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Alan Greenspan In 2004 Case Study Analysis

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Alan Greenspan In 2004 Case Study Help

Background and Facts

Alan Greenspan In 2004 a workplace materials store for tiny and medium sized businesses has actually recently been involved in preparing for a merging with its competitor Residence Deport, which has influenced efficiency levels in departmentswith the elderly manager involved in lawful complications put forth by the federal Profession Payment. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With obstacles in the type of a possible social modification as well as low worker spirits, the company requires a total reengineering initiative at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible social modification at the advertising and marketing department of Alan Greenspan In 2004 is boosting unpredictability in the workplace resulting in numerous challenges for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical choices given that Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Trade Commission's treatment while doing so. Given the fact that the shop has an international visibility with branches in UK, USA, Canada and Germany, political consider each of these nations may have the ability to impact performance or calculated objectives. Federal Trade Payment's antitrust suit versus the merging occupied useful time of the organization's senior management suggesting that 'political' factors can have significant ramifications for a global service.

Economic Factors: Financial factors such as the introduction of local business in the international scenario recommend that Alan Greenspan In 2004 is thriving in a setting where there is prospective growth of services. In addition to this, fact that shop consumers are mainly trying to find workplace supplies for home offices recommends that the market has a climbing pattern of entrepreneurs as well as home based companies.

Social factors: Social fads in the economic situation reveal that customers are looking for comfort along with eye-catching costs. Marketing research shows how the client for Alan Greenspan In 2004 does not have recognition about finding services which can use a mix of convenience and affordable.

Technological factors: Modern technology plays a vital function in Alan Greenspan In 2004's service method particularly as the company is piloting Technology centers which would certainly offer technology sales as well as assistance in the type of memory upgrades, peripheral installations. (Recap of PEST in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Behavior issues can be seen in Alan Greenspan In 2004's case as highlighted in this section.

Concerns about cultural modification: There is uneasiness concerning a cultural modification that would happen when Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with a lot of the employee already revealing unhappiness over this prospective step. This anticipated modification has produced stress in the workplace which has actually been coupled with the past anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a hectic company. Not just does this lead to problem in finding the right individuals, it puts tension on new hires as can not endure the speed and also stress that the company anticipates them to birth.

Double Coverage Lines: Newbies find this organizational society cumbersome and also tough to cope with specifically as dotted line partnerships are indicated to be weaker in general as well as objective setup and also performance examination is still done by the solid line supervisor. This means that beginners can lose clarity concerning their corresponding duties and also goals particularly as populated line coverage does not keep them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's position came as a strike to her morale. Lewis may have been qualified and appropriate for the job yet the reality that Kransnow's departure would make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Worry & Job Instability: Fear and insecurity can be identified as two significant concerns that Lewis would certainly be handling particularly as the merger has now be cancelled and also 2 senior execs of the advertising and marketing division would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining concerning a cultural change however would likewise need to verify herself in her new function.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing department's function can likewise be seen as an OB challenge specifically as she has actually been utilized to dealing with issues in the operations department where personnel are educated to concentrate on processes as well as obtain them. The marketing division on the various other hand can be seen as a team of people that are utilized to being nurtured by Krasnow that focused much more on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between three departments, marketing, merchandizing and procedures specifically over the allocation of the marketing mix can be determined as another OB concern. Although the marketing department does not share the exact same vision as the other 2 departments regarding the aloocation of the marketing mix twoards promos and advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allotment among one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the advertising and marketing divisions can be identified as an additional OB problem which can need further attention. The truth that the marketing and advertising areas in the marketing division are detached is protecting against both divisions from obtaining from each various other's experience and know-how. Integration of marketing with retailing as well as procedures would certainly become harder if the advertising department itself is degenerated which can be an additional prospective OB problem.

