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Cougars Case Study Analysis

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Cougars Case Study Analysis

Background and Facts

Cougars an office materials merchant for little as well as average sized businesses has actually lately been associated with planning for a merging with its rival Home Deport, which has actually impacted efficiency levels in departmentswith the senior supervisor involved in lawful difficulties put forth by the federal Trade Commission. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the near future. With obstacles in the type of a possible cultural modification and low employee morale, the company requires a full reengineering initiative at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the marketing division of Cougars is enhancing unpredictability in the workplace resulting in numerous difficulties for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting critical decisions considering that Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Profession Payment's treatment in the process. Provided the truth that the shop has a global existence with branches in UK, USA, Canada and Germany, political consider each of these nations may be able to affect efficiency or tactical goals. Federal Trade Payment's antitrust match versus the merger used up valuable time of the organization's elderly monitoring suggesting that 'political' factors can have serious effects for a worldwide organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the international circumstance suggest that Cougars is prospering in a setting where there is potential growth of organisations. In addition to this, fact that store clients are mainly trying to find workplace supplies for home offices suggests that the market has a climbing fad of entrepreneurs as well as home based organisations.

Social factors: Social fads in the economy show that customers are trying to find ease along with eye-catching costs. Marketing research shows how the client for Cougars does not have awareness concerning finding services which can provide a mix of ease and inexpensive.

Technical factors: Innovation plays an essential function in Cougars's company technique particularly as the organization is piloting Modern technology centers which would use innovation sales as well as assistance in the form of memory upgrades, peripheral installations. (Recap of INSECT in appendix 2).

OB Issues and Effects.

Numerous underlying Business Habits issues can be seen in Cougars's case as highlighted in this section.

Uneasiness about cultural adjustment: There is concern regarding a cultural change that would certainly occur once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with a lot of the team member currently revealing discontent over this possible action. This predicted adjustment has actually developed stress in the work environment which has actually been coupled with the previous stress of preparing the company for a possible merging with House Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is lack of employees that can match the stressful environment of a hectic company. Not only does this bring about problem in locating the ideal people, it places stress and anxiety on new hires as can not withstand the pace and pressure that the organization anticipates them to bear.

Twin Reporting Lines: Newbies discover this organizational society troublesome as well as challenging to deal with specifically as dotted line connections are meant to be weak in general and also objective setup as well as efficiency evaluation is still done by the strong line supervisor. This indicates that novices could shed clarity about their particular roles and objectives specifically as dotted line reporting does not maintain them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had been hypothesized that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis may have been qualified and appropriate for the work yet the reality that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Work Instability: Concern and also insecurity can be recognized as 2 significant concerns that Lewis would be managing particularly as the merger has actually currently be cancelled and 2 senior execs of the advertising division would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would not just be in charge of brining about a cultural change yet would also have to prove herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's management style and also its conflict with the advertising and marketing division's function can likewise be viewed as an OB difficulty particularly as she has been used to dealing with concerns in the operations division where workers are educated to concentrate on procedures and also get them right. The advertising department on the various other hand can be seen as a team of people that are made use of to being nurtured by Krasnow that focused a lot more on result than procedures.

Interdepartmental Differences: Interdepartmental disputes between three departments, marketing, merchandizing and operations specifically over the appropriation of the advertising mix can be identified as one more OB issue. The advertising and marketing division does not share the same vision as the various other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and also procedures departments do not agree over the advertising and marketing mix allocation among one an additional either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the advertising and marketing departments can be identified as another OB problem which could need further focus. The reality that the advertising and marketing sections in the advertising division are separated is preventing both departments from gaining from each various other's experience as well as knowledge. Integration of advertising with retailing and procedures would become harder if the advertising and marketing department itself is degenerated which can be another possible OB worry.

