Chocolate Confections Corporation Case Study Solution


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Chocolate Confections Corporation Case Study Solution

Background and Facts

Chocolate Confections Corporation a workplace products retailer for tiny and average sized organisations has recently been involved in preparing for a merging with its competitor House Deport, which has actually affected performance levels in departmentswith the senior supervisor associated with lawful difficulties presented by the federal Profession Commission. With the Advertising Head advancing the news of his separation from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the future. With challenges in the form of a possible cultural modification and reduced staff member morale, the organization needs a total reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible social modification at the marketing division of Chocolate Confections Corporation is boosting unpredictability in the workplace leading to numerous obstacles for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting critical decisions considering that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's treatment in the process. Provided the reality that the store has an international presence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries might have the ability to influence performance or calculated goals. Federal Profession Compensation's antitrust suit versus the merging occupied important time of the organization's elderly management recommending that 'political' factors can have serious effects for an international business.

Economic Factors: Economic factors such as the emergence of small companies in the global circumstance recommend that Chocolate Confections Corporation is thriving in a setting where there is possible growth of companies. Reality that store customers are primarily looking for office products for residence workplaces suggests that the market has a climbing pattern of entrepreneurs and also home based organisations.

Social factors: Social fads in the economy reveal that clients are trying to find ease along with eye-catching costs. Marketing research shows how the client for Chocolate Confections Corporation lacks understanding concerning finding solutions which can offer a mix of ease and also low costs.

Technological factors: Modern technology plays a crucial function in Chocolate Confections Corporation's service approach particularly as the organization is piloting Modern technology facilities which would provide technology sales and also support in the form of memory upgrades, peripheral installments. (Summary of PARASITE in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Habits problems can be seen in Chocolate Confections Corporation's case as highlighted in this section.

Worries regarding social adjustment: There is concern about a social change that would certainly occur as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with the majority of the staff members currently showing unhappiness over this possible move. This expected modification has developed anxiety in the work environment which has actually been paired with the past anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a hectic organization. Not just does this bring about problem in discovering the ideal people, it puts tension on brand-new hires as can not endure the rate as well as stress that the company anticipates them to birth.

Twin Reporting Lines: Beginners find this business culture difficult and hard to handle especially as dotted line connections are indicated to be weak in general and objective setup as well as efficiency analysis is still done by the strong line supervisor. This means that novices might shed quality concerning their corresponding functions as well as goals specifically as populated line coverage does not maintain them in direct interaction with the strong 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 certainly take Krasnow's setting came as a strike to her morale. Lewis might have been capable as well as appropriate for the task however the fact that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Concern & Task Insecurity: Fear as well as instability can be recognized as two major issues that Lewis would be dealing with especially as the merger has currently be terminated as well as two elderly executives of the advertising and marketing department would be leaving. The entire obligation of the department would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining about a cultural modification however would certainly also need to prove herself in her new duty.

Inappropriate Monitoring Style of Leader: Lewis's monitoring design and its incompatibility with the advertising and marketing division's function can likewise be viewed as an OB challenge especially as she has actually been used to taking care of problems in the operations division where employees are taught to focus on processes as well as get them right. The advertising and marketing division on the various other hand can be seen as a team of people that are utilized to being supported by Krasnow who concentrated more on result than processes.

Interdepartmental Arguments: Interdepartmental arguments between 3 departments, marketing, merchandizing as well as procedures respectively over the allotment of the advertising mix can be recognized as another OB concern. The advertising department does not share the very same vision as the other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allowance among one an additional either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing departments can be identified as another OB problem which might require additional interest. The reality that the advertising and marketing sections in the advertising department are separated is stopping both departments from acquiring from each various other's experience and also knowledge. Assimilation of advertising and marketing with merchandising and operations would become more difficult if the marketing department itself is broken down which can be an additional potential OB problem.

Chocolate Confections Corporation Analysis

Various concepts have actually been made use of to discuss the circumstances to obtain additional quality about the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers think that juniors are passive and also careless, have little passion and also resist modification. The difficult variation of this theory stressed coercion, tight controls, risks as well as penalties. With time it generates low efficiency, subtle sabotage as well as rivalry (Deal, 2003). Although the scenario at Chocolate Confections Corporation is not totally adhering to Concept X, it can be seen that new hires are finding this atmosphere rather stressful which might at some point bring about a better inclination of the monitoring towards Theory X. Based on McGregor's promoted sight, which he called Concept Y, the important job of the management is to arrange business conditions to make sure that people can attain their own goals best by directing their initiatives in the direction of organizational rewards. If people discover no complete satisfaction in their work, the administration would have little selection but to depend on concept X and also external control (Offer, 2003). Even while assessing Lewis's administration style, concept X may have appropriated in the operations division somewhat however the Advertising and marketing department would certainly require dependence on Concept Y so as to get the creative thinking and originality from the groups.

