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Straight Talk From The New Ceo Case Study Analysis

CASE SOLUTION

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Straight Talk From The New Ceo Case Study Solution

Background and Facts

Straight Talk From The New Ceo an office products merchant for little and also medium sized companies has recently been associated with preparing for a merging with its rival House Deport, which has influenced efficiency degrees in departmentswith the elderly manager involved in legal complications presented by the government Trade Commission. With the Advertising Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With difficulties in the form of a possible social modification as well as reduced employee spirits, the organization needs a total reengineering initiative at the advertising department.

Trouble Statement

The potential social adjustment at the advertising department of Straight Talk From The New Ceo is enhancing uncertainty in the workplace bring about different challenges for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting strategic decisions since Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's intervention at the same time. Provided the reality that the store has an international visibility with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries may be able to impact performance or strategic goals. Federal Trade Payment's antitrust fit against the merger occupied beneficial time of the organization's senior administration recommending that 'political' factors can have severe implications for an international service.

Economic Factors: Economic factors such as the introduction of small businesses in the worldwide circumstance suggest that Straight Talk From The New Ceo is growing in an atmosphere where there is prospective development of services. In addition to this, fact that shop consumers are mainly seeking workplace materials for office suggests that the market has an increasing pattern of business owners as well as home based services.

Social factors: Social patterns in the economic situation show that customers are trying to find benefit along with appealing rates. Market research demonstrates how the consumer for Straight Talk From The New Ceo lacks awareness regarding discovering options which can supply a mix of convenience and also low costs.

Technical factors: Innovation plays a crucial role in Straight Talk From The New Ceo's business strategy specifically as the company is piloting Modern technology centers which would offer modern technology sales and support in the kind of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues and also Manifestations.

Several underlying Organizational Actions concerns can be seen in Straight Talk From The New Ceo's case as highlighted in this area.

Concerns regarding cultural adjustment: There is worry about a social change that would occur as soon as Todd Krasnow leaves from his position as the Exec Vice President of Marketing with most of the personnel currently showing unhappiness over this prospective action. This expected adjustment has actually developed stress in the work environment which has actually been paired with the previous tension of preparing the firm for a prospective merger with House Deport.

Stressful Job Environment for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a fast-paced company. Not only does this cause trouble in discovering the best people, it places stress and anxiety on new hires as can not endure the pace and stress that the organization expects them to bear.

Dual Reporting Lines: Novices discover this organizational culture troublesome as well as challenging to manage particularly as dotted line relationships are implied to be weaker generally and unbiased setup and performance analysis is still done by the solid line supervisor. This means that newbies could shed quality concerning their corresponding duties and purposes especially as populated line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been guessed that the last would take Krasnow's setting came as a blow to her morale. Lewis might have been qualified and suitable for the task however the reality that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Concern & Job Instability: Anxiety as well as insecurity can be determined as 2 significant issues that Lewis would certainly be handling particularly as the merging has actually currently be terminated and two elderly executives of the advertising department would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining about a social adjustment however would additionally need to verify herself in her brand-new role.

Inappropriate Monitoring Design of Leader: Lewis's management style and its incompatibility with the advertising and marketing division's function can also be viewed as an OB challenge especially as she has actually been used to handling problems in the operations division where personnel are taught to concentrate on processes and get them right. The advertising division on the other hand can be seen as a group of people who are used to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Arguments: Interdepartmental differences in between three departments, advertising, merchandizing and also procedures respectively over the allotment of the advertising mix can be identified as an additional OB worry. The marketing department does not share the very same vision as the various other two divisions pertaining to the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix appropriation among one another either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing departments can be identified as one more OB concern which could need additional interest. The truth that the advertising and marketing sections in the advertising division are detached is preventing both divisions from gaining from each other's experience and also know-how. Assimilation of advertising and marketing with retailing and also operations would certainly become more difficult if the marketing division itself is degenerated which can be another possible OB worry.

