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Apogee Health Care Case Study Help

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Apogee Health Care Case Study Help

Background and Facts

Apogee Health Care an office materials seller for tiny as well as average sized companies has lately been associated with preparing for a merging with its competitor House Deport, which has actually affected performance levels in departmentswith the elderly supervisor involved in legal complications presented by the federal Trade Commission. With the Advertising and marketing Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With difficulties in the kind of a possible social adjustment as well as low worker morale, the company is in need of a full reengineering effort at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural modification at the advertising and marketing division of Apogee Health Care is raising unpredictability in the workplace bring about various obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical choices because Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Profession Compensation's intervention while doing so. Offered the truth that the store has an international presence with branches in UK, USA, Canada and Germany, political factors in each of these nations may be able to affect efficiency or calculated objectives. Federal Profession Commission's antitrust match versus the merging occupied beneficial time of the company's senior monitoring suggesting that 'political' factors can have severe effects for a global service.

Economic Factors: Financial factors such as the introduction of local business in the worldwide circumstance suggest that Apogee Health Care is flourishing in an environment where there is possible development of companies. In addition to this, truth that store customers are mainly trying to find office supplies for office suggests that the marketplace has an increasing pattern of business owners as well as online organisations.

Social factors: Social fads in the economy reveal that clients are searching for convenience in addition to eye-catching prices. Marketing research shows how the customer for Apogee Health Care does not have understanding about locating solutions which can offer a mix of comfort and affordable.

Technical factors: Innovation plays a vital role in Apogee Health Care's organisation strategy particularly as the organization is piloting Technology centers which would certainly provide modern technology sales and also assistance in the type of memory upgrades, outer installments. (Recap of BUG in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Behavior issues can be seen in Apogee Health Care's case as highlighted in this area.

Worries about cultural change: There is worry concerning a social change that would certainly take place as soon as Todd Krasnow leaves from his position as the Exec Vice President of Advertising with the majority of the employee already showing unhappiness over this potential action. This anticipated change has produced stress and anxiety in the office which has been paired with the past tension of preparing the firm for a prospective merging with Home Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is lack of employees that can match the difficult setting of a hectic company. Not just does this bring about difficulty in finding the ideal individuals, it places stress on brand-new hires as can not endure the pace as well as pressure that the organization expects them to bear.

Twin Reporting Lines: Newcomers find this organizational society troublesome and hard to handle especially as dotted line relationships are suggested to be weaker as a whole and also unbiased setting as well as efficiency analysis is still done by the solid line supervisor. This indicates that newbies can shed quality concerning their particular functions and objectives particularly as populated line coverage does not maintain them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been hypothesized that the last would take Krasnow's position came as an impact to her spirits. Lewis may have been capable and also ideal for the work but the truth that Kransnow's departure would make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Concern & Task Instability: Worry and also insecurity can be determined as 2 significant issues that Lewis would certainly be taking care of specifically as the merger has actually currently be terminated as well as 2 senior execs of the marketing department would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining concerning a cultural adjustment yet would certainly likewise need to show herself in her brand-new role.

Inappropriate Administration Design of Leader: Lewis's management style and its conflict with the marketing division's duty can likewise be seen as an OB difficulty especially as she has been used to handling issues in the procedures department where employees are instructed to concentrate on procedures and also get them. The advertising division on the other hand can be seen as a team of individuals that are utilized to being supported by Krasnow who focused a lot more on result than processes.

Interdepartmental Disagreements: Interdepartmental differences in between three divisions, marketing, merchandizing as well as procedures respectively over the allocation of the advertising and marketing mix can be determined as an additional OB worry. Although the marketing department does not share the exact same vision as the various other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also procedures departments do not concur over the advertising mix appropriation among one another either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing departments can be recognized as one more OB problem which could require additional focus. The fact that the marketing and advertising areas in the marketing department are disconnected is protecting against both departments from getting from each other's experience as well as expertise. Integration of advertising with retailing and operations would certainly become more difficult if the marketing department itself is disintegrated which can be an additional prospective OB issue.

Apogee Health Care Analysis

Various concepts have actually been used to describe the scenarios to obtain more quality regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that juniors are passive and lazy, have little passion and also withstand change. The scenario at Apogee Health Care is not totally following Concept X, it can be seen that new hires are discovering this atmosphere rather demanding which may at some point lead to a higher inclination of the administration towards Concept X. Even while evaluating Lewis's management style, concept X might have been appropriate in the procedures division to some extent however the Advertising department would certainly need dependence on Concept Y in order to obtain the imagination and also originality from the groups.

