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Enman Oil Inc B Case Study Solution

Background and Facts

Enman Oil Inc B a workplace supplies seller for little and also medium sized businesses has actually recently been involved in preparing for a merger with its competitor Home Deport, which has actually influenced efficiency levels in departmentswith the senior supervisor associated with legal problems put forth by the government Trade Commission. With the Advertising and marketing 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 duty in the near future. With obstacles in the kind of a possible social modification and low employee spirits, the organization needs a full reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural modification at the marketing department of Enman Oil Inc B is increasing uncertainty in the workplace resulting in different 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 function in affecting tactical decisions because Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Trade Compensation's treatment while doing so. Provided the fact that the store has a worldwide visibility with branches in UK, USA, Canada and also Germany, political consider each of these nations may be able to influence efficiency or strategic objectives. Federal Trade Payment's antitrust fit against the merging took up important time of the organization's senior administration recommending that 'political' factors can have severe implications for an international service.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide situation recommend that Enman Oil Inc B is flourishing in a setting where there is prospective growth of services. Along with this, fact that store customers are mostly trying to find workplace products for office recommends that the market has a rising pattern of entrepreneurs and also online services.

Social factors: Social patterns in the economy show that customers are seeking convenience in addition to appealing rates. Market research shows how the client for Enman Oil Inc B lacks recognition regarding discovering solutions which can offer a combination of benefit as well as low costs.

Technological factors: Technology plays an important duty in Enman Oil Inc B's company technique specifically as the company is piloting Technology centers which would provide innovation sales and also support in the type of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and Effects.

A number of underlying Organizational Habits problems can be seen in Enman Oil Inc B's case as highlighted in this area.

Worries about social change: There is uneasiness concerning a cultural adjustment that would certainly occur as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with most of the team member currently showing discontent over this possible action. This expected change has developed stress in the office which has actually been paired with the past stress and anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is scarcity of employees that can match the stressful environment of a fast-paced organization. Not just does this lead to trouble in locating the ideal people, it places stress and anxiety on new hires as can not endure the rate as well as stress that the company anticipates them to bear.

Double Coverage Lines: Novices locate this organizational society difficult and challenging to cope with especially as dotted line relationships are implied to be weak as a whole as well as objective setup and also efficiency examination is still done by the solid line manager. This indicates that novices can lose clarity regarding their corresponding duties and goals specifically as dotted line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been hypothesized that the last would take Krasnow's setting came as a blow to her morale. Lewis may have been capable and also appropriate for the job however the truth that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Anxiety and also insecurity can be identified as 2 significant problems that Lewis would be managing particularly as the merging has actually currently be cancelled and also 2 elderly executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders that would not simply supervise of brining about a social modification but would certainly additionally have to prove herself in her brand-new duty.

Inappropriate Administration Design of Leader: Lewis's monitoring design and also its incompatibility with the advertising and marketing department's role can additionally be viewed as an OB difficulty specifically as she has actually been used to handling concerns in the procedures division where employees are educated to concentrate on processes as well as obtain them right. The marketing department on the other hand can be viewed as a team of individuals that are made use of to being supported by Krasnow who focused more on outcome than processes.

Interdepartmental Differences: Interdepartmental arguments between three departments, advertising and marketing, merchandizing and operations respectively over the allotment of the advertising mix can be determined as an additional OB worry. Although the advertising and marketing department does not share the same vision as the other two departments pertaining to the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also operations departments do not agree over the marketing mix allocation among each other either.

Disintegration in Advertising Department: Fragmentation in between the advertising and marketing divisions can be recognized as an additional OB concern which might need more interest. The reality that the marketing and advertising sections in the marketing division are disconnected is stopping both divisions from gaining from each various other's experience as well as competence. Integration of advertising and marketing with merchandising and procedures would certainly become harder if the advertising division itself is degenerated which can be an additional potential OB issue.

Enman Oil Inc B Analysis

Various concepts have actually been used to clarify the situations to get further clearness regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are passive as well as lazy, have little aspiration as well as resist modification. The scenario at Enman Oil Inc B is not entirely complying with Theory X, it can be seen that brand-new hires are finding this setting instead difficult which might eventually lead to a better disposition of the administration towards Theory X. Also while evaluating Lewis's administration design, theory X may have been suitable in the operations department to some degree but the Advertising and marketing division would require dependence on Concept Y in order to obtain the creativity as well as creativity from the teams.

