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Dressen Abridged A Case Study Analysis

CASE STUDY

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Dressen Abridged A Case Study Solution

Background and Facts

Dressen Abridged A an office materials seller for little and also medium sized organisations has actually just recently been associated with preparing for a merger with its competitor Residence Deport, which has actually affected efficiency degrees in departmentswith the senior supervisor involved in legal problems presented by the government Profession Commission. With the Marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the near future. With challenges in the form of a possible cultural adjustment and also reduced employee morale, the company wants a full reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising division of Dressen Abridged A is enhancing unpredictability in the working environment bring about different obstacles 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 duty in affecting strategic decisions because Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Trade Compensation's intervention in the process. Given the fact that the shop has an international existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might have the ability to affect performance or calculated goals. Federal Profession Commission's antitrust fit versus the merger occupied valuable time of the organization's elderly administration suggesting that 'political' factors can have serious ramifications for a global company.

Economic Factors: Financial factors such as the development of small companies in the global situation recommend that Dressen Abridged A is growing in an environment where there is potential growth of businesses. Along with this, truth that store consumers are mostly trying to find workplace materials for home offices suggests that the marketplace has a rising fad of entrepreneurs and also home based services.

Social factors: Social trends in the economic climate reveal that consumers are seeking comfort along with appealing prices. Market research shows how the client for Dressen Abridged A lacks awareness regarding discovering solutions which can supply a combination of ease as well as affordable.

Technological factors: Modern technology plays a crucial role in Dressen Abridged A's business method specifically as the organization is piloting Technology facilities which would certainly provide modern technology sales as well as support in the type of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Habits concerns can be seen in Dressen Abridged A's case as highlighted in this area.

Apprehensions concerning social change: There is apprehension about a social change that would happen when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with a lot of the employee already showing discontent over this potential step. This anticipated modification has actually developed stress and anxiety in the office which has actually been combined with the past tension of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a fast-paced organization. Not only does this cause difficulty in finding the right people, it puts stress on new hires as can not hold up against the pace and also pressure that the company anticipates them to birth.

Double Coverage Lines: Newcomers discover this organizational culture troublesome and also hard to manage especially as dotted line relationships are meant to be weak in general as well as unbiased setup and also efficiency examination is still done by the strong line supervisor. This indicates that beginners can shed quality concerning their respective duties and objectives especially as populated line reporting does not maintain them in direct interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had actually been speculated that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified as well as proper for the work however the truth that Kransnow's separation would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Instability: Anxiety and instability can be identified as 2 significant issues that Lewis would be taking care of specifically as the merger has currently be terminated as well as two senior executives of the marketing division would certainly be leaving. The entire obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural modification however would certainly likewise need to show herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's administration style and its conflict with the advertising and marketing division's role can also be seen as an OB obstacle specifically as she has been utilized to managing concerns in the operations division where employees are instructed to concentrate on processes and also obtain them right. The advertising department on the various other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow who concentrated much more on result than processes.

Interdepartmental Disputes: Interdepartmental differences between three divisions, advertising, merchandizing and also procedures specifically over the allowance of the advertising and marketing mix can be determined as an additional OB worry. The marketing department does not share the exact same vision as the various other 2 divisions concerning the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allowance amongst one an additional either.

Disintegration in Marketing Division: Fragmentation in between the advertising and marketing departments can be recognized as an additional OB concern which could require more attention. The fact that the advertising and marketing sections in the marketing division are disconnected is preventing both divisions from gaining from each other's experience as well as proficiency. Assimilation of advertising with merchandising and operations would end up being harder if the marketing department itself is degenerated which can be another potential OB concern.

Dressen Abridged A Analysis

Numerous concepts have actually been utilized to explain the situations to obtain additional clarity regarding the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that subordinates are easy and careless, have little ambition and also withstand adjustment. The circumstance at Dressen Abridged A is not completely following Concept X, it can be seen that brand-new hires are finding this setting instead demanding which might ultimately lead to a higher inclination of the administration towards Theory X. Also while analyzing Lewis's administration design, theory X may have been suitable in the procedures division to some degree yet the Advertising department would require dependence on Theory Y in order to get the creativity and also creativity from the teams.

