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Colby General Hospital A Case Study Analysis

Background and Facts

Colby General Hospital A an office materials retailer for small as well as medium sized services has actually lately been associated with preparing for a merging with its rival Residence Deport, which has influenced efficiency degrees in departmentswith the senior supervisor associated with lawful problems presented by the federal Profession Payment. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With challenges in the form of a potential cultural modification and reduced staff member morale, the organization is in need of a full reengineering initiative at the advertising department.

Trouble Declaration

The possible social modification at the marketing division of Colby General Hospital A is boosting uncertainty in the workplace bring about numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical decisions because Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Profession Payment's treatment at the same time. Given the truth that the store has a worldwide existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations might have the ability to affect performance or tactical goals. Federal Profession Compensation's antitrust match versus the merger took up beneficial time of the company's elderly monitoring suggesting that 'political' factors can have serious ramifications for a worldwide company.

Economic Factors: Financial factors such as the development of small companies in the global scenario suggest that Colby General Hospital A is growing in an atmosphere where there is possible development of services. Along with this, truth that shop clients are mostly looking for office supplies for office suggests that the market has a climbing trend of entrepreneurs and also online businesses.

Social factors: Social patterns in the economic climate reveal that clients are looking for benefit along with appealing rates. Marketing research demonstrates how the customer for Colby General Hospital A does not have recognition concerning discovering remedies which can provide a mix of ease and inexpensive.

Technological factors: Innovation plays a vital duty in Colby General Hospital A's service method particularly as the company is piloting Modern technology centers which would use technology sales and support in the kind of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Habits concerns can be seen in Colby General Hospital A's case as highlighted in this area.

Concerns concerning cultural modification: There is apprehension about a cultural change that would take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with a lot of the staff members already showing unhappiness over this prospective relocation. This expected modification has actually developed stress in the workplace which has actually been paired with the past anxiety of preparing the firm for a potential merger with House Deport.

Stressful Work Setting for Newcomers: There is shortage of workers that can match the demanding atmosphere of a fast-paced organization. Not only does this cause trouble in finding the best individuals, it places stress and anxiety on new hires as can not endure the rate and also stress that the organization expects them to birth.

Twin Coverage Lines: Newcomers find this organizational society difficult as well as hard to cope with especially as dotted line partnerships are indicated to be weaker as a whole and unbiased setting and performance assessment is still done by the strong line supervisor. This implies that novices can lose clarity regarding their corresponding functions and goals particularly as populated line reporting does not keep them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been capable as well as suitable for the work however the fact that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Work Instability: Worry and also instability can be identified as two significant worries that Lewis would certainly be managing particularly as the merging has actually currently be terminated and also 2 elderly executives of the marketing division would certainly be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining about a social adjustment yet would likewise have to confirm herself in her new role.

Incompatible Administration Style of Leader: Lewis's management design as well as its conflict with the advertising division's duty can additionally be seen as an OB challenge particularly as she has been utilized to handling issues in the operations department where personnel are taught to concentrate on procedures as well as obtain them. The advertising and marketing department on the other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow who focused much more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between 3 divisions, advertising and marketing, merchandizing and also operations specifically over the allotment of the advertising and marketing mix can be recognized as an additional OB concern. Although the advertising and marketing department does not share the same vision as the other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix appropriation among one another either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing departments can be recognized as an additional OB issue which can need additional focus. The fact that the marketing and advertising areas in the advertising and marketing division are detached is stopping both divisions from getting from each other's experience and know-how. Integration of advertising with retailing and operations would certainly come to be harder if the advertising and marketing division itself is broken down which can be another prospective OB concern.

Colby General Hospital A Analysis

Different theories have actually been utilized to describe the circumstances to get additional clarity concerning the situation handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors think that juniors are easy and also lazy, have little passion and withstand change. The scenario at Colby General Hospital A is not entirely complying with Concept X, it can be seen that new hires are discovering this atmosphere instead stressful which might ultimately lead to a greater inclination of the administration towards Concept X. Even while evaluating Lewis's monitoring design, theory X might have been suitable in the procedures department to some degree yet the Marketing division would certainly call for reliance on Theory Y in order to obtain the imagination as well as creativity from the groups.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing harmony between the advertising and marketing division is worried, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising and also marketing department's work, there may be the very same initial detach which might lead to the 2nd stage of 'storming' where the groups challenge one an additional.

