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Analyzing Edison Schools Inc A Case Study Solution

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Analyzing Edison Schools Inc A Case Study Solution

Background and Facts

Analyzing Edison Schools Inc A an office supplies seller for little as well as average sized businesses has actually lately been associated with preparing for a merging with its competitor Residence Deport, which has impacted effectiveness degrees in departmentswith the senior supervisor involved in lawful problems put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the near future. With difficulties in the type of a prospective social adjustment and also low employee morale, the company is in need of a total reengineering initiative at the advertising division.

Issue Declaration

The prospective social change at the marketing division of Analyzing Edison Schools Inc A is enhancing unpredictability in the working environment causing numerous obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting critical decisions considering that Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Trade Payment's intervention at the same time. Offered the truth that the store has a worldwide existence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may have the ability to impact efficiency or critical goals. Federal Trade Payment's antitrust match versus the merging used up important time of the company's elderly management recommending that 'political' factors can have significant ramifications for a global company.

Economic Factors: Economic factors such as the development of small companies in the worldwide scenario suggest that Analyzing Edison Schools Inc A is growing in an environment where there is possible development of businesses. Fact that store consumers are mainly looking for workplace supplies for home offices suggests that the market has a rising fad of entrepreneurs as well as residence based businesses.

Social factors: Social trends in the economy reveal that consumers are seeking comfort as well as appealing costs. Market research shows how the consumer for Analyzing Edison Schools Inc A lacks awareness regarding locating services which can supply a mix of benefit and low costs.

Technological factors: Modern technology plays an essential role in Analyzing Edison Schools Inc A's business strategy especially as the organization is piloting Innovation facilities which would offer technology sales and also assistance in the type of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Business Habits issues can be seen in Analyzing Edison Schools Inc A's case as highlighted in this area.

Apprehensions concerning social modification: There is uneasiness regarding a social modification that would occur when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the employee already showing unhappiness over this possible relocation. This predicted change has produced tension in the work environment which has been combined with the previous stress of preparing the firm for a potential merging with Residence Deport.

Stressful Work Environment for Newcomers: There is lack of employees that can match the stressful atmosphere of a fast-paced company. Not just does this result in problem in discovering the best individuals, it places tension on brand-new hires as can not hold up against the rate and stress that the company anticipates them to bear.

Double Reporting Lines: Newcomers find this business society cumbersome and challenging to deal with specifically as populated line connections are meant to be weaker generally and also objective setup as well as efficiency analysis is still done by the solid line supervisor. This implies that novices might lose quality about their corresponding roles and purposes especially as dotted line reporting does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been speculated that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been capable and also ideal for the task yet the reality that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Job Instability: Worry and also instability can be determined as two major worries that Lewis would be taking care of especially as the merger has actually now be cancelled as well as two elderly execs of the marketing division would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural adjustment however would likewise need to prove herself in her new role.

Incompatible Management Design of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing division's function can additionally be viewed as an OB obstacle particularly as she has actually been used to dealing with concerns in the procedures department where workers 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 that are used to being nurtured by Krasnow that focused much more on result than procedures.

Interdepartmental Arguments: Interdepartmental differences in between 3 departments, marketing, merchandizing and also operations respectively over the allocation of the advertising and marketing mix can be recognized as one more OB concern. Although the advertising division does not share the very same vision as the various other 2 departments regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allowance amongst one another either.

Fragmentation in Advertising Division: Disintegration between the marketing and advertising divisions can be determined as one more OB issue which might require further attention. The truth that the marketing and advertising sections in the advertising and marketing department are separated is stopping both divisions from gaining from each other's experience and knowledge. Combination of advertising and marketing with retailing as well as operations would come to be harder if the marketing department itself is degenerated which can be an additional potential OB concern.