Tuckman's Teamwork Theory: As much as Lewis's issue about bringing consistency in between the advertising as well as advertising and marketing department is concerned, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising and marketing as well as advertising department's work, there may be the exact same first separate which can lead to the 2nd stage of 'storming' where the groups test one an additional.

Bridges' Shift Version: According To William Bridge's concept (appendix 4), people are quite uneasy with adjustment, which is obvious by the situation at Apogee Health Care The circumstance can be viewed as a normal program of life if is studied as per Bridge's theory where he explains that people experience three phases of change when they experience change. 'Closing, shedding and also Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When people exist with change, they get in stage one and so there may be feelings like unhappiness, unpredictability, frustration, rage, fear, denial as well as disorientation.The situation at the advertising and marketing division of Apogee Health Care is comparable so Lewis can get comfortable with the concept that it is not amazing habits. In the 2nd stage, there may be a demand to bridge the void between the brand-new and old society so Lewis might have to encounter this challenge once Krasnow leaves. There might be reduced morale and low performance at this phase which ought to not be taken as a setback. It is throughout this stage that Lewis will certainly need to provide support to the department to make sure that they can discover an orientation. It can be seen how Krasnow has already made this shift less complicated by making Lewis get involved in the division a year prior to his real separation. As per Bridges' Version, stage three will produce openness to knowing, High power as well as dedication as people will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has reviews the significance of 'protection requires as being a reduced level requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel protected and out of risk' is at the 2nd degree of demands. Prior to a staff member can be made to establish emotionally, he needs to have his 'Physical 'and 'Safety and security' needs fulfilled.

SWOT Analysis for Apogee Health Care Case Study



Effects of Analysis.

The OB analysis has looked at various concepts to comprehend how to cope with the present situation at hand. The complying with 3 choices have actually been recommended to assist Lewis handle the organizational difficulties in the advertising department. Each of these options has actually been suggested for reducing the change needed to bring the marketing division in accordance with the requirements of the market and also for making the cultural change that would certainly comply with when the current leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Production features. Integration of Advertising And Marketing with Workflow.

Examination of Alternatives.

Integration of Advertising And Marketing & Marketing Functions: The in-house advertising firm of Apogee Health Care is currently toughness for the company in terms of conserving up on overheads related to advertising and also promo. Considering that no brand-new recruitment has actually been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the advertising function, this is a positive possibility for integrating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has expertise in business-to-business advertising and marketing together with firm and retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The benefit of this technique is that it will integrate the two functions while minimizing the need for hiring an additional resource for marketing. Along with this, Lewis would be heading the advertising department and also all the same her replacement would be needed for the existing function that she is doing. The negative aspect of this alternative is that exterior hiring might cause resentment from internal workers who may be eying the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Provided the competitive stress and high top quality work required from the advertising and marketing company, it is recommended that Lewis needs to permit the manufacturing device to be a separate function from the advertising and marketing unit. Considering that many advertising and marketing companies had these 2 features as separate systems, it makes even more sense to comply with the norm.

Combination of Marketing with Operations: Given that Lewis is currently taking treatment of the advertising and procedures divisions all at once; it makes feeling to incorporate the two functions since she has been successfully taking care of both ends. The reality that Lewis has to adapt her monitoring style for the marketing department suggests that these 2 divisions would be culturally diverse.

Referral.



An analysis of the 3 choices suggests that assimilation of marketing and operations would certainly not be a feasible relocation due to the vast differences between the 2 departments in spite of the fact that presently Lewis is handling both. While separation of the production feature may have been a positive action for the advertising department, the truth that it would indicate placing a 3rd function under Lewis's wing indicates this need to be avoided.

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

Advertising and Marketing functions would certainly be merged.

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

Manufacturing function will remain component of advertising under advertising feature.

Lewis will certainly divide herself from operations.

A democratic management design with staff member empowerment will certainly be utilized in marketing division.

Open door plan as well as emphasis on cross department interaction will be focused on removing dissonance.

Contingency strategy.

If the integration does not work out as prepared, a contingency strategy would certainly follow which would certainly separate the manufacturing function from the marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising department without an SVP. In that case the manufacturing feature will absolutely be divided by placing it under an SVP production.