Enman Oil Inc E Case Study Analysis


Home >> Harvard >> Enman Oil Inc E >>

Enman Oil Inc E Case Study Help

Background and Facts

Enman Oil Inc E a workplace materials store for small and also moderate sized organisations has actually lately been involved in preparing for a merger with its competitor House Deport, which has actually affected efficiency degrees in departmentswith the elderly manager associated with legal difficulties 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 actually been asked to take the function in the near future. With difficulties in the kind of a possible social adjustment and low worker spirits, the organization is in need of a complete reengineering initiative at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The prospective social change at the advertising department of Enman Oil Inc E is increasing unpredictability in the working environment leading to different difficulties for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting calculated choices since Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Trade Payment's intervention in the process. Provided the fact that the store has an international existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might be able to impact performance or tactical objectives. Federal Profession Compensation's antitrust fit against the merger occupied beneficial time of the company's senior monitoring suggesting that 'political' factors can have significant ramifications for an international organisation.

Economic Factors: Financial factors such as the emergence of small companies in the global situation suggest that Enman Oil Inc E is thriving in a setting where there is possible development of organisations. Fact that store consumers are mainly looking for workplace supplies for residence offices recommends that the market has a climbing fad of business owners and residence based organisations.

Social factors: Social fads in the economy show that clients are trying to find benefit as well as appealing prices. Marketing research demonstrates how the customer for Enman Oil Inc E lacks understanding regarding locating services which can use a combination of ease as well as inexpensive.

Technological factors: Technology plays a crucial role in Enman Oil Inc E's business method specifically as the organization is piloting Modern technology facilities which would offer modern technology sales and support in the form of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits issues can be seen in Enman Oil Inc E's case as highlighted in this section.

Uneasiness concerning cultural adjustment: There is uneasiness about a cultural modification that would certainly happen as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with most of the personnel currently revealing unhappiness over this possible action. This anticipated modification has actually developed tension in the workplace which has actually been paired with the past anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is lack of personnel that can match the stressful setting of a hectic company. Not just does this cause difficulty in locating the best people, it places tension on brand-new hires as can not hold up against the pace and stress that the company anticipates them to bear.

Twin Coverage Lines: Beginners find this organizational culture difficult and difficult to deal with particularly as dotted line relationships are meant to be weak generally and objective setting and also performance analysis is still done by the strong line supervisor. This suggests that newbies could lose clarity concerning their respective duties and also purposes especially as dotted line coverage does not maintain them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles although it had been speculated that the last would certainly take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and also proper for the task yet the reality that Kransnow's separation would make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Fear & Job Instability: Anxiety as well as instability can be determined as two significant worries that Lewis would be taking care of especially as the merging has actually now be cancelled and also 2 elderly execs of the marketing department would be leaving. The entire responsibility of the department would certainly be dropping on Lewis's shoulders who would not just be in charge of brining concerning a cultural change but would certainly also need to verify herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's administration style and its incompatibility with the advertising and marketing department's role can also be seen as an OB difficulty specifically as she has been used to managing concerns in the procedures department where employees are instructed to concentrate on processes as well as obtain them. The advertising and marketing division on the various other hand can be viewed as a team of people that are made use of to being supported by Krasnow who focused extra on result than procedures.

Interdepartmental Disagreements: Interdepartmental arguments in between three departments, advertising, merchandizing and also procedures respectively over the allowance of the marketing mix can be determined as one more OB concern. Although the advertising and marketing department does not share the very same vision as the other two divisions relating to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing as well as operations departments do not agree over the advertising and marketing mix allocation amongst each other either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing divisions can be recognized as an additional OB concern which can require additional attention. The fact that the advertising and marketing areas in the advertising division are detached is protecting against both departments from getting from each various other's experience as well as knowledge. Integration of advertising with retailing as well as operations would come to be harder if the advertising department itself is disintegrated which can be an additional prospective OB problem.

