Great Eastern Toys C Case Study Solution


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Great Eastern Toys C Case Study Analysis

Background and Facts

Great Eastern Toys C a workplace materials store for small and average sized businesses has actually recently been associated with planning for a merger with its competitor Residence Deport, which has influenced performance degrees in departmentswith the senior supervisor associated with legal issues presented by the federal Trade Commission. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the near future. With difficulties in the kind of a potential cultural modification as well as low worker spirits, the company needs a full reengineering initiative at the marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The possible social modification at the marketing department of Great Eastern Toys C is enhancing unpredictability in the workplace leading to various challenges for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting critical choices because Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Profession Commission's intervention at the same time. Provided the truth that the shop has an international presence with branches in UK, USA, Canada and also Germany, political consider each of these countries might be able to affect efficiency or critical objectives. Federal Profession Payment's antitrust suit against the merging occupied important time of the organization's elderly management recommending that 'political' factors can have significant ramifications for a global company.

Economic Factors: Economic factors such as the emergence of small companies in the worldwide situation suggest that Great Eastern Toys C is flourishing in a setting where there is possible growth of organisations. In addition to this, truth that store consumers are mainly looking for workplace materials for office recommends that the market has a rising trend of business owners as well as online services.

Social factors: Social patterns in the economic climate reveal that customers are seeking benefit along with attractive costs. Market research demonstrates how the client for Great Eastern Toys C lacks recognition regarding discovering services which can provide a mix of benefit and also affordable.

Technical factors: Innovation plays a crucial function in Great Eastern Toys C's company technique especially as the company is piloting Innovation centers which would use modern technology sales and also support in the form of memory upgrades, peripheral installments. (Recap of PARASITE in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Behavior issues can be seen in Great Eastern Toys C's case as highlighted in this area.

Concerns concerning cultural modification: There is apprehension about a social adjustment that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with the majority of the staff members currently revealing unhappiness over this potential move. This predicted change has actually created anxiety in the work environment which has been combined with the past anxiety of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is shortage of workers that can match the difficult environment of a busy organization. Not only does this cause problem in discovering the appropriate individuals, it puts stress and anxiety on brand-new hires as can not stand up to the speed and stress that the organization anticipates them to birth.

Dual Reporting Lines: Newcomers find this organizational society cumbersome as well as tough to manage especially as populated line partnerships are implied to be weak as a whole and unbiased setup as well as performance evaluation is still done by the solid line manager. This implies that newbies could shed clearness concerning their respective duties and objectives particularly as dotted line coverage does not maintain them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had actually been speculated that the last would take Krasnow's placement came as a blow to her spirits. Lewis may have been qualified and proper for the work however the truth that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from services.

Concern & Job Instability: Anxiety and insecurity can be recognized as two significant issues that Lewis would be dealing with specifically as the merger has actually now be cancelled as well as two senior execs of the advertising and marketing department would certainly be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders who would not simply supervise of brining regarding a cultural change yet would certainly also have to confirm herself in her brand-new duty.

Incompatible Management Style of Leader: Lewis's monitoring design as well as its conflict with the marketing division's role can additionally be seen as an OB challenge especially as she has actually been used to taking care of issues in the procedures division where personnel are taught to concentrate on processes and also obtain them. The advertising and marketing department on the various other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow who focused extra on result than processes.

Interdepartmental Differences: Interdepartmental differences between 3 departments, advertising, merchandizing and procedures specifically over the allowance of the advertising mix can be recognized as an additional OB issue. The advertising and marketing division does not share the exact same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix appropriation amongst one another either.

Disintegration in Advertising And Marketing Department: Disintegration in between the marketing and advertising divisions can be determined as another OB issue which might need additional focus. The reality that the marketing and advertising areas in the advertising and marketing division are disconnected is protecting against both departments from gaining from each other's experience and also know-how. Assimilation of marketing with merchandising as well as procedures would certainly come to be harder if the marketing division itself is disintegrated which can be another prospective OB issue.

Great Eastern Toys C Analysis

Numerous concepts have actually been made use of to explain the conditions to get further clarity regarding the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that juniors are passive as well as lazy, have little ambition and resist change. The situation at Great Eastern Toys C is not totally following Theory X, it can be seen that new hires are locating this environment rather demanding which might ultimately lead to a greater disposition of the management towards Theory X. Even while assessing Lewis's administration design, theory X may have been appropriate in the procedures division to some degree yet the Advertising division would need reliance on Concept Y in order to get the creativity and originality from the groups.

