Easter Seal Foundation Of New Hampshire And Vermont Case Study Analysis


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Easter Seal Foundation Of New Hampshire And Vermont Case Study Solution

Background and Facts

Easter Seal Foundation Of New Hampshire And Vermont a workplace products seller for tiny and average sized companies has just recently been associated with planning for a merger with its rival House Deport, which has actually influenced effectiveness levels in departmentswith the senior supervisor involved in legal problems put forth by the federal Trade Commission. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the near future. With difficulties in the form of a possible cultural adjustment and low staff member morale, the organization requires a total reengineering initiative at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential cultural modification at the advertising and marketing division of Easter Seal Foundation Of New Hampshire And Vermont is raising unpredictability in the workplace resulting in different difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting strategic decisions considering that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Trade Compensation's intervention while doing so. Offered the reality that the store has a worldwide existence with branches in UK, USA, Canada and also Germany, political factors in each of these countries might have the ability to influence performance or strategic goals. Federal Trade Payment's antitrust suit against the merger took up beneficial time of the company's elderly management suggesting that 'political' factors can have severe effects for a global service.

Economic Factors: Financial factors such as the development of small businesses in the international circumstance suggest that Easter Seal Foundation Of New Hampshire And Vermont is growing in an atmosphere where there is prospective growth of businesses. Truth that shop clients are mostly looking for office materials for house offices recommends that the market has a rising pattern of entrepreneurs and home based services.

Social factors: Social trends in the economic climate reveal that customers are seeking ease in addition to appealing prices. Market research demonstrates how the client for Easter Seal Foundation Of New Hampshire And Vermont does not have awareness about discovering solutions which can offer a mix of convenience and low costs.

Technological factors: Modern technology plays a vital role in Easter Seal Foundation Of New Hampshire And Vermont's organisation technique specifically as the organization is piloting Technology centers which would certainly use technology sales as well as support in the form of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Behavior problems can be seen in Easter Seal Foundation Of New Hampshire And Vermont's case as highlighted in this section.

Uneasiness regarding social modification: There is apprehension regarding a social adjustment that would take place once Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with the majority of the staff members already showing discontent over this possible action. This predicted modification has produced anxiety in the work environment which has actually been coupled with the previous anxiety of preparing the company for a prospective merging with House Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a busy company. Not only does this cause problem in finding the best people, it places stress on brand-new hires as can not withstand the rate and also pressure that the company expects them to bear.

Dual Reporting Lines: Newcomers discover this organizational culture difficult and difficult to cope with particularly as populated line connections are indicated to be weak in general and unbiased setting and also performance analysis is still done by the solid line manager. This implies that newcomers can shed quality regarding their particular duties and also objectives especially as dotted line reporting does not keep them in direct communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would take Krasnow's setting came as a blow to her morale. Lewis may have been qualified as well as suitable for the work but the reality that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Work Instability: Anxiety as well as insecurity can be recognized as 2 major problems that Lewis would certainly be handling specifically as the merger has currently be terminated and two elderly executives of the advertising department would be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural adjustment yet would additionally have to confirm herself in her new function.

Incompatible Management Style of Leader: Lewis's monitoring style as well as its conflict with the advertising and marketing division's function can likewise be seen as an OB obstacle specifically as she has actually been made use of to handling concerns in the operations department where workers are taught to concentrate on procedures and also get them. The marketing department on the other hand can be seen as a team of individuals that are made use of to being supported by Krasnow that concentrated a lot more on result than processes.

Interdepartmental Differences: Interdepartmental differences between three divisions, marketing, merchandizing as well as operations specifically over the allotment of the advertising mix can be recognized as an additional OB issue. The marketing division does not share the exact same vision as the other two departments concerning the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allowance among one another either.

Fragmentation in Marketing Division: Fragmentation between the marketing and advertising divisions can be identified as one more OB issue which can need more attention. The fact that the advertising and marketing areas in the advertising department are disconnected is protecting against both divisions from acquiring from each various other's experience and also competence. Combination of advertising and marketing with merchandising and procedures would come to be harder if the advertising division itself is broken down which can be one more potential OB problem.

