Enman Oil Inc C Case Study Help


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Enman Oil Inc C Case Study Help

Background and Facts

Enman Oil Inc C an office materials seller for little and moderate sized companies has lately been associated with preparing for a merger with its competitor Home Deport, which has influenced efficiency degrees in departmentswith the senior manager involved in legal complications put forth by the government Profession Compensation. With the Marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With obstacles in the form of a potential social modification as well as reduced worker spirits, the organization wants a full reengineering initiative at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the marketing division of Enman Oil Inc C is increasing uncertainty in the workplace bring about different challenges for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic decisions because Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Profession Payment's treatment at the same time. Provided the truth that the shop has an international visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may have the ability to impact performance or critical goals. Federal Profession Payment's antitrust match against the merger occupied useful time of the company's elderly monitoring recommending that 'political' factors can have serious ramifications for an international organisation.

Economic Factors: Financial factors such as the introduction of local business in the international scenario recommend that Enman Oil Inc C is growing in an environment where there is possible growth of companies. Reality that store clients are primarily looking for workplace supplies for residence workplaces suggests that the market has a rising fad of entrepreneurs and residence based businesses.

Social factors: Social fads in the economic situation reveal that customers are seeking benefit in addition to eye-catching costs. Market research demonstrates how the client for Enman Oil Inc C does not have awareness about locating options which can supply a mix of convenience and affordable.

Technological factors: Technology plays a crucial duty in Enman Oil Inc C's service strategy especially as the organization is piloting Innovation centers which would certainly use modern technology sales and also support in the form of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Numerous underlying Business Actions issues can be seen in Enman Oil Inc C's case as highlighted in this area.

Concerns regarding social modification: There is worry regarding a social change that would certainly take place once Todd Krasnow leaves from his position as the Exec Vice President of Marketing with the majority of the team member currently showing discontent over this potential move. This expected modification has developed stress and anxiety in the workplace which has been combined with the previous stress and anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is shortage of workers that can match the demanding setting of a fast-paced organization. Not just does this cause trouble in finding the ideal individuals, it places tension on new hires as can not withstand the rate and also pressure that the organization anticipates them to bear.

Dual Coverage Lines: Novices discover this business society difficult and also challenging to deal with particularly as populated line relationships are indicated to be weaker generally and also unbiased setting as well as efficiency examination is still done by the strong line supervisor. This means that newcomers can lose quality concerning their respective functions as well as goals particularly as populated line reporting does not maintain them in straight communication with the strong line managers.

Resentment 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 latter would take Krasnow's setting came as an impact to her morale. Lewis may have been qualified and suitable for the work but the reality that Kransnow's separation would make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Anxiety and instability can be identified as 2 significant problems that Lewis would certainly be handling especially as the merger has actually now be cancelled as well as two elderly executives of the marketing division would certainly be leaving. The entire responsibility of the department would be falling on Lewis's shoulders who would certainly not simply supervise of brining concerning a cultural change but would certainly likewise have to show herself in her new role.

Incompatible Management Design of Leader: Lewis's administration style and also its incompatibility with the advertising and marketing division's duty can additionally be viewed as an OB challenge especially as she has been used to dealing with issues in the operations division where employees are shown to concentrate on procedures and also obtain them right. The marketing department on the other hand can be viewed as a group of people that are made use of to being supported by Krasnow who concentrated much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between three departments, advertising and marketing, merchandizing and procedures specifically over the allowance of the advertising and marketing mix can be identified as one more OB issue. Although the marketing division does not share the exact same vision as the other two departments regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as procedures departments do not concur over the advertising mix allocation amongst one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the marketing and advertising divisions can be identified as an additional OB concern which might need additional interest. The reality that the marketing and advertising sections in the advertising division are detached is preventing both divisions from gaining from each various other's experience and proficiency. Integration of marketing with retailing and operations would certainly become harder if the advertising division itself is degenerated which can be one more prospective OB problem.

Enman Oil Inc C Analysis

Various concepts have actually been utilized to explain the conditions to get additional clearness regarding the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that juniors are easy as well as careless, have little aspiration as well as resist modification. The scenario at Enman Oil Inc C is not entirely adhering to Theory X, it can be seen that new hires are discovering this environment rather difficult which may at some point lead to a greater inclination of the monitoring in the direction of Theory X. Also while assessing Lewis's monitoring design, theory X may have been suitable in the operations department to some extent yet the Advertising department would certainly call for reliance on Theory Y in order to get the creativity and also originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's worry about bringing consistency in between the marketing and advertising department is worried, this would at first bring about contrast as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the preliminary phase of team development, people might not bond, as they are active discovering their place in the team. By integrating the marketing and advertising division's job, there may be the same first detach which can bring about the second phase of 'storming' where the groups test each other. It is only during the third phase or 'norming' when they would certainly come with each other to share concepts prior to the group can bring about synergy in the 4th phase 'performing'.

