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Dozier Industries Case Study Analysis

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Dozier Industries Case Study Solution

Background and Facts

Dozier Industries a workplace supplies store for tiny and medium sized services has actually just recently been involved in preparing for a merging with its competitor Residence Deport, which has actually impacted effectiveness levels in departmentswith the elderly manager associated with legal problems presented by the government Profession Compensation. With the Advertising Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the future. With challenges in the form of a prospective cultural modification and reduced worker spirits, the company is in need of a complete reengineering initiative at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural modification at the marketing department of Dozier Industries is raising uncertainty in the working environment resulting in numerous obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting strategic decisions since Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's treatment at the same time. Given the truth that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations might have the ability to impact performance or critical objectives. Federal Profession Compensation's antitrust fit against the merging took up important time of the company's senior monitoring suggesting that 'political' factors can have major ramifications for a worldwide service.

Economic Factors: Economic factors such as the introduction of local business in the worldwide situation suggest that Dozier Industries is flourishing in a setting where there is possible growth of businesses. Along with this, fact that store consumers are mostly seeking workplace materials for office suggests that the marketplace has a climbing trend of business owners and home companies.

Social factors: Social fads in the economy reveal that consumers are trying to find benefit along with appealing rates. Marketing research shows how the client for Dozier Industries does not have recognition concerning discovering solutions which can provide a combination of comfort and inexpensive.

Technological factors: Modern technology plays an important duty in Dozier Industries's organisation method especially as the organization is piloting Modern technology facilities which would certainly use modern technology sales and assistance in the type of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Business Habits concerns can be seen in Dozier Industries's case as highlighted in this area.

Apprehensions regarding social adjustment: There is uneasiness about a cultural change that would certainly happen when Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the employee already revealing unhappiness over this possible relocation. This anticipated change has developed stress and anxiety in the work environment which has actually been coupled with the past anxiety of preparing the firm for a potential merger with House Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of personnel that can match the demanding atmosphere of a hectic company. Not only does this cause problem in discovering the right people, it puts tension on new hires as can not endure the speed as well as pressure that the company expects them to bear.

Double Reporting Lines: Novices find this organizational society cumbersome as well as hard to cope with particularly as dotted line partnerships are meant to be weaker as a whole as well as objective setting as well as performance evaluation is still done by the strong line supervisor. This means that novices can lose clearness concerning their respective functions and goals specifically as dotted line coverage does not maintain them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been speculated that the last would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been capable as well as proper for the work but the fact that Kransnow's departure would make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Concern and also instability can be recognized as 2 major worries that Lewis would certainly be handling especially as the merger has actually now be cancelled and 2 elderly executives of the marketing division would be leaving. The whole duty of the department would be falling on Lewis's shoulders that would certainly not just supervise of brining concerning a cultural modification however would certainly also need to prove herself in her new duty.

Inappropriate Management Design of Leader: Lewis's administration style and its incompatibility with the marketing department's duty can also be seen as an OB obstacle particularly as she has been utilized to dealing with issues in the operations division where personnel are shown to concentrate on procedures and get them. The marketing division on the various other hand can be viewed as a group of individuals that are used to being nurtured by Krasnow who focused extra on result than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between 3 departments, advertising and marketing, merchandizing and operations respectively over the appropriation of the advertising mix can be recognized as one more OB concern. The marketing division does not share the same vision as the other two departments concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix allocation among one another either.

Disintegration in Advertising And Marketing Department: Fragmentation between the marketing and advertising divisions can be determined as one more OB problem which can need further focus. The truth that the advertising and marketing sections in the advertising and marketing department are detached is preventing both departments from acquiring from each other's experience and also competence. Assimilation of marketing with merchandising as well as operations would become more difficult if the marketing division itself is broken down which can be one more prospective OB issue.

Dozier Industries Analysis

Different theories have been made use of to clarify the conditions to get more quality regarding the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that juniors are easy as well as careless, have little passion and withstand modification. The tough variation of this theory emphasized browbeating, tight controls, risks and also punishments. Over time it produces reduced productivity, refined sabotage as well as rivalry (Bargain, 2003). The scenario at Dozier Industries is not totally following Theory X, it can be seen that new hires are discovering this setting rather stressful which might eventually lead to a higher inclination of the administration in the direction of Theory X. Based on McGregor's supported view, which he called Theory Y, the necessary job of the monitoring is to organize business problems so that people can accomplish their very own objectives best by routing their initiatives towards organizational incentives. If people locate no satisfaction in their job, the administration would have little choice but to count on theory X as well as external control (Deal, 2003). Also while assessing Lewis's management style, concept X might have been suitable in the procedures division to some extent but the Advertising division would require reliance on Concept Y to get the creative thinking and also originality from the groups.

