Organizational Change At Andersen Consulting Emeai Case Study Analysis


Home >> Darden >> Organizational Change At Andersen Consulting Emeai >>

Organizational Change At Andersen Consulting Emeai Case Study Help

Background and Facts

Organizational Change At Andersen Consulting Emeai an office products store for tiny and average sized businesses has actually recently been associated with planning for a merging with its rival House Deport, which has actually influenced performance levels in departmentswith the elderly manager involved in legal complications presented by the federal Profession Commission. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With challenges in the form of a possible cultural change as well as low employee morale, the company wants a total reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing division of Organizational Change At Andersen Consulting Emeai is increasing unpredictability in the workplace resulting in numerous difficulties for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting calculated decisions given that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Payment's intervention in the process. Provided the reality that the shop has a global presence with branches in UK, USA, Canada and also Germany, political factors in each of these nations may be able to influence efficiency or critical objectives. Federal Trade Commission's antitrust suit against the merger occupied valuable time of the company's elderly management recommending that 'political' factors can have severe effects for a global company.

Economic Factors: Financial factors such as the appearance of small companies in the international situation recommend that Organizational Change At Andersen Consulting Emeai is growing in an atmosphere where there is potential development of companies. Along with this, fact that shop customers are primarily looking for workplace supplies for office recommends that the marketplace has a rising pattern of entrepreneurs as well as home based businesses.

Social factors: Social patterns in the economy reveal that consumers are trying to find ease as well as eye-catching costs. Marketing research shows how the client for Organizational Change At Andersen Consulting Emeai does not have recognition concerning discovering services which can supply a mix of comfort and also inexpensive.

Technological factors: Innovation plays an essential duty in Organizational Change At Andersen Consulting Emeai's organisation method particularly as the company is piloting Modern technology facilities which would supply modern technology sales and also support in the kind of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues as well as Effects.

A number of underlying Business Behavior problems can be seen in Organizational Change At Andersen Consulting Emeai's case as highlighted in this section.

Worries regarding cultural change: There is worry concerning a social adjustment that would take place when Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with a lot of the employee already showing unhappiness over this possible relocation. This anticipated modification has produced stress and anxiety in the office which has actually been combined with the previous anxiety of preparing the firm for a prospective merger with Residence Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is shortage of employees that can match the difficult setting of a busy company. Not only does this result in difficulty in finding the ideal people, it places stress and anxiety on brand-new hires as can not hold up against the speed and also pressure that the company expects them to birth.

Twin Coverage Lines: Newbies find this organizational society difficult and tough to handle particularly as populated line partnerships are implied to be weaker in general and also unbiased setting as well as performance assessment is still done by the strong line manager. This implies that newcomers can shed clarity about their respective roles as well as purposes particularly as dotted line reporting does not maintain them in straight interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the latter would take Krasnow's setting came as a strike to her spirits. Lewis may have been capable and ideal for the work but the truth that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Task Instability: Concern and also insecurity can be identified as 2 major problems that Lewis would be handling especially as the merging has currently be cancelled and two elderly execs of the advertising and marketing department would be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders who would not just be in charge of brining regarding a social adjustment however would certainly likewise have to prove herself in her new role.

Inappropriate Monitoring Design of Leader: Lewis's administration design and its conflict with the marketing department's role can likewise be viewed as an OB challenge especially as she has been utilized to dealing with problems in the operations department where workers are shown to focus on processes as well as obtain them right. The marketing department on the other hand can be viewed as a team of individuals who are used to being nurtured by Krasnow who concentrated more on output than processes.

Interdepartmental Differences: Interdepartmental arguments between 3 departments, marketing, merchandizing and operations specifically over the allocation of the advertising mix can be recognized as an additional OB concern. The advertising department does not share the exact same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing as well as operations departments do not concur over the advertising and marketing mix allocation among one an additional either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing divisions can be determined as another OB concern which could require additional focus. The reality that the marketing and advertising areas in the advertising and marketing department are detached is stopping both departments from acquiring from each other's experience and know-how. Assimilation of advertising with retailing and also procedures would become harder if the advertising department itself is degenerated which can be another potential OB concern.

Organizational Change At Andersen Consulting Emeai Analysis

Numerous concepts have actually been used to explain the scenarios to get additional quality about the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers think that subordinates are passive and also careless, have little passion as well as withstand modification. The difficult variation of this theory emphasized coercion, tight controls, threats as well as penalties. Over time it generates reduced efficiency, refined sabotage and also rivalry (Offer, 2003). The scenario at Organizational Change At Andersen Consulting Emeai is not entirely complying with Theory X, it can be seen that new hires are finding this environment rather difficult which may eventually lead to a higher disposition of the administration towards Theory X. Based on McGregor's supported sight, which he called Concept Y, the necessary job of the monitoring is to prepare business conditions to ensure that people can achieve their own goals best by directing their initiatives in the direction of business benefits. If people discover no satisfaction in their job, the administration would certainly have little option yet to count on concept X as well as external control (Bargain, 2003). Also while analyzing Lewis's administration style, theory X may have been suitable in the procedures division to some extent however the Advertising and marketing division would need dependence on Concept Y in order to get the creative thinking and also creativity from the teams.

