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Ben Walter Case Study Solution

Background and Facts

Ben Walter an office products seller for little as well as medium sized companies has recently been involved in preparing for a merger with its competitor House Deport, which has actually impacted performance levels in departmentswith the elderly manager involved in lawful complications presented by the government Trade Payment. With the Advertising Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With obstacles in the form of a possible cultural modification and reduced worker morale, the organization needs a complete reengineering effort at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective cultural change at the marketing division of Ben Walter is raising uncertainty in the working environment resulting in different difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting critical choices because Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's treatment at the same time. Given the truth that the shop has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may be able to impact efficiency or critical objectives. Federal Trade Payment's antitrust fit versus the merger took up valuable time of the organization's elderly monitoring recommending that 'political' factors can have severe implications for a global organisation.

Economic Factors: Financial factors such as the introduction of small companies in the worldwide circumstance recommend that Ben Walter is flourishing in an environment where there is prospective growth of businesses. Truth that shop consumers are mainly looking for office supplies for home workplaces recommends that the market has an increasing trend of entrepreneurs as well as house based organisations.

Social factors: Social fads in the economic situation reveal that clients are looking for convenience along with eye-catching prices. Market research shows how the consumer for Ben Walter does not have awareness regarding discovering remedies which can supply a mix of comfort and inexpensive.

Technical factors: Modern technology plays a crucial duty in Ben Walter's organisation strategy particularly as the organization is piloting Modern technology facilities which would certainly supply innovation sales and also support in the type of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Actions problems can be seen in Ben Walter's case as highlighted in this section.

Worries about cultural change: There is apprehension regarding a cultural change that would take place as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with most of the personnel currently showing unhappiness over this prospective action. This expected change has developed stress and anxiety in the office which has been coupled with the previous tension of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Demanding Job Atmosphere for Newcomers: There is lack of employees that can match the demanding setting of a hectic company. Not only does this result in problem in discovering the best individuals, it puts stress on new hires as can not hold up against the speed and pressure that the company anticipates them to birth.

Twin Coverage Lines: Beginners locate this organizational society difficult and difficult to manage particularly as populated line relationships are meant to be weaker generally as well as unbiased setting as well as performance assessment is still done by the strong line manager. This implies that newbies can lose quality regarding their particular functions and objectives especially as dotted line reporting does not keep them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been guessed that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified as well as proper for the job yet the fact that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Fear & Work Instability: Worry and also insecurity can be identified as 2 significant worries that Lewis would certainly be handling especially as the merging has currently be terminated as well as 2 elderly executives of the advertising division would certainly be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders who would not simply supervise of brining concerning a social change but would also have to show herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's management style as well as its incompatibility with the advertising and marketing division's duty can likewise be seen as an OB obstacle specifically as she has actually been made use of to taking care of concerns in the procedures department where workers are educated to concentrate on procedures and obtain them. The marketing department on the various other hand can be viewed as a group of individuals that are made use of to being nurtured by Krasnow that concentrated more on result than processes.

Interdepartmental Disputes: Interdepartmental disputes in between 3 divisions, advertising and marketing, merchandizing and also procedures respectively over the allocation of the advertising mix can be identified as one more OB issue. Although the marketing department does not share the very same vision as the various other two departments regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and operations divisions do not agree over the advertising mix allotment among each other either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing divisions can be identified as an additional OB problem which might require further attention. The truth that the marketing and advertising sections in the advertising division are disconnected is protecting against both divisions from acquiring from each various other's experience and experience. Combination of advertising and marketing with merchandising and also procedures would certainly come to be harder if the advertising department itself is disintegrated which can be an additional potential OB problem.

Ben Walter Analysis

Different concepts have been made use of to explain the scenarios to get more quality regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that staffs are passive and also lazy, have little passion and also resist change. The hard variation of this concept highlighted coercion, limited controls, threats and also punishments. Gradually it produces low productivity, refined sabotage and rivalry (Bargain, 2003). The scenario at Ben Walter is not completely adhering to Concept X, it can be seen that brand-new hires are finding this environment instead demanding which might eventually lead to a greater inclination of the administration in the direction of Concept X. Based on McGregor's promoted view, which he called Concept Y, the crucial task of the management is to arrange organizational conditions so that individuals can accomplish their own goals best by directing their initiatives in the direction of organizational rewards. If people locate no contentment in their work, the administration would certainly have little option yet to depend on concept X as well as outside control (Deal, 2003). Even while analyzing Lewis's administration style, concept X might have been suitable in the procedures department somewhat however the Advertising and marketing division would require reliance on Theory Y so as to get the imagination and also originality from the teams.

