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Colby General Hospital A Case Study Solution

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Colby General Hospital A Case Study Help

Background and Facts

Colby General Hospital A a workplace products store for small as well as moderate sized companies has actually just recently been involved in planning for a merger with its competitor Home Deport, which has actually affected efficiency degrees in departmentswith the elderly supervisor involved in legal problems presented by the federal Trade Compensation. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the near future. With obstacles in the kind of a potential cultural modification as well as low worker spirits, the company requires a total reengineering effort at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social change at the marketing division of Colby General Hospital A is enhancing uncertainty in the workplace causing different obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing calculated decisions since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Commission's treatment in the process. Given the fact that the store has an international presence with branches in UK, USA, Canada and Germany, political factors in each of these countries may be able to influence efficiency or tactical objectives. Federal Trade Payment's antitrust fit versus the merging occupied useful time of the organization's elderly monitoring suggesting that 'political' factors can have serious effects for an international business.

Economic Factors: Economic factors such as the emergence of small companies in the worldwide situation suggest that Colby General Hospital A is flourishing in a setting where there is prospective growth of services. Truth that shop clients are mainly looking for office products for house workplaces recommends that the market has a rising trend of business owners as well as house based companies.

Social factors: Social patterns in the economic situation reveal that consumers are trying to find benefit in addition to eye-catching rates. Market research shows how the consumer for Colby General Hospital A lacks understanding about locating remedies which can supply a combination of comfort and affordable.

Technical factors: Technology plays a vital function in Colby General Hospital A's company strategy particularly as the organization is piloting Technology facilities which would use modern technology sales and also support in the kind of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Behavior problems can be seen in Colby General Hospital A's case as highlighted in this area.

Worries about social modification: There is uneasiness 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 the majority of the employee currently showing discontent over this prospective move. This predicted adjustment has developed stress and anxiety in the workplace which has actually been paired with the previous stress of preparing the firm for a prospective merger with Residence Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is scarcity of personnel that can match the stressful setting of a busy organization. Not only does this bring about difficulty in locating the best people, it puts stress and anxiety on brand-new hires as can not endure the rate and pressure that the company anticipates them to bear.

Twin Reporting Lines: Novices discover this organizational culture difficult as well as tough to handle specifically as populated line partnerships are meant to be weaker in general as well as unbiased setup as well as efficiency examination is still done by the strong line supervisor. This implies that newbies could lose clarity concerning their particular duties as well as goals especially as populated line reporting does not maintain them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's setting came as a strike to her morale. Lewis may have been capable and also proper for the task however the reality that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Work Instability: Concern and also insecurity can be recognized as two significant problems that Lewis would certainly be handling particularly as the merging has actually now be cancelled and also 2 elderly execs of the advertising and marketing division would certainly be leaving. The entire duty of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining about a social adjustment however would certainly additionally need to prove herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's administration style as well as its incompatibility with the marketing department's duty can additionally be seen as an OB challenge specifically as she has actually been made use of to managing issues in the operations department where employees are shown to focus on processes as well as get them. The marketing department on the other hand can be viewed as a group of individuals who are utilized to being supported by Krasnow that focused a lot more on outcome than processes.

Interdepartmental Differences: Interdepartmental differences in between three departments, advertising and marketing, merchandizing as well as operations respectively over the allocation of the advertising and marketing mix can be determined as one more OB worry. The advertising and marketing division does not share the very same vision as the other 2 divisions pertaining to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and also procedures divisions do not concur over the advertising and marketing mix allotment amongst one another either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be determined as one more OB concern which could need additional focus. The truth that the marketing and advertising areas in the marketing department are detached is protecting against both departments from gaining from each various other's experience and also know-how. Assimilation of advertising and marketing with merchandising and operations would certainly become harder if the advertising and marketing department itself is degenerated which can be another potential OB issue.

