Darlarna Furniture Ltd Case Study Analysis


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Darlarna Furniture Ltd Case Study Solution

Background and Facts

Darlarna Furniture Ltd an office materials seller for little and also average sized services has recently been associated with preparing for a merger with its rival House Deport, which has actually influenced effectiveness levels in departmentswith the senior manager involved in legal complications presented by the government Profession Commission. With the Advertising and marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the near future. With challenges in the form of a prospective cultural modification and low staff member spirits, the organization wants a total reengineering effort at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social change at the marketing division of Darlarna Furniture Ltd is raising uncertainty in the working environment causing different challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic decisions given that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Commission's intervention in the process. Provided the truth that the store has an international presence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these countries might be able to affect efficiency or calculated objectives. Federal Trade Commission's antitrust match versus the merger used up beneficial time of the company's elderly administration recommending that 'political' factors can have major ramifications for a worldwide service.

Economic Factors: Financial factors such as the emergence of small companies in the global circumstance suggest that Darlarna Furniture Ltd is growing in an atmosphere where there is prospective development of companies. Truth that store customers are mainly looking for office products for residence offices recommends that the market has an increasing trend of business owners as well as house based services.

Social factors: Social fads in the economy reveal that customers are seeking convenience along with attractive prices. Market research demonstrates how the consumer for Darlarna Furniture Ltd lacks awareness concerning finding solutions which can offer a combination of convenience and also inexpensive.

Technical factors: Technology plays a vital function in Darlarna Furniture Ltd's service approach especially as the company is piloting Innovation centers which would supply innovation sales as well as assistance in the form of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Behavior issues can be seen in Darlarna Furniture Ltd's case as highlighted in this section.

Concerns about cultural change: There is uneasiness concerning a social modification that would certainly happen when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with the majority of the personnel currently showing unhappiness over this potential relocation. This anticipated modification has produced stress in the office which has actually been coupled with the previous stress and anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a hectic organization. Not just does this result in difficulty in locating the right people, it puts tension on brand-new hires as can not withstand the pace and also pressure that the company anticipates them to bear.

Dual Coverage Lines: Newbies find this organizational society cumbersome as well as tough to deal with particularly as populated line connections are indicated to be weak in general as well as objective setup and efficiency examination is still done by the solid line manager. This suggests that novices might shed clearness regarding their corresponding duties and objectives particularly as dotted line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's position came as a strike to her spirits. Lewis might have been capable and also appropriate for the task yet the truth that Kransnow's separation would make Coles a direct report to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Worry and also instability can be identified as 2 major concerns that Lewis would certainly be dealing with specifically as the merging has currently be terminated and also 2 senior execs of the marketing department would be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining about a social modification however would certainly also need to verify herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's management design as well as its conflict with the advertising department's role can also be seen as an OB difficulty especially as she has been used to handling concerns in the procedures department where workers are instructed to focus on procedures as well as get them. The marketing department on the other hand can be viewed as a team of people that are utilized to being supported by Krasnow who focused much more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disagreements between three divisions, marketing, merchandizing as well as procedures specifically over the allocation of the marketing mix can be determined as another OB worry. Although the advertising and marketing division does not share the exact same vision as the various other two departments pertaining to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and operations departments do not agree over the advertising mix appropriation among each other either.

Disintegration in Marketing Department: Fragmentation between the marketing and advertising divisions can be identified as an additional OB issue which could need additional attention. The reality that the marketing and advertising sections in the advertising department are disconnected is stopping both departments from gaining from each various other's experience and also knowledge. Integration of advertising and marketing with merchandising as well as procedures would certainly come to be harder if the advertising and marketing division itself is disintegrated which can be one more prospective OB problem.

Darlarna Furniture Ltd Analysis

Different theories have been used to describe the situations to obtain more clearness about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors think that subordinates are passive and also lazy, have little ambition as well as withstand change. The scenario at Darlarna Furniture Ltd is not completely adhering to Theory X, it can be seen that new hires are discovering this environment instead stressful which might ultimately lead to a higher disposition of the monitoring towards Concept X. Even while assessing Lewis's monitoring design, concept X may have been ideal in the procedures department to some level yet the Marketing division would certainly call for reliance on Theory Y in order to get the imagination as well as originality from the teams.

