Dollar General Bids For Family Dollar Case Study Help


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Dollar General Bids For Family Dollar Case Study Solution

Background and Facts

Dollar General Bids For Family Dollar a workplace supplies seller for small and medium sized services has actually recently been involved in planning for a merging with its competitor Residence Deport, which has actually impacted effectiveness degrees in departmentswith the senior supervisor associated with legal problems presented by the government Profession Commission. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the near future. With obstacles in the form of a prospective social change as well as low employee spirits, the organization needs a full reengineering effort at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing department of Dollar General Bids For Family Dollar is increasing uncertainty in the working environment leading to different difficulties for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting calculated choices considering that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Payment's intervention at the same time. Provided the reality that the shop has a global presence with branches in UK, USA, Canada as well as Germany, political consider each of these nations may have the ability to influence efficiency or strategic objectives. Federal Profession Payment's antitrust suit against the merging took up useful time of the company's elderly management suggesting that 'political' factors can have major effects for a global business.

Economic Factors: Economic factors such as the emergence of local business in the international scenario recommend that Dollar General Bids For Family Dollar is prospering in an environment where there is potential development of businesses. In addition to this, truth that store clients are mainly searching for office materials for home offices suggests that the market has an increasing pattern of business owners and home based businesses.

Social factors: Social trends in the economic climate reveal that clients are trying to find benefit as well as attractive prices. Marketing research shows how the customer for Dollar General Bids For Family Dollar does not have recognition concerning discovering services which can offer a combination of benefit as well as affordable.

Technical factors: Innovation plays an important role in Dollar General Bids For Family Dollar's business strategy specifically as the organization is piloting Innovation centers which would supply innovation sales and assistance in the kind of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues and Manifestations.

Numerous underlying Organizational Habits concerns can be seen in Dollar General Bids For Family Dollar's case as highlighted in this section.

Concerns regarding cultural modification: There is uneasiness concerning a cultural modification that would certainly occur once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with most of the employee currently revealing discontent over this possible relocation. This expected change has developed stress in the office which has actually been paired with the previous stress and anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is lack of employees that can match the stressful atmosphere of a fast-paced company. Not just does this bring about difficulty in discovering the best individuals, it places stress and anxiety on brand-new hires as can not endure the rate as well as pressure that the company expects them to birth.

Dual Coverage Lines: Beginners locate this business society cumbersome and challenging to manage specifically as dotted line partnerships are meant to be weaker in general and also objective setting and also performance assessment is still done by the strong line supervisor. This suggests that newcomers can shed clearness concerning their corresponding roles and also goals especially as dotted line coverage does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the last would certainly take Krasnow's placement came as a strike to her morale. Lewis may have been qualified as well as suitable for the work however the reality that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Task Instability: Concern and instability can be identified as 2 significant problems that Lewis would be handling especially as the merger has now be terminated as well as 2 elderly execs of the marketing department would certainly be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining concerning a social modification but would likewise need to show herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's management style and its incompatibility with the advertising and marketing division's duty can also be seen as an OB obstacle specifically as she has been utilized to handling concerns in the operations division where employees are shown to concentrate on processes and also obtain them. The advertising department on the various other hand can be viewed as a group of people who are made use of to being nurtured by Krasnow that focused a lot more on result than procedures.

Interdepartmental Disputes: Interdepartmental differences between three departments, marketing, merchandizing and also procedures specifically over the allotment of the marketing mix can be determined as an additional OB problem. Although the advertising department does not share the same vision as the other two divisions pertaining to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and also procedures departments do not agree over the marketing mix allocation among one another either.

Disintegration in Advertising And Marketing Department: Fragmentation between the marketing and advertising divisions can be recognized as another OB issue which can require more focus. The truth that the marketing and advertising sections in the advertising and marketing department are separated is protecting against both departments from gaining from each various other's experience as well as knowledge. Combination of marketing with retailing as well as procedures would come to be more difficult if the marketing department itself is disintegrated which can be another possible OB issue.

Dollar General Bids For Family Dollar Analysis

Various concepts have actually been used to discuss the conditions to obtain additional clearness about the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers think that staffs are passive as well as lazy, have little ambition and also stand up to modification. The hard variation of this concept emphasized threat, limited controls, hazards and punishments. With time it produces low efficiency, subtle sabotage as well as competition (Bargain, 2003). Although the circumstance at Dollar General Bids For Family Dollar is not entirely following Concept X, it can be seen that new hires are locating this environment rather stressful which might ultimately result in a better disposition of the administration in the direction of Concept X. As per McGregor's promoted sight, which he called Theory Y, the important task of the administration is to organize organizational conditions to ensure that people can accomplish their own goals best by directing their initiatives towards business rewards. If individuals find no contentment in their job, the administration would certainly have little choice but to count on theory X and external control (Bargain, 2003). Also while evaluating Lewis's management design, concept X may have been suitable in the procedures department to some extent yet the Advertising and marketing division would require reliance on Concept Y so as to get the creativity as well as originality from the teams.