Colby General Hospital A Analysis

Numerous concepts have been made use of to clarify the scenarios to obtain further clarity concerning the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors think that subordinates are passive and also lazy, have little ambition and also stand up to adjustment. The circumstance at Colby General Hospital A is not totally complying with Theory X, it can be seen that new hires are discovering this environment instead difficult which might at some point lead to a higher inclination of the monitoring in the direction of Theory X. Even while assessing Lewis's monitoring style, theory X may have been suitable in the procedures division to some level however the Advertising department would certainly need dependence on Concept Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's issue concerning bringing consistency between the advertising and marketing division is concerned, this would originally result in conflict as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the preliminary phase of team advancement, individuals may not bond, as they are active locating their place in the team. By combining the advertising and marketing division's job, there might be the same initial disconnect which might bring about the 2nd phase of 'storming' where the groups challenge one another. Nevertheless, it is only during the 3rd stage or 'norming' when they would certainly integrate to share suggestions prior to the team can produce harmony in the fourth phase 'performing'.

When individuals are offered with modification, they get in phase one and also so there might be feelings like unhappiness, uncertainty, frustration, temper, fear, denial and also disorientation.The circumstance at the advertising and marketing department of Colby General Hospital A is similar so Lewis can get comfortable with the idea that it is not remarkable actions. It is throughout this phase that Lewis will have to offer guidance to the division so that they can find a feeling of direction. It can be seen exactly how Krasnow has actually already made this shift less complicated by making Lewis get included in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the value of 'safety requires as being a lower level requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel secure and out of risk' is at the second level of needs. Prior to an employee can be made to establish mentally, he requires to have his 'Physiological 'and 'Safety' requires fulfilled.

SWOT Analysis for Colby General Hospital A Case Study



Effects of Analysis.

The OB analysis has actually looked at numerous concepts to understand just how to manage the current situation at hand. The adhering to three choices have actually been suggested to aid Lewis deal with the organizational challenges in the advertising department. Each of these options has actually been proposed for alleviating the change needed to bring the marketing division according to the needs of the market as well as for making the cultural change that would follow as soon as the present leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and also Manufacturing functions. Combination of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Advertising And Marketing Functions: The in-house marketing firm of Colby General Hospital A is already toughness for the organization in terms of conserving up on overheads connected to advertising and marketing and also promotion. Since no new employment has actually been done after Bridget Cole's separation with the reporting line being straight appointed to Krasnow for the marketing function, this is a desirable chance for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merger days has proficiency in business-to-business advertising along with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing and advertising functions.

The advantage of this method is that it will certainly incorporate the two features while minimizing the need for employing an extra resource for advertising. In addition to this, Lewis would be heading the advertising department and regardless her replacement would certainly be needed for the existing function that she is carrying out. The drawback of this choice is that external hiring might produce bitterness from interior personnel who may be looking at the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Provided the competitive stress as well as excellent quality work required from the ad agency, it is advised that Lewis must permit the manufacturing system to be a separate function from the marketing unit. Considering that the majority of advertising agencies had these 2 functions as different units, it makes even more feeling to adhere to the standard. In addition to this, both features might have the ability to focus on their core activates a lot more efficiently. Nevertheless, the disadvantage of this technique would be that additional expenses would certainly need to be birthed for setting up separate manufacturing functions. A manufacturing head may have to be employed which can increase expenses for the organization.

Integration of Advertising with Operations: Considering that Lewis is currently taking care of the marketing and also operations departments at the same time; it makes sense to integrate the 2 features 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 two divisions would certainly be culturally varied.

Suggestion.



An assessment of the three choices indicates that assimilation of marketing and also operations would not be a possible action because of the substantial distinctions between both departments although that presently Lewis is managing both. While separation of the production feature may have been a favorable action for the advertising and marketing department, the truth that it would suggest positioning a 3rd function under Lewis's wing indicates this must be prevented. The integration of the marketing department is the best option in regards to obtaining the ideal results from the department. An action plan for this option is reviewed below.

Action Plan.
Recommendation
Lewis will certainly take over the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Production function will certainly stay component of advertising under marketing function.

Lewis will certainly divide herself from procedures.

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

Open door policy as well as emphasis on cross departmental interaction will certainly be aimed at eliminating discord.

Contingency plan.

If the combination does not work out as planned, a contingency plan would certainly adhere to which would certainly separate the manufacturing feature from the marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising department without an SVP. Because case the manufacturing feature will absolutely be divided by placing it under an SVP production.