Finnigan Corp Case Study Solution


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Background and Facts

Finnigan Corp an office products retailer for tiny and medium sized services has just recently been associated with preparing for a merger with its competitor Home Deport, which has actually impacted effectiveness levels in departmentswith the elderly manager involved in lawful difficulties put forth by the federal Profession Commission. With the Advertising Head advancing the information of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the near future. With obstacles in the form of a prospective cultural adjustment and low worker spirits, the company wants a total reengineering initiative at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising department of Finnigan Corp is enhancing unpredictability in the workplace leading to numerous 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 duty in affecting calculated choices since Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Commission's intervention in the process. Offered the truth that the shop has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may be able to influence performance or tactical goals. Federal Profession Commission's antitrust match versus the merging occupied beneficial time of the organization's elderly management recommending that 'political' factors can have significant implications for a worldwide organisation.

Economic Factors: Financial factors such as the development of small companies in the global situation suggest that Finnigan Corp is thriving in an atmosphere where there is potential development of companies. Reality that store consumers are primarily looking for office materials for residence workplaces suggests that the market has a climbing pattern of entrepreneurs as well as house based companies.

Social factors: Social patterns in the economic climate show that customers are searching for benefit in addition to eye-catching costs. Marketing research demonstrates how the client for Finnigan Corp does not have recognition regarding locating solutions which can provide a combination of convenience and also low costs.

Technological factors: Technology plays a crucial role in Finnigan Corp's service approach especially as the company is piloting Technology centers which would certainly offer technology sales and also assistance in the type of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and Manifestations.

Several underlying Business Habits problems can be seen in Finnigan Corp's case as highlighted in this area.

Concerns concerning social modification: There is concern about a social change that would take place once Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with the majority of the personnel currently showing discontent over this potential relocation. This expected adjustment has actually produced tension in the work environment which has actually been coupled with the past tension of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is shortage of personnel that can match the stressful setting of a busy organization. Not just does this result in trouble in finding the ideal people, it puts stress on new hires as can not endure the rate and pressure that the organization expects them to birth.

Double Coverage Lines: Novices find this business society troublesome and challenging to manage specifically as dotted line relationships are indicated to be weak in general as well as unbiased setup as well as efficiency analysis is still done by the solid line manager. This implies that newbies could shed clearness concerning their corresponding functions as well as objectives specifically as dotted 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 instead of Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's position came as an impact to her morale. Lewis may have been qualified and proper for the work but the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Job Insecurity: Concern and also insecurity can be recognized as two major problems that Lewis would be dealing with specifically as the merging has actually currently be cancelled and also 2 elderly execs of the marketing department would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining about a cultural modification but would additionally have to show herself in her new role.

Incompatible Management Design of Leader: Lewis's administration design and also its incompatibility with the advertising and marketing department's role can likewise be seen as an OB obstacle especially as she has been made use of to dealing with problems in the procedures department where employees are instructed to concentrate on procedures and obtain them. The advertising division on the various other hand can be viewed as a group of people who are made use of to being supported by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disputes between 3 divisions, advertising, merchandizing and procedures respectively over the allowance of the advertising mix can be recognized as an additional OB concern. Although the advertising and marketing department does not share the same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and procedures departments do not agree over the advertising and marketing mix allocation among each other either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the advertising and marketing departments can be determined as one more OB issue which can require additional attention. The reality that the marketing and advertising areas in the advertising department are detached is stopping both departments from obtaining from each other's experience and proficiency. Combination of advertising and marketing with merchandising and operations would end up being more difficult if the advertising division itself is degenerated which can be an additional prospective OB problem.

Finnigan Corp Analysis

Numerous theories have actually been used to explain the circumstances to get further clearness regarding the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that staffs are passive as well as careless, have little passion and also withstand modification. The scenario at Finnigan Corp is not totally complying with Theory X, it can be seen that brand-new hires are finding this atmosphere rather difficult which may ultimately lead to a greater inclination of the administration in the direction of Concept X. Also while evaluating Lewis's management style, theory X may have been ideal in the operations department to some degree however the Marketing division would need dependence on Theory Y in order to get the imagination and also creativity from the teams.