Tuckman's Synergy Theory: Regarding Lewis's concern concerning bringing consistency in between the advertising and marketing division is worried, this would initially lead to clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the first stage of group advancement, people might not bond, as they are busy discovering their location in the group. By combining the advertising and marketing division's work, there may coincide first detach which might cause the second phase of 'storming' where the teams challenge one another. Nonetheless, it is just throughout the third phase or 'norming' when they would certainly collaborate to share suggestions prior to the team can produce harmony in the 4th phase 'performing'.

When people are presented with modification, they go into stage one as well as so there might be feelings like sadness, uncertainty, frustration, temper, concern, denial and also disorientation.The situation at the advertising and marketing department of Darlarna Furniture Ltd is comparable so Lewis can obtain comfy with the idea that it is not amazing habits. It is throughout this phase that Lewis will have to give support to the department so that they can find a sense of direction. It can be seen just how Krasnow has actually currently made this transition less complicated by making Lewis obtain included in the division a year before his real departure.
Vrio Analysis
Maslow's Need pecking order: The OB problem related to instability at the workplace has been set off firstly by the modification in management and also secondly by the truth that the merger will certainly no more be launched. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has discusses the significance of 'safety needs as being a reduced degree demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel secure and also out of danger' goes to the 2nd degree of needs. Prior to an employee can be made to develop psychologically, he needs to have his 'Physiological 'and also 'Safety and security' needs met. This shows that unless the employees are made to feel safe and secure regarding their existing employment condition in Darlarna Furniture Ltd they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Darlarna Furniture Ltd Case Study

Implication of Analysis.

The OB analysis has considered various theories to understand exactly how to manage the current situation handy. The complying with 3 alternatives have actually been proposed to assist Lewis handle the organizational obstacles in the advertising division. Each of these options has actually been recommended for easing the change required to bring the marketing department in accordance with the needs of the market as well as for making the cultural adjustment that would certainly follow as soon as the current leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and also Production functions. Assimilation of Marketing with Workflow.

Assessment of Alternatives.

Integration of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising firm of Darlarna Furniture Ltd is already strength for the company in regards to saving up on expenses connected to advertising as well as promotion. Since no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising feature, this is a positive opportunity for integrating the advertising and marketing functions. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has expertise in business-to-business advertising in addition to firm and also retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing functions.

The advantage of this method is that it will certainly integrate both features while decreasing the need for hiring an additional resource for advertising. Along with this, Lewis would certainly be heading the marketing division and also regardless her substitute would certainly be required for the current role that she is carrying out. The negative aspect of this alternative is that outside hiring might produce animosity from internal employees who may be looking at the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Production: Given the affordable stress and also high top quality work called for from the advertising and marketing company, it is advised that Lewis should enable the manufacturing device to be a different function from the advertising and marketing system. Since a lot of advertising and marketing firms had these 2 features as different devices, it makes even more sense to follow the standard.

Combination of Marketing with Operations: Given that Lewis is currently taking care of the advertising and marketing and also operations departments concurrently; it makes sense to integrate the two features since she has actually been successfully taking care of both ends. The reality that Lewis has to adjust her management style for the advertising division recommends that these two divisions would certainly be culturally varied.


An examination of the 3 options indicates that combination of advertising and marketing and procedures would not be a possible move due to the vast differences in between both departments despite the fact that presently Lewis is managing both. While splitting up of the production function might have been a desirable step for the marketing division, the fact that it would certainly imply positioning a third function under Lewis's wing implies this ought to be avoided also. The assimilation of the advertising and marketing department is the very best alternative in terms of obtaining the optimum results from the department. An action prepare for this choice is gone over listed below.

Activity Plan.
Lewis will certainly take control of the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing feature will remain part of advertising under advertising and marketing feature.

Lewis will divide herself from operations.

A democratic leadership style with worker empowerment will be used in advertising and marketing division.

Open up door plan and focus on cross department interaction will be targeted at getting rid of dissonance.

Contingency strategy.

If the assimilation does not exercise as prepared, a contingency strategy would adhere to which would separate the production feature from the 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 department without an SVP. Because case the production function will most definitely be separated by positioning it under an SVP production.