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Enman Oil Inc C Case Study Solution

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Enman Oil Inc C Case Study Solution

Background and Facts

Enman Oil Inc C a workplace materials retailer for tiny and medium sized companies has actually lately been associated with planning for a merging with its competitor Home Deport, which has impacted performance levels in departmentswith the senior manager involved in legal problems put forth by the federal Trade Commission. With the Marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the near future. With obstacles in the kind of a potential cultural adjustment and also reduced staff member morale, the organization needs a total reengineering initiative at the advertising division.

Problem Statement

The prospective social change at the marketing division of Enman Oil Inc C is raising uncertainty in the working environment bring about numerous difficulties for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting tactical decisions considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Payment's intervention in the process. Given the fact that the shop has a global visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries might be able to affect performance or strategic goals. Federal Profession Compensation's antitrust fit versus the merging took up valuable time of the company's elderly administration recommending that 'political' factors can have significant effects for a global business.

Economic Factors: Financial factors such as the emergence of local business in the worldwide circumstance recommend that Enman Oil Inc C is thriving in an atmosphere where there is potential development of companies. Reality that store customers are mostly looking for workplace materials for residence offices suggests that the market has a rising pattern of entrepreneurs and also house based organisations.

Social factors: Social patterns in the economy reveal that consumers are looking for ease as well as attractive rates. Market research demonstrates how the customer for Enman Oil Inc C lacks awareness regarding discovering solutions which can provide a combination of convenience and low costs.

Technical factors: Innovation plays a crucial duty in Enman Oil Inc C's organisation technique particularly as the organization is piloting Modern technology facilities which would certainly provide innovation sales and assistance in the form of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Habits concerns can be seen in Enman Oil Inc C's case as highlighted in this section.

Worries concerning cultural change: There is concern about a social modification that would certainly take place 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 possible relocation. This predicted change has actually created tension in the office which has actually been coupled with the past anxiety of preparing the company for a possible merging with Home Deport.

Difficult Job Setting for Newcomers: There is scarcity of personnel that can match the demanding setting of a fast-paced company. Not only does this lead to trouble in locating the best people, it places stress and anxiety on new hires as can not hold up against the pace and also pressure that the organization expects them to birth.

Twin Coverage Lines: Newcomers discover this business society troublesome as well as hard to deal with specifically as populated line connections are indicated to be weaker in general and also objective setup and also efficiency analysis is still done by the solid line supervisor. This implies that newbies might shed quality about their corresponding duties and purposes particularly as dotted line reporting does not keep them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been capable and ideal for the task however the fact that Kransnow's separation would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Fear and insecurity can be recognized as 2 major problems that Lewis would certainly be dealing with particularly as the merging has currently be cancelled and 2 elderly execs of the advertising department would be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a social change but would certainly also need to prove herself in her new duty.

Inappropriate Management Style of Leader: Lewis's management style as well as its conflict with the advertising division's duty can likewise be seen as an OB difficulty especially as she has been utilized to managing problems in the procedures department where personnel are shown to concentrate on procedures and obtain them right. The advertising and marketing division on the other hand can be viewed as a team of individuals who are used to being supported by Krasnow who focused much more on output than processes.

Interdepartmental Arguments: Interdepartmental disputes in between 3 divisions, advertising, merchandizing and also procedures specifically over the allotment of the advertising mix can be identified as an additional OB issue. Although the advertising department does not share the exact same vision as the other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also procedures departments do not concur over the marketing mix allotment amongst each other either.

Disintegration in Advertising Department: Disintegration between the marketing and advertising departments can be recognized as another OB concern which could need further interest. The fact that the marketing and advertising areas in the advertising and marketing department are disconnected is protecting against both departments from getting from each various other's experience and experience. Combination of advertising with merchandising and operations would certainly become harder if the marketing department itself is degenerated which can be another potential OB concern.

Enman Oil Inc C Analysis

Different concepts have actually been used to discuss the conditions to obtain additional clarity about the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are easy as well as lazy, have little passion as well as stand up to adjustment. The scenario at Enman Oil Inc C is not totally adhering to Theory X, it can be seen that new hires are discovering this atmosphere rather stressful which may eventually lead to a greater disposition of the monitoring in the direction of Concept X. Also while examining Lewis's management design, concept X might have been ideal in the procedures division to some level but the Advertising department would certainly require reliance on Concept Y in order to get the imagination and creativity from the teams.

