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Empire Company Limited The Oshawa Group Limited Proposal Case Study Solution

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Empire Company Limited The Oshawa Group Limited Proposal Case Study Solution

Background and Facts

Empire Company Limited The Oshawa Group Limited Proposal an office supplies merchant for tiny as well as medium sized businesses has recently been associated with planning for a merger with its competitor House Deport, which has actually influenced efficiency levels in departmentswith the senior manager associated with legal difficulties presented by the government Trade Commission. With the Advertising Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With challenges in the type of a possible social change as well as low worker morale, the company needs a complete reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural change at the advertising and marketing department of Empire Company Limited The Oshawa Group Limited Proposal is boosting uncertainty in the workplace resulting in various obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing critical choices because Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Trade Payment's intervention at the same time. Provided the reality that the store has a global presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to influence performance or strategic objectives. Federal Profession Commission's antitrust fit versus the merger used up useful time of the organization's senior administration suggesting that 'political' factors can have significant implications for a worldwide organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide circumstance suggest that Empire Company Limited The Oshawa Group Limited Proposal is flourishing in an atmosphere where there is prospective development of services. Truth that store customers are mostly looking for office supplies for house offices recommends that the market has a rising trend of entrepreneurs and home based organisations.

Social factors: Social trends in the economic situation show that customers are trying to find benefit in addition to attractive costs. Marketing research shows how the client for Empire Company Limited The Oshawa Group Limited Proposal lacks awareness about finding services which can provide a combination of ease and low costs.

Technological factors: Technology plays an important function in Empire Company Limited The Oshawa Group Limited Proposal's business technique specifically as the company is piloting Technology centers which would use modern technology sales as well as support in the type of memory upgrades, peripheral installations. (Recap of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Actions issues can be seen in Empire Company Limited The Oshawa Group Limited Proposal's case as highlighted in this section.

Uneasiness regarding social change: There is uneasiness regarding a cultural change that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with a lot of the team member already revealing unhappiness over this prospective relocation. This predicted modification has actually created stress in the workplace which has been coupled with the past stress of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is lack of employees that can match the demanding atmosphere of a hectic organization. Not only does this bring about trouble in finding the ideal people, it places anxiety on new hires as can not hold up against the speed and stress that the company anticipates them to birth.

Dual Reporting Lines: Novices discover this business society difficult as well as tough to deal with specifically as populated line partnerships are suggested to be weaker as a whole and unbiased setup as well as performance examination is still done by the solid line supervisor. This implies that newcomers can shed clarity concerning their respective roles and also objectives specifically as dotted line reporting does not keep them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had actually been guessed that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and appropriate for the task yet the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Worry and also instability can be identified as two significant issues that Lewis would be dealing with particularly as the merger has currently be terminated and also 2 senior executives of the marketing department would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders that would not simply supervise of brining regarding a cultural modification but would certainly also have to verify herself in her new function.

Incompatible Administration Design of Leader: Lewis's administration design and also its incompatibility with the advertising and marketing department's role can also be seen as an OB obstacle specifically as she has actually been used to managing issues in the operations division where employees are educated to concentrate on procedures as well as obtain them. The marketing division on the other hand can be seen as a team of people that are used to being nurtured by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Differences: Interdepartmental differences in between three departments, advertising, merchandizing and operations respectively over the allocation of the advertising mix can be determined as one more OB problem. Although the advertising division does not share the very same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and procedures divisions do not concur over the marketing mix allowance among one another either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be identified as another OB concern which could require additional focus. The reality that the marketing and advertising sections in the advertising division are disconnected is stopping both departments from getting from each other's experience and also know-how. Combination of advertising with merchandising and operations would certainly end up being more difficult if the advertising and marketing division itself is broken down which can be another potential OB problem.

Empire Company Limited The Oshawa Group Limited Proposal Analysis

Different theories have actually been made use of to describe the situations to get additional clearness concerning the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors think that subordinates are easy as well as lazy, have little passion and also resist change. The scenario at Empire Company Limited The Oshawa Group Limited Proposal is not totally adhering to Concept X, it can be seen that new hires are discovering this environment instead difficult which may at some point lead to a greater disposition of the management towards Concept X. Even while analyzing Lewis's management design, theory X may have been ideal in the procedures division to some level however the Marketing department would call for reliance on Concept Y in order to get the creativity as well as originality from the groups.