Tuckman's Team effort Theory: As much as Lewis's worry about bringing harmony in between the marketing as well as marketing department is worried, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising and marketing as well as marketing division's work, there might be the same preliminary detach which could lead to the second phase of 'storming' where the teams challenge one another.

When people are provided with adjustment, they enter phase one and so there might be feelings like unhappiness, unpredictability, aggravation, temper, worry, rejection as well as disorientation.The situation at the advertising and marketing department of Dressen Abridged A is comparable so Lewis can get comfortable with the suggestion that it is not extraordinary behavior. It is during this stage that Lewis will certainly have to provide assistance to the department so that they can locate a feeling of direction. It can be seen exactly how Krasnow has already made this shift much easier by making Lewis obtain entailed in the division a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has talks about the value of 'security needs as being a lower degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and secure as well as out of threat' is at the 2nd level of requirements. Before an employee can be made to establish emotionally, he requires to have his 'Physiological 'and also 'Security' needs fulfilled.

SWOT Analysis for Dressen Abridged A Case Study



Ramification of Analysis.

The OB analysis has actually considered numerous theories to recognize exactly how to handle the existing situation available. The complying with 3 choices have actually been recommended to aid Lewis deal with the organizational challenges in the marketing department. Each of these options has actually been recommended for easing the shift required to bring the advertising and marketing department in accordance with the needs of the market and for making the cultural modification that would adhere to as soon as the current leader leaves.

Integration of marketing and advertising features. Separating Adverting and also Manufacturing functions. Assimilation of Advertising And Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merger days has competence in business-to-business advertising and marketing along with agency and also retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both advertising and marketing as well as advertising and marketing features.

The benefit of this technique is that it will integrate both features while reducing the need for working with an extra resource for marketing. In addition to this, Lewis would certainly be heading the advertising division as well as in any case her substitute would be required for the existing function that she is doing. The disadvantage of this alternative is that exterior hiring might produce bitterness from internal employees that might be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Provided the competitive pressures and also high quality work needed from the advertising and marketing company, it is suggested that Lewis should permit the manufacturing unit to be a different feature from the advertising and marketing unit. Given that many advertising and marketing agencies had these two functions as separate devices, it makes more feeling to comply with the norm.

Assimilation of Advertising with Workflows: Because Lewis is already dealing with the advertising and marketing and procedures divisions simultaneously; it makes sense to integrate both functions because she has been effectively caring for both ends. The fact that the two divisions currently have significant differences over allowance of resources recommends that this assimilation may have the ability to produce harmony specifically as Lewis would certainly be heading both ends.However there are numerous negative aspects of this relocation particularly as it would put way too much burden over Lewis's shoulders. The truth that Lewis has to adjust her management design for the advertising and marketing division recommends that these two departments would certainly be culturally varied. In addition to this, Lewis may not have the ability to use one sort of leadership style to both departments which might cause inefficiency in either one of both functions.

Recommendation.



An evaluation of the three alternatives shows that integration of marketing and also operations would not be a feasible action due to the vast distinctions in between the 2 divisions despite the reality that presently Lewis is managing both. While splitting up of the production function may have been a desirable step for the advertising division, the fact that it would suggest positioning a third feature under Lewis's wing implies this should be avoided.

Action Plan.
Recommendation
Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Production feature will continue to be component of advertising under advertising function.

Lewis will certainly separate herself from procedures.

An autonomous leadership style with staff member empowerment will certainly be utilized in advertising and marketing division.

Open door plan and focus on cross departmental interaction will be focused on eliminating disharmony.

Contingency strategy.

If the integration does not work out as planned, a contingency strategy would certainly adhere to which would certainly divide the production feature from the advertising and marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising department without an SVP. Because case the production function will absolutely be separated by putting it under an SVP manufacturing.