Alan Greenspan In 2004 Analysis

Different theories have actually been utilized to clarify the scenarios to obtain more clearness regarding the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that juniors are easy and also lazy, have little aspiration and also withstand change. The scenario at Alan Greenspan In 2004 is not completely following Concept X, it can be seen that new hires are discovering this setting instead stressful which might at some point lead to a higher inclination of the administration in the direction of Theory X. Even while evaluating Lewis's monitoring design, concept X might have been suitable in the procedures department to some extent yet the Marketing division would need reliance on Theory Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Synergy Theory: As much as Lewis's concern about bringing consistency in between the advertising and advertising and marketing department is concerned, this would originally lead to conflict as gone over by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising as well as advertising department's job, there may be the same preliminary detach which can lead to the second phase of 'storming' where the teams test one another.

When individuals are presented with adjustment, they get in stage one and also so there might be emotions like sadness, uncertainty, irritation, anger, fear, rejection and disorientation.The situation at the marketing department of Alan Greenspan In 2004 is similar so Lewis can get comfortable with the concept that it is not amazing behavior. It is throughout this phase that Lewis will certainly have to offer support to the division so that they can find a sense of direction. It can be seen just how Krasnow has currently made this change much easier by making Lewis get involved in the division a year prior to his actual departure.
Vrio Analysis
Maslow's Demand power structure: The OB problem pertaining to insecurity at the office has actually been set off firstly by the change in administration as well as second of all by the reality that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has discusses the relevance of 'protection needs as being a reduced level demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and secure as well as out of danger' is at the 2nd level of requirements. Before a staff member can be made to develop emotionally, he requires to have his 'Physiological 'and 'Safety and security' needs satisfied. This suggests that unless the employees are made to feel secure about their current employment status in Alan Greenspan In 2004 they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Alan Greenspan In 2004 Case Study



Implication of Analysis.

The OB analysis has taken a look at different theories to understand exactly how to deal with the present scenario handy. The following 3 options have been proposed to help Lewis manage the business difficulties in the advertising and marketing department. Each of these options has actually been suggested for relieving the change needed to bring the advertising department in line with the needs of the market as well as for making the cultural change that would comply with once the current leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and also Production features. Combination of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Integration of Advertising And Marketing & Advertising And Marketing Functions: The internal marketing company of Alan Greenspan In 2004 is already toughness for the company in terms of conserving up on overheads connected to advertising and also promo. Since no new employment has been done after Bridget Cole's departure with the reporting line being directly designated to Krasnow for the advertising and marketing feature, this is a positive chance for incorporating the marketing and advertising features. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business advertising along with firm and also retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both advertising and marketing functions.

The advantage of this method is that it will integrate both features while lowering the need for working with an added resource for advertising. Lewis would be heading the advertising and marketing division and in any case her substitute would certainly be required for the existing duty that she is doing. The negative aspect of this alternative is that exterior hiring might cause animosity from inner employees who might be looking at the setting of EVP after Lewis takes over Krasnow's placement.

Separating Adverting as well as Manufacturing: Offered the competitive pressures and also top quality job called for from the ad agency, it is suggested that Lewis needs to allow the production device to be a separate feature from the advertising and marketing unit. Considering that a lot of ad agency had these two features as separate systems, it makes even more sense to adhere to the standard. Both features may be able to concentrate on their core activates a lot more effectively. However, the disadvantage of this method would be that additional costs would need to be borne for setting up different production functions. In addition to this, a production head might need to be hired which can increase expenses for the organization.

Combination of Advertising And Marketing with Operations: Because Lewis is already taking care of the marketing as well as procedures departments simultaneously; it makes feeling to integrate the two features because she has been efficiently taking treatment of both ends. The reality that Lewis has to adjust her administration style for the marketing department suggests that these two divisions would certainly be culturally diverse.

Suggestion.



An evaluation of the 3 choices shows that assimilation of advertising and also procedures would not be a practical relocation as a result of the huge distinctions between the two divisions despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a positive step for the marketing division, the truth that it would imply placing a third feature under Lewis's wing indicates this ought to be prevented. The combination of the marketing department is the very best option in regards to obtaining the ideal arise from the division. An action prepare for this option is talked about listed below.

Activity Plan.
Recommendation
Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

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

Lewis will divide herself from operations.

A democratic management design with worker empowerment will certainly be made use of in advertising and marketing division.

Open up door plan and emphasis on cross departmental communication will certainly be aimed at getting rid of disharmony.

Backup plan.

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