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Enman Oil Inc E Case Study Solution

Background and Facts

Enman Oil Inc E a workplace products seller for little and moderate sized companies has lately been involved in planning for a merging with its rival House Deport, which has impacted efficiency levels in departmentswith the elderly supervisor involved in lawful difficulties presented by the federal Trade Commission. With the Marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the near future. With challenges in the kind of a possible social adjustment and also reduced employee morale, the organization needs a complete reengineering effort at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the marketing department of Enman Oil Inc E is boosting unpredictability in the workplace bring about numerous obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical choices because Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Payment's intervention in the process. Offered the truth that the shop has an international visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries may be able to impact performance or calculated goals. Federal Trade Payment's antitrust suit versus the merging took up important time of the company's elderly monitoring recommending that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Financial factors such as the introduction of small companies in the global situation recommend that Enman Oil Inc E is thriving in an environment where there is possible development of businesses. In addition to this, truth that shop customers are primarily seeking workplace materials for office suggests that the market has an increasing fad of business owners and also home services.

Social factors: Social fads in the economy show that clients are trying to find ease in addition to eye-catching costs. Market research demonstrates how the client for Enman Oil Inc E does not have awareness regarding finding options which can provide a combination of comfort as well as inexpensive.

Technological factors: Innovation plays a crucial function in Enman Oil Inc E's service strategy particularly as the organization is piloting Innovation facilities which would use modern technology sales and also support in the type of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and also Manifestations.

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

Worries concerning cultural modification: There is concern concerning a cultural modification that would certainly happen as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the personnel already showing discontent over this possible move. This anticipated modification has created stress in the office which has been combined with the previous anxiety of preparing the company for a possible merger with House Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is scarcity of employees that can match the demanding setting of a fast-paced company. Not only does this cause difficulty in finding the appropriate people, it puts stress on brand-new hires as can not endure the speed and also stress that the company anticipates them to birth.

Dual Coverage Lines: Newcomers locate this business society cumbersome as well as difficult to manage specifically as dotted line relationships are meant to be weak in general and also objective setting as well as performance assessment is still done by the solid line supervisor. This implies that newcomers might shed quality concerning their particular duties as well as goals particularly as populated line coverage does not keep them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's setting came as an impact to her spirits. Lewis may have been qualified and appropriate for the task however the reality that Kransnow's departure would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Anxiety and insecurity can be identified as two major worries that Lewis would certainly be managing especially as the merging has actually currently be terminated and two senior execs of the marketing division would certainly be leaving. The entire responsibility of the division would be falling on Lewis's shoulders who would not just be in charge of brining about a cultural adjustment yet would certainly also have to verify herself in her new duty.

Inappropriate Administration Design of Leader: Lewis's administration design and its incompatibility with the advertising and marketing department's role can also be seen as an OB challenge particularly as she has been used to managing issues in the operations division where employees are educated to focus on procedures as well as obtain them right. The marketing division on the various other hand can be viewed as a team of individuals that are utilized to being nurtured by Krasnow that concentrated a lot more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental differences in between 3 departments, advertising and marketing, merchandizing and operations respectively over the allowance of the marketing mix can be determined as one more OB problem. Although the marketing division does not share the same vision as the other two divisions relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing as well as operations divisions do not concur over the advertising mix allocation amongst one another either.

Disintegration in Marketing Division: Disintegration in between the marketing and advertising divisions can be determined as an additional OB problem which can need further attention. The fact that the marketing and advertising sections in the marketing department are separated is preventing both divisions from getting from each other's experience and know-how. Integration of advertising and marketing with retailing and also operations would certainly end up being harder if the marketing division itself is disintegrated which can be another prospective OB worry.

Enman Oil Inc E Analysis

Various theories have been utilized to explain the circumstances to obtain additional clearness regarding the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that subordinates are easy and also lazy, have little ambition and also withstand change. The difficult variation of this theory stressed browbeating, tight controls, hazards as well as punishments. Over time it generates reduced productivity, refined sabotage and competition (Bargain, 2003). The scenario at Enman Oil Inc E is not completely following Concept X, it can be seen that new hires are finding this atmosphere rather stressful which may eventually lead to a better inclination of the monitoring towards Concept X. As per McGregor's promoted sight, which he called Theory Y, the necessary job of the administration is to prepare organizational problems to make sure that people can accomplish their own goals best by guiding their initiatives towards organizational incentives. If individuals discover no contentment in their work, the administration would have little option however to rely on concept X and also external control (Bargain, 2003). Also while assessing Lewis's monitoring design, concept X may have appropriated in the operations department to some extent but the Advertising department would require reliance on Theory Y in order to get the imagination as well as originality from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's problem about bringing consistency in between the advertising and marketing department is worried, this would initially cause clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, during the first phase of group growth, individuals might not bond, as they are active finding their place in the group. By combining the advertising and marketing department's job, there might coincide initial separate which might lead to the second phase of 'storming' where the teams test each other. It is only during the third stage or 'norming' when they would certainly come together to share suggestions before the team can bring about synergy in the fourth stage 'doing'.

