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Federal Government And Employment Case Study Analysis

Background and Facts

Federal Government And Employment a workplace materials seller for little as well as medium sized organisations has just recently been involved in preparing for a merging with its competitor House Deport, which has impacted efficiency degrees in departmentswith the elderly manager involved in legal complications put forth by the government Profession Compensation. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the near future. With obstacles in the kind of a possible cultural change as well as reduced staff member morale, the organization requires a complete reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural modification at the advertising and marketing division of Federal Government And Employment is increasing unpredictability in the workplace resulting in different difficulties for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting strategic choices because Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention at the same time. Provided the truth that the shop has a global existence with branches in UK, USA, Canada and Germany, political factors in each of these nations may be able to impact efficiency or critical objectives. Federal Profession Commission's antitrust match against the merger took up useful time of the organization's senior management recommending that 'political' factors can have serious effects for an international business.

Economic Factors: Financial factors such as the emergence of small companies in the global circumstance suggest that Federal Government And Employment is prospering in a setting where there is potential development of organisations. In addition to this, truth that shop customers are mostly looking for office products for home offices suggests that the marketplace has a climbing trend of entrepreneurs and online companies.

Social factors: Social trends in the economic climate reveal that customers are looking for ease along with eye-catching costs. Market research shows how the client for Federal Government And Employment lacks awareness concerning locating services which can use a combination of convenience as well as affordable.

Technological factors: Innovation plays an important role in Federal Government And Employment's service approach especially as the company is piloting Innovation centers which would certainly offer innovation sales as well as support in the form of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Behavior concerns can be seen in Federal Government And Employment's case as highlighted in this area.

Apprehensions about cultural modification: There is uneasiness regarding a social modification that would certainly occur as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with most of the staff members currently showing unhappiness over this possible action. This predicted modification has actually developed stress in the workplace which has been paired with the past tension of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is shortage of personnel that can match the difficult setting of a fast-paced company. Not just does this cause trouble in discovering the right people, it puts stress on brand-new hires as can not withstand the pace as well as stress that the company anticipates them to bear.

Dual Coverage Lines: Novices discover this organizational culture troublesome as well as tough to cope with especially as dotted line relationships are indicated to be weaker as a whole and objective setup and performance evaluation is still done by the strong line supervisor. This suggests that newbies might lose quality regarding their particular functions and also purposes particularly as dotted line reporting does not maintain them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had actually been speculated that the latter would take Krasnow's position came as an impact to her spirits. Lewis may have been capable as well as ideal for the task yet the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Anxiety and instability can be recognized as two significant problems that Lewis would certainly be dealing with particularly as the merger has currently be terminated and also two senior execs of the advertising division would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders who would not just supervise of brining concerning a social change but would certainly additionally have to verify herself in her new function.

Inappropriate Monitoring Design of Leader: Lewis's monitoring design and also its conflict with the advertising and marketing division's duty can likewise be seen as an OB challenge specifically as she has been used to managing problems in the procedures department where personnel are taught to focus on procedures and also get them. The advertising and marketing department on the other hand can be viewed as a group of individuals who are utilized to being nurtured by Krasnow that concentrated a lot more on result than processes.

Interdepartmental Disagreements: Interdepartmental disputes between three divisions, advertising and marketing, merchandizing and also procedures respectively over the allotment of the advertising mix can be identified as an additional OB issue. The advertising and marketing department does not share the very same vision as the other 2 departments pertaining to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and procedures divisions do not concur over the advertising and marketing mix allowance amongst one another either.

Fragmentation in Advertising Department: Disintegration between the marketing and advertising departments can be determined as another OB issue which might need further interest. The truth that the marketing and advertising areas in the advertising division are detached is protecting against both departments from acquiring from each other's experience and knowledge. Combination of marketing with merchandising and also operations would end up being harder if the advertising and marketing department itself is degenerated which can be one more possible OB issue.

Federal Government And Employment Analysis

Numerous concepts have actually been used to explain the situations to obtain additional clarity about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are passive and also lazy, have little ambition as well as withstand adjustment. The hard version of this theory emphasized browbeating, limited controls, hazards as well as penalties. Gradually it creates low efficiency, refined sabotage and rivalry (Offer, 2003). The circumstance at Federal Government And Employment is not totally following Theory X, it can be seen that new hires are locating this setting rather demanding which may eventually lead to a greater disposition of the monitoring towards Theory X. Based on McGregor's advocated sight, which he called Theory Y, the crucial task of the management is to organize business problems to ensure that individuals can accomplish their own objectives best by guiding their efforts in the direction of organizational rewards. If people find no complete satisfaction in their work, the monitoring would have little option yet to rely upon theory X and exterior control (Bargain, 2003). Even while assessing Lewis's management style, theory X may have been suitable in the procedures division to some extent but the Advertising and marketing division would need dependence on Theory Y in order to get the imagination and creativity from the teams.

