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New Managerial Work Case Study Analysis

Background and Facts

New Managerial Work an office materials merchant for tiny and also medium sized companies has just recently been involved in preparing for a merger with its competitor Home Deport, which has influenced efficiency degrees in departmentswith the elderly supervisor involved in lawful problems put forth 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 function in the future. With obstacles in the kind of a possible social change as well as reduced staff member spirits, the organization wants a complete reengineering initiative at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing department of New Managerial Work is boosting uncertainty in the workplace bring about different difficulties 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 significant function in influencing calculated decisions since Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Profession Payment's treatment while doing so. Provided the reality that the store has an international presence with branches in UK, USA, Canada and Germany, political factors in each of these countries might have the ability to affect efficiency or strategic objectives. Federal Trade Commission's antitrust match versus the merger used up important time of the organization's elderly administration suggesting that 'political' factors can have significant effects for an international business.

Economic Factors: Financial factors such as the introduction of local business in the international situation recommend that New Managerial Work is prospering in a setting where there is prospective development of services. In addition to this, fact that store customers are mostly searching for workplace products for home offices recommends that the market has a rising pattern of business owners and home businesses.

Social factors: Social trends in the economy reveal that consumers are looking for comfort in addition to appealing costs. Market research demonstrates how the customer for New Managerial Work does not have recognition concerning finding options which can use a combination of comfort as well as low costs.

Technical factors: Technology plays an essential duty in New Managerial Work's business strategy especially as the company is piloting Modern technology facilities which would supply technology sales as well as support in the form of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Habits issues can be seen in New Managerial Work's case as highlighted in this section.

Uneasiness concerning cultural adjustment: There is apprehension concerning a cultural modification that would take place as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the team member currently showing unhappiness over this possible move. This predicted adjustment has produced anxiety in the work environment which has been combined with the past stress and anxiety of preparing the company for a possible merging with Home Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is lack of employees that can match the difficult atmosphere of a busy company. Not just does this cause trouble in finding the right individuals, it puts tension on brand-new hires as can not hold up against the pace as well as stress that the organization expects them to birth.

Dual Reporting Lines: Newcomers discover this organizational society difficult and also tough to manage particularly as dotted line relationships are implied to be weak in general and objective setup and efficiency evaluation is still done by the strong line supervisor. This implies that newcomers might shed quality about their respective duties and also purposes especially as dotted line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had been hypothesized that the last would take Krasnow's setting came as a blow to her morale. Lewis may have been capable as well as proper for the job however the reality that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Job Instability: Anxiety as well as insecurity can be determined as two significant worries that Lewis would be taking care of specifically as the merging has actually currently be terminated as well as 2 senior executives of the marketing division would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would not simply be in charge of brining regarding a cultural adjustment yet would certainly additionally have to verify herself in her new role.

Incompatible Monitoring Style of Leader: Lewis's monitoring 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 taking care of issues in the procedures department where personnel are educated to concentrate on processes as well as get them right. The advertising and marketing department on the other hand can be viewed as a group of people who are used to being nurtured by Krasnow who focused more on result than processes.

Interdepartmental Disputes: Interdepartmental differences in between 3 departments, advertising and marketing, merchandizing and operations respectively over the appropriation of the marketing mix can be identified as another OB problem. Although the advertising division does not share the exact same vision as the various other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations departments do not agree over the advertising mix allowance among one another either.

Fragmentation in Marketing Department: Disintegration in between the marketing and advertising divisions can be identified as an additional OB problem which can require further attention. The truth that the marketing and advertising sections in the marketing division are separated is stopping both divisions from gaining from each other's experience and also proficiency. Combination of marketing with retailing as well as procedures would come to be harder if the marketing division itself is broken down which can be an additional potential OB problem.

New Managerial Work Analysis

Numerous theories have actually been utilized to describe the scenarios to obtain additional clarity concerning the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that juniors are easy and careless, have little aspiration as well as withstand change. The situation at New Managerial Work is not entirely following Theory X, it can be seen that new hires are finding this environment instead stressful which may eventually lead to a better disposition of the administration towards Theory X. Also while assessing Lewis's management design, theory X might have been suitable in the operations department to some extent yet the Advertising and marketing division would certainly need dependence on Concept Y in order to obtain the imagination as well as originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem regarding bringing consistency in between the advertising and marketing department is concerned, this would at first cause conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, during the first phase of group growth, people might not bond, as they are busy discovering their area in the group. By combining the advertising and marketing department's job, there might be the same first separate which might result in the second stage of 'storming' where the groups test each other. However, it is only throughout the 3rd stage or 'norming' when they would collaborate to share suggestions before the group can cause harmony in the 4th phase 'doing'.

