Straight Talk From The New Ceo Case Study Help


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Straight Talk From The New Ceo Case Study Help

Background and Facts

Straight Talk From The New Ceo an office products seller for little as well as average sized businesses has recently been associated with planning for a merging with its rival Residence Deport, which has actually affected performance degrees in departmentswith the senior supervisor associated with legal problems presented by the government Profession Compensation. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the future. With obstacles in the kind of a possible cultural change and reduced worker spirits, the organization needs a full reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising department of Straight Talk From The New Ceo is boosting uncertainty in the workplace leading to various obstacles 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 impacting critical decisions since Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Payment's intervention at the same time. Given the fact that the shop has a worldwide presence with branches in UK, USA, Canada as well as Germany, political factors in each of these countries may have the ability to affect efficiency or tactical objectives. Federal Profession Compensation's antitrust suit against the merging took up useful time of the company's elderly management suggesting that 'political' factors can have serious effects for an international business.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide scenario recommend that Straight Talk From The New Ceo is growing in a setting where there is possible growth of businesses. Truth that shop clients are primarily looking for office supplies for home workplaces suggests that the market has a rising fad of business owners as well as home based organisations.

Social factors: Social fads in the economic climate reveal that customers are seeking comfort as well as appealing costs. Marketing research shows how the consumer for Straight Talk From The New Ceo does not have understanding concerning finding solutions which can offer a combination of ease as well as inexpensive.

Technological factors: Technology plays an important function in Straight Talk From The New Ceo's organisation technique especially as the organization is piloting Innovation facilities which would certainly provide innovation sales as well as support in the kind of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues and Symptoms.

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

Concerns regarding cultural modification: There is worry about a social adjustment that would take place once Todd Krasnow leaves from his position as the Exec Vice President of Advertising with the majority of the team member currently showing discontent over this possible relocation. This predicted adjustment has actually produced anxiety in the work environment which has been paired with the past tension of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a hectic organization. Not just does this lead to problem in locating the appropriate people, it places tension on new hires as can not stand up to the speed and stress that the organization anticipates them to bear.

Twin Coverage Lines: Newcomers locate this organizational culture difficult as well as challenging to manage specifically as populated line relationships are implied to be weaker as a whole and also unbiased setting and also performance assessment is still done by the solid line manager. This indicates that newcomers can shed quality regarding their particular duties and purposes specifically as dotted line reporting does not maintain them in direct interaction with the solid line managers.

Resentment 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 last would certainly take Krasnow's position came as a blow to her morale. Lewis might have been qualified as well as proper for the job however the truth that Kransnow's separation would make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Concern & Job Instability: Anxiety and also insecurity can be identified as 2 significant worries that Lewis would be managing especially as the merging has currently be terminated as well as 2 senior executives of the advertising and marketing division would be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining about a social adjustment yet would also have to verify herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's administration design and its conflict with the advertising and marketing division's duty can likewise be viewed as an OB difficulty particularly as she has actually been utilized to handling problems in the procedures division where employees are instructed to focus on processes as well as obtain them right. The advertising department on the other hand can be seen as a team of people who are made use of to being supported by Krasnow that concentrated much more on output than processes.

Interdepartmental Arguments: Interdepartmental arguments in between three divisions, advertising and marketing, merchandizing and procedures respectively over the allotment of the advertising mix can be identified as another OB problem. Although the advertising and marketing division does not share the same vision as the various other two divisions regarding the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing as well as procedures departments do not concur over the marketing mix allotment amongst one another either.

Fragmentation in Advertising Division: Disintegration in between the marketing and advertising divisions can be recognized as an additional OB problem which might need more attention. The fact that the marketing and advertising sections in the marketing department are disconnected is stopping both divisions from getting from each various other's experience as well as competence. Integration of advertising with retailing and also procedures would become more difficult if the marketing division itself is disintegrated which can be an additional potential OB concern.

Straight Talk From The New Ceo Analysis

Numerous concepts have actually been utilized to discuss the conditions to obtain additional quality concerning the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that subordinates are passive as well as lazy, have little passion as well as withstand modification. The tough version of this theory highlighted threat, tight controls, hazards and also punishments. In time it produces low efficiency, refined sabotage and also competition (Offer, 2003). Although the scenario at Straight Talk From The New Ceo is not entirely complying with Concept X, it can be seen that brand-new hires are finding this environment instead demanding which might eventually cause a better inclination of the administration towards Concept X. As per McGregor's promoted view, which he called Theory Y, the crucial task of the monitoring is to arrange organizational conditions so that individuals can accomplish their own objectives best by directing their initiatives in the direction of business rewards. If individuals discover no complete satisfaction in their work, the management would certainly have little option yet to rely on concept X as well as outside control (Deal, 2003). Even while evaluating Lewis's administration style, concept X might have been suitable in the procedures department to some extent yet the Advertising and marketing division would call for dependence on Theory Y so as to get the creativity and originality from the teams.

