Ashland Oil Inc Trouble At Floreffe A Case Study Help


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Ashland Oil Inc Trouble At Floreffe A Case Study Help

Background and Facts

Ashland Oil Inc Trouble At Floreffe A an office materials merchant for tiny and also medium sized services has just recently been associated with preparing for a merging with its rival Home Deport, which has actually impacted performance levels in departmentswith the senior supervisor associated with lawful issues presented by the federal Profession Compensation. With the Marketing Head putting forward 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 function in the future. With obstacles in the kind of a possible cultural modification and also low staff member morale, the company is in need of a full reengineering effort at the advertising division.

Issue Declaration

The possible social modification at the marketing department of Ashland Oil Inc Trouble At Floreffe A is raising uncertainty in the working environment causing various challenges for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing strategic choices given that Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Commission's treatment while doing so. Given the fact that the shop has a worldwide presence with branches in UK, USA, Canada and Germany, political factors in each of these nations might have the ability to affect performance or strategic objectives. Federal Profession Compensation's antitrust suit versus the merger occupied valuable time of the organization's senior administration recommending that 'political' factors can have severe ramifications for a global organisation.

Economic Factors: Economic factors such as the introduction of local business in the international circumstance recommend that Ashland Oil Inc Trouble At Floreffe A is flourishing in an atmosphere where there is potential growth of businesses. Along with this, fact that shop customers are mainly searching for office materials for home offices suggests that the market has a rising fad of business owners and home based organisations.

Social factors: Social fads in the economic situation show that clients are searching for ease in addition to appealing prices. Marketing research shows how the consumer for Ashland Oil Inc Trouble At Floreffe A lacks understanding regarding finding options which can offer a combination of benefit as well as inexpensive.

Technical factors: Modern technology plays an important role in Ashland Oil Inc Trouble At Floreffe A's service technique especially as the company is piloting Modern technology facilities which would certainly supply innovation sales as well as assistance in the form of memory upgrades, peripheral installments. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

Numerous underlying Business Habits problems can be seen in Ashland Oil Inc Trouble At Floreffe A's case as highlighted in this area.

Apprehensions regarding cultural adjustment: There is concern regarding a social adjustment that would happen once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the personnel currently showing discontent over this prospective action. This predicted modification has created tension in the office which has actually been combined with the past anxiety of preparing the company for a potential merging with Residence Deport.

Difficult Task Setting for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a busy company. Not only does this lead to problem in finding the best individuals, it puts anxiety on new hires as can not hold up against the pace and also pressure that the company expects them to birth.

Twin Reporting Lines: Novices find this organizational culture troublesome and challenging to handle specifically as populated line partnerships are suggested to be weaker in general and objective setting as well as efficiency evaluation is still done by the solid line supervisor. This indicates that novices might lose quality regarding their particular duties and goals particularly as populated line coverage does not keep them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been speculated that the latter would certainly take Krasnow's setting came as a strike to her spirits. Lewis might have been capable as well as suitable for the task yet the reality that Kransnow's departure would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Task Insecurity: Anxiety and also insecurity can be determined as two significant concerns that Lewis would certainly be handling particularly as the merger has actually currently be terminated and 2 elderly executives of the advertising division would be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders that would not simply supervise of brining regarding a social change but would also have to verify herself in her new function.

Incompatible Administration Style of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing division's role can additionally be viewed as an OB challenge specifically as she has actually been used to managing issues in the procedures department where personnel are instructed to concentrate on processes as well as obtain them right. The advertising department on the various other hand can be viewed as a team of individuals who are made use of to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Disputes: Interdepartmental differences in between three divisions, advertising, merchandizing and also operations specifically over the allowance of the marketing mix can be identified as an additional OB issue. Although the advertising and marketing division does not share the exact same vision as the other 2 departments regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also operations departments do not agree over the advertising mix appropriation among each other either.

Fragmentation in Advertising Department: Disintegration between the marketing and advertising departments can be identified as one more OB issue which might need further focus. The fact that the advertising and marketing areas in the advertising department are disconnected is protecting against both divisions from obtaining from each other's experience and also experience. Integration of marketing with merchandising and also procedures would come to be harder if the advertising division itself is degenerated which can be one more possible OB concern.

Ashland Oil Inc Trouble At Floreffe A Analysis

Various concepts have been used to clarify the scenarios to get further clarity concerning the scenario available.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers think that juniors are easy and also careless, have little aspiration and stand up to adjustment. The hard version of this theory highlighted threat, tight controls, threats as well as punishments. Gradually it produces low performance, subtle sabotage and rivalry (Deal, 2003). The circumstance at Ashland Oil Inc Trouble At Floreffe A is not entirely following Theory X, it can be seen that brand-new hires are discovering this setting rather demanding which may ultimately lead to a better inclination of the monitoring towards Theory X. Based on McGregor's promoted view, which he called Theory Y, the important job of the management is to prepare organizational conditions to ensure that people can attain their very own goals best by guiding their initiatives in the direction of organizational rewards. If people discover no contentment in their work, the monitoring would certainly have little selection however to depend on concept X as well as exterior control (Offer, 2003). Also while analyzing Lewis's administration design, concept X might have appropriated in the operations division to some extent however the Marketing department would certainly require dependence on Theory Y in order to get the imagination as well as creativity from the teams.