Bridges' Shift Design: According To William Bridge's concept (appendix 4), people are fairly awkward with adjustment, which is obvious by the circumstance at New Managerial Work The circumstance can be viewed as a regular training course of life if is examined as per Bridge's concept where he discusses that individuals undergo 3 stages of transition when they experience modification. 'Ending, shedding and also Releasing', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals exist with change, they go into stage one and so there may be feelings like sadness, uncertainty, disappointment, rage, worry, rejection as well as disorientation.The circumstance at the advertising department of New Managerial Work is similar so Lewis can get comfortable with the concept that it is not extraordinary behavior. In the 2nd phase, there might be a requirement to link the gap between the new and old society so Lewis may need to encounter this challenge when Krasnow leaves. There may be low spirits and low productivity at this stage which need to not be taken as a setback. It is throughout this phase that Lewis will certainly need to give assistance to the department so that they can locate a sense of direction. It can be seen exactly how Krasnow has already made this transition much easier by making Lewis get involved in the department a year prior to his real departure. According to Bridges' Version, phase three will certainly cause visibility to knowing, High power and also commitment as people will certainly accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has goes over the relevance of 'protection needs as being a reduced degree requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel secure as well as out of danger' is at the second level of demands. Before a worker can be made to develop mentally, he needs to have his 'Physical 'and also 'Safety and security' requires satisfied.

SWOT Analysis for New Managerial Work Case Study

Ramification of Analysis.

The OB analysis has actually checked out different theories to recognize exactly how to cope with the present circumstance available. The complying with three options have been suggested to help Lewis handle the organizational obstacles in the advertising division. Each of these choices has actually been recommended for reducing the transition needed to bring the advertising department according to the demands of the marketplace as well as for making the social modification that would adhere to once the present leader leaves.

Integration of advertising and marketing functions. Separating Adverting and Production features. Integration of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The in-house marketing firm of New Managerial Work is already toughness for the organization in regards to conserving up on overheads connected to advertising as well as promo. Considering that no new employment has been done after Bridget Cole's separation with the coverage line being straight designated to Krasnow for the marketing function, this is a desirable chance for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been spoken with by Lewis during the earlier merger days has competence in business-to-business advertising along with company as well as retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both advertising and marketing functions.

The advantage of this approach is that it will certainly integrate both features while decreasing the need for working with an additional source for advertising and marketing. Lewis would certainly be heading the marketing division and also in any kind of case her substitute would be needed for the present duty that she is performing. The disadvantage of this option is that external hiring may produce resentment from internal employees who might be eying the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Production: Given the affordable pressures and also high quality job required from the ad agency, it is advised that Lewis needs to allow the production unit to be a different feature from the advertising unit. Given that a lot of ad agency had these two features as separate devices, it makes more feeling to comply with the norm. Along with this, both features may have the ability to concentrate on their core triggers extra effectively. However, the disadvantage of this technique would be that extra prices would need to be borne for establishing separate production functions. A production head might have to be hired which might boost expenses for the organization.

Combination of Advertising And Marketing with Procedures: Because Lewis is already caring for the advertising and marketing and also procedures departments at the same time; it makes sense to incorporate the two features because she has actually been successfully dealing with both ends. The reality that the two departments currently have significant distinctions over allocation of sources suggests that this assimilation might be able to bring about harmony especially as Lewis would certainly be heading both ends.However there are different disadvantages of this action especially as it would certainly place too much burden over Lewis's shoulders. The truth that Lewis needs to adapt her management style for the marketing department suggests that these two divisions would be culturally varied. In addition to this, Lewis might not be able to use one sort of leadership design to both departments which could result in inadequacy in either among the two features.


An examination of the three choices suggests that integration of marketing and also procedures would certainly not be a viable step because of the huge distinctions in between both departments although that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a desirable relocation for the advertising and marketing department, the reality that it would certainly mean positioning a 3rd function under Lewis's wing indicates this ought to be stayed clear of. The combination of the advertising division is the most effective option in regards to getting the ideal results from the division. An action plan for this alternative is reviewed listed below.

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

Marketing and advertising features would be merged.

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

Manufacturing feature will continue to be component of marketing under marketing feature.

Lewis will divide herself from procedures.

A democratic leadership style with employee empowerment will be used in marketing division.

Open up door plan as well as emphasis on cross departmental communication will be targeted at removing disharmony.

Backup plan.

If the assimilation does not exercise as intended, a backup strategy would certainly comply with which would separate the manufacturing feature from the advertising and marketing feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing division without an SVP. Because case the manufacturing function will most definitely be separated by positioning it under an SVP manufacturing.