Tuckman's Team effort Concept: As much as Lewis's worry about bringing harmony in between the advertising and also advertising and marketing division is concerned, this would initially lead to clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. By incorporating the advertising and marketing and marketing department's work, there may be the exact same preliminary separate which could lead to the second phase of 'storming' where the teams challenge one an additional.

Bridges' Transition Version: According To William Bridge's concept (appendix 4), people are fairly awkward with modification, which is evident by the situation at Ben Walter The situation can be viewed as a normal course of life if is studied according to Bridge's theory where he clarifies that individuals undergo three phases of change when they experience adjustment. 'Ending, losing as well as Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people exist with change, they enter stage one and so there might be feelings like unhappiness, uncertainty, aggravation, temper, worry, rejection and disorientation.The situation at the marketing division of Ben Walter is similar so Lewis can obtain comfortable with the concept that it is not remarkable habits. In the 2nd phase, there may be a need to connect the void in between the new and old society so Lewis might need to face this ordeal as soon as Krasnow leaves. There might be reduced morale and reduced efficiency at this stage which should not be taken as a trouble. It is throughout this stage that Lewis will certainly have to provide assistance to the department to make sure that they can discover a sense of direction. It can be seen how Krasnow has actually already made this transition easier by making Lewis obtain associated with the department a year before his actual separation. Based on Bridges' Design, phase 3 will certainly bring about openness to learning, High power and dedication as individuals will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB problem related to insecurity at the work environment has actually been caused firstly by the adjustment in monitoring and also second of all by the truth that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the value of 'safety needs as being a lower level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel protected and safe' is at the 2nd degree of requirements. Prior to a worker can be made to create emotionally, he requires to have his 'Physical 'as well as 'Safety' needs satisfied. This shows that unless the workers are made to feel safe about their existing employment status in Ben Walter they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Ben Walter Case Study



Effects of Analysis.

The OB analysis has looked at different concepts to recognize how to cope with the current scenario handy. The complying with 3 options have been proposed to aid Lewis take care of the business difficulties in the advertising division. Each of these options has actually been recommended for alleviating the change needed to bring the marketing department in accordance with the requirements of the market and also for making the social adjustment that would follow once the present leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and Manufacturing functions. Combination of Marketing with Procedures.

Analysis of Alternatives.

Combination of Advertising & Marketing Functions: The in-house advertising company of Ben Walter is currently toughness for the organization in regards to saving up on overheads connected to advertising and also promotion. Because no brand-new employment has been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the marketing feature, this is a positive opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merger days has expertise in business-to-business marketing together with firm and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing functions.

The benefit of this method is that it will certainly incorporate both functions while reducing the need for working with an additional resource for advertising. Along with this, Lewis would certainly be heading the marketing department as well as in any case her substitute would be needed for the present duty that she is executing. The negative aspect of this option is that outside hiring may bring about bitterness from inner workers who may be looking at the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Production: Provided the affordable stress and high top quality work called for from the marketing company, it is recommended that Lewis ought to permit the production device to be a separate feature from the advertising unit. Because many advertising agencies had these two features as different units, it makes even more sense to adhere to the norm.

Assimilation of Marketing with Procedures: Given that Lewis is currently taking care of the advertising as well as operations divisions concurrently; it makes sense to incorporate the two functions given that she has actually been successfully taking care of both ends. The fact that Lewis has to adjust her monitoring design for the marketing department recommends that these two departments would be culturally varied.

Referral.



An assessment of the 3 choices shows that assimilation of advertising as well as procedures would not be a viable step due to the large distinctions between the two divisions despite the truth that currently Lewis is managing both. While separation of the manufacturing feature may have been a beneficial action for the marketing department, the truth that it would certainly indicate putting a 3rd function under Lewis's wing suggests this need to be stayed clear of.

Action Plan.
Recommendation
Lewis will take over the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Manufacturing feature will certainly continue to be component of marketing under advertising feature.

Lewis will separate herself from procedures.

A democratic management style with worker empowerment will certainly be made use of in advertising and marketing department.

Open door policy as well as focus on cross department communication will certainly be aimed at eliminating discord.

Backup plan.

If the assimilation does not work out as prepared, a backup plan would certainly comply with which would certainly separate the manufacturing function from the advertising and marketing feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the manufacturing feature will certainly be divided by placing it under an SVP production.