Tuckman's Synergy Theory: As far as Lewis's concern regarding bringing consistency in between the advertising and marketing department is worried, this would initially bring about contrast as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, throughout the first stage of group advancement, individuals may not bond, as they are busy locating their location in the group. By incorporating the marketing and advertising department's work, there might coincide first detach which might cause the second phase of 'storming' where the groups challenge each other. It is just throughout the third stage or 'norming' when they would certainly come together to share suggestions prior to the team can bring about synergy in the fourth phase 'doing'.

Bridges' Change Version: Based On William Bridge's concept (appendix 4), people are rather awkward with change, which is evident by the circumstance at Ashland Oil Inc Trouble At Floreffe A The circumstance can be seen as a typical program of life if is examined according to Bridge's theory where he explains that individuals undergo three stages of change when they experience modification. 'Closing, shedding as well as Releasing', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with modification, they go into stage one and so there may be feelings like unhappiness, unpredictability, irritation, anger, fear, denial and disorientation.The circumstance at the advertising department of Ashland Oil Inc Trouble At Floreffe A is similar so Lewis can get comfortable with the suggestion that it is not remarkable behavior. In the 2nd phase, there may be a need to connect the void in between the brand-new as well as old culture so Lewis may need to face this ordeal once Krasnow leaves. There might be low spirits and also low productivity at this stage which must not be taken as a setback. It is throughout this stage that Lewis will need to offer support to the department so that they can find a sense of direction. It can be seen how Krasnow has actually already made this transition much easier by making Lewis get involved in the department a year prior to his actual separation. As per Bridges' Model, stage 3 will bring about visibility to discovering, High energy and also commitment as individuals will embrace the change (Bridges, 2004).

Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has goes over the value of 'safety and security needs as being a reduced level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and out of risk' is at the 2nd level of requirements. Prior to an employee can be made to establish mentally, he needs to have his 'Physical 'and also 'Security' requires fulfilled.

SWOT Analysis for Ashland Oil Inc Trouble At Floreffe A Case Study

Implication of Analysis.

The OB analysis has considered numerous concepts to comprehend exactly how to handle the current circumstance at hand. The adhering to three options have been recommended to aid Lewis handle the organizational difficulties in the advertising and marketing division. Each of these alternatives has been recommended for alleviating the shift needed to bring the advertising division in accordance with the demands of the marketplace and also for making the cultural modification that would adhere to once the current leader leaves.

Integration of marketing and advertising features. Dividing Adverting and Production functions. Combination of Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merging days has proficiency in business-to-business advertising along with company and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both advertising and marketing as well as advertising functions.

The advantage of this approach is that it will incorporate the two functions while decreasing the requirement for hiring an added source for advertising. Along with this, Lewis would be heading the marketing department and also in any case her replacement would be needed for the present function that she is doing. The disadvantage of this alternative is that external hiring may bring about animosity from interior personnel that might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Manufacturing: Offered the affordable stress and also top quality job needed from the advertising agency, it is advised that Lewis needs to allow the manufacturing system to be a separate function from the marketing unit. Given that a lot of ad agency had these 2 features as different units, it makes more sense to adhere to the norm. Along with this, both features may have the ability to focus on their core triggers a lot more successfully. The disadvantage of this approach would certainly be that added costs would certainly have to be borne for setting up separate manufacturing features. A production head might have to be hired which might increase overheads for the company.

Integration of Advertising with Procedures: Because Lewis is already taking care of the marketing as well as operations divisions all at once; it makes sense to incorporate both functions because she has been efficiently dealing with both ends. The truth that the two departments currently have significant distinctions over allowance of sources recommends that this integration may be able to bring about consistency especially as Lewis would certainly be heading both ends.However there are various negative aspects of this action especially as it would place excessive problem over Lewis's shoulders. The truth that Lewis has to adjust her monitoring style for the advertising and marketing division recommends that these two divisions would certainly be culturally diverse. Lewis might not be able to apply one type of management style to both departments which could result in ineffectiveness in either one of the 2 functions.


An examination of the 3 alternatives suggests that assimilation of marketing as well as operations would not be a viable relocation as a result of the substantial distinctions between the two divisions despite the fact that presently Lewis is dealing with both. While splitting up of the production feature might have been a desirable step for the advertising and marketing department, the reality that it would suggest placing a third function under Lewis's wing indicates this should be stayed clear of. The integration of the marketing department is the best option in terms of getting the ideal arise from the department. An action plan for this choice is reviewed listed below.

Activity Strategy.

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

Marketing and advertising features would be merged.

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

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

Lewis will divide herself from operations.

A democratic leadership style with staff member empowerment will be made use of in marketing department.

Open up door plan and also emphasis on cross departmental interaction will certainly be focused on eliminating dissonance.

Contingency plan.

If the integration does not work out as planned, a contingency plan would comply with which would separate the manufacturing function from the advertising function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising department without an SVP. Because case the production feature will certainly be separated by putting it under an SVP production.