Tuckman's Team effort Theory: As far as Lewis's worry about bringing consistency in between the marketing and advertising division is concerned, this would originally bring about clash as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the preliminary phase of team growth, people may not bond, as they are busy finding their place in the group. By combining the marketing and advertising department's job, there may be the same preliminary separate which might bring about the 2nd stage of 'storming' where the teams test each other. It is only during the 3rd phase or 'norming' when they would come together to share suggestions before the team can bring around synergy in the fourth stage 'carrying out'.

When people are presented with adjustment, they enter phase one and so there might be emotions like despair, unpredictability, stress, rage, fear, rejection and disorientation.The situation at the marketing department of Chocolate Confections Corporation is similar so Lewis can obtain comfortable with the suggestion that it is not phenomenal actions. It is during this phase that Lewis will certainly have to offer assistance to the department so that they can discover a sense of instructions. It can be seen how Krasnow has actually currently made this transition much easier by making Lewis obtain entailed in the department a year before his actual departure.
Vrio Analysis
Maslow's Need hierarchy: The OB concern related to insecurity at the workplace has been set off to start with by the modification in monitoring and second of all by the reality that the merger will certainly no more be started. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the value of 'security requires as being a reduced degree requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel secure and also out of danger' goes to the second degree of requirements. Prior to a worker can be made to develop emotionally, he needs to have his 'Physiological 'as well as 'Safety' needs met. This suggests that unless the workers are made to really feel protected about their existing work condition in Chocolate Confections Corporation they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Chocolate Confections Corporation Case Study

Ramification of Analysis.

The OB analysis has actually checked out different theories to understand just how to manage the existing circumstance available. The following three choices have actually been suggested to help Lewis manage the organizational obstacles in the advertising division. Each of these choices has actually been recommended for reducing the shift needed to bring the advertising and marketing division according to the demands of the marketplace and for making the social adjustment that would certainly comply with when the current leader leaves.

Integration of advertising and marketing features. Dividing Adverting and Manufacturing functions. Combination of Advertising And Marketing with Operations.

Examination of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business advertising and marketing along with company and also retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising as well as marketing functions.

The advantage of this approach is that it will certainly incorporate the two features while minimizing the need for working with an added source for advertising and marketing. Lewis would certainly be heading the advertising and marketing division and also in any case her replacement would be needed for the present duty that she is doing. The negative aspect of this option is that exterior hiring might cause resentment from interior personnel that might be looking at the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Production: Offered the affordable pressures and also high quality job called for from the ad agency, it is advised that Lewis must enable the manufacturing unit to be a different feature from the advertising unit. Because a lot of ad agency had these two functions as different devices, it makes more sense to comply with the standard. In addition to this, both functions might have the ability to focus on their core activates a lot more successfully. The downside of this strategy would be that extra prices would have to be borne for establishing up separate production functions. A manufacturing head might have to be hired which might boost expenses for the company.

Combination of Marketing with Workflows: Given that Lewis is currently looking after the advertising and also procedures divisions simultaneously; it makes sense to incorporate the two features given that she has been successfully dealing with both ends. The fact that the two divisions already have major distinctions over allotment of resources suggests that this integration may have the ability to cause consistency specifically as Lewis would be heading both ends.However there are various negative aspects of this move especially as it would certainly put too much problem over Lewis's shoulders. The reality that Lewis needs to adapt her administration design for the advertising division suggests that these two divisions would certainly be culturally diverse. Along with this, Lewis might not have the ability to use one type of management design to both divisions which could cause ineffectiveness in either one of the two features.


An assessment of the 3 options indicates that combination of advertising and procedures would certainly not be a feasible relocation due to the large distinctions between the two departments despite the reality that presently Lewis is taking care of both. While splitting up of the manufacturing function may have been a positive move for the marketing department, the reality that it would certainly indicate placing a 3rd function under Lewis's wing suggests this should be prevented.

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

Advertising and Marketing functions would be merged.

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

Manufacturing function will stay component of advertising and marketing under advertising function.

Lewis will divide herself from procedures.

A democratic management design with employee empowerment will certainly be made use of in advertising and marketing division.

Open door policy and focus on cross departmental interaction will certainly be focused on eliminating dissonance.

Backup strategy.

If the assimilation does not work out as intended, a contingency plan would adhere to which would certainly separate the production feature from the marketing feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising division without an SVP. In that case the production feature will certainly be separated by placing it under an SVP manufacturing.