Tuckman's Teamwork Concept: As far as Lewis's worry about bringing harmony between the advertising and marketing division is worried, this would at first cause clash as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, throughout the initial stage of group development, individuals might not bond, as they are busy finding their area in the group. By combining the advertising and marketing department's work, there may coincide first detach which can bring about the 2nd phase of 'storming' where the groups test each other. It is just during the third phase or 'norming' when they would certainly come together to share concepts before the group can bring about synergy in the fourth stage 'performing'.

Bridges' Change Model: Based On William Bridge's theory (appendix 4), individuals are rather unpleasant with change, which is obvious by the scenario at Straight Talk From The New Ceo The scenario can be viewed as a normal program of life if is examined according to Bridge's theory where he clarifies that people go through three stages of transition when they experience adjustment. 'End, losing and Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When individuals are presented with modification, they get in phase one and so there may be feelings like unhappiness, uncertainty, frustration, anger, worry, denial and disorientation.The circumstance at the advertising and marketing department of Straight Talk From The New Ceo is comparable so Lewis can obtain comfortable with the idea that it is not phenomenal behavior. In the second phase, there might be a need to bridge the void in between the brand-new and also old culture so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There might be reduced spirits and reduced efficiency at this stage which must not be taken as an obstacle. It is throughout this phase that Lewis will have to offer guidance to the division so that they can locate a sense of direction. It can be seen exactly how Krasnow has actually currently made this shift less complicated by making Lewis obtain involved in the department a year before his actual departure. As per Bridges' Design, phase three will cause openness to discovering, High energy as well as dedication as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has discusses the importance of 'safety and security requires as being a reduced degree demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel secure as well as out of risk' is at the 2nd level of needs. Prior to a staff member can be made to establish mentally, he requires to have his 'Physical 'as well as 'Security' needs met.

SWOT Analysis for Straight Talk From The New Ceo Case Study

Implication of Analysis.

The OB analysis has actually checked out various theories to comprehend just how to manage the existing situation handy. The complying with three alternatives have actually been suggested to help Lewis handle the organizational difficulties in the advertising division. Each of these alternatives has been proposed for easing the transition needed to bring the advertising and marketing division according to the needs of the marketplace as well as for making the cultural modification that would adhere to once the current leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting as well as Manufacturing functions. Integration of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Assimilation of Marketing & Marketing Functions: The in-house advertising agency of Straight Talk From The New Ceo is currently stamina for the company in regards to saving up on overheads related to advertising and marketing and promo. Since no new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the marketing function, this is a desirable opportunity for integrating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business advertising and marketing in addition to company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The benefit of this approach is that it will certainly incorporate both features while reducing the requirement for working with an extra resource for marketing. Along with this, Lewis would be heading the marketing division as well as regardless her substitute would certainly be required for the present function that she is doing. The disadvantage of this alternative is that exterior hiring may bring about resentment from internal workers that may be considering the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the competitive pressures as well as top quality work called for from the advertising agency, it is recommended that Lewis ought to permit the manufacturing unit to be a separate function from the advertising device. Because the majority of advertising agencies had these 2 features as different units, it makes more feeling to comply with the standard. Along with this, both features may have the ability to concentrate on their core activates a lot more efficiently. Nevertheless, the drawback of this technique would certainly be that extra costs would certainly have to be birthed for setting up separate production features. Along with this, a production head may need to be hired which could enhance overheads for the company.

Combination of Advertising And Marketing with Operations: Given that Lewis is currently taking treatment of the advertising and marketing as well as operations divisions all at once; it makes sense to integrate the 2 features considering that she has been effectively taking care of both ends. The truth that Lewis has to adjust her management style for the advertising department recommends that these 2 departments would certainly be culturally diverse.


An analysis of the three alternatives suggests that combination of advertising and operations would certainly not be a practical relocation due to the large differences between the two departments despite the fact that presently Lewis is handling both. While separation of the production function may have been a beneficial action for the marketing division, the fact that it would indicate positioning a third feature under Lewis's wing implies this ought to be avoided too. The integration of the advertising division is the most effective option in regards to obtaining the optimum results from the division. An action prepare for this alternative is reviewed listed below.

Activity Strategy.
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Production function will remain component of advertising and marketing under advertising and marketing feature.

Lewis will certainly divide herself from operations.

A democratic leadership design with employee empowerment will certainly be made use of in advertising and marketing department.

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

Contingency strategy.

If the assimilation does not work out as prepared, a backup plan would adhere to which would certainly separate the manufacturing feature from the advertising and marketing feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing department without an SVP. Because case the production function will certainly be separated by positioning it under an SVP production.