly comply with which would certainly divide the manufacturing function from the marketing function to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will most definitely be divided by placing it under an SVP manufacturing.