Dynatronics Inc Abridged Case Study Solution


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Dynatronics Inc Abridged Case Study Help

Background and Facts

Dynatronics Inc Abridged an office materials merchant for small and medium sized businesses has just recently been involved in preparing for a merger with its competitor Residence Deport, which has impacted effectiveness levels in departmentswith the senior supervisor associated with legal issues presented by the federal Profession Payment. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With challenges in the type of a prospective cultural change and low employee spirits, the organization is in need of a total reengineering effort at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising department of Dynatronics Inc Abridged is boosting unpredictability in the workplace leading to various difficulties for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing tactical decisions given that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Profession Commission's intervention at the same time. Offered the truth that the store has an international existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may be able to impact performance or tactical goals. Federal Trade Commission's antitrust fit against the merging occupied important time of the company's elderly management recommending that 'political' factors can have significant implications for a worldwide organisation.

Economic Factors: Financial factors such as the development of local business in the international circumstance suggest that Dynatronics Inc Abridged is prospering in an environment where there is prospective development of organisations. Truth that shop customers are mainly looking for workplace supplies for home offices recommends that the market has a climbing fad of business owners and residence based organisations.

Social factors: Social trends in the economic situation reveal that consumers are searching for convenience in addition to eye-catching rates. Marketing research demonstrates how the consumer for Dynatronics Inc Abridged lacks understanding regarding finding options which can offer a combination of comfort and inexpensive.

Technical factors: Modern technology plays an essential role in Dynatronics Inc Abridged's service approach specifically as the company is piloting Innovation centers which would supply technology sales and assistance in the form of memory upgrades, outer setups. (Recap of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Business Habits issues can be seen in Dynatronics Inc Abridged's case as highlighted in this area.

Uneasiness about social change: There is uneasiness about a cultural change that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with a lot of the personnel already revealing unhappiness over this potential move. This expected change has actually developed stress in the office which has been paired with the past stress and anxiety of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is lack of personnel that can match the difficult setting of a hectic company. Not only does this bring about problem in discovering the right people, it puts tension on brand-new hires as can not hold up against the rate as well as stress that the organization anticipates them to birth.

Dual Reporting Lines: Beginners discover this organizational culture difficult as well as tough to cope with particularly as dotted line partnerships are suggested to be weak as a whole as well as unbiased setup and also performance assessment is still done by the solid line supervisor. This suggests that beginners could lose clarity regarding their respective duties as well as purposes especially as populated line coverage does not keep them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had actually been speculated that the latter would take Krasnow's position came as a blow to her spirits. Lewis might have been qualified and proper for the job however the fact that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Fear & Task Insecurity: Concern and also instability can be identified as 2 significant issues that Lewis would certainly be taking care of specifically as the merging has now be terminated as well as 2 elderly execs of the marketing division would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders that would certainly not just be in charge of brining concerning a social change however would certainly additionally need to verify herself in her new duty.

Inappropriate Management Design of Leader: Lewis's administration style as well as its conflict with the advertising department's function can additionally be seen as an OB obstacle particularly as she has actually been used to taking care of concerns in the procedures division where employees are instructed to focus on procedures and get them. The advertising division on the various other hand can be seen as a team of individuals that are utilized to being nurtured by Krasnow who focused more on output than procedures.

Interdepartmental Disputes: Interdepartmental disputes between 3 divisions, advertising and marketing, merchandizing and also operations specifically over the appropriation of the advertising mix can be identified as another OB concern. The advertising department does not share the same vision as the other two departments regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations divisions do not agree over the advertising mix allocation among one an additional either.

Disintegration in Advertising And Marketing Division: Disintegration between the marketing and advertising divisions can be recognized as another OB issue which can need further interest. The reality that the advertising and marketing sections in the marketing department are separated is protecting against both departments from getting from each other's experience and also proficiency. Assimilation of marketing with merchandising and also procedures would come to be more difficult if the marketing department itself is degenerated which can be another possible OB issue.

Dynatronics Inc Abridged Analysis

Numerous theories have been utilized to discuss the situations to obtain additional quality regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that subordinates are easy and also careless, have little aspiration and also stand up to modification. The circumstance at Dynatronics Inc Abridged is not entirely complying with Theory X, it can be seen that brand-new hires are locating this atmosphere instead difficult which might ultimately lead to a greater inclination of the administration in the direction of Concept X. Even while analyzing Lewis's administration style, theory X may have been suitable in the operations division to some extent but the Advertising and marketing department would require reliance on Concept Y in order to get the imagination and also originality from the teams.