Bridges' Shift Version: As per William Bridge's concept (appendix 4), individuals are quite uneasy with modification, which is evident by the situation at Colby General Hospital A The situation can be seen as a regular training course of life if is researched based on Bridge's concept where he describes that people experience three stages of transition when they experience adjustment. 'Ending, shedding and Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people exist with change, they go into phase one and so there might be emotions like despair, unpredictability, frustration, temper, worry, denial and also disorientation.The scenario at the advertising and marketing department of Colby General Hospital A is comparable so Lewis can obtain comfortable with the idea that it is not phenomenal behavior. In the second stage, there might be a requirement to bridge the space in between the brand-new and also old society so Lewis might have to face this ordeal as soon as Krasnow leaves. There may be reduced morale and also low efficiency at this phase which ought to not be taken as an obstacle. It is during this phase that Lewis will need to give support to the division to ensure that they can locate an orientation. It can be seen how Krasnow has actually currently made this transition much easier by making Lewis get associated with the division a year prior to his real separation. According to Bridges' Version, stage three will cause visibility to discovering, High energy as well as dedication as people will accept the adjustment (Bridges, 2004).

Maslow's Requirement power structure: The OB problem pertaining to instability at the work environment has been activated to start with by the change in management as well as second of all by the reality that the merger will no more be started. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the value of 'safety and security requires as being a reduced level demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel protected as well as out of danger' is at the 2nd level of requirements. Before a worker can be made to establish mentally, he requires to have his 'Physical 'and also 'Safety and security' needs met. This shows that unless the workers are made to really feel protected concerning their present employment condition in Colby General Hospital A they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Colby General Hospital A Case Study

Effects of Analysis.

The OB analysis has actually checked out various theories to recognize how to handle the existing situation handy. The following 3 options have actually been proposed to help Lewis deal with the organizational difficulties in the marketing department. Each of these alternatives has actually been recommended for easing the change needed to bring the advertising and marketing department according to the needs of the marketplace and for making the social adjustment that would certainly adhere to once the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and Manufacturing features. Combination of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Combination of Advertising And Marketing & Advertising And Marketing Functions: The internal advertising and marketing company of Colby General Hospital A is currently toughness for the organization in terms of saving up on overheads associated with advertising as well as promo. Considering that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the advertising and marketing function, this is a beneficial chance for incorporating the marketing and advertising features. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has competence in business-to-business marketing together with agency as well as retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and marketing functions.

The advantage of this technique is that it will certainly incorporate both features while decreasing the need for working with an added resource for advertising. Along with this, Lewis would certainly be heading the marketing department and also all the same her replacement would certainly be needed for the existing role that she is doing. The disadvantage of this choice is that external hiring might cause resentment from inner workers who may be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Production: Given the affordable pressures and also excellent quality job called for from the advertising agency, it is suggested that Lewis should permit the manufacturing device to be a separate feature from the marketing device. Because a lot of ad agency had these two features as different devices, it makes even more feeling to adhere to the norm. In addition to this, both functions may be able to concentrate on their core activates much more successfully. Nevertheless, the negative aspect of this approach would be that additional costs would certainly need to be borne for setting up separate production features. Along with this, a manufacturing head may need to be employed which can boost expenses for the company.

Combination of Marketing with Operations: Because Lewis is already taking care of the marketing and also procedures departments concurrently; it makes feeling to incorporate the two functions because she has actually been effectively taking treatment of both ends. The fact that Lewis has to adjust her management design for the advertising and marketing department recommends that these 2 departments would certainly be culturally varied.


An evaluation of the 3 alternatives shows that assimilation of marketing and operations would not be a viable step because of the huge distinctions in between the two divisions although that presently Lewis is handling both. While separation of the production feature might have been a beneficial relocation for the advertising division, the reality that it would mean placing a third feature under Lewis's wing means this need to be prevented as well. The combination of the marketing department is the most effective choice in terms of obtaining the ideal results from the division. An action prepare for this option is discussed listed below.

Activity Plan.

Lewis will take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be combined.

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

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

Lewis will divide herself from operations.

A democratic management design with staff member empowerment will certainly be utilized in advertising department.

Open up door policy as well as focus on cross departmental interaction will certainly be focused on eliminating disharmony.

Backup plan.

If the combination does not work out as prepared, a contingency strategy would comply with which would divide the manufacturing function from the marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing department without an SVP. In that case the production function will certainly be separated by positioning it under an SVP production.