Bridges' Change Model: According To William Bridge's concept (appendix 4), individuals are rather awkward with change, which is apparent by the situation at Enman Oil Inc E The scenario can be seen as a typical program of life if is studied as per Bridge's theory where he clarifies that people undergo three stages of change when they experience adjustment. 'Ending, losing as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with change, they get in stage one and so there may be feelings like sadness, unpredictability, stress, rage, fear, denial and disorientation.The circumstance at the advertising division of Enman Oil Inc E is similar so Lewis can get comfy with the idea that it is not phenomenal habits. In the 2nd phase, there might be a demand to link the void between the new and also old culture so Lewis might need to face this challenge once Krasnow leaves. There may be reduced morale and reduced performance at this phase which should not be taken as an obstacle. It is during this phase that Lewis will certainly have to offer advice to the department to ensure that they can discover a sense of direction. It can be seen exactly how Krasnow has actually already made this change less complicated by making Lewis obtain involved in the division a year before his actual separation. Based on Bridges' Design, stage 3 will certainly bring about visibility to learning, High energy and also dedication as individuals will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has goes over the importance of 'protection needs as being a reduced degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe as well as out of threat' is at the second level of needs. Before a worker can be made to develop emotionally, he requires to have his 'Physical 'and also 'Security' requires satisfied.

SWOT Analysis for Enman Oil Inc E Case Study

Implication of Analysis.

The OB analysis has actually considered numerous concepts to comprehend how to handle the current scenario at hand. The complying with 3 alternatives have actually been recommended to aid Lewis manage the business difficulties in the advertising division. Each of these alternatives has actually been recommended for relieving the shift required to bring the marketing division in line with the needs of the market and for making the cultural adjustment that would certainly comply with when the current leader leaves.

Integration of advertising and marketing features. Separating Adverting and Production features. Integration of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Integration of Marketing & Marketing Functions: The internal marketing agency of Enman Oil Inc E is currently toughness for the company in regards to conserving up on expenses related to marketing as well as promotion. Since no new recruitment has been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the marketing function, this is a desirable possibility for integrating the marketing and advertising functions. Judith Shapiro that has actually earlier been talked to by Lewis throughout the earlier merging days has knowledge in business-to-business marketing together with company and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The advantage of this strategy is that it will certainly incorporate both functions while decreasing the demand for employing an extra resource for marketing. Along with this, Lewis would certainly be heading the advertising division and also regardless her substitute would certainly be required for the current role that she is executing. The negative aspect of this choice is that outside hiring might cause bitterness from inner employees who may be looking at the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Offered the competitive pressures and also premium quality work required from the advertising agency, it is recommended that Lewis should allow the manufacturing system to be a different function from the advertising device. Considering that the majority of ad agency had these two functions as different systems, it makes even more feeling to adhere to the standard. Both functions may be able to concentrate on their core turns on a lot more efficiently. However, the disadvantage of this method would be that added expenses would certainly have to be birthed for setting up separate manufacturing functions. A production head might have to be employed which could enhance overheads for the company.

Integration of Advertising And Marketing with Operations: Given that Lewis is currently dealing with the advertising and marketing and also operations divisions concurrently; it makes sense to integrate both features given that she has been successfully caring for both ends. The fact that the two departments already have significant distinctions over allotment of sources recommends that this integration may have the ability to cause harmony particularly as Lewis would certainly be heading both ends.However there are different negative aspects of this move specifically as it would certainly put way too much concern over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring style for the advertising and marketing division suggests that these 2 divisions would certainly be culturally varied. In addition to this, Lewis may not be able to use one sort of leadership design to both divisions which could cause inefficiency in either among the two functions.


An evaluation of the 3 choices indicates that combination of advertising and marketing as well as operations would not be a practical step due to the large distinctions between both divisions despite the fact that presently Lewis is handling both. While splitting up of the production function may have been a desirable move for the marketing department, the truth that it would indicate positioning a third feature under Lewis's wing suggests this need to be avoided as well. The assimilation of the advertising department is the most effective alternative in regards to obtaining the optimum arise from the department. An action plan for this alternative is talked about below.

Action Strategy.
Lewis will take over the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will certainly separate herself from procedures.

A democratic management style with staff member empowerment will certainly be used in marketing division.

Open up door plan as well as emphasis on cross department communication will be aimed at eliminating disharmony.

Backup plan.

If the assimilation does not work out as planned, a backup plan would certainly follow which would separate the production feature from the marketing feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing division without an SVP. In that case the manufacturing feature will certainly be divided by placing it under an SVP production.