Environmental Power Corp Changing Manure Into Gold Case Study Analysis


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Environmental Power Corp Changing Manure Into Gold Case Study Analysis

Background and Facts

Environmental Power Corp Changing Manure Into Gold a workplace materials merchant for tiny and moderate sized organisations has just recently been involved in planning for a merger with its rival Home Deport, which has actually affected efficiency levels in departmentswith the senior supervisor associated with lawful difficulties put forth by the federal Trade Commission. With the Advertising Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the near future. With challenges in the kind of a potential social adjustment and also reduced staff member spirits, the organization requires a complete reengineering initiative at the advertising department.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the advertising and marketing department of Environmental Power Corp Changing Manure Into Gold is increasing uncertainty in the workplace causing different difficulties for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic choices since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Commission's treatment in the process. Offered the fact that the store has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might be able to impact performance or tactical objectives. Federal Profession Compensation's antitrust fit versus the merging occupied valuable time of the organization's senior administration recommending that 'political' factors can have serious implications for a global business.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide circumstance recommend that Environmental Power Corp Changing Manure Into Gold is growing in an atmosphere where there is possible development of businesses. In addition to this, reality that shop clients are primarily trying to find office materials for home offices suggests that the marketplace has a climbing trend of entrepreneurs and also home businesses.

Social factors: Social trends in the economic situation reveal that customers are searching for ease along with attractive rates. Market research shows how the client for Environmental Power Corp Changing Manure Into Gold lacks understanding concerning finding options which can use a combination of comfort and low costs.

Technological factors: Modern technology plays an important role in Environmental Power Corp Changing Manure Into Gold's company approach especially as the organization is piloting Technology facilities which would provide technology sales and support in the type of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues as well as Manifestations.

Several underlying Organizational Behavior problems can be seen in Environmental Power Corp Changing Manure Into Gold's case as highlighted in this area.

Worries about social modification: There is worry regarding a cultural modification that would happen as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with a lot of the staff members already revealing discontent over this potential step. This expected modification has created tension in the office which has been coupled with the past stress of preparing the company for a possible merging with House Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is shortage of workers that can match the difficult setting of a hectic organization. Not only does this lead to problem in discovering the ideal individuals, it places tension on brand-new hires as can not hold up against the rate and also stress that the organization anticipates them to birth.

Twin Coverage Lines: Novices find this business society difficult and hard to handle especially as populated line partnerships are meant to be weak as a whole and also unbiased setup as well as performance assessment is still done by the strong line supervisor. This suggests that novices might shed clearness about their corresponding duties and also objectives particularly as populated line reporting does not keep them in straight interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been guessed that the latter would take Krasnow's placement came as a blow to her morale. Lewis may have been capable and also proper for the job however the truth that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Concern and instability can be determined as two major issues that Lewis would certainly be managing specifically as the merger has now be terminated and two senior execs of the advertising and marketing division would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would not just be in charge of brining about a social change yet would certainly also need to prove herself in her new duty.

Inappropriate Administration Style of Leader: Lewis's monitoring design and its conflict with the advertising division's duty can likewise be seen as an OB obstacle specifically as she has actually been used to managing concerns in the operations division where workers are instructed to concentrate on processes and get them. The marketing department on the various other hand can be seen as a team of people who are used to being supported by Krasnow who concentrated extra on result than processes.

Interdepartmental Disagreements: Interdepartmental differences in between three departments, advertising, merchandizing and also operations respectively over the allocation of the marketing mix can be determined as another OB worry. The advertising department does not share the very same vision as the other 2 departments regarding the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and also procedures departments do not agree over the advertising and marketing mix allowance amongst one another either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising divisions can be recognized as another OB issue which might need further interest. The fact that the advertising and marketing sections in the marketing department are disconnected is preventing both divisions from obtaining from each other's experience and also expertise. Integration of marketing with merchandising and procedures would certainly become more difficult if the advertising and marketing department itself is broken down which can be another prospective OB concern.

Environmental Power Corp Changing Manure Into Gold Analysis

Various theories have been used to clarify the conditions to get more clarity regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers think that juniors are easy and also careless, have little passion and also resist adjustment. The scenario at Environmental Power Corp Changing Manure Into Gold is not completely following Concept X, it can be seen that brand-new hires are finding this setting rather difficult which may ultimately lead to a better disposition of the management in the direction of Theory X. Also while analyzing Lewis's monitoring style, theory X may have been ideal in the operations division to some level yet the Marketing division would require dependence on Theory Y in order to obtain the imagination as well as creativity from the teams.

