Some Thoughts On Career Management Case Study Solution


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Background and Facts

Some Thoughts On Career Management a workplace supplies retailer for tiny as well as medium sized companies has recently been involved in planning for a merger with its rival Residence Deport, which has influenced effectiveness degrees in departmentswith the elderly supervisor involved in legal complications presented by the government Profession Payment. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the future. With challenges in the kind of a prospective cultural adjustment and low employee spirits, the organization wants a complete reengineering effort at the advertising and marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing division of Some Thoughts On Career Management is increasing unpredictability in the working environment resulting in various obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting strategic decisions given that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Profession Payment's intervention while doing so. Given the reality that the store has an international visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may have the ability to influence performance or tactical objectives. Federal Trade Payment's antitrust suit against the merger used up valuable time of the company's elderly management suggesting that 'political' factors can have major implications for an international company.

Economic Factors: Economic factors such as the appearance of small companies in the international situation suggest that Some Thoughts On Career Management is growing in an atmosphere where there is possible development of companies. In addition to this, fact that shop customers are primarily trying to find workplace supplies for office recommends that the marketplace has a rising fad of business owners and also home companies.

Social factors: Social fads in the economic climate show that clients are trying to find ease as well as attractive rates. Marketing research demonstrates how the customer for Some Thoughts On Career Management does not have recognition about discovering solutions which can provide a combination of convenience and also affordable.

Technological factors: Modern technology plays an essential function in Some Thoughts On Career Management's service strategy particularly as the organization is piloting Technology centers which would certainly provide modern technology sales and also support in the kind of memory upgrades, peripheral installments. (Recap of PEST in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Behavior issues can be seen in Some Thoughts On Career Management's case as highlighted in this area.

Uneasiness regarding social change: There is worry regarding a cultural adjustment that would happen once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with the majority of the team member already showing unhappiness over this potential relocation. This expected change has actually developed tension in the work environment which has actually been coupled with the previous stress and anxiety of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of workers that can match the difficult environment of a fast-paced company. Not only does this bring about difficulty in discovering the right people, it puts stress and anxiety on new hires as can not stand up to the pace and also pressure that the organization anticipates them to birth.

Twin Coverage Lines: Novices locate this business culture troublesome as well as tough to handle specifically as populated line relationships are suggested to be weak generally and unbiased setting and also efficiency evaluation is still done by the strong line manager. This means that novices could lose clarity about their particular duties and objectives especially as populated line coverage does not keep them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's setting came as a strike to her spirits. Lewis might have been qualified and also ideal for the task but the truth that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Fear and also instability can be recognized as two major issues that Lewis would certainly be taking care of especially as the merging has currently be cancelled and also 2 elderly execs of the advertising department would be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining regarding a social change however would certainly also have to confirm herself in her brand-new function.

Incompatible Monitoring Design of Leader: Lewis's administration design as well as its incompatibility with the marketing department's function can additionally be seen as an OB obstacle especially as she has actually been utilized to taking care of concerns in the procedures department where workers are educated to focus on procedures as well as obtain them right. The advertising department on the other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements between 3 departments, marketing, merchandizing and procedures respectively over the allocation of the marketing mix can be identified as an additional OB problem. The marketing division does not share the very same vision as the various other two departments regarding the aloocation of the marketing mix twoards promos and advertsing, the merchandizing as well as operations departments do not agree over the advertising mix allotment amongst one another either.

Fragmentation in Marketing Division: Fragmentation between the marketing and advertising divisions can be identified as an additional OB concern which could require more interest. The truth that the advertising and marketing areas in the marketing division are disconnected is avoiding both divisions from acquiring from each other's experience as well as knowledge. Combination of advertising and marketing with merchandising and operations would certainly end up being more difficult if the advertising division itself is disintegrated which can be an additional prospective OB worry.

Some Thoughts On Career Management Analysis

Numerous concepts have been made use of to discuss the circumstances to obtain further clearness about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that subordinates are easy as well as lazy, have little ambition and stand up to adjustment. The circumstance at Some Thoughts On Career Management is not completely following Theory X, it can be seen that brand-new hires are discovering this environment instead difficult which might ultimately lead to a higher disposition of the administration towards Concept X. Even while assessing Lewis's management style, concept X may have been appropriate in the operations department to some extent but the Marketing division would certainly call for reliance on Theory Y in order to get the imagination and creativity from the teams.

