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Angus Cartwright Iv Case Study Analysis

Background and Facts

Angus Cartwright Iv a workplace products merchant for tiny as well as average sized services has actually just recently been involved in preparing for a merger with its rival Residence Deport, which has actually affected performance degrees in departmentswith the elderly supervisor associated with lawful problems presented by the government Trade Compensation. With the Advertising Head advancing the news of his departure from the business in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the future. With obstacles in the kind of a possible social change and reduced worker spirits, the company wants a full reengineering effort at the advertising division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the advertising division of Angus Cartwright Iv is boosting uncertainty in the working environment resulting in various difficulties 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 major function in influencing critical decisions because Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Payment's intervention in the process. Provided the truth that the shop has an international presence with branches in UK, USA, Canada and Germany, political factors in each of these nations might have the ability to influence efficiency or critical objectives. Federal Trade Compensation's antitrust fit versus the merger used up valuable time of the company's elderly administration suggesting that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the international scenario recommend that Angus Cartwright Iv is thriving in a setting where there is potential growth of organisations. In addition to this, fact that shop customers are primarily seeking office products for home offices suggests that the marketplace has a climbing pattern of entrepreneurs as well as home companies.

Social factors: Social patterns in the economy reveal that consumers are searching for comfort as well as attractive costs. Market research shows how the consumer for Angus Cartwright Iv does not have recognition regarding finding options which can supply a mix of convenience and low costs.

Technological factors: Technology plays an important duty in Angus Cartwright Iv's company strategy especially as the company is piloting Technology facilities which would certainly provide technology sales and also assistance in the kind of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Habits concerns can be seen in Angus Cartwright Iv's case as highlighted in this area.

Worries about social modification: There is apprehension regarding a social adjustment that would certainly take place as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with the majority of the personnel currently revealing unhappiness over this prospective relocation. This predicted adjustment has actually created anxiety in the work environment which has been combined with the past stress of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is scarcity of personnel that can match the stressful setting of a hectic organization. Not just does this bring about difficulty in finding the right individuals, it puts stress and anxiety on brand-new hires as can not withstand the pace and also stress that the organization expects them to bear.

Double Coverage Lines: Novices locate this organizational society cumbersome as well as tough to deal with particularly as dotted line connections are suggested to be weaker generally and also objective setting and also performance evaluation is still done by the solid line manager. This suggests that newbies can lose clarity regarding their particular functions and also goals specifically as dotted line reporting does not maintain them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been guessed that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been capable and also ideal for the job yet the reality that Kransnow's separation would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Anxiety and instability can be determined as two major problems that Lewis would be handling especially as the merging has now be terminated as well as two elderly execs of the marketing division would certainly be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining regarding a cultural adjustment but would certainly likewise have to confirm herself in her brand-new function.

Incompatible Monitoring Design of Leader: Lewis's monitoring design and also its incompatibility with the advertising and marketing department's function can also be viewed as an OB challenge particularly as she has actually been used to taking care of issues in the procedures division where workers are taught to focus on procedures as well as obtain them right. The advertising division on the other hand can be viewed as a group of people that are used to being supported by Krasnow who focused much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental differences in between three divisions, advertising, merchandizing and also operations respectively over the appropriation of the advertising and marketing mix can be recognized as an additional OB worry. The advertising and marketing division does not share the exact same vision as the various other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations departments do not concur over the advertising mix appropriation amongst one another either.

Fragmentation in Marketing Division: Fragmentation in between the advertising and marketing divisions can be determined as one more OB problem which could need more focus. The truth that the advertising and marketing sections in the marketing department are separated is preventing both divisions from gaining from each various other's experience and also experience. Integration of marketing with merchandising and operations would become more difficult if the advertising and marketing department itself is broken down which can be one more potential OB worry.

Angus Cartwright Iv Analysis

Numerous concepts have been utilized to discuss the situations to obtain further quality concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are passive and also lazy, have little passion and resist modification. The scenario at Angus Cartwright Iv is not totally following Concept X, it can be seen that brand-new hires are discovering this atmosphere instead stressful which may ultimately lead to a higher inclination of the administration towards Concept X. Even while examining Lewis's monitoring style, theory X may have been ideal in the procedures division to some extent however the Advertising division would need dependence on Theory Y in order to get the imagination as well as creativity from the teams.