Bridges' Shift Design: Based On William Bridge's concept (appendix 4), people are quite unpleasant with change, which is obvious by the situation at Enman Oil Inc C The scenario can be seen as a normal training course of life if is studied according to Bridge's theory where he clarifies that people experience 3 stages of transition when they experience adjustment. 'End, losing as well as Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people exist with change, they go into phase one therefore there might be emotions like despair, uncertainty, aggravation, temper, worry, denial and also disorientation.The scenario at the advertising department of Enman Oil Inc C is similar so Lewis can obtain comfy with the suggestion that it is not amazing actions. In the 2nd stage, there may be a demand to bridge the gap in between the brand-new and old society so Lewis may have to encounter this ordeal when Krasnow leaves. There may be low spirits as well as reduced performance at this stage which must not be taken as an obstacle. It is during this stage that Lewis will have to offer guidance to the department so that they can discover an orientation. It can be seen just how Krasnow has actually already made this transition simpler by making Lewis obtain associated with the department a year before his actual departure. As per Bridges' Model, phase three will certainly produce openness to discovering, High energy and commitment as individuals will certainly welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has talks about the significance of 'security needs as being a lower degree need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and secure and out of threat' is at the 2nd level of needs. Prior to an employee can be made to create psychologically, he needs to have his 'Physiological 'and also 'Security' requires fulfilled.

SWOT Analysis for Enman Oil Inc C Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at different concepts to comprehend just how to deal with the existing scenario available. The adhering to 3 choices have actually been recommended to aid Lewis handle the organizational obstacles in the marketing department. Each of these alternatives has actually been suggested for reducing the transition required to bring the marketing division in line with the needs of the market and for making the social change that would comply with once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and Production functions. Combination of Advertising with Procedures.

Analysis of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal advertising agency of Enman Oil Inc C is already stamina for the organization in terms of conserving up on expenses associated with advertising and marketing and promotion. Considering that no brand-new employment has actually been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the marketing feature, this is a positive chance for integrating the marketing and advertising features. Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business marketing along with company and also retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both marketing and advertising functions.

The benefit of this technique is that it will integrate both functions while lowering the demand for employing an additional source for advertising. Lewis would certainly be heading the advertising and marketing department and in any case her replacement would certainly be required for the current role that she is executing. The drawback of this alternative is that external hiring may produce animosity from internal employees that might be considering the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Production: Given the competitive stress and high quality work called for from the ad agency, it is recommended that Lewis needs to allow the production unit to be a different function from the advertising unit. Because most ad agency had these 2 functions as separate systems, it makes even more sense to adhere to the norm. Both features might be able to focus on their core triggers a lot more successfully. However, the negative aspect of this method would be that additional prices would certainly have to be borne for establishing different manufacturing functions. A manufacturing head may have to be worked with which might boost overheads for the organization.

Integration of Advertising And Marketing with Workflows: Considering that Lewis is currently taking care of the advertising as well as procedures departments concurrently; it makes good sense to integrate the two functions given that she has been efficiently caring for both ends. The fact that the two divisions already have significant distinctions over appropriation of resources suggests that this integration might be able to produce harmony especially as Lewis would certainly be heading both ends.However there are different drawbacks of this action especially as it would certainly place way too much burden over Lewis's shoulders. The fact that Lewis has to adjust her management design for the advertising and marketing department recommends that these two departments would certainly be culturally diverse. Lewis may not be able to apply one type of management style to both divisions which might result in inadequacy in either one of the 2 features.


An analysis of the three alternatives indicates that assimilation of advertising as well as procedures would certainly not be a viable step due to the substantial differences in between both departments although that presently Lewis is managing both. While separation of the production function might have been a beneficial relocation for the advertising division, the reality that it would suggest placing a third function under Lewis's wing implies this need to be stayed clear of. The integration of the marketing division is the very best option in regards to obtaining the optimum results from the division. An activity plan for this alternative is discussed below.

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

Advertising and Marketing features would be merged.

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

Manufacturing function will certainly continue to be component of advertising under advertising and marketing feature.

Lewis will certainly divide herself from operations.

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

Open door policy and also focus on cross departmental communication will certainly be targeted at eliminating disharmony.

Backup plan.

If the assimilation does not exercise as prepared, a contingency strategy would adhere to which would certainly divide the production feature from the advertising feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing division without an SVP. Because case the production function will definitely be separated by putting it under an SVP manufacturing.