Tuckman's Synergy Theory: As for Lewis's issue regarding bringing harmony between the advertising and marketing division is concerned, this would initially cause contrast as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, during the first stage of group advancement, people might not bond, as they are hectic discovering their location in the group. By integrating the marketing and advertising department's work, there might be the same initial disconnect which might bring about the second stage of 'storming' where the teams challenge one another. Nonetheless, it is just throughout the 3rd phase or 'norming' when they would certainly collaborate to share ideas prior to the group can produce harmony in the 4th stage 'executing'.

Bridges' Change Version: According To William Bridge's theory (appendix 4), individuals are rather uncomfortable with adjustment, which is obvious by the scenario at Federal Government And Employment The situation can be viewed as a typical course of life if is studied based on Bridge's theory where he clarifies that individuals experience three phases of transition when they experience change. 'End, losing as well as Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people exist with adjustment, they enter stage one therefore there may be emotions like unhappiness, unpredictability, frustration, temper, worry, denial and disorientation.The scenario at the marketing division of Federal Government And Employment is comparable so Lewis can obtain comfortable with the concept that it is not remarkable actions. In the 2nd phase, there may be a demand to link the space between the new and old culture so Lewis might have to face this challenge once Krasnow leaves. There might be reduced morale and also low efficiency at this phase which need to not be taken as an obstacle. It is throughout this phase that Lewis will need to offer guidance to the division so that they can find a sense of direction. It can be seen how Krasnow has actually already made this change easier by making Lewis get associated with the division a year before his actual separation. As per Bridges' Version, phase three will certainly produce openness to knowing, High energy and dedication as people will welcome the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB problem pertaining to insecurity at the work environment has been caused to start with by the adjustment in management and secondly by the truth that the merger will certainly no longer be launched. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has discusses the relevance of 'safety requires as being a lower level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel safe as well as unharmed' is at the 2nd level of requirements. Before a staff member can be made to develop psychologically, he requires to have his 'Physiological 'and also 'Safety and security' needs fulfilled. This indicates that unless the personnel are made to really feel safe and secure regarding their existing work standing in Federal Government And Employment they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Federal Government And Employment Case Study

Effects of Analysis.

The OB analysis has taken a look at different concepts to understand exactly how to deal with the current scenario at hand. The following 3 options have actually been proposed to help Lewis deal with the organizational difficulties in the advertising and marketing department. Each of these alternatives has been recommended for relieving the shift needed to bring the marketing division in accordance with the needs of the market and also for making the cultural adjustment that would follow once the existing leader leaves.

Combination of advertising and marketing features. Separating Adverting and also Manufacturing features. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Combination of Marketing & Advertising And Marketing Functions: The internal marketing agency of Federal Government And Employment is already stamina for the company in terms of conserving up on expenses related to marketing as well as promo. Because no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being straight designated to Krasnow for the advertising and marketing feature, this is a favorable chance for integrating the advertising and marketing features. Judith Shapiro that has earlier been spoken with by Lewis during the earlier merger days has knowledge in business-to-business marketing in addition to firm and retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The benefit of this technique is that it will incorporate the two features while decreasing the need for hiring an extra resource for advertising. Along with this, Lewis would be heading the marketing department and also all the same her substitute would certainly be required for the existing duty that she is carrying out. The disadvantage of this option is that exterior hiring may produce bitterness from internal personnel who might be considering the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Offered the affordable stress and also premium quality job called for from the advertising agency, it is suggested that Lewis must permit the manufacturing system to be a different function from the advertising system. Given that the majority of ad agency had these two features as different systems, it makes more feeling to adhere to the norm. Both features might be able to concentrate on their core triggers more efficiently. Nevertheless, the disadvantage of this technique would certainly be that additional expenses would certainly need to be borne for setting up different manufacturing features. Along with this, a manufacturing head may have to be hired which can raise overheads for the company.

Combination of Advertising with Operations: Because Lewis is currently caring for the marketing and also procedures departments all at once; it makes sense to integrate both functions since she has actually been effectively looking after both ends. The reality that the two divisions already have major distinctions over allocation of sources recommends that this combination might be able to produce harmony specifically as Lewis would certainly be heading both ends.However there are different drawbacks of this action specifically as it would place too much burden over Lewis's shoulders. The truth that Lewis has to adjust her management style for the advertising division recommends that these two departments would be culturally varied. Along with this, Lewis may not have the ability to use one kind of leadership design to both departments which might cause inefficiency in either one of the two features.


An assessment of the 3 choices shows that assimilation of marketing and also operations would certainly not be a practical step because of the substantial distinctions between both divisions although that currently Lewis is handling both. While separation of the production function might have been a desirable move for the advertising and marketing division, the truth that it would certainly indicate putting a third feature under Lewis's wing means this should be avoided as well. The combination of the marketing division is the best choice in regards to getting the optimal results from the division. An activity prepare for this choice is reviewed listed below.

Action Plan.
Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Production feature will certainly continue to be component of advertising under marketing feature.

Lewis will divide herself from procedures.

An autonomous management design with worker empowerment will be utilized in marketing department.

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

Backup strategy.

If the integration does not work out as prepared, a contingency strategy would certainly comply with which would certainly divide the manufacturing feature from the advertising and marketing feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising division without an SVP. In that case the production function will certainly be divided by placing it under an SVP production.