Tuckman's Synergy Concept: As for Lewis's worry concerning bringing harmony in between the marketing and advertising division is worried, this would initially cause clash as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the initial stage of group advancement, individuals might not bond, as they are busy locating their area in the team. By integrating the advertising and marketing department's work, there might be the same initial separate which can lead to the second stage of 'storming' where the groups challenge each other. However, it is only during the third stage or 'norming' when they would certainly integrate to share concepts before the team can cause synergy in the 4th phase 'performing'.

When individuals are provided with modification, they enter phase one and also so there may be emotions like sadness, unpredictability, frustration, rage, anxiety, denial as well as disorientation.The situation at the advertising and marketing department of Angus Cartwright Iv is similar so Lewis can obtain comfy with the idea that it is not phenomenal actions. It is during this stage that Lewis will certainly have to offer advice to the division so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has already made this change less complicated by making Lewis get included in the division a year prior to his real separation.
Vrio Analysis
Maslow's Requirement power structure: The OB concern pertaining to insecurity at the office has actually been caused first of all by the change in monitoring as well as second of all by the reality that the merging will certainly no more be started. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has goes over the relevance of 'protection needs as being a lower level need of a human for causing motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to really feel protected and out of danger' is at the 2nd degree of needs. Prior to a staff member can be made to create psychologically, he needs to have his 'Physiological 'and 'Safety and security' requires met. This suggests that unless the personnel are made to really feel secure regarding their existing employment condition in Angus Cartwright Iv they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Angus Cartwright Iv Case Study

Ramification of Analysis.

The OB analysis has taken a look at numerous theories to recognize just how to deal with the current situation handy. The adhering to three alternatives have actually been suggested to assist Lewis manage the business obstacles in the advertising and marketing division. Each of these alternatives has been proposed for reducing the change needed to bring the marketing division in line with the needs of the marketplace and for making the cultural adjustment that would adhere to when the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting and Manufacturing features. Combination of Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has expertise in business-to-business advertising and marketing along with agency and also retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both marketing and marketing features.

The benefit of this approach is that it will certainly incorporate both features while decreasing the demand for working with an additional source for advertising. Lewis would certainly be heading the advertising and marketing division and also in any kind of case her substitute would be needed for the existing duty that she is executing. The drawback of this alternative is that outside hiring might cause animosity from inner personnel who might be eying the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Production: Given the affordable pressures and excellent quality job called for from the advertising agency, it is recommended that Lewis should enable the production unit to be a different function from the advertising and marketing device. Since a lot of ad agency had these 2 features as separate units, it makes even more sense to follow the norm. Along with this, both functions might be able to focus on their core triggers extra successfully. Nonetheless, the drawback of this technique would certainly be that added prices would certainly need to be birthed for establishing different production functions. A production head may have to be worked with which can raise expenses for the company.

Assimilation of Marketing with Operations: Given that Lewis is already taking treatment of the advertising as well as procedures departments all at once; it makes sense to integrate the two functions given that she has actually been successfully taking treatment of both ends. The truth that Lewis has to adjust her management design for the marketing division suggests that these two divisions would be culturally diverse.


An examination of the 3 alternatives indicates that integration of marketing and operations would not be a practical relocation because of the substantial distinctions in between both departments despite the fact that presently Lewis is dealing with both. While splitting up of the production function may have been a beneficial move for the advertising department, the reality that it would certainly imply putting a 3rd feature under Lewis's wing indicates this should be stayed clear of. The combination of the advertising department is the most effective choice in terms of getting the optimum arise from the division. An activity prepare for this option is talked about below.

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

Marketing and advertising features would certainly be merged.

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

Manufacturing function will certainly remain component of advertising and marketing under advertising function.

Lewis will certainly divide herself from procedures.

A democratic management style with staff member empowerment will certainly be used in advertising department.

Open up door policy as well as focus on cross department communication will be focused on eliminating discord.

Contingency strategy.

If the assimilation does not work out as intended, a backup plan would certainly adhere to which would certainly divide the production function from the marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.