Tuckman's Synergy Theory: Regarding Lewis's issue regarding bringing harmony between the marketing and advertising division is concerned, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the preliminary stage of group development, individuals may not bond, as they are busy locating their place in the group. By incorporating the advertising and marketing division's work, there may be the same preliminary detach which could result in the 2nd phase of 'storming' where the groups test each other. Nevertheless, it is just during the third stage or 'norming' when they would integrate to share concepts prior to the group can cause synergy in the 4th stage 'doing'.

When people are presented with change, they get in phase one as well as so there might be emotions like sadness, unpredictability, stress, anger, worry, rejection and disorientation.The circumstance at the advertising and marketing department of Empire Company Limited The Oshawa Group Limited Proposal is comparable so Lewis can get comfortable with the concept that it is not extraordinary actions. It is throughout this phase that Lewis will certainly have to offer assistance to the division so that they can discover a feeling of instructions. It can be seen just how Krasnow has already made this shift less complicated by making Lewis obtain entailed in the department a year prior to his actual separation.
Vrio Analysis
Maslow's Demand power structure: The OB concern pertaining to insecurity at the office has actually been caused first of all by the adjustment in monitoring as well as secondly by the fact that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has goes over the value of 'protection requires as being a reduced degree need of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel protected and also safe' is at the 2nd degree of demands. Prior to a worker can be made to develop mentally, he requires to have his 'Physical 'and 'Security' needs fulfilled. This suggests that unless the personnel are made to really feel safe and secure regarding their current work standing in Empire Company Limited The Oshawa Group Limited Proposal they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Empire Company Limited The Oshawa Group Limited Proposal Case Study



Ramification of Analysis.

The OB analysis has actually taken a look at numerous concepts to comprehend exactly how to handle the existing scenario handy. The complying with 3 choices have been proposed to assist Lewis handle the organizational challenges in the advertising and marketing division. Each of these alternatives has actually been recommended for reducing the transition required to bring the advertising division according to the demands of the market and for making the social modification that would adhere to as soon as the existing leader leaves.

Combination of advertising and marketing functions. Separating Adverting and Manufacturing features. Integration of Marketing with Procedures.

Evaluation of Alternatives.

Integration of Marketing & Marketing Functions: The in-house advertising and marketing firm of Empire Company Limited The Oshawa Group Limited Proposal is currently strength for the company in regards to conserving up on overheads related to advertising as well as promotion. Given that no new recruitment has been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the marketing function, this is a beneficial opportunity for integrating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merging days has experience in business-to-business marketing together with company and retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both marketing and advertising features.

The advantage of this method is that it will certainly incorporate both features while decreasing the demand for working with an added source for marketing. Lewis would be heading the advertising department and in any kind of case her replacement would be needed for the current duty that she is carrying out. The drawback of this option is that outside hiring may cause bitterness from internal employees who might be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Production: Given the competitive pressures and also high top quality work called for from the marketing company, it is recommended that Lewis ought to allow the manufacturing system to be a different function from the marketing unit. Considering that the majority of advertising and marketing agencies had these two features as separate systems, it makes more sense to comply with the standard.

Assimilation of Advertising with Operations: Since Lewis is currently caring for the advertising and marketing and also procedures divisions at the same time; it makes sense to incorporate the two functions because she has actually been effectively dealing with both ends. The truth that both departments currently have significant distinctions over allocation of resources suggests that this integration might have the ability to produce harmony specifically as Lewis would certainly be heading both ends.However there are different downsides of this relocation particularly as it would certainly place way too much worry over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring style for the advertising division suggests that these 2 divisions would certainly be culturally varied. Along with this, Lewis may not have the ability to use one sort of leadership style to both divisions which could result in ineffectiveness in either one of the two functions.

Recommendation.



An evaluation of the three choices indicates that combination of marketing and also operations would not be a viable step due to the vast distinctions in between the 2 departments regardless of the truth that currently Lewis is managing both. While splitting up of the manufacturing feature might have been a desirable move for the advertising and marketing department, the truth that it would certainly suggest putting a 3rd function under Lewis's wing indicates this must be stayed clear of.

Activity Plan.
Recommendation
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

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

Lewis will divide herself from procedures.

An autonomous leadership style with staff member empowerment will be made use of in marketing department.

Open up door policy as well as focus on cross department interaction will be targeted at getting rid of disharmony.

Contingency plan.

If the integration does not exercise as prepared, a backup strategy would certainly follow which would certainly divide the manufacturing function from the marketing function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising division without an SVP. In that case the production function will absolutely be divided by positioning it under an SVP production.