Tuckman's Team effort Concept: Regarding Lewis's concern about bringing harmony in between the advertising and marketing division is worried, this would at first lead to clash as gone over by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the preliminary phase of team growth, individuals might not bond, as they are busy discovering their location in the group. By combining the marketing and advertising department's job, there might be the same initial separate which could bring about the second phase of 'storming' where the groups test each other. It is just throughout the third phase or 'norming' when they would certainly come with each other to share ideas before the group can bring around synergy in the 4th phase 'doing'.

Bridges' Change Version: As per William Bridge's theory (appendix 4), people are quite uncomfortable with adjustment, which is apparent by the circumstance at Organizational Change At Andersen Consulting Emeai The circumstance can be seen as a typical program of life if is studied according to Bridge's concept where he discusses that individuals undergo three phases of shift when they experience adjustment. 'End, shedding and Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals are presented with change, they get in phase one and so there may be feelings like sadness, uncertainty, disappointment, anger, worry, rejection as well as disorientation.The scenario at the advertising division of Organizational Change At Andersen Consulting Emeai is similar so Lewis can obtain comfortable with the concept that it is not phenomenal habits. In the second stage, there may be a demand to bridge the void in between the new as well as old culture so Lewis may have to encounter this experience as soon as Krasnow leaves. There may be reduced morale and also reduced productivity at this phase which should not be taken as a setback. It is during this stage that Lewis will have to give advice to the division so that they can find a sense of direction. It can be seen exactly how Krasnow has already made this transition easier by making Lewis obtain involved in the division a year before his real separation. According to Bridges' Design, phase three will bring about openness to knowing, High power and commitment as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has discusses the significance of 'protection requires as being a lower degree need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe and out of risk' is at the 2nd degree of demands. Before a worker can be made to establish psychologically, he needs to have his 'Physical 'and 'Security' requires fulfilled.

SWOT Analysis for Organizational Change At Andersen Consulting Emeai Case Study

Effects of Analysis.

The OB analysis has actually checked out numerous theories to understand exactly how to deal with the current circumstance at hand. The following 3 alternatives have actually been suggested to help Lewis deal with the organizational obstacles in the marketing division. Each of these options has been recommended for reducing the shift required to bring the marketing division in line with the needs of the marketplace and also for making the cultural change that would comply with once the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting and also Production features. Assimilation of Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with firm as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both marketing and advertising features.

The benefit of this technique is that it will certainly integrate both features while lowering the requirement for employing an extra resource for marketing. Lewis would certainly be heading the advertising division and also in any kind of case her replacement would certainly be needed for the current role that she is carrying out. The downside of this choice is that outside hiring might bring about bitterness from inner personnel who might be considering the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Production: Provided the competitive stress and also high quality job called for from the ad agency, it is suggested that Lewis should permit the production unit to be a different function from the advertising unit. Because many ad agency had these 2 features as separate units, it makes even more sense to follow the norm. Both functions may be able to focus on their core turns on more effectively. Nevertheless, the downside of this strategy would be that additional costs would need to be birthed for establishing different manufacturing features. Along with this, a production head might need to be worked with which could boost expenses for the organization.

Assimilation of Advertising with Operations: Given that Lewis is currently taking treatment of the advertising and operations departments simultaneously; it makes sense to incorporate the 2 functions since she has actually been successfully taking care of both ends. The fact that Lewis has to adjust her administration style for the advertising and marketing division suggests that these two departments would certainly be culturally varied.


An evaluation of the 3 choices suggests that assimilation of advertising and marketing and procedures would certainly not be a feasible move as a result of the substantial distinctions between both divisions despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a positive action for the marketing division, the fact that it would certainly suggest positioning a 3rd function under Lewis's wing means this need to be stayed clear of as well. The assimilation of the marketing division is the best option in terms of obtaining the optimum results from the department. An activity plan for this option is discussed below.

Activity Strategy.
Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Production feature will certainly stay component of marketing under advertising function.

Lewis will divide herself from procedures.

An autonomous management design with staff member empowerment will be utilized in advertising and marketing division.

Open up door policy and emphasis on cross departmental interaction will certainly be focused on getting rid of disharmony.

Contingency plan.

If the combination does not work out as prepared, a contingency strategy would certainly follow which would certainly divide the manufacturing function from the advertising and marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising division without an SVP. Because case the production feature will definitely be divided by putting it under an SVP manufacturing.