Straight Talk From The New Ceo Analysis

Different concepts have actually been used to describe the scenarios to get further clearness regarding the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are easy as well as careless, have little passion and resist adjustment. The situation at Straight Talk From The New Ceo is not completely following Theory X, it can be seen that new hires are locating this atmosphere instead demanding which may eventually lead to a greater inclination of the monitoring in the direction of Theory X. Also while evaluating Lewis's management design, theory X may have been appropriate in the operations department to some degree yet the Advertising division would require dependence on Concept Y in order to obtain the creativity and originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's worry about bringing consistency in between the advertising and marketing division is worried, this would originally result in conflict as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the first stage of group growth, individuals may not bond, as they are active locating their location in the group. By integrating the marketing and advertising division's work, there may coincide initial disconnect which could cause the 2nd phase of 'storming' where the teams test each other. Nevertheless, it is only during the third stage or 'norming' when they would collaborate to share ideas prior to the group can cause harmony in the fourth phase 'carrying out'.

When individuals are offered with adjustment, they enter phase one as well as so there might be emotions like unhappiness, uncertainty, aggravation, rage, anxiety, denial as well as disorientation.The circumstance at the advertising division of Straight Talk From The New Ceo is comparable so Lewis can obtain comfortable with the suggestion that it is not extraordinary habits. It is during this phase that Lewis will have to provide support to the department so that they can discover a sense of direction. It can be seen exactly how Krasnow has already made this shift less complicated by making Lewis get included in the division a year prior to his actual separation.

Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has talks about the importance of 'safety and security 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 how 'the requirement to really feel safe and out of threat' is at the second degree of needs. Prior to an employee can be made to establish mentally, he requires to have his 'Physiological 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Straight Talk From The New Ceo Case Study



Ramification of Analysis.

The OB analysis has looked at various concepts to recognize how to manage the current situation handy. The adhering to three options have actually been proposed to assist Lewis take care of the organizational obstacles in the advertising and marketing department. Each of these alternatives has been suggested for relieving the change needed to bring the advertising and marketing department according to the demands of the marketplace and for making the cultural modification that would adhere to as soon as the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting and also Production functions. Combination of Advertising with Workflow.

Evaluation of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The in-house advertising firm of Straight Talk From The New Ceo is already strength for the organization in regards to conserving up on overheads associated with marketing and also promo. Given that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the marketing function, this is a favorable chance for incorporating the advertising and marketing functions. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has expertise in business-to-business advertising and marketing in addition to firm and also retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both advertising and marketing features.

The benefit of this method is that it will integrate the two functions while reducing the need for hiring an added resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing department as well as all the same her replacement would certainly be needed for the current role that she is doing. The disadvantage of this option is that exterior hiring may bring about bitterness from interior personnel that might be looking at the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable stress and high quality work called for from the ad agency, it is recommended that Lewis needs to allow the manufacturing device to be a different feature from the marketing device. Since many advertising agencies had these two features as different devices, it makes more sense to adhere to the norm. Both functions may be able to concentrate on their core triggers a lot more efficiently. The downside of this approach would be that additional costs would have to be borne for setting up different manufacturing functions. Along with this, a manufacturing head may need to be hired which could enhance overheads for the organization.

Combination of Advertising And Marketing with Operations: Since Lewis is already caring for the marketing and procedures departments all at once; it makes sense to incorporate the two features since she has actually been efficiently caring for both ends. The truth that both divisions currently have major distinctions over allowance of sources suggests that this assimilation may have the ability to produce harmony particularly as Lewis would be heading both ends.However there are different drawbacks of this step specifically as it would place excessive concern over Lewis's shoulders. The truth that Lewis needs to adapt her administration design for the advertising and marketing department recommends that these 2 departments would certainly be culturally diverse. Lewis might not be able to apply one type of leadership design to both departments which might result in ineffectiveness in either one of the 2 functions.

Referral.



An examination of the three choices shows that integration of advertising and also procedures would not be a feasible relocation due to the huge differences between the two divisions in spite of the fact that presently Lewis is managing both. While separation of the manufacturing feature may have been a beneficial step for the advertising department, the fact that it would suggest putting a third feature under Lewis's wing suggests this need to be stayed clear of.

Activity Strategy.

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

Marketing and advertising functions would be merged.

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

Manufacturing feature will stay component of advertising under advertising function.

Lewis will divide herself from operations.

A democratic leadership design with staff member empowerment will certainly be made use of in advertising and marketing division.

Open door plan and also emphasis on cross departmental interaction will be focused on eliminating disharmony.

Contingency strategy.

If the integration does not exercise as intended, a contingency plan would certainly adhere to which would certainly separate the production function from the advertising and marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing department without an SVP. Because case the production function will most definitely be separated by positioning it under an SVP manufacturing.