Succession Planning Worksheet Case Study Analysis


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Succession Planning Worksheet Case Study Help

Background and Facts

Succession Planning Worksheet an office supplies retailer for tiny and also moderate sized companies has actually lately been involved in preparing for a merging with its competitor House Deport, which has impacted efficiency degrees in departmentswith the elderly supervisor associated with lawful complications put forth by the federal Profession Payment. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With obstacles in the kind of a prospective social modification and also low worker spirits, the company requires a total reengineering effort at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural modification at the marketing department of Succession Planning Worksheet is boosting unpredictability in the working environment causing various challenges for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing calculated decisions because Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Trade Payment's intervention in the process. Provided the fact that the shop has an international visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might be able to affect efficiency or calculated goals. Federal Trade Compensation's antitrust match versus the merging used up valuable time of the organization's elderly administration suggesting that 'political' factors can have significant effects for a worldwide organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the global scenario suggest that Succession Planning Worksheet is growing in a setting where there is possible development of services. Along with this, truth that shop clients are mostly seeking workplace supplies for home offices recommends that the marketplace has a climbing fad of entrepreneurs as well as home services.

Social factors: Social trends in the economy show that clients are searching for ease along with eye-catching prices. Market research shows how the customer for Succession Planning Worksheet lacks recognition regarding locating remedies which can offer a combination of comfort as well as inexpensive.

Technical factors: Technology plays an important duty in Succession Planning Worksheet's service strategy especially as the organization is piloting Technology facilities which would certainly provide technology sales and also assistance in the kind of memory upgrades, peripheral setups. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Behavior issues can be seen in Succession Planning Worksheet's case as highlighted in this area.

Worries about social modification: There is apprehension concerning a social modification that would certainly occur as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with most of the staff members currently revealing discontent over this possible relocation. This predicted change has produced stress and anxiety in the office which has actually been combined with the past stress and anxiety of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of workers that can match the demanding setting of a fast-paced organization. Not only does this lead to difficulty in finding the right individuals, it places tension on new hires as can not endure the rate and also stress that the organization expects them to birth.

Double Reporting Lines: Novices find this business society cumbersome and also challenging to handle particularly as populated line relationships are indicated to be weak as a whole as well as unbiased setting as well as efficiency assessment is still done by the strong line supervisor. This indicates that beginners might lose clearness about their respective functions and also purposes particularly as populated line coverage does not keep them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had been guessed that the last would certainly take Krasnow's position came as a blow to her morale. Lewis might have been qualified and proper for the task yet the fact that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Fear as well as instability can be identified as 2 significant worries that Lewis would certainly be dealing with specifically as the merging has actually currently be terminated as well as 2 elderly execs of the advertising department would certainly be leaving. The entire obligation of the division would be falling on Lewis's shoulders who would certainly not just supervise of brining regarding a cultural modification however would also have to prove herself in her new role.

Inappropriate Monitoring Design of Leader: Lewis's management design and its conflict with the advertising and marketing department's role can additionally be viewed as an OB difficulty especially as she has actually been made use of to taking care of issues in the procedures department where employees are educated to focus on processes and obtain them right. The advertising division on the various other hand can be seen as a group of individuals that are made use of to being nurtured by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disagreements in between three departments, advertising, merchandizing and also operations specifically over the appropriation of the advertising and marketing mix can be recognized as another OB problem. Although the advertising department does not share the very same vision as the other two departments concerning the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing as well as procedures divisions do not concur over the advertising mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Division: Disintegration between the advertising and marketing departments can be identified as one more OB concern which can require additional interest. The reality that the advertising and marketing sections in the advertising department are detached is avoiding both divisions from obtaining from each other's experience and also know-how. Integration of marketing with retailing and procedures would come to be more difficult if the advertising and marketing division itself is degenerated which can be one more possible OB concern.