Tuckman's Teamwork Concept: As far as Lewis's problem regarding bringing consistency in between the marketing as well as advertising and marketing department is worried, this would initially lead to conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and marketing and also marketing division's job, there might be the exact same first separate which might lead to the second phase of 'storming' where the groups challenge one another.

Bridges' Change Design: Based On William Bridge's theory (appendix 4), people are fairly uneasy with change, which is apparent by the scenario at Some Thoughts On Career Management The circumstance can be seen as a normal program of life if is researched as per Bridge's theory where he explains that people undergo 3 stages of shift when they experience modification. 'End, losing and Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people exist with modification, they go into stage one and so there may be emotions like unhappiness, unpredictability, irritation, temper, concern, denial as well as disorientation.The situation at the advertising division of Some Thoughts On Career Management is similar so Lewis can get comfy with the suggestion that it is not extraordinary actions. In the 2nd phase, there might be a need to link the space between the new and old society so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There might be reduced morale as well as reduced efficiency at this phase which must not be taken as a setback. It is throughout this stage that Lewis will need to provide advice to the department to make sure that they can find an orientation. It can be seen exactly how Krasnow has currently made this change simpler by making Lewis obtain associated with the division a year before his real separation. Based on Bridges' Design, phase three will certainly produce openness to discovering, High power as well as commitment as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has discusses the value of 'security needs as being a lower degree demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel secure and out of danger' is at the second level of requirements. Before a worker can be made to develop psychologically, he requires to have his 'Physical 'and 'Safety' needs fulfilled.

SWOT Analysis for Some Thoughts On Career Management Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various concepts to recognize just how to manage the current situation at hand. The following 3 options have actually been suggested to aid Lewis handle the business challenges in the advertising division. Each of these choices has actually been recommended for reducing the change needed to bring the marketing department according to the demands of the marketplace as well as for making the social adjustment that would comply with as soon as the present leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Production features. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has competence in business-to-business advertising along with company as well as retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both marketing and advertising and marketing features.

The advantage of this strategy is that it will integrate both features while minimizing the demand for working with an extra source for advertising. Lewis would be heading the marketing division and in any type of case her replacement would be needed for the existing function that she is doing. The drawback of this option is that outside hiring may cause resentment from interior workers that may be eying the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Manufacturing: Offered the competitive stress as well as high top quality work required from the advertising and marketing firm, it is recommended that Lewis needs to allow the manufacturing device to be a separate function from the marketing system. Because most advertising and marketing agencies had these 2 functions as different systems, it makes even more feeling to adhere to the standard.

Integration of Marketing with Workflows: Because Lewis is already dealing with the advertising and also operations divisions concurrently; it makes good sense to incorporate the two functions because she has been efficiently dealing with both ends. The fact that the two divisions already have major differences over allocation of resources recommends that this assimilation may have the ability to cause harmony specifically as Lewis would be heading both ends.However there are various disadvantages of this step especially as it would certainly put too much burden over Lewis's shoulders. The truth that Lewis has to adjust her monitoring design for the advertising division recommends that these 2 divisions would be culturally diverse. Lewis may not be able to use one type of management style to both divisions which could result in ineffectiveness in either one of the 2 features.


An assessment of the three options indicates that integration of advertising and marketing and also procedures would certainly not be a possible action as a result of the vast differences in between both divisions despite the fact that presently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a favorable action for the marketing division, the reality that it would certainly indicate placing a third function under Lewis's wing means this must be stayed clear of as well. The assimilation of the advertising and marketing division is the very best choice in terms of getting the ideal arise from the division. An action prepare for this alternative is talked about below.

Action Strategy.
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Production function will certainly continue to be part of advertising and marketing under marketing function.

Lewis will separate herself from operations.

An autonomous leadership style with employee empowerment will certainly be utilized in marketing division.

Open door policy and also emphasis on cross departmental communication will be focused on eliminating disharmony.

Contingency strategy.

If the combination does not exercise as prepared, a backup strategy would certainly adhere to which would certainly divide the manufacturing feature from the advertising feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the production feature will most definitely be separated by placing it under an SVP manufacturing.