Tuckman's Synergy Theory: As far as Lewis's issue regarding bringing harmony between the advertising and marketing division is concerned, this would initially lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the initial phase of team advancement, individuals may not bond, as they are busy finding their location in the group. By combining the advertising and marketing division's job, there might be the same preliminary detach which might lead to the 2nd phase of 'storming' where the groups test each other. However, it is only throughout the third stage or 'norming' when they would come together to share ideas prior to the group can produce harmony in the 4th stage 'performing'.

Bridges' Shift Model: According To William Bridge's concept (appendix 4), individuals are quite awkward with change, which is obvious by the scenario at Enman Oil Inc C The circumstance can be viewed as a typical program of life if is studied as per Bridge's theory where he discusses that people undergo 3 stages of shift when they experience adjustment. 'Ending, shedding as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they go into stage one and so there may be feelings like sadness, uncertainty, stress, anger, anxiety, denial and disorientation.The circumstance at the advertising and marketing department of Enman Oil Inc C is comparable so Lewis can get comfortable with the concept that it is not amazing behavior. In the second stage, there might be a demand to link the gap in between the brand-new and old society so Lewis might need to encounter this experience when Krasnow leaves. There may be low spirits and also reduced efficiency at this phase which ought to not be taken as a setback. It is during this phase that Lewis will certainly need to offer guidance to the department so that they can find an orientation. It can be seen exactly how Krasnow has actually currently made this change easier by making Lewis get associated with the division a year before his real departure. As per Bridges' Version, phase three will bring about openness to learning, High energy as well as commitment as individuals will embrace the change (Bridges, 2004).

Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has talks about the importance of 'safety and security needs as being a reduced degree demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and secure and out of danger' is at the 2nd degree of needs. Before a staff member can be made to create psychologically, he needs to have his 'Physical 'and 'Safety and security' requires satisfied.

SWOT Analysis for Enman Oil Inc C Case Study



Implication of Analysis.

The OB analysis has actually taken a look at various concepts to recognize how to handle the existing scenario at hand. The following 3 alternatives have been recommended to aid Lewis manage the business challenges in the marketing division. Each of these alternatives has been recommended for relieving the shift needed to bring the marketing department in line with the needs of the market as well as for making the cultural change that would adhere to as soon as the present leader leaves.

Combination of advertising and marketing features. Separating Adverting and Manufacturing functions. Assimilation of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merging days has competence in business-to-business marketing along with agency and also retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both advertising as well as marketing features.

The advantage of this strategy is that it will incorporate both features while minimizing the requirement for hiring an extra source for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing division as well as regardless her replacement would certainly be required for the current duty that she is performing. The disadvantage of this alternative is that outside hiring might cause bitterness from internal workers who might be considering the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Manufacturing: Offered the affordable stress and also excellent quality job needed from the ad agency, it is recommended that Lewis ought to allow the manufacturing unit to be a different feature from the advertising unit. Because most ad agency had these 2 features as separate systems, it makes more sense to comply with the standard. Along with this, both features may have the ability to concentrate on their core turns on a lot more effectively. Nevertheless, the disadvantage of this technique would certainly be that additional costs would have to be birthed for establishing different manufacturing features. In addition to this, a manufacturing head might have to be worked with which could boost expenses for the organization.

Integration of Marketing with Procedures: Because Lewis is currently taking treatment of the advertising and marketing and also procedures departments all at once; it makes feeling to incorporate the two features considering that she has actually been successfully taking care of both ends. The reality that Lewis has to adjust her management design for the marketing division suggests that these 2 divisions would certainly be culturally varied.

Recommendation.



An analysis of the 3 alternatives shows that assimilation of marketing and also procedures would not be a feasible step due to the large differences between the 2 divisions despite the reality that presently Lewis is managing both. While separation of the manufacturing feature may have been a desirable relocation for the advertising department, the fact that it would certainly imply positioning a 3rd function under Lewis's wing means this ought to be avoided.

Activity Strategy.

Lewis will take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Manufacturing feature will certainly stay component of marketing under advertising function.

Lewis will divide herself from procedures.

A democratic leadership style with staff member empowerment will be used in advertising and marketing department.

Open up door plan as well as emphasis on cross departmental communication will be targeted at getting rid of disharmony.

Contingency strategy.

If the combination does not exercise as planned, a contingency plan would follow which would certainly divide the production function from the advertising and marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will most definitely be divided by putting it under an SVP manufacturing.