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Corporate Governance The Jack Wright Series 7 The Board Management Relationship Case Study Solution

CASE ANALYSIS

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Corporate Governance The Jack Wright Series 7 The Board Management Relationship Case Study Analysis

Background and Facts

Corporate Governance The Jack Wright Series 7 The Board Management Relationship an office supplies seller for tiny and also average sized organisations has actually just recently been involved in preparing for a merging with its competitor House Deport, which has actually influenced performance degrees in departmentswith the elderly supervisor involved in lawful complications presented by the federal Profession Compensation. With the Advertising Head advancing the information of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the future. With challenges in the kind of a potential social modification as well as reduced employee morale, the company is in need of a total reengineering initiative at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective cultural adjustment at the marketing department of Corporate Governance The Jack Wright Series 7 The Board Management Relationship is increasing uncertainty in the workplace leading to various 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 role in influencing tactical decisions since Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Commission's intervention in the process. Offered the truth that the shop has an international existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might have the ability to influence performance or critical objectives. Federal Profession Payment's antitrust fit against the merging occupied beneficial time of the company's senior monitoring suggesting that 'political' factors can have significant implications for a global company.

Economic Factors: Financial factors such as the development of local business in the worldwide circumstance recommend that Corporate Governance The Jack Wright Series 7 The Board Management Relationship is thriving in an environment where there is possible growth of companies. Reality that shop customers are primarily looking for office materials for house offices recommends that the market has an increasing pattern of business owners and house based organisations.

Social factors: Social patterns in the economic situation reveal that customers are looking for comfort as well as eye-catching rates. Marketing research shows how the client for Corporate Governance The Jack Wright Series 7 The Board Management Relationship lacks awareness about discovering services which can supply a combination of convenience and also inexpensive.

Technological factors: Technology plays a vital role in Corporate Governance The Jack Wright Series 7 The Board Management Relationship's service approach particularly as the organization is piloting Modern technology facilities which would supply innovation sales as well as support in the form of memory upgrades, peripheral installments. (Summary of PARASITE in appendix 2).

OB Issues and Effects.

A number of underlying Business Behavior problems can be seen in Corporate Governance The Jack Wright Series 7 The Board Management Relationship's case as highlighted in this section.

Worries concerning cultural change: There is apprehension about a social adjustment that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with a lot of the employee currently showing discontent over this prospective move. This expected adjustment has actually created stress in the workplace which has been combined with the previous tension of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is scarcity of personnel that can match the stressful setting of a fast-paced organization. Not just does this lead to problem in finding the right people, it puts stress on new hires as can not hold up against the pace and pressure that the organization anticipates them to bear.

Dual Reporting Lines: Beginners find this business culture cumbersome and tough to handle particularly as dotted line relationships are meant to be weak as a whole as well as objective setting as well as performance analysis is still done by the strong line manager. This means that newbies could lose clarity about their particular roles as well as goals especially as dotted line reporting does not maintain them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had been speculated that the last would take Krasnow's setting came as a blow to her spirits. Lewis may have been capable and also ideal for the work however the fact that Kransnow's departure would make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Job Instability: Anxiety as well as insecurity can be determined as 2 major concerns that Lewis would certainly be handling especially as the merger has currently be terminated and 2 senior execs of the advertising and marketing division would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would not simply supervise of brining regarding a cultural change but would likewise have to show herself in her new function.

Incompatible Monitoring Design of Leader: Lewis's monitoring design as well as its conflict with the advertising and marketing department's duty can likewise be seen as an OB obstacle specifically as she has been used to dealing with issues in the operations division where personnel are educated to focus on processes and obtain them. The advertising and marketing division on the other hand can be viewed as a group of individuals who are used to being supported by Krasnow that concentrated more on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 departments, marketing, merchandizing as well as operations specifically over the allotment of the advertising mix can be determined as an additional OB issue. Although the advertising and marketing department does not share the very same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and procedures departments do not concur over the marketing mix allocation amongst each other either.

Fragmentation in Marketing Department: Disintegration in between the marketing and advertising divisions can be identified as an additional OB problem which can need more focus. The truth that the advertising and marketing sections in the advertising and marketing division are detached is stopping both divisions from obtaining from each other's experience as well as proficiency. Combination of advertising with merchandising and operations would end up being more difficult if the marketing department itself is degenerated which can be an additional prospective OB issue.