Easter Seal Foundation Of New Hampshire And Vermont Analysis

Numerous concepts have been made use of to clarify the scenarios to get more quality concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that subordinates are passive as well as careless, have little aspiration and stand up to adjustment. The scenario at Easter Seal Foundation Of New Hampshire And Vermont is not entirely complying with Theory X, it can be seen that new hires are locating this setting instead stressful which may at some point lead to a better disposition of the monitoring in the direction of Theory X. Also while analyzing Lewis's administration design, concept X may have been suitable in the procedures division to some level yet the Advertising division would certainly need dependence on Theory Y in order to obtain the creative thinking and also originality from the groups.

Tuckman's Team effort Theory: As far as Lewis's issue concerning bringing consistency between the advertising and marketing and also advertising and marketing department is worried, this would originally lead to contrast as reviewed by Bruce Tuckman in his 'Team effort Concept'. By integrating the marketing and also advertising division's work, there may be the very same first separate which could lead to the second phase of 'storming' where the groups test one another.

When people are presented with change, they enter phase one and so there may be emotions like unhappiness, unpredictability, irritation, temper, concern, denial and disorientation.The situation at the advertising department of Easter Seal Foundation Of New Hampshire And Vermont is similar so Lewis can obtain comfy with the idea that it is not amazing actions. It is throughout this phase that Lewis will have to offer advice to the division so that they can find a feeling of direction. It can be seen how Krasnow has currently made this change less complicated by making Lewis obtain involved in the division a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has reviews the importance of 'safety needs as being a reduced degree requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel secure and out of threat' is at the 2nd level of needs. Before a worker can be made to develop psychologically, he requires to have his 'Physical 'as well as 'Security' requires met.

SWOT Analysis for Easter Seal Foundation Of New Hampshire And Vermont Case Study

Implication of Analysis.

The OB analysis has checked out numerous theories to comprehend exactly how to cope with the existing scenario available. The adhering to 3 choices have been recommended to aid Lewis handle the business challenges in the advertising and marketing department. Each of these choices has been suggested for alleviating the transition required to bring the advertising and marketing department in accordance with the requirements of the marketplace and also for making the social modification that would follow once the current leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production features. Assimilation of Advertising with Workflow.

Examination of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The in-house advertising company of Easter Seal Foundation Of New Hampshire And Vermont is already stamina for the company in terms of conserving up on overheads related to advertising and marketing and promotion. Given that no brand-new recruitment has been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the advertising and marketing feature, this is a beneficial possibility for incorporating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has experience in business-to-business advertising along with agency and also retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The advantage of this approach is that it will certainly integrate both functions while minimizing the requirement for hiring an additional source for advertising and marketing. Lewis would certainly be heading the advertising division as well as in any type of case her replacement would certainly be required for the existing duty that she is doing. The downside of this alternative is that exterior hiring may produce bitterness from interior personnel that may be eying the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the competitive stress and also high top quality work required from the advertising company, it is advised that Lewis must permit the manufacturing unit to be a separate function from the advertising unit. Since many advertising and marketing companies had these 2 functions as separate units, it makes more feeling to follow the standard.

Combination of Marketing with Operations: Since Lewis is already dealing with the advertising and also operations departments at the same time; it makes good sense to incorporate the two features because she has actually been effectively looking after both ends. The fact that the two departments currently have significant differences over appropriation of resources suggests that this assimilation might be able to cause harmony specifically as Lewis would be heading both ends.However there are numerous drawbacks of this action particularly as it would place excessive concern over Lewis's shoulders. The fact that Lewis has to adapt her administration design for the advertising division suggests that these 2 departments would certainly be culturally varied. Lewis may not be able to apply one kind of leadership style to both departments which could result in inadequacy in either one of the 2 functions.


An examination of the three alternatives shows that combination of advertising and marketing and operations would certainly not be a viable action because of the huge distinctions between both divisions despite the fact that presently Lewis is managing both. While separation of the manufacturing feature may have been a favorable relocation for the marketing division, the fact that it would certainly imply putting a third function under Lewis's wing means this ought to be prevented too. The assimilation of the marketing department is the very best option in terms of obtaining the optimal results from the division. An activity prepare for this option is gone over listed below.

Action Strategy.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

Production function will certainly stay component of advertising and marketing under advertising and marketing feature.

Lewis will certainly separate herself from operations.

A democratic management design with employee empowerment will certainly be made use of in advertising and marketing division.

Open up door plan and emphasis on cross departmental communication will certainly be targeted at eliminating dissonance.

Backup strategy.

If the assimilation does not work out as planned, a contingency strategy would certainly comply with which would separate the production feature from the advertising feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising division without an SVP. Because case the production feature will definitely be divided by positioning it under an SVP manufacturing.