Organizational Change At Andersen Consulting Emeai Case Study Solution


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Organizational Change At Andersen Consulting Emeai Case Study Analysis

Background and Facts

Organizational Change At Andersen Consulting Emeai a workplace materials store for little as well as average sized companies has lately been involved in planning for a merging with its rival House Deport, which has actually impacted efficiency degrees in departmentswith the senior manager associated with lawful difficulties put forth by the federal Profession Payment. With the Advertising Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the near future. With obstacles in the form of a possible social adjustment as well as reduced worker morale, the company is in need of a complete reengineering effort at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural change at the marketing division of Organizational Change At Andersen Consulting Emeai is enhancing uncertainty in the working environment leading to various difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic decisions given that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Profession Compensation's treatment while doing so. Given the reality that the store has an international existence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries might be able to influence efficiency or tactical objectives. Federal Profession Compensation's antitrust suit against the merging used up important time of the company's senior management suggesting that 'political' factors can have serious implications for an international organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the international scenario suggest that Organizational Change At Andersen Consulting Emeai is prospering in a setting where there is prospective development of organisations. Reality that store clients are primarily looking for workplace materials for residence offices recommends that the market has a rising trend of entrepreneurs and also house based businesses.

Social factors: Social trends in the economy show that consumers are trying to find benefit along with attractive costs. Marketing research shows how the customer for Organizational Change At Andersen Consulting Emeai lacks recognition regarding discovering remedies which can supply a mix of convenience and affordable.

Technological factors: Technology plays an essential function in Organizational Change At Andersen Consulting Emeai's organisation strategy particularly as the company is piloting Innovation centers which would certainly offer innovation sales as well as support in the form of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Habits concerns can be seen in Organizational Change At Andersen Consulting Emeai's case as highlighted in this area.

Worries concerning social change: There is concern concerning a cultural modification that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with most of the employee currently showing discontent over this potential relocation. This predicted change has developed anxiety in the workplace which has been coupled with the past stress and anxiety of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is scarcity of personnel that can match the demanding setting of a hectic organization. Not just does this lead to trouble in finding the ideal people, it places stress on brand-new hires as can not hold up against the pace and also stress that the organization expects them to birth.

Double Reporting Lines: Newcomers locate this business culture difficult and tough to deal with especially as dotted line relationships are suggested to be weaker generally as well as unbiased setup as well as efficiency assessment is still done by the strong line supervisor. This indicates that novices can lose clarity about their respective roles as well as objectives particularly as dotted line coverage does not maintain them in straight interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had actually been guessed that the latter would take Krasnow's placement came as an impact to her spirits. Lewis might have been qualified as well as suitable for the work yet the truth that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Task Instability: Concern and instability can be identified as two significant worries that Lewis would be dealing with specifically as the merger has actually currently be cancelled and also two senior executives of the advertising division would certainly be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining regarding a cultural modification but would likewise need to verify herself in her new function.

Incompatible Monitoring Design of Leader: Lewis's management style as well as its incompatibility with the marketing department's duty can likewise be seen as an OB challenge especially as she has actually been utilized to handling problems in the procedures department where workers are shown to concentrate on processes and also get them. The advertising and marketing division on the other hand can be seen as a group of people that are utilized to being nurtured by Krasnow that focused more on result than processes.

Interdepartmental Disputes: Interdepartmental arguments between 3 departments, advertising, merchandizing as well as procedures respectively over the appropriation of the advertising mix can be identified as another OB problem. The marketing department does not share the same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allowance among one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the marketing and advertising divisions can be determined as another OB issue which can require additional interest. The reality that the advertising and marketing sections in the advertising department are detached is stopping both divisions from getting from each other's experience and also knowledge. Combination of advertising with merchandising as well as operations would become harder if the advertising division itself is broken down which can be an additional possible OB issue.

Organizational Change At Andersen Consulting Emeai Analysis

Different theories have been made use of to describe the circumstances to get further quality concerning the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that staffs are passive and careless, have little aspiration as well as withstand change. The scenario at Organizational Change At Andersen Consulting Emeai is not totally following Theory X, it can be seen that brand-new hires are discovering this atmosphere instead demanding which may ultimately lead to a better disposition of the administration in the direction of Concept X. Even while assessing Lewis's management style, theory X might have been ideal in the procedures division to some extent yet the Advertising department would call for dependence on Theory Y in order to get the creative thinking and also originality from the groups.