Enman Oil Inc E Analysis

Different concepts have actually been used to discuss the conditions to get further quality regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that juniors are passive and also lazy, have little aspiration as well as withstand adjustment. The scenario at Enman Oil Inc E is not entirely following Concept X, it can be seen that brand-new hires are finding this setting instead demanding which might ultimately lead to a better inclination of the administration in the direction of Concept X. Even while analyzing Lewis's monitoring style, concept X might have been appropriate in the operations department to some level yet the Marketing division would require reliance on Concept Y in order to obtain the creativity as well as creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing harmony between the marketing and advertising division is concerned, this would originally bring about contrast as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the first stage of group development, people might not bond, as they are hectic finding their area in the group. By incorporating the marketing and advertising department's work, there might coincide preliminary detach which could cause the second phase of 'storming' where the teams challenge one another. It is just throughout the third phase or 'norming' when they would certainly come together to share suggestions before the team can bring about synergy in the 4th phase 'carrying out'.

When individuals are provided with modification, they get in phase one and also so there might be feelings like despair, unpredictability, stress, anger, fear, rejection as well as disorientation.The circumstance at the marketing division of Enman Oil Inc E is similar so Lewis can obtain comfy with the suggestion that it is not remarkable behavior. It is throughout this phase that Lewis will certainly have to provide advice to the division so that they can find a feeling of direction. It can be seen exactly how Krasnow has actually currently made this transition simpler by making Lewis get included in the department a year prior to his actual separation.
Vrio Analysis
Maslow's Need power structure: The OB concern related to insecurity at the work environment has been activated firstly by the modification in monitoring and also secondly by the fact that the merging will certainly no longer be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the relevance of 'safety needs as being a lower degree requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe and secure and also unharmed' is at the 2nd degree of demands. Before an employee can be made to create mentally, he needs to have his 'Physical 'and also 'Security' needs satisfied. This suggests that unless the workers are made to really feel secure regarding their present employment status in Enman Oil Inc E they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Enman Oil Inc E Case Study

Ramification of Analysis.

The OB analysis has actually checked out various concepts to comprehend how to manage the present circumstance handy. The following three options have actually been suggested to aid Lewis manage the organizational challenges in the advertising and marketing division. Each of these choices has been proposed for easing the change needed to bring the advertising and marketing division in line with the requirements of the marketplace as well as for making the social adjustment that would certainly comply with as soon as the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting and also Manufacturing features. Combination of Marketing with Operations.

Assessment 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 firm as well as retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both marketing as well as marketing functions.

The benefit of this method is that it will incorporate both functions while lowering the need for hiring an extra resource for marketing. In addition to this, Lewis would be heading the advertising and marketing division and in any case her substitute would be required for the present role that she is doing. The drawback of this alternative is that external hiring may cause bitterness from inner employees that might be considering the placement of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Manufacturing: Offered the competitive pressures and high quality job called for from the advertising company, it is recommended that Lewis ought to enable the production unit to be a separate feature from the marketing unit. Considering that the majority of advertising and marketing firms had these two functions as separate systems, it makes more sense to comply with the norm.

Combination of Advertising And Marketing with Workflows: Considering that Lewis is currently caring for the advertising and marketing as well as operations divisions at the same time; it makes good sense to incorporate both features because she has been effectively taking care of both ends. The reality that both departments already have major differences over allocation of sources suggests that this combination may be able to cause consistency particularly as Lewis would certainly be heading both ends.However there are various negative aspects of this relocation especially as it would certainly place way too much worry over Lewis's shoulders. The truth that Lewis needs to adjust her management design for the advertising division recommends that these two departments would certainly be culturally diverse. Lewis might not be able to use one type of leadership style to both departments which could result in inadequacy in either one of the 2 functions.


An analysis of the three options indicates that combination of marketing and also operations would certainly not be a possible action due to the substantial differences between the two departments regardless of the fact that currently Lewis is dealing with both. While splitting up of the production feature may have been a positive action for the advertising department, the fact that it would indicate positioning a third feature under Lewis's wing implies this need to be stayed clear of.

Activity Plan.
Lewis will certainly take over the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

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

Lewis will separate herself from procedures.

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

Open up door plan as well as emphasis on cross departmental interaction will be aimed at getting rid of discord.

Contingency strategy.

If the integration does not exercise as planned, a contingency plan would certainly adhere to which would divide the production feature from the marketing feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing feature will definitely be separated by positioning it under an SVP manufacturing.