Tuckman's Teamwork Concept: As far as Lewis's problem about bringing harmony between the advertising and marketing division is concerned, this would originally bring about conflict as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the preliminary phase of group advancement, individuals might not bond, as they are active discovering their location in the group. By integrating the advertising and marketing division's work, there may be the same initial disconnect which might lead to the 2nd stage of 'storming' where the groups challenge each other. It is only during the third stage or 'norming' when they would come with each other to share ideas prior to the group can bring about harmony in the 4th stage 'executing'.

When people are provided with modification, they enter phase one and so there may be feelings like sadness, uncertainty, disappointment, rage, anxiety, rejection as well as disorientation.The situation at the advertising division of Enman Oil Inc B is similar so Lewis can obtain comfortable with the idea that it is not remarkable habits. It is during this stage that Lewis will have to give assistance to the department so that they can locate a sense of instructions. It can be seen how Krasnow has currently made this change less complicated by making Lewis get involved in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the importance of 'protection needs as being a lower level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and out of risk' is at the second degree of demands. Prior to a staff member can be made to create psychologically, he requires to have his 'Physiological 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Enman Oil Inc B Case Study



Ramification of Analysis.

The OB analysis has actually checked out various theories to understand exactly how to handle the existing situation available. The complying with three alternatives have actually been proposed to help Lewis handle the organizational obstacles in the advertising department. Each of these choices has been recommended for reducing the transition needed to bring the advertising and marketing division according to the demands of the marketplace as well as for making the cultural adjustment that would follow when the existing leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production functions. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has expertise in business-to-business advertising along with firm as well as retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising and also advertising features.

The advantage of this approach is that it will certainly incorporate the two features while minimizing the need for working with an extra resource for advertising. Lewis would certainly be heading the marketing department and in any case her substitute would certainly be required for the existing duty that she is doing. The negative aspect of this alternative is that outside hiring might produce bitterness from internal workers who may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Offered the affordable stress as well as high quality work called for from the ad agency, it is recommended that Lewis must enable the manufacturing system to be a different function from the marketing device. Since most advertising agencies had these two functions as different devices, it makes more sense to adhere to the norm. Both functions might be able to concentrate on their core turns on a lot more successfully. Nonetheless, the drawback of this strategy would be that extra prices would have to be borne for setting up separate manufacturing features. A production head may have to be worked with which could enhance expenses for the organization.

Assimilation of Advertising with Workflows: Considering that Lewis is currently dealing with the marketing and also operations departments concurrently; it makes sense to incorporate the two functions since she has actually been effectively dealing with both ends. The truth that the two divisions currently have major differences over allocation of sources suggests that this integration may have the ability to produce harmony specifically as Lewis would be heading both ends.However there are various negative aspects of this move especially as it would certainly put way too much burden over Lewis's shoulders. The reality that Lewis needs to adapt her management design for the advertising and marketing department recommends that these two divisions would be culturally varied. In addition to this, Lewis might not be able to apply one kind of leadership style to both divisions which can cause inadequacy in either one of the two functions.

Suggestion.



An examination of the three options shows that integration of marketing and also procedures would not be a possible action as a result of the substantial differences in between both divisions despite the fact that currently Lewis is taking care of both. While separation of the production feature may have been a favorable step for the advertising and marketing division, the fact that it would imply putting a third feature under Lewis's wing implies this need to be avoided. The integration of the advertising and marketing division is the best option in regards to obtaining the optimal results from the division. An activity prepare for this alternative is gone over below.

Action Strategy.
Recommendation
Lewis will certainly take control of the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

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

Lewis will certainly divide herself from operations.

A democratic management style with employee empowerment will certainly be used in marketing department.

Open door plan as well as focus on cross departmental communication will certainly be focused on getting rid of dissonance.

Backup strategy.

If the combination does not exercise as planned, a contingency plan would certainly follow which would separate the production function from the advertising function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will definitely be separated by placing it under an SVP manufacturing.