Analyzing Edison Schools Inc A Case Study Help


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Analyzing Edison Schools Inc A Case Study Help

Background and Facts

Analyzing Edison Schools Inc A a workplace materials seller for small and medium sized organisations has actually just recently been associated with preparing for a merging with its rival House Deport, which has impacted performance levels in departmentswith the elderly manager involved in legal complications put forth by the federal Trade Compensation. With the Marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With obstacles in the form of a possible cultural modification and also reduced staff member spirits, the organization requires a total reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing department of Analyzing Edison Schools Inc A is increasing unpredictability in the working environment bring about numerous challenges for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical decisions considering that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Offered the reality that the store has a worldwide visibility with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may have the ability to influence efficiency or critical objectives. Federal Profession Commission's antitrust fit against the merger occupied valuable time of the company's elderly management suggesting that 'political' factors can have serious ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the international circumstance recommend that Analyzing Edison Schools Inc A is flourishing in an atmosphere where there is possible development of companies. Truth that shop customers are mainly looking for workplace materials for house workplaces recommends that the market has an increasing fad of business owners and residence based businesses.

Social factors: Social fads in the economic climate reveal that consumers are seeking comfort as well as attractive prices. Marketing research demonstrates how the consumer for Analyzing Edison Schools Inc A lacks awareness concerning discovering services which can supply a combination of benefit and also inexpensive.

Technical factors: Modern technology plays an essential role in Analyzing Edison Schools Inc A's organisation approach especially as the company is piloting Modern technology facilities which would use modern technology sales and support in the type of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

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

Apprehensions concerning cultural change: There is worry concerning a social modification that would certainly take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with the majority of the team member already showing unhappiness over this possible relocation. This predicted change has developed stress and anxiety in the workplace which has actually been coupled with the past tension of preparing the company for a potential merging with Home Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is shortage of workers that can match the difficult setting of a busy company. Not just does this bring about trouble in finding the right individuals, it places stress on brand-new hires as can not withstand the pace as well as pressure that the organization expects them to birth.

Dual Coverage Lines: Beginners discover this organizational society cumbersome as well as difficult to deal with particularly as dotted line relationships are suggested to be weaker in general as well as objective setup and also efficiency analysis is still done by the solid line manager. This implies that beginners could lose quality about their particular functions and purposes specifically as dotted line reporting does not keep them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had been speculated that the last would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been qualified and proper for the job but the reality that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Fear & Work Insecurity: Fear and also insecurity can be identified as two significant worries that Lewis would be dealing with specifically as the merger has currently be cancelled as well as 2 senior executives of the advertising and marketing division would be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would not just be in charge of brining concerning a cultural modification yet would certainly also need to show herself in her new function.

Incompatible Monitoring Style of Leader: Lewis's monitoring style and also its conflict with the advertising and marketing department's role can likewise be seen as an OB obstacle particularly as she has actually been utilized to handling concerns in the operations department where employees are instructed to focus on processes as well as get them right. The advertising and marketing department on the various other hand can be viewed as a group of people that are utilized to being supported by Krasnow who focused more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental disagreements in between three departments, advertising, merchandizing and also procedures respectively over the appropriation of the advertising mix can be determined as another OB issue. The advertising department does not share the very same vision as the other two departments regarding the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allowance among one another either.

Disintegration in Advertising Division: Fragmentation between the advertising and marketing departments can be identified as one more OB concern which could require more focus. The fact that the advertising and marketing sections in the advertising division are disconnected is preventing both divisions from getting from each other's experience and also proficiency. Assimilation of advertising and marketing with retailing as well as procedures would certainly become more difficult if the advertising department itself is broken down which can be one more prospective OB issue.

Analyzing Edison Schools Inc A Analysis

Different concepts have actually been made use of to clarify the scenarios to get additional clearness regarding the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are passive and also lazy, have little ambition and also resist adjustment. The circumstance at Analyzing Edison Schools Inc A is not entirely adhering to Concept X, it can be seen that new hires are locating this atmosphere instead stressful which may eventually lead to a better disposition of the administration in the direction of Theory X. Also while assessing Lewis's monitoring style, theory X might have been ideal in the procedures department to some level however the Advertising division would certainly need reliance on Theory Y in order to obtain the creativity as well as creativity from the teams.