Analyzing Edison Schools Inc A Analysis

Numerous theories have actually been used to discuss the scenarios to obtain more quality concerning the situation at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that juniors are easy and careless, have little ambition and resist adjustment. The scenario at Analyzing Edison Schools Inc A is not completely complying with Concept X, it can be seen that new hires are finding this atmosphere rather difficult which might at some point lead to a greater disposition of the monitoring towards Theory X. Also while evaluating Lewis's administration style, concept X may have been suitable in the operations division to some extent yet the Advertising department would certainly require reliance on Theory Y in order to obtain the creative thinking and also originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's worry regarding bringing harmony between the marketing and advertising department is worried, this would at first lead to clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. By incorporating the advertising as well as advertising department's job, there may be the very same preliminary separate which could lead to the 2nd phase of 'storming' where the teams test one an additional.

When individuals are offered with change, they enter stage one and so there might be emotions like despair, unpredictability, irritation, temper, anxiety, rejection and disorientation.The scenario at the advertising and marketing division of Analyzing Edison Schools Inc A is similar so Lewis can get comfortable with the suggestion that it is not remarkable behavior. It is throughout this phase that Lewis will have to offer advice to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has currently made this shift simpler by making Lewis obtain included in the department a year before his real departure.

Maslow's Requirement pecking order: The OB problem related to instability at the office has actually been caused to start with by the adjustment in monitoring as well as second of all by the truth that the merging will no longer be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the value of 'safety and security requires as being a lower level requirement of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to feel secure and also untouched' is at the 2nd level of demands. Prior to a staff member can be made to create emotionally, he requires to have his 'Physical 'and 'Safety' needs satisfied. This indicates that unless the employees are made to really feel secure about their present work standing in Analyzing Edison Schools Inc A they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Analyzing Edison Schools Inc A Case Study



Implication of Analysis.

The OB analysis has actually looked at different theories to recognize just how to handle the current situation handy. The adhering to three choices have actually been proposed to assist Lewis manage the organizational obstacles in the marketing department. Each of these options has been proposed for alleviating the transition needed to bring the marketing division according to the needs of the market and for making the cultural change that would adhere to when the present leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and Production functions. Assimilation of Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business marketing along with agency and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising and marketing as well as marketing functions.

The benefit of this method is that it will certainly integrate the two features while decreasing the requirement for employing an extra resource for advertising and marketing. Lewis would certainly be heading the advertising division and also in any kind of case her replacement would certainly be required for the existing role that she is performing. The drawback of this option is that outside hiring may cause animosity from inner employees who may be eying the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Manufacturing: Provided the competitive pressures and also high top quality work needed from the advertising and marketing firm, it is advised that Lewis should permit the production device to be a separate feature from the advertising device. Given that most marketing firms had these 2 features as different units, it makes more feeling to comply with the norm.

Assimilation of Advertising with Procedures: Considering that Lewis is already taking treatment of the advertising and marketing and also operations departments simultaneously; it makes feeling to integrate the 2 features since she has been efficiently taking care of both ends. The reality that Lewis has to adjust her management design for the marketing division recommends that these 2 divisions would be culturally diverse.

Recommendation.



An examination of the three choices indicates that assimilation of advertising and also operations would certainly not be a feasible step due to the large distinctions between both departments despite the fact that currently Lewis is managing both. While separation of the manufacturing function may have been a beneficial move for the advertising and marketing division, the truth that it would certainly imply positioning a 3rd feature under Lewis's wing implies this must be avoided also. The integration of the marketing department is the most effective alternative in regards to getting the ideal results from the division. An action prepare for this alternative is reviewed listed below.

Action Plan.

Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Manufacturing function will continue to be part of marketing under advertising and marketing feature.

Lewis will certainly divide herself from operations.

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

Open up door plan as well as emphasis on cross department interaction will be targeted at removing discord.

Backup plan.

If the integration does not exercise as planned, a backup strategy would certainly follow which would certainly separate the manufacturing function from the marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will definitely be divided by putting it under an SVP manufacturing.