Tuckman's Team effort Concept: Regarding Lewis's worry regarding bringing harmony in between the marketing and advertising department is worried, this would at first bring about conflict as gone over by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, during the first stage of group growth, individuals may not bond, as they are active discovering their place in the group. By combining the advertising and marketing department's work, there might be the same initial disconnect which can bring about the second phase of 'storming' where the teams challenge each other. Nonetheless, it is just throughout the third phase or 'norming' when they would integrate to share ideas prior to the group can bring about harmony in the 4th phase 'carrying out'.

When individuals are offered with adjustment, they get in phase one as well as so there might be feelings like unhappiness, uncertainty, aggravation, temper, worry, rejection as well as disorientation.The situation at the advertising department of Organizational Change At Andersen Consulting Emeai is similar so Lewis can get comfy with the concept that it is not phenomenal behavior. It is during this stage that Lewis will certainly have to offer assistance to the department so that they can discover a feeling of direction. It can be seen exactly how Krasnow has currently made this transition less complicated by making Lewis obtain entailed in the department a year prior to his real departure.
Vrio Analysis
Maslow's Demand power structure: The OB problem pertaining to insecurity at the work environment has actually been triggered firstly by the adjustment in monitoring and also secondly by the truth that the merger will no more be initiated. Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the relevance of 'security requires as being a reduced degree requirement of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to really feel secure as well as out of danger' is at the 2nd degree of demands. Prior to an employee can be made to develop mentally, he needs to have his 'Physiological 'and 'Safety and security' requires satisfied. This indicates that unless the employees are made to feel secure concerning their current work status in Organizational Change At Andersen Consulting Emeai they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Organizational Change At Andersen Consulting Emeai Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at different theories to understand exactly how to manage the present circumstance handy. The following three options have actually been recommended to aid Lewis deal with the organizational challenges in the advertising and marketing division. Each of these options has actually been proposed for reducing the shift needed to bring the advertising and marketing division in line with the needs of the marketplace and also for making the social change that would comply with when the existing leader leaves.

Assimilation of advertising and marketing features. Separating Adverting as well as Production features. Combination of Advertising with Operations.

Examination of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has experience in business-to-business marketing along with firm and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing and also advertising and marketing functions.

The benefit of this strategy is that it will certainly integrate both functions while minimizing the demand for working with an added source for advertising and marketing. Along with this, Lewis would certainly be heading the advertising division and regardless her replacement would certainly be needed for the existing function that she is performing. The negative aspect of this choice is that exterior hiring might bring about bitterness from inner workers that may be looking at the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Manufacturing: Offered the affordable stress and high quality job needed from the advertising company, it is advised that Lewis needs to permit the production system to be a separate function from the advertising and marketing unit. Since many advertising and marketing firms had these 2 features as different systems, it makes even more feeling to adhere to the standard.

Combination of Advertising with Procedures: Since Lewis is already taking treatment of the advertising and procedures departments at the same time; it makes sense to integrate the 2 functions since she has been successfully taking treatment of both ends. The fact that Lewis has to adapt her monitoring design for the advertising and marketing division recommends that these 2 divisions would be culturally varied.


An analysis of the three choices suggests that integration of marketing as well as operations would certainly not be a practical relocation due to the large distinctions between the two divisions in spite of the reality that currently Lewis is handling both. While splitting up of the production feature might have been a beneficial step for the advertising division, the fact that it would imply putting a 3rd feature under Lewis's wing implies this should be prevented.

Action Plan.
Lewis will take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

Manufacturing feature will remain part of advertising under advertising and marketing feature.

Lewis will divide herself from operations.

An autonomous leadership design with staff member empowerment will be made use of in advertising division.

Open door plan as well as focus on cross department interaction will be targeted at eliminating disharmony.

Contingency strategy.

If the assimilation does not exercise as intended, a backup plan would follow which would separate the manufacturing function from the advertising function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. In that case the production function will definitely be divided by putting it under an SVP manufacturing.