Menu

Cox Communications Inc 1999 Case Study Help

CASE HELP

Home >> Harvard >> Cox Communications Inc 1999 >>

Cox Communications Inc 1999 Case Study Solution

Background and Facts

Cox Communications Inc 1999 an office supplies merchant for small as well as average sized services has actually just recently been associated with preparing for a merger with its rival House Deport, which has actually influenced performance levels in departmentswith the senior manager involved in legal problems put forth by the federal Profession Compensation. With the Advertising and marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the future. With challenges in the form of a possible social modification and reduced worker morale, the company requires a complete reengineering initiative at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising division of Cox Communications Inc 1999 is raising unpredictability in the working environment leading to different difficulties for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing calculated decisions considering that Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Trade Payment's intervention in the process. Provided the fact that the shop has a global presence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations may have the ability to affect performance or calculated goals. Federal Trade Payment's antitrust suit against the merging used up valuable time of the organization's senior monitoring recommending that 'political' factors can have significant ramifications for an international business.

Economic Factors: Financial factors such as the emergence of small businesses in the global circumstance suggest that Cox Communications Inc 1999 is thriving in an environment where there is prospective growth of organisations. Along with this, reality that shop clients are primarily trying to find workplace materials for office recommends that the marketplace has a climbing trend of entrepreneurs and also home organisations.

Social factors: Social trends in the economy reveal that clients are seeking comfort in addition to eye-catching costs. Market research demonstrates how the customer for Cox Communications Inc 1999 does not have understanding about discovering remedies which can use a mix of ease as well as inexpensive.

Technical factors: Technology plays a crucial role in Cox Communications Inc 1999's service approach particularly as the company is piloting Modern technology centers which would offer innovation sales and assistance in the form of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

A number of underlying Organizational Actions problems can be seen in Cox Communications Inc 1999's case as highlighted in this section.

Uneasiness concerning social modification: There is apprehension about a cultural change that would take place when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with a lot of the employee currently revealing discontent over this prospective move. This anticipated adjustment has produced stress in the work environment which has actually been coupled with the previous tension of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is scarcity of workers that can match the demanding setting of a fast-paced company. Not only does this result in trouble in locating the ideal individuals, it places stress and anxiety on brand-new hires as can not withstand the pace and pressure that the company expects them to bear.

Double Reporting Lines: Newbies discover this organizational society cumbersome and difficult to handle particularly as dotted line partnerships are suggested to be weak as a whole and unbiased setting and efficiency assessment is still done by the solid line manager. This suggests that beginners might lose clarity regarding their respective duties and purposes specifically as dotted line reporting does not keep them in straight interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's position came as an impact to her spirits. Lewis may have been qualified as well as appropriate for the task yet the reality that Kransnow's separation would make Coles a straight report to Lewis may have been the factor for Coles' resignation from services.

Concern & Work Instability: Anxiety and insecurity can be determined as 2 major problems that Lewis would be dealing with particularly as the merging has actually currently be terminated and two senior execs of the advertising and marketing department would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural modification but would additionally have to show herself in her new function.

Inappropriate Administration Style of Leader: Lewis's monitoring design and also its incompatibility with the marketing department's duty can additionally be seen as an OB challenge especially as she has actually been made use of to managing issues in the procedures department where personnel are shown to focus on procedures as well as obtain them. The marketing division on the other hand can be seen as a team of people who are made use of to being supported by Krasnow that focused much more on result than procedures.

Interdepartmental Disagreements: Interdepartmental differences in between three divisions, marketing, merchandizing as well as operations specifically over the allowance of the advertising and marketing mix can be recognized as one more OB worry. Although the advertising division does not share the exact same vision as the various other two departments pertaining to the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix allowance among each other either.

Disintegration in Advertising And Marketing Division: Fragmentation between the advertising and marketing divisions can be recognized as one more OB problem which can need more focus. The reality that the marketing and advertising areas in the marketing division are disconnected is avoiding both divisions from obtaining from each other's experience and also experience. Integration of advertising and marketing with retailing as well as procedures would certainly become harder if the advertising and marketing division itself is degenerated which can be one more possible OB issue.

Cox Communications Inc 1999 Analysis

Different theories have been made use of to explain the circumstances to get more quality about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that juniors are passive as well as lazy, have little ambition and also resist adjustment. The circumstance at Cox Communications Inc 1999 is not entirely adhering to Concept X, it can be seen that brand-new hires are finding this atmosphere instead difficult which may at some point lead to a better inclination of the administration in the direction of Concept X. Even while assessing Lewis's management design, concept X may have been appropriate in the procedures division to some level but the Advertising and marketing department would certainly need dependence on Concept Y in order to obtain the imagination and originality from the groups.