Succession Planning Worksheet Analysis

Different theories have actually been utilized to discuss the scenarios to obtain more clarity concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors believe that staffs are easy as well as careless, have little passion and withstand change. The scenario at Succession Planning Worksheet is not completely adhering to Theory X, it can be seen that brand-new hires are discovering this atmosphere instead difficult which may at some point lead to a greater disposition of the administration towards Concept X. Even while assessing Lewis's management design, theory X might have been ideal in the procedures division to some extent but the Marketing department would certainly require reliance on Concept Y in order to obtain the creative thinking and originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem about bringing consistency between the marketing and advertising department is worried, this would at first cause conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the initial phase of team advancement, people might not bond, as they are hectic locating their location in the group. By combining the advertising and marketing division's job, there may be the same initial separate which can result in the 2nd stage of 'storming' where the teams test each other. It is just throughout the 3rd phase or 'norming' when they would certainly come with each other to share suggestions before the team can bring about harmony in the 4th phase 'executing'.

When people are offered with modification, they get in phase one as well as so there might be emotions like unhappiness, uncertainty, stress, rage, fear, rejection as well as disorientation.The circumstance at the marketing department of Succession Planning Worksheet is comparable so Lewis can get comfy with the idea that it is not amazing behavior. It is during this phase that Lewis will certainly have to offer assistance to the department so that they can locate a feeling of direction. It can be seen how Krasnow has currently made this transition easier by making Lewis obtain entailed in the department a year prior to his real separation.
Vrio Analysis
Maslow's Requirement pecking order: The OB problem pertaining to instability at the office has actually been triggered first of all by the modification in administration as well as secondly by the reality that the merger will no more be started. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has goes over the relevance of 'security needs as being a reduced level demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and also out of danger' is at the 2nd level of demands. Before an employee can be made to develop psychologically, he needs to have his 'Physical 'and also 'Safety' needs fulfilled. This shows that unless the employees are made to feel safe and secure concerning their existing work condition in Succession Planning Worksheet they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Succession Planning Worksheet Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous theories to comprehend exactly how to cope with the current circumstance handy. The following 3 choices have actually been suggested to help Lewis manage the organizational difficulties in the advertising division. Each of these alternatives has actually been suggested for alleviating the transition needed to bring the advertising department according to the demands of the marketplace and for making the cultural adjustment that would adhere to when the existing leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and Production functions. Assimilation of Advertising And Marketing with Workflow.

Examination of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The in-house marketing firm of Succession Planning Worksheet is already strength for the company in regards to saving up on overheads connected to marketing and also promo. Given that no new employment has been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising feature, this is a beneficial possibility for integrating the marketing and advertising features. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has competence in business-to-business advertising in addition to agency as well as retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing functions.

The benefit of this method is that it will certainly integrate the two functions while reducing the requirement for employing an additional resource for marketing. Lewis would certainly be heading the advertising department and also in any case her replacement would certainly be needed for the existing role that she is doing. The negative aspect of this alternative is that external hiring might cause bitterness from inner workers who may be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Given the competitive pressures and also high top quality work needed from the marketing company, it is suggested that Lewis ought to allow the manufacturing unit to be a different feature from the advertising unit. Because a lot of advertising and marketing firms had these two functions as separate devices, it makes even more sense to follow the norm.

Integration of Advertising And Marketing with Procedures: Given that Lewis is currently taking treatment of the advertising and also operations departments all at once; it makes sense to incorporate the two features given that she has been efficiently taking treatment of both ends. The truth that Lewis has to adapt her administration design for the advertising division recommends that these two departments would certainly be culturally varied.


An assessment of the three choices shows that assimilation of marketing and operations would not be a viable step as a result of the substantial distinctions between both divisions despite the fact that currently Lewis is dealing with both. While separation of the manufacturing feature may have been a positive move for the marketing division, the fact that it would certainly mean putting a third feature under Lewis's wing suggests this must be stayed clear of. The combination of the advertising and marketing division is the best option in regards to obtaining the ideal results from the division. An action plan for this choice is gone over below.

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

Marketing and advertising functions would certainly be merged.

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

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

Lewis will certainly separate herself from procedures.

An autonomous leadership design with employee empowerment will certainly be made use of in marketing department.

Open up door plan and also emphasis on cross departmental communication will certainly be focused on removing discord.

Contingency strategy.

If the integration does not exercise as prepared, a contingency plan would certainly follow which would separate the manufacturing feature from the advertising and marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. In that case the manufacturing function will definitely be divided by putting it under an SVP manufacturing.