Tuckman's Teamwork Concept: As much as Lewis's worry concerning bringing consistency between the marketing and advertising and marketing division is worried, this would at first lead to clash as gone over by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and marketing and also advertising division's job, there may be the exact same initial separate which could lead to the second stage of 'storming' where the teams challenge one an additional.

Bridges' Change Version: According To William Bridge's concept (appendix 4), individuals are quite unpleasant with change, which is evident by the situation at Finnigan Corp The scenario can be viewed as a typical course of life if is examined based on Bridge's theory where he discusses that individuals go through three phases of transition when they experience change. 'Ending, losing and Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with modification, they get in stage one and so there may be emotions like despair, unpredictability, aggravation, temper, fear, rejection and disorientation.The situation at the advertising division of Finnigan Corp is similar so Lewis can get comfy with the concept that it is not amazing behavior. In the 2nd stage, there may be a demand to link the space between the brand-new as well as old culture so Lewis might need to encounter this challenge when Krasnow leaves. There might be low spirits as well as low performance at this phase which should not be taken as a problem. It is during this phase that Lewis will need to offer assistance to the division to ensure that they can locate an orientation. It can be seen exactly how Krasnow has already made this change simpler by making Lewis obtain associated with the division a year before his actual departure. According to Bridges' Model, phase 3 will produce openness to learning, High energy and also dedication as people will certainly accept the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the importance of 'security requires as being a lower level need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel protected as well as out of danger' is at the second level of requirements. Before a worker can be made to establish emotionally, he requires to have his 'Physical 'and 'Safety and security' needs fulfilled.

SWOT Analysis for Finnigan Corp Case Study

Implication of Analysis.

The OB analysis has looked at different concepts to comprehend just how to cope with the current circumstance handy. The following three choices have actually been proposed to help Lewis handle the business challenges in the advertising department. Each of these alternatives has been recommended for reducing the change needed to bring the advertising and marketing department in accordance with the requirements of the market and for making the cultural change that would certainly adhere to as soon as the present leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Manufacturing features. Combination of Advertising And Marketing with Operations.

Analysis of Alternatives.

Combination of Advertising And Marketing & Advertising And Marketing Functions: The internal marketing company of Finnigan Corp is already stamina for the organization in terms of saving up on expenses connected to advertising and promo. Since no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the marketing function, this is a beneficial opportunity for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has proficiency in business-to-business advertising along with firm as well as retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising and marketing functions.

The advantage of this strategy is that it will incorporate the two features while minimizing the need for hiring an additional resource for advertising. In addition to this, Lewis would certainly be heading the advertising and marketing department and also all the same her replacement would certainly be required for the present function that she is executing. The drawback of this choice is that exterior hiring may bring about bitterness from internal employees that may be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Offered the affordable stress and top quality job required from the ad agency, it is recommended that Lewis must allow the production unit to be a different function from the marketing system. Given that many advertising agencies had these two functions as different units, it makes even more feeling to comply with the norm. Both functions might be able to focus on their core activates extra efficiently. The disadvantage of this method would certainly be that extra prices would have to be birthed for establishing up different production functions. A production head may have to be hired which could raise overheads for the company.

Combination of Advertising with Workflows: Because Lewis is currently taking care of the advertising and operations departments all at once; it makes sense to integrate the 2 features given that she has been effectively taking care of both ends. The fact that Lewis has to adapt her monitoring style for the marketing division recommends that these 2 departments would be culturally varied.


An assessment of the three choices suggests that combination of advertising and marketing and operations would not be a viable move due to the huge distinctions between the 2 divisions in spite of the truth that currently Lewis is handling both. While separation of the production function might have been a favorable move for the advertising division, the reality that it would imply placing a third function under Lewis's wing implies this ought to be prevented.

Activity Strategy.
Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

Manufacturing feature will certainly stay part of advertising and marketing under marketing function.

Lewis will certainly divide herself from procedures.

A democratic leadership style with employee empowerment will certainly be used in advertising and marketing division.

Open up door plan and also focus on cross department communication will be aimed at eliminating discord.

Backup strategy.

If the integration does not work out as prepared, a backup strategy would adhere to which would divide the production function from the advertising and marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the manufacturing feature will certainly be separated by putting it under an SVP production.