Pioneer Hi Bred International Inc Supply Management Addendum Case Study Analysis


Home >> Darden >> Pioneer Hi Bred International Inc Supply Management Addendum >>

Pioneer Hi Bred International Inc Supply Management Addendum Case Study Help

Background and Facts

Pioneer Hi Bred International Inc Supply Management Addendum a workplace supplies seller for small as well as medium sized businesses has actually recently been associated with planning for a merging with its rival Residence Deport, which has actually affected performance degrees in departmentswith the senior supervisor involved in lawful complications put forth by the government Trade Compensation. With the Advertising Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the future. With difficulties in the type of a possible cultural change and reduced worker spirits, the company needs a full reengineering effort at the advertising division.

Trouble Declaration

The potential social change at the advertising and marketing division of Pioneer Hi Bred International Inc Supply Management Addendum is enhancing uncertainty in the workplace leading to various 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 major function in impacting calculated decisions since Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Payment's intervention while doing so. Provided the reality that the store has a worldwide presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations may have the ability to influence efficiency or tactical goals. Federal Trade Commission's antitrust fit against the merging used up valuable time of the organization's elderly administration suggesting that 'political' factors can have major ramifications for an international service.

Economic Factors: Economic factors such as the development of small businesses in the worldwide scenario recommend that Pioneer Hi Bred International Inc Supply Management Addendum is prospering in an atmosphere where there is prospective development of services. In addition to this, reality that store clients are mainly trying to find workplace products for home offices recommends that the market has a climbing fad of business owners and also home based services.

Social factors: Social patterns in the economic climate reveal that clients are looking for ease along with appealing prices. Market research demonstrates how the client for Pioneer Hi Bred International Inc Supply Management Addendum does not have understanding regarding discovering services which can supply a mix of benefit and also inexpensive.

Technical factors: Technology plays an important duty in Pioneer Hi Bred International Inc Supply Management Addendum's company strategy especially as the company is piloting Modern technology facilities which would certainly provide technology sales as well as support in the form of memory upgrades, outer setups. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Behavior concerns can be seen in Pioneer Hi Bred International Inc Supply Management Addendum's case as highlighted in this area.

Uneasiness concerning social change: There is apprehension regarding a cultural modification that would certainly happen when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with most of the team member currently showing discontent over this potential relocation. This predicted adjustment has developed tension in the workplace which has actually been combined with the previous anxiety of preparing the firm for a possible merger with Residence Deport.

Difficult Job Environment for Newcomers: There is lack of workers that can match the stressful atmosphere of a busy company. Not just does this result in difficulty in discovering the best people, it puts stress on new hires as can not withstand the speed and stress that the organization expects them to birth.

Double Coverage Lines: Newbies discover this business culture difficult and hard to deal with specifically as populated line connections are indicated to be weaker generally and also unbiased setting and also performance evaluation is still done by the strong line manager. This implies that newbies might shed clearness about their respective duties and also purposes specifically as dotted line coverage does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been guessed that the last would take Krasnow's setting came as an impact to her spirits. Lewis might have been capable as well as appropriate for the work but the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Job Insecurity: Anxiety as well as insecurity can be recognized as 2 significant problems that Lewis would be dealing with specifically as the merging has actually currently be terminated and 2 senior executives of the marketing department would certainly be leaving. The whole obligation of the division would be dropping on Lewis's shoulders who would not simply be in charge of brining about a cultural modification however would certainly additionally need to prove herself in her new duty.

Inappropriate Administration Style of Leader: Lewis's administration design and its conflict with the advertising department's function can likewise be seen as an OB obstacle particularly as she has been made use of to managing concerns in the operations division where personnel are instructed to concentrate on processes and get them. The advertising department on the various other hand can be seen as a group of individuals that are used to being nurtured by Krasnow who concentrated much more on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 divisions, advertising and marketing, merchandizing as well as procedures respectively over the allowance of the marketing mix can be identified as one more OB problem. The advertising and marketing division does not share the exact same vision as the various other 2 divisions relating to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations divisions do not agree over the advertising and marketing mix appropriation amongst one an additional either.

Fragmentation in Advertising Department: Disintegration between the marketing and advertising departments can be identified as another OB issue which can require further attention. The fact that the marketing and advertising sections in the advertising division are detached is preventing both divisions from gaining from each various other's experience as well as competence. Assimilation of advertising and marketing with merchandising and also operations would end up being harder if the marketing department itself is degenerated which can be an additional prospective OB worry.