Tuckman's Teamwork Concept: Regarding Lewis's problem concerning bringing consistency between the marketing and advertising department is worried, this would initially bring about contrast as gone over by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, throughout the preliminary stage of team advancement, individuals might not bond, as they are active locating their location in the group. By integrating the advertising and marketing division's work, there might coincide initial disconnect which could bring about the second stage of 'storming' where the groups test each other. Nonetheless, it is just throughout the 3rd phase or 'norming' when they would come together to share concepts before the group can bring about synergy in the fourth phase 'carrying out'.

Bridges' Shift Model: According To William Bridge's concept (appendix 4), individuals are rather unpleasant with modification, which is evident by the scenario at Great Eastern Toys C The circumstance can be seen as a normal program of life if is examined according to Bridge's concept where he clarifies that people experience 3 phases of change when they experience change. 'End, losing and also Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals exist with change, they get in phase one and so there might be emotions like unhappiness, unpredictability, frustration, rage, anxiety, rejection and disorientation.The scenario at the marketing department of Great Eastern Toys C is similar so Lewis can obtain comfy with the concept that it is not remarkable behavior. In the 2nd phase, there might be a requirement to bridge the space in between the brand-new and also old culture so Lewis may have to encounter this experience as soon as Krasnow leaves. There may be low morale and also low performance at this phase which must not be taken as a setback. It is throughout this phase that Lewis will have to give guidance to the department to make sure that they can find an orientation. It can be seen how Krasnow has already made this transition less complicated by making Lewis get associated with the department a year prior to his actual separation. Based on Bridges' Design, stage 3 will produce openness to understanding, High power and also commitment as individuals will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB problem pertaining to instability at the work environment has been caused firstly by the adjustment in management and second of all by the truth that the merger will no more be launched. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has reviews the importance of 'safety requires as being a reduced degree need of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to feel safe and secure as well as out of danger' is at the 2nd level of requirements. Prior to a worker can be made to establish emotionally, he requires to have his 'Physiological 'and also 'Safety and security' requires fulfilled. This shows that unless the employees are made to feel safe and secure regarding their current work standing in Great Eastern Toys C they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Great Eastern Toys C Case Study

Ramification of Analysis.

The OB analysis has looked at various theories to comprehend exactly how to cope with the current situation at hand. The adhering to three alternatives have been suggested to assist Lewis deal with the business obstacles in the advertising division. Each of these choices has actually been suggested for easing the shift needed to bring the advertising and marketing department in line with the demands of the market as well as for making the social change that would certainly adhere to once the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and also Production functions. Assimilation of Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business marketing along with company and retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both marketing and advertising and marketing features.

The benefit of this approach is that it will integrate the two features while reducing the requirement for hiring an additional source for marketing. In addition to this, Lewis would certainly be heading the marketing department and all the same her replacement would certainly be needed for the present function that she is carrying out. The negative aspect of this alternative is that outside hiring may bring about animosity from interior personnel who may be considering the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Provided the competitive stress as well as top quality job required from the advertising agency, it is advised that Lewis must allow the production device to be a different function from the marketing device. Given that many ad agency had these 2 functions as separate units, it makes more feeling to follow the norm. In addition to this, both features might be able to concentrate on their core triggers a lot more successfully. Nonetheless, the disadvantage of this approach would be that extra costs would certainly need to be birthed for setting up different production features. A manufacturing head may have to be worked with which might raise overheads for the company.

Integration of Advertising And Marketing with Procedures: Given that Lewis is already taking treatment of the marketing and also operations divisions concurrently; it makes sense to integrate the 2 features given that she has actually been effectively taking care of both ends. The fact that Lewis has to adapt her administration style for the advertising and marketing department suggests that these two departments would certainly be culturally diverse.


An analysis of the 3 options shows that assimilation of advertising and marketing and also operations would not be a feasible step due to the substantial distinctions in between the two departments despite the reality that currently Lewis is managing both. While splitting up of the production feature may have been a positive step for the advertising department, the reality that it would certainly suggest placing a third feature under Lewis's wing indicates this need to be prevented.

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

Marketing and advertising features would be merged.

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

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

Lewis will separate herself from operations.

A democratic leadership design with staff member empowerment will certainly be made use of in advertising and marketing division.

Open door plan as well as focus on cross department communication will be aimed at eliminating dissonance.

Backup plan.

If the integration does not exercise as prepared, a contingency plan would certainly adhere to which would certainly divide the manufacturing feature from the marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing division without an SVP. Because case the manufacturing feature will most definitely be divided by positioning it under an SVP production.