Tuckman's Synergy Theory: Regarding Lewis's problem about bringing harmony in between the advertising and marketing department is worried, this would originally result in conflict as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, during the preliminary phase of group development, people might not bond, as they are busy locating their place in the team. By integrating the advertising and marketing division's work, there might be the same preliminary disconnect which could bring about the 2nd phase of 'storming' where the groups challenge each other. Nonetheless, it is just during the 3rd phase or 'norming' when they would collaborate to share suggestions prior to the group can produce synergy in the 4th phase 'carrying out'.

Bridges' Transition Version: As per William Bridge's concept (appendix 4), people are fairly uncomfortable with change, which is noticeable by the situation at Dozier Industries The scenario can be seen as a regular training course of life if is studied as per Bridge's concept where he explains that individuals undergo 3 phases of shift when they experience change. 'Ending, shedding and Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with adjustment, they get in phase one therefore there might be emotions like despair, uncertainty, irritation, rage, concern, rejection and disorientation.The situation at the advertising division of Dozier Industries is comparable so Lewis can obtain comfy with the concept that it is not extraordinary habits. In the second stage, there may be a requirement to connect the gap between the brand-new and also old culture so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There might be reduced morale and also low performance at this phase which must not be taken as an obstacle. It is during this phase that Lewis will need to give assistance to the division to make sure that they can locate an orientation. It can be seen how Krasnow has actually currently made this shift simpler by making Lewis obtain associated with the division a year before his real separation. According to Bridges' Design, phase 3 will bring about visibility to knowing, High power as well as commitment as people will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB concern related to insecurity at the workplace has been activated first of all by the modification in monitoring and also second of all by the fact that the merger will certainly no longer be launched. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has goes over the relevance of 'security requires as being a lower level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe as well as safe' is at the 2nd level of needs. Before an employee can be made to create psychologically, he requires to have his 'Physical 'and also 'Safety' requires met. This suggests that unless the workers are made to feel secure about their current work status in Dozier Industries they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Dozier Industries Case Study



Implication of Analysis.

The OB analysis has taken a look at different concepts to comprehend exactly how to handle the existing scenario available. The following 3 alternatives have actually been proposed to help Lewis deal with the business challenges in the advertising and marketing department. Each of these alternatives has actually been proposed for relieving the shift required to bring the advertising and marketing department according to the needs of the marketplace and also for making the cultural modification that would comply with as soon as the present leader leaves.

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

Evaluation of Alternatives.

Integration of Marketing & Advertising Functions: The in-house marketing company of Dozier Industries is already stamina for the organization in terms of saving up on expenses connected to advertising and marketing and promo. Since no new recruitment has actually been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising and marketing feature, this is a positive opportunity for integrating the marketing and advertising functions. Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business marketing along with agency and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both advertising and marketing functions.

The advantage of this method is that it will certainly integrate the two functions while lowering the requirement for working with an additional source for marketing. Along with this, Lewis would certainly be heading the advertising and marketing department as well as in any case her substitute would be needed for the existing duty that she is performing. The drawback of this choice is that outside hiring might cause animosity from inner workers who might be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Production: Given the affordable stress and high quality job needed from the advertising and marketing firm, it is advised that Lewis needs to enable the production device to be a different feature from the advertising unit. Because many marketing companies had these 2 functions as different units, it makes even more feeling to follow the norm.

Assimilation of Advertising with Procedures: Considering that Lewis is already taking treatment of the advertising and procedures departments at the same time; it makes sense to integrate the 2 features considering that she has actually been effectively taking treatment of both ends. The reality that Lewis has to adjust her administration design for the marketing department suggests that these two divisions would be culturally varied.

Suggestion.



An analysis of the 3 choices shows that integration of advertising and marketing and also procedures would not be a viable move because of the large distinctions between both divisions although that presently Lewis is dealing with both. While splitting up of the production function might have been a favorable relocation for the advertising division, the reality that it would mean putting a third function under Lewis's wing suggests this should be prevented. The assimilation of the advertising department is the very best choice in regards to obtaining the optimal arise from the division. An activity plan for this alternative is reviewed listed below.

Action Plan.
Recommendation
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Production feature will certainly continue to be component of marketing under advertising and marketing feature.

Lewis will divide herself from operations.

A democratic leadership style with worker empowerment will certainly be utilized in advertising division.

Open up door policy and also emphasis on cross departmental communication will be aimed at getting rid of discord.

Backup plan.

If the combination does not exercise as prepared, a backup strategy would certainly comply with which would separate the production feature from the advertising function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing function will absolutely be separated by placing it under an SVP production.