Tuckman's Team effort Theory: As for Lewis's worry regarding bringing harmony in between the advertising and marketing department is worried, this would initially lead to clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the initial phase of group development, people might not bond, as they are busy discovering their area in the team. By incorporating the advertising and marketing department's job, there might coincide initial disconnect which could lead to the second phase of 'storming' where the teams test each other. Nevertheless, it is just throughout the 3rd phase or 'norming' when they would collaborate to share concepts prior to the team can bring about harmony in the fourth stage 'performing'.

When individuals are presented with adjustment, they go into phase one as well as so there might be feelings like sadness, uncertainty, disappointment, anger, anxiety, rejection and disorientation.The scenario at the advertising and marketing department of Cox Communications Inc 1999 is comparable so Lewis can get comfortable with the suggestion that it is not extraordinary behavior. It is throughout this phase that Lewis will have to offer guidance to the division so that they can locate a feeling of direction. It can be seen just how Krasnow has currently made this change simpler by making Lewis obtain included in the department a year prior to his real departure.
Vrio Analysis
Maslow's Requirement hierarchy: The OB concern related to insecurity at the workplace has actually been set off first of all by the modification in administration as well as secondly by the reality that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has discusses the significance of 'safety and security requires as being a reduced level need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel secure as well as safe' goes to the 2nd level of requirements. Before a worker can be made to create mentally, he needs to have his 'Physical 'and 'Safety' needs fulfilled. This shows that unless the workers are made to feel safe and secure regarding their present work status in Cox Communications Inc 1999 they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Cox Communications Inc 1999 Case Study



Implication of Analysis.

The OB analysis has considered numerous concepts to recognize just how to deal with the present situation at hand. The adhering to 3 alternatives have been proposed to help Lewis take care of the organizational challenges in the advertising division. Each of these options has actually been proposed for easing the change required to bring the marketing division in line with the demands of the marketplace as well as for making the social change that would adhere to as soon as the present leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting and also Production features. Integration of Advertising And Marketing with Operations.

Examination of Alternatives.

Integration of Advertising & Advertising Functions: The internal advertising company of Cox Communications Inc 1999 is currently strength for the organization in regards to conserving up on expenses related to advertising and marketing and also promo. Since no brand-new employment has been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the advertising feature, this is a beneficial chance for incorporating the advertising and marketing features. Judith Shapiro that has earlier been spoken with by Lewis during the earlier merging days has competence in business-to-business advertising and marketing along with agency as well as retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both advertising and marketing functions.

The advantage of this method is that it will integrate both features while reducing the requirement for hiring an added source for marketing. In addition to this, Lewis would be heading the advertising and marketing department as well as regardless her substitute would be required for the current duty that she is performing. The disadvantage of this choice is that outside hiring may produce resentment from internal workers that might be considering the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Given the competitive pressures and also high quality work needed from the marketing agency, it is suggested that Lewis needs to enable the manufacturing unit to be a separate feature from the marketing system. Considering that the majority of marketing agencies had these two features as different units, it makes even more feeling to follow the norm.

Combination of Advertising with Workflows: Because Lewis is already taking care of the advertising and operations departments all at once; it makes sense to integrate the two features since she has actually been successfully taking treatment of both ends. The truth that Lewis has to adjust her monitoring design for the advertising division recommends that these two departments would be culturally varied.

Referral.



An examination of the three alternatives suggests that integration of advertising and marketing and also procedures would certainly not be a practical relocation due to the huge distinctions in between the two departments regardless of the truth that currently Lewis is dealing with both. While separation of the manufacturing function may have been a desirable relocation for the advertising and marketing department, the truth that it would mean placing a third feature under Lewis's wing implies this need to be stayed clear of.

Activity Plan.
Recommendation
Lewis will take control of the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

Judith Shapiro will certainly be worked with to take Lewis's area as SVP of marketing and advertising.

Manufacturing feature will continue to be component of advertising and marketing under marketing function.

Lewis will separate herself from procedures.

A democratic leadership design with staff member empowerment will certainly be made use of in advertising and marketing department.

Open up door plan and emphasis on cross departmental communication will certainly be focused on getting rid of dissonance.

Contingency strategy.

If the assimilation does not exercise as intended, a backup plan would certainly follow which would divide the production function from the advertising and marketing feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing feature will definitely be separated by placing it under an SVP production.