Tuckman's Teamwork Concept: As for Lewis's concern concerning bringing harmony between the marketing and advertising division is concerned, this would originally lead to clash as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, throughout the initial stage of group advancement, individuals might not bond, as they are busy finding their place in the group. By incorporating the marketing and advertising department's job, there might coincide first detach which could lead to the 2nd phase of 'storming' where the groups test each other. It is only throughout the third phase or 'norming' when they would come with each other to share suggestions before the group can bring about harmony in the 4th phase 'doing'.

Bridges' Change Design: Based On William Bridge's theory (appendix 4), people are quite awkward with modification, which is apparent by the situation at Environmental Power Corp Changing Manure Into Gold The scenario can be viewed as a regular course of life if is examined as per Bridge's concept where he clarifies that individuals undergo 3 stages of shift when they experience modification. 'Ending, shedding as well as Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with change, they go into stage one and so there might be feelings like despair, uncertainty, stress, anger, anxiety, denial as well as disorientation.The scenario at the marketing department of Environmental Power Corp Changing Manure Into Gold is similar so Lewis can get comfy with the concept that it is not remarkable habits. In the second phase, there might be a need to connect the void in between the new and also old society so Lewis may have to encounter this ordeal as soon as Krasnow leaves. There may be reduced morale and also reduced productivity at this stage which need to not be taken as a setback. It is throughout this phase that Lewis will certainly have to offer assistance to the division to make sure that they can find a sense of direction. It can be seen how Krasnow has actually currently 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 cause visibility to knowing, High power as well as dedication as individuals will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has discusses the value of 'safety needs as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel secure and out of danger' is at the second degree of demands. Prior to a worker can be made to create emotionally, he requires to have his 'Physical 'and 'Safety' requires met.

SWOT Analysis for Environmental Power Corp Changing Manure Into Gold Case Study

Effects of Analysis.

The OB analysis has actually checked out numerous theories to recognize just how to deal with the existing scenario available. The complying with three choices have actually been suggested to assist Lewis manage the organizational obstacles in the marketing division. Each of these alternatives has actually been proposed for reducing the transition needed to bring the marketing division in accordance with the needs of the market and for making the social adjustment that would certainly follow when the current leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting as well as Manufacturing functions. Assimilation of Advertising And Marketing with Workflow.

Assessment of Alternatives.

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

The benefit of this approach is that it will incorporate the two functions while lowering the demand for working with an added source for marketing. Along with this, Lewis would certainly be heading the marketing department and regardless her replacement would be needed for the current role that she is doing. The disadvantage of this alternative is that exterior hiring might cause animosity from inner personnel who may be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Manufacturing: Provided the competitive stress and also high quality work needed from the marketing firm, it is recommended that Lewis must enable the manufacturing unit to be a separate function from the advertising and marketing unit. Because most advertising and marketing companies had these 2 functions as different devices, it makes even more sense to adhere to the standard.

Assimilation of Advertising And Marketing with Workflows: Since Lewis is currently taking treatment of the marketing and also operations divisions simultaneously; it makes sense to integrate the 2 functions because she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adapt her management design for the advertising and marketing department recommends that these 2 divisions would be culturally varied.


An assessment of the three alternatives suggests that combination of marketing and procedures would certainly not be a viable action because of the vast distinctions between both departments although that presently Lewis is dealing with both. While separation of the manufacturing feature may have been a desirable move for the marketing department, the fact that it would certainly imply positioning a third feature under Lewis's wing means this need to be avoided also. The integration of the advertising division is the most effective option in terms of getting the ideal arise from the division. An activity prepare for this option is reviewed listed below.

Action Plan.
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

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

Lewis will separate herself from operations.

An autonomous management style with staff member empowerment will be utilized in advertising and marketing division.

Open up door policy and emphasis on cross departmental interaction will certainly be aimed at removing dissonance.

Contingency strategy.

If the assimilation does not work out as planned, a backup strategy would certainly follow which would separate the manufacturing feature from the marketing function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will absolutely be divided by placing it under an SVP production.