Cougars Analysis

Various theories have actually been used to discuss the conditions to obtain more quality concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that subordinates are passive as well as careless, have little passion and resist change. The situation at Cougars is not entirely adhering to Theory X, it can be seen that brand-new hires are locating this setting instead stressful which might eventually lead to a better inclination of the administration towards Theory X. Even while examining Lewis's monitoring style, concept X might have been suitable in the operations department to some degree yet the Advertising division would certainly need dependence on Theory Y in order to get the creativity as well as originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's concern about bringing harmony in between the advertising and marketing department is concerned, this would initially cause contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the preliminary stage of group development, individuals might not bond, as they are busy discovering their place in the group. By incorporating the advertising and marketing department's job, there might be the same initial detach which could result in the 2nd stage of 'storming' where the groups challenge one another. Nonetheless, it is only during the third phase or 'norming' when they would certainly collaborate to share suggestions before the team can cause harmony in the fourth stage 'executing'.

When individuals are provided with adjustment, they get in phase one and also so there might be emotions like unhappiness, uncertainty, disappointment, anger, worry, rejection and also disorientation.The scenario at the advertising and marketing department of Cougars is similar so Lewis can get comfy with the suggestion that it is not phenomenal actions. It is during this stage that Lewis will certainly have to offer advice to the department so that they can locate a sense of direction. It can be seen exactly how Krasnow has actually already made this change simpler by making Lewis obtain involved in the department a year before his actual departure.
Vrio Analysis
Maslow's Requirement hierarchy: The OB concern pertaining to insecurity at the workplace has actually been triggered to start with by the adjustment in monitoring and also secondly by the fact that the merging will no longer be started. Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has discusses the significance of 'protection requires as being a reduced degree need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and also unharmed' goes to the 2nd degree of requirements. Prior to a worker can be made to establish emotionally, he needs to have his 'Physical 'and 'Safety and security' needs satisfied. This shows that unless the employees are made to really feel safe concerning their current work status in Cougars they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Cougars Case Study



Implication of Analysis.

The OB analysis has actually looked at numerous concepts to comprehend exactly how to manage the present scenario handy. The complying with 3 choices have actually been suggested to assist Lewis take care of the business challenges in the advertising and marketing department. Each of these choices has actually been proposed for relieving the change needed to bring the advertising and marketing department in accordance with the demands of the market and for making the social modification that would certainly follow once the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and also Production functions. Integration of Advertising with Procedures.

Examination of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The in-house advertising agency of Cougars is already stamina for the organization in regards to conserving up on overheads connected to advertising and marketing as well as promo. Considering that no brand-new recruitment has been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the advertising and marketing feature, this is a desirable opportunity for integrating the advertising and marketing functions. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business advertising in addition to agency as well as retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both advertising and marketing functions.

The benefit of this method is that it will integrate the two features while reducing the demand for hiring an added resource for advertising. Along with this, Lewis would be heading the advertising department and also all the same her substitute would certainly be needed for the current duty that she is doing. The drawback of this choice is that exterior hiring may produce animosity from interior workers who might be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Production: Offered the affordable stress and also high top quality work required from the marketing firm, it is suggested that Lewis ought to permit the manufacturing unit to be a separate function from the advertising and marketing system. Since the majority of advertising agencies had these two features as different devices, it makes more sense to adhere to the standard.

Integration of Advertising And Marketing with Workflows: Given that Lewis is currently taking care of the advertising and marketing as well as operations divisions all at once; it makes feeling to integrate the two features considering that she has been effectively taking care of both ends. The fact that Lewis has to adjust her monitoring design for the advertising and marketing department suggests that these two divisions would certainly be culturally diverse.

Recommendation.



An evaluation of the three options indicates that assimilation of advertising and marketing and procedures would not be a viable step due to the large differences in between the 2 departments despite the fact that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a beneficial relocation for the advertising and marketing department, the truth that it would mean putting a third feature under Lewis's wing indicates this must be avoided.

Action Strategy.
Recommendation
Lewis will take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

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

Lewis will certainly divide herself from procedures.

An autonomous management style with employee empowerment will be utilized in advertising division.

Open door policy and also emphasis on cross department interaction will be aimed at getting rid of disharmony.

Contingency strategy.

If the assimilation does not work out as intended, a backup strategy would follow which would certainly divide the manufacturing feature from the marketing feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will most definitely be divided by positioning it under an SVP manufacturing.