Tuckman's Synergy Concept: Regarding Lewis's issue about bringing harmony in between the marketing and advertising division is concerned, this would initially cause conflict as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, throughout the initial stage of group growth, individuals may not bond, as they are active finding their location in the group. By incorporating the marketing and advertising division's work, there might be the same first detach which can cause the 2nd stage of 'storming' where the teams test one another. It is only throughout the 3rd phase or 'norming' when they would certainly come with each other to share ideas before the group can bring around synergy in the fourth phase 'executing'.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), people are rather awkward with change, which is evident by the scenario at Dynatronics Inc Abridged The scenario can be viewed as a normal course of life if is examined according to Bridge's concept where he describes that individuals undergo 3 stages of change when they experience change. 'Closing, losing as well as Releasing', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When individuals are presented with modification, they enter stage one therefore there might be feelings like despair, uncertainty, stress, rage, concern, denial and also disorientation.The scenario at the advertising division of Dynatronics Inc Abridged is comparable so Lewis can obtain comfy with the concept that it is not amazing behavior. In the second stage, there might be a need to link the gap between the brand-new and old society so Lewis might need to face this experience once Krasnow leaves. There might be low morale and also low productivity at this stage which need to not be taken as a problem. It is during this stage that Lewis will need to give advice to the division so that they can locate an orientation. It can be seen just how Krasnow has currently made this transition simpler by making Lewis get involved in the division a year prior to his real departure. As per Bridges' Design, stage 3 will certainly produce openness to knowing, High power and dedication as people will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has reviews the value of 'protection needs as being a lower degree requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and out of danger' is at the second degree of needs. Before an employee can be made to establish psychologically, he needs to have his 'Physical 'as well as 'Safety' requires fulfilled.

SWOT Analysis for Dynatronics Inc Abridged Case Study

Ramification of Analysis.

The OB analysis has actually looked at different concepts to recognize exactly how to cope with the existing situation handy. The following three alternatives have been proposed to aid Lewis manage the business difficulties in the marketing department. Each of these options has been recommended for reducing the change needed to bring the advertising and marketing department in accordance with the needs of the market and for making the cultural change that would certainly follow as soon as the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting as well as Production features. Integration of Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merger days has expertise in business-to-business advertising and marketing along with company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and marketing as well as marketing functions.

The benefit of this method is that it will incorporate both functions while reducing the need for working with an extra source for advertising and marketing. In addition to this, Lewis would certainly be heading the marketing division as well as all the same her substitute would be needed for the current role that she is doing. The negative aspect of this choice is that exterior hiring might bring about animosity from internal employees that may be eying the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Manufacturing: Offered the affordable pressures as well as high quality work required from the ad agency, it is suggested that Lewis should permit the production system to be a different feature from the advertising unit. Since most ad agency had these 2 features as separate systems, it makes even more sense to comply with the standard. In addition to this, both features may have the ability to focus on their core triggers much more effectively. Nonetheless, the downside of this technique would certainly be that additional prices would certainly have to be borne for setting up separate manufacturing features. A production head might have to be employed which can raise overheads for the organization.

Assimilation of Advertising And Marketing with Procedures: Considering that Lewis is currently taking care of the advertising and also procedures departments at the same time; it makes feeling to integrate the two functions because she has been successfully taking treatment of both ends. The fact that Lewis has to adjust her monitoring style for the marketing division suggests that these 2 departments would be culturally varied.


An evaluation of the three choices suggests that assimilation of advertising and marketing and procedures would certainly not be a viable relocation due to the huge distinctions in between the 2 divisions regardless of the reality that currently Lewis is dealing with both. While separation of the production function might have been a favorable relocation for the advertising division, the fact that it would suggest putting a third function under Lewis's wing means this should be avoided.

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

Marketing and advertising features would certainly be merged.

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

Manufacturing feature will certainly remain part of marketing under advertising function.

Lewis will certainly separate herself from operations.

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

Open door policy and focus on cross departmental communication will be focused on eliminating disharmony.

Backup plan.

If the integration does not work out as intended, a contingency strategy would certainly adhere to which would separate the production function from the advertising and marketing function to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will most definitely be separated by placing it under an SVP manufacturing.