Tuckman's Team effort Concept: As for Lewis's issue concerning bringing consistency between the marketing and advertising department is concerned, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, during the first stage of team advancement, people may not bond, as they are busy finding their area in the group. By integrating the marketing and advertising department's job, there might be the same initial detach which could cause the 2nd stage of 'storming' where the groups test each other. Nevertheless, it is only throughout the third phase or 'norming' when they would certainly come together to share concepts prior to the team can produce synergy in the fourth stage 'doing'.

When individuals are offered with change, they get in stage one as well as so there may be feelings like despair, uncertainty, disappointment, temper, concern, rejection as well as disorientation.The scenario at the advertising department of Analyzing Edison Schools Inc A is comparable so Lewis can get comfy with the concept that it is not amazing actions. It is during this stage that Lewis will certainly have to offer advice to the department so that they can find a sense of direction. It can be seen how Krasnow has currently made this shift easier by making Lewis get entailed in the department a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has talks about the significance of 'protection needs as being a lower level demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel secure and out of danger' is at the 2nd degree of demands. Before an employee can be made to establish psychologically, he needs to have his 'Physical 'as well as 'Security' requires fulfilled.

SWOT Analysis for Analyzing Edison Schools Inc A Case Study

Effects of Analysis.

The OB analysis has taken a look at different theories to understand exactly how to handle the current circumstance available. The complying with 3 choices have actually been recommended to assist Lewis take care of the organizational obstacles in the advertising division. Each of these alternatives has actually been recommended for relieving the shift required to bring the advertising and marketing division in accordance with the demands of the market as well as for making the social adjustment that would comply with when the existing leader leaves.

Combination of advertising and marketing features. Dividing Adverting as well as Production functions. Combination of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Integration of Marketing & Advertising Functions: The in-house advertising company of Analyzing Edison Schools Inc A is currently stamina for the organization in regards to conserving up on expenses connected to marketing and also promo. Because no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the advertising and marketing function, this is a desirable possibility for integrating the advertising and marketing functions. Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business advertising in addition to company and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both advertising and marketing features.

The advantage of this approach is that it will certainly incorporate the two features while decreasing the requirement for working with an added source for marketing. Lewis would be heading the advertising and marketing division as well as in any kind of case her substitute would certainly be needed for the current duty that she is carrying out. The disadvantage of this option is that exterior hiring may cause resentment from internal employees who may be eying the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Production: Given the competitive stress as well as top quality work called for from the advertising agency, it is recommended that Lewis should allow the production system to be a different feature from the marketing unit. Since the majority of ad agency had these two features as different systems, it makes even more feeling to follow the standard. Both features may be able to concentrate on their core triggers more efficiently. However, the drawback of this method would be that added expenses would need to be borne for establishing separate manufacturing features. A production head might have to be hired which could boost overheads for the company.

Assimilation of Advertising And Marketing with Operations: Because Lewis is currently dealing with the marketing and operations departments at the same time; it makes sense to incorporate the two features because she has been effectively caring for both ends. The truth that both departments already have significant distinctions over allowance of sources suggests that this combination may have the ability to bring about consistency especially as Lewis would be heading both ends.However there are numerous negative aspects of this move especially as it would place too much problem over Lewis's shoulders. The fact that Lewis has to adapt her monitoring design for the advertising division recommends that these two divisions would be culturally diverse. Along with this, Lewis may not have the ability to use one type of management style to both departments which could cause ineffectiveness in either among both functions.


An evaluation of the 3 alternatives indicates that integration of advertising and marketing as well as operations would not be a feasible relocation as a result of the large differences between both departments although that presently Lewis is taking care of both. While splitting up of the manufacturing function might have been a beneficial relocation for the advertising and marketing division, the reality that it would certainly mean putting a third function under Lewis's wing indicates this must be stayed clear of too. The combination of the advertising department is the very best alternative in terms of getting the optimum results from the department. An activity prepare for this choice is discussed below.

Activity Strategy.
Lewis will certainly take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Manufacturing feature will certainly remain part of advertising and marketing under advertising and marketing feature.

Lewis will separate herself from operations.

An autonomous leadership style with staff member empowerment will be utilized in advertising division.

Open up door plan and also emphasis on cross department interaction will certainly be targeted at getting rid of dissonance.

Backup strategy.

If the combination does not exercise as prepared, a backup plan would certainly follow which would separate the production feature from the marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing function will absolutely be divided by placing it under an SVP production.