Pioneer Hi Bred International Inc Supply Management Addendum Analysis

Numerous theories have actually been made use of to clarify the scenarios to get further quality regarding the scenario at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that juniors are easy and also lazy, have little aspiration as well as stand up to adjustment. The circumstance at Pioneer Hi Bred International Inc Supply Management Addendum is not entirely complying with Concept X, it can be seen that new hires are finding this atmosphere instead stressful which may ultimately lead to a higher disposition of the monitoring towards Concept X. Even while examining Lewis's management style, theory X may have been appropriate in the procedures department to some degree yet the Advertising and marketing department would require dependence on Theory Y in order to obtain the creative thinking and originality from the teams.

Tuckman's Teamwork Theory: As far as Lewis's concern regarding bringing harmony between the advertising and marketing department is worried, this would at first bring about conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, throughout the initial stage of group growth, individuals may not bond, as they are busy discovering their place in the group. By combining the advertising and marketing department's job, there might be the same first detach which can cause the second phase of 'storming' where the teams challenge one another. However, it is only during the third phase or 'norming' when they would integrate to share ideas before the group can bring about synergy in the 4th stage 'carrying out'.

When individuals are provided with adjustment, they go into phase one and also so there might be feelings like sadness, uncertainty, stress, rage, fear, denial and disorientation.The situation at the marketing department of Pioneer Hi Bred International Inc Supply Management Addendum is comparable so Lewis can get comfortable with the idea that it is not amazing actions. It is throughout this stage that Lewis will certainly have to provide assistance to the division so that they can locate a feeling of instructions. It can be seen how Krasnow has actually already made this transition easier by making Lewis obtain included in the division a year before his real separation.

Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has goes over the significance of 'safety and security requires as being a lower level need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and secure and also out of threat' is at the 2nd degree of needs. Prior to a worker can be made to establish mentally, he needs to have his 'Physiological 'and 'Security' requires satisfied.

SWOT Analysis for Pioneer Hi Bred International Inc Supply Management Addendum Case Study

Implication of Analysis.

The OB analysis has actually considered various concepts to comprehend exactly how to handle the existing scenario available. The following 3 alternatives have been proposed to assist Lewis handle the organizational difficulties in the advertising department. Each of these alternatives has been suggested for easing the change needed to bring the advertising and marketing division in line with the needs of the marketplace and also for making the cultural adjustment that would certainly follow as soon as the current leader leaves.

Combination of marketing and advertising features. Separating Adverting and also Manufacturing functions. Assimilation of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Combination of Marketing & Marketing Functions: The internal advertising and marketing firm of Pioneer Hi Bred International Inc Supply Management Addendum is already stamina for the organization in terms of saving up on expenses associated with marketing and also promo. Given that no brand-new recruitment has been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising and marketing feature, this is a positive chance for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merger days has proficiency in business-to-business marketing in addition to agency as well as retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both marketing and advertising functions.

The benefit of this method is that it will integrate the two functions while minimizing the demand for hiring an additional resource for advertising and marketing. Lewis would be heading the advertising and marketing division as well as in any kind of case her substitute would certainly be needed for the present duty that she is doing. The drawback of this option is that outside hiring might cause animosity from inner personnel that may be looking at the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Production: Given the competitive stress and premium quality work needed from the advertising agency, it is recommended that Lewis should permit the production system to be a different function from the advertising device. Considering that many ad agency had these 2 features as different devices, it makes more feeling to adhere to the norm. Both features may be able to focus on their core triggers a lot more successfully. Nevertheless, the negative aspect of this technique would certainly be that additional expenses would need to be birthed for establishing different production functions. In addition to this, a production head might have to be hired which might boost expenses for the organization.

Assimilation of Advertising with Workflows: Given that Lewis is currently taking care of the advertising and marketing and operations divisions simultaneously; it makes sense to integrate the 2 features given that she has been efficiently taking care of both ends. The fact that Lewis has to adapt her monitoring style for the advertising and marketing division suggests that these 2 divisions would be culturally varied.


An assessment of the 3 options indicates that combination of advertising as well as procedures would certainly not be a practical action due to the large distinctions in between the 2 departments despite the truth that currently Lewis is dealing with both. While separation of the manufacturing function may have been a beneficial relocation for the marketing department, the truth that it would certainly indicate positioning a 3rd feature under Lewis's wing suggests this should be avoided.

Activity Plan.

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

Advertising and Marketing features would certainly be combined.

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

Manufacturing function will continue to be part of marketing under advertising feature.

Lewis will divide herself from operations.

A democratic leadership style with staff member empowerment will certainly be utilized in advertising and marketing department.

Open door plan and focus on cross departmental communication will certainly be focused on removing discord.

Contingency plan.

If the combination does not work out as intended, a contingency plan would follow which would certainly divide the manufacturing function from the advertising and marketing function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing department without an SVP. In that case the manufacturing function will definitely be separated by putting it under an SVP production.