Corporate Governance The Jack Wright Series 7 The Board Management Relationship Analysis

Various concepts have actually been utilized to clarify the scenarios to get additional clearness concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that juniors are passive and also lazy, have little ambition and also withstand modification. The scenario at Corporate Governance The Jack Wright Series 7 The Board Management Relationship is not entirely complying with Theory X, it can be seen that new hires are discovering this setting rather difficult which might eventually lead to a greater inclination of the management in the direction of Concept X. Even while analyzing Lewis's administration design, theory X might have been suitable in the operations division to some degree yet the Marketing division would call for reliance on Theory Y in order to get the imagination and originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's worry about bringing harmony between the marketing and advertising and marketing department is concerned, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising as well as advertising and marketing department's job, there might be the same initial detach which might lead to the second stage of 'storming' where the groups test one another.

Bridges' Change Version: According To William Bridge's theory (appendix 4), people are fairly unpleasant with modification, which is apparent by the scenario at Corporate Governance The Jack Wright Series 7 The Board Management Relationship The situation can be viewed as a normal training course of life if is studied as per Bridge's concept where he discusses that people experience three stages of transition when they experience adjustment. 'End, losing as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people are presented with change, they enter phase one therefore there might be emotions like sadness, unpredictability, aggravation, anger, concern, denial and also disorientation.The scenario at the advertising and marketing department of Corporate Governance The Jack Wright Series 7 The Board Management Relationship is similar so Lewis can obtain comfy with the concept that it is not amazing habits. In the 2nd stage, there might be a need to bridge the space between the new and old society so Lewis may have to encounter this experience when Krasnow leaves. There might be reduced spirits and also low productivity at this stage which ought to not be taken as a trouble. It is throughout this phase that Lewis will have to provide advice to the division to make sure that they can locate a sense of direction. It can be seen just how Krasnow has currently made this shift much easier by making Lewis obtain associated with the department a year prior to his actual separation. As per Bridges' Model, stage 3 will cause openness to knowing, High power as well as commitment as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem pertaining to instability at the work environment has been caused first of all by the adjustment in management and also secondly by the truth that the merging will certainly no more be launched. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has talks about the significance of 'safety requires as being a lower level need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel secure and also untouched' is at the second degree of needs. Prior to a staff member can be made to establish mentally, he requires to have his 'Physical 'and 'Security' requires met. This indicates that unless the workers are made to feel safe and secure about their present employment status in Corporate Governance The Jack Wright Series 7 The Board Management Relationship they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Corporate Governance The Jack Wright Series 7 The Board Management Relationship Case Study



Ramification of Analysis.

The OB analysis has actually looked at numerous theories to understand exactly how to handle the existing situation at hand. The adhering to 3 alternatives have actually been suggested to assist Lewis manage the business challenges in the advertising department. Each of these options has been proposed for easing the change required to bring the advertising department in line with the demands of the market and for making the social adjustment that would certainly adhere to when the present leader leaves.

Integration of advertising and marketing functions. Separating Adverting as well as Manufacturing functions. Assimilation of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with company as well as retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing and marketing features.

The advantage of this approach is that it will certainly integrate the two functions while reducing the need for hiring an added source for marketing. Lewis would be heading the advertising and marketing department and also in any case her replacement would be required for the current duty that she is doing. The disadvantage of this choice is that outside hiring might cause resentment from interior personnel that might be looking at the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Production: Offered the affordable pressures as well as top quality work called for from the ad agency, it is suggested that Lewis ought to enable the manufacturing device to be a different feature from the advertising and marketing device. Given that a lot of ad agency had these two functions as different devices, it makes even more feeling to follow the norm. Both functions might be able to focus on their core triggers extra efficiently. Nonetheless, the disadvantage of this strategy would be that additional expenses would need to be birthed for setting up separate manufacturing functions. Along with this, a production head may have to be hired which can increase expenses for the organization.

Assimilation of Advertising And Marketing with Procedures: Given that Lewis is currently taking care of the marketing as well as procedures departments at the same time; it makes sense to incorporate the two functions because she has actually been successfully taking care of both ends. The reality that Lewis has to adapt her administration style for the advertising and marketing division recommends that these two departments would certainly be culturally diverse.

Recommendation.



An examination of the three choices shows that assimilation of marketing as well as procedures would not be a viable move because of the large distinctions between both divisions although that currently Lewis is taking care of both. While separation of the production function may have been a favorable relocation for the advertising division, the reality that it would certainly indicate putting a third function under Lewis's wing suggests this must be stayed clear of. The integration of the advertising and marketing division is the best alternative in terms of getting the ideal arise from the department. An action plan for this alternative is gone over listed below.

Activity Strategy.
Recommendation
Lewis will certainly take control of the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Production function will certainly continue to be part of advertising under advertising feature.

Lewis will certainly separate herself from procedures.

A democratic management design with staff member empowerment will be used in advertising division.

Open door plan and emphasis on cross department communication will certainly be aimed at getting rid of discord.

Contingency strategy.

If the integration does not exercise as prepared, a contingency strategy would certainly comply with which would certainly separate the manufacturing function from the advertising feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.