Tuckman's Team effort Theory: As for Lewis's problem concerning bringing consistency between the marketing and advertising department is worried, this would originally result in clash as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the initial phase of group growth, people might not bond, as they are busy discovering their area in the group. By incorporating the marketing and advertising department's job, there might be the same first separate which can cause the second phase of 'storming' where the teams challenge each other. However, it is only throughout the 3rd stage or 'norming' when they would certainly collaborate to share concepts prior to the team can produce harmony in the fourth phase 'executing'.

Bridges' Transition Model: Based On William Bridge's concept (appendix 4), people are rather awkward with modification, which is evident by the situation at Dollar General Bids For Family Dollar The circumstance can be viewed as a typical course of life if is researched according to Bridge's concept where he clarifies that individuals experience 3 phases of change when they experience change. 'Ending, losing as well as Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When individuals are presented with change, they enter phase one therefore there may be emotions like unhappiness, uncertainty, frustration, temper, anxiety, rejection and disorientation.The situation at the advertising and marketing department of Dollar General Bids For Family Dollar is similar so Lewis can obtain comfortable with the suggestion that it is not phenomenal behavior. In the 2nd phase, there might be a demand to bridge the space between the brand-new as well as old society so Lewis might need to face this ordeal when Krasnow leaves. There may be reduced spirits and also low productivity at this phase which need to not be taken as a setback. It is throughout this phase that Lewis will have to give assistance to the division to ensure that they can discover an orientation. It can be seen just how Krasnow has already made this transition simpler by making Lewis obtain involved in the department a year before his real departure. Based on Bridges' Version, phase 3 will cause visibility to understanding, High energy and dedication as individuals will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB problem pertaining to insecurity at the workplace has been activated to start with by the modification in monitoring as well as second of all by the fact that the merging will no more be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has discusses the relevance of 'protection requires as being a reduced degree requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and safe' is at the second level of requirements. Prior to a worker can be made to establish mentally, he requires to have his 'Physiological 'and 'Security' needs met. This indicates that unless the workers are made to really feel safe and secure regarding their existing work condition in Dollar General Bids For Family Dollar they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Dollar General Bids For Family Dollar Case Study

Implication of Analysis.

The OB analysis has looked at various concepts to comprehend how to deal with the current circumstance available. The following three choices have actually been proposed to aid Lewis deal with the organizational difficulties in the advertising and marketing division. Each of these choices has actually been proposed for reducing the transition needed to bring the marketing division in accordance with the demands of the market and for making the cultural adjustment that would certainly adhere to once the present leader leaves.

Integration of advertising and marketing functions. Separating Adverting and also Production features. Assimilation of Advertising with Operations.

Assessment of Alternatives.

Assimilation of Marketing & Marketing Functions: The internal advertising and marketing firm of Dollar General Bids For Family Dollar is currently strength for the organization in terms of saving up on expenses related to marketing and promotion. Considering that no brand-new recruitment has actually been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the marketing feature, this is a beneficial chance for incorporating the advertising and marketing functions. Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business advertising along with firm and retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The benefit of this method is that it will integrate both features while lowering the need for working with an additional resource for marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and all the same her substitute would be required for the existing function that she is executing. The disadvantage of this option is that external hiring may produce animosity from inner employees that might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Manufacturing: Provided the affordable stress and also high top quality job needed from the advertising and marketing company, it is recommended that Lewis should enable the manufacturing system to be a different feature from the advertising unit. Since a lot of advertising and marketing companies had these 2 functions as separate devices, it makes even more feeling to follow the standard.

Integration of Advertising And Marketing with Procedures: Considering that Lewis is currently caring for the marketing and operations departments at the same time; it makes sense to integrate the two features because she has actually been effectively taking care of both ends. The truth that both departments already have major distinctions over appropriation of sources recommends that this integration might have the ability to produce harmony especially as Lewis would certainly be heading both ends.However there are different negative aspects of this relocation particularly as it would certainly put too much concern over Lewis's shoulders. The truth that Lewis has to adapt her management style for the marketing department suggests that these two divisions would certainly be culturally diverse. Lewis may not be able to apply one type of management design to both departments which could result in ineffectiveness in either one of the 2 features.


An analysis of the three alternatives indicates that combination of advertising and also operations would certainly not be a practical action as a result of the vast differences in between both departments despite the fact that presently Lewis is taking care of both. While separation of the manufacturing feature might have been a positive step for the marketing division, the truth that it would certainly indicate placing a 3rd function under Lewis's wing indicates this need to be stayed clear of as well. The assimilation of the marketing division is the most effective choice in terms of obtaining the optimal results from the department. An action plan for this alternative is gone over listed below.

Action Strategy.
Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

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

Lewis will certainly divide herself from procedures.

A democratic management style with worker empowerment will be used in marketing department.

Open door plan and emphasis on cross departmental communication will certainly be aimed at removing dissonance.

Backup plan.

If the integration does not work out as prepared, a backup plan would certainly comply with which would certainly divide the manufacturing feature from the advertising and marketing feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing department without an SVP. Because case the production feature will absolutely be divided by placing it under an SVP manufacturing.