Hamilton Test Systems Inc Case Study Analysis


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Hamilton Test Systems Inc Case Study Analysis

Background and Facts

Hamilton Test Systems Inc an office materials store for small and also moderate sized companies has actually recently been associated with planning for a merging with its competitor Residence Deport, which has actually affected efficiency degrees in departmentswith the senior supervisor associated with lawful complications put forth by the federal Profession Commission. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the near future. With difficulties in the kind of a potential cultural adjustment as well as low employee morale, the organization is in need of a full reengineering effort at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the marketing department of Hamilton Test Systems Inc is boosting uncertainty in the working environment leading to different challenges for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting calculated choices because Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Commission's treatment while doing so. Provided the reality that the store has a global visibility with branches in UK, USA, Canada and also Germany, political factors in each of these nations may be able to influence efficiency or strategic goals. Federal Trade Payment's antitrust fit against the merging took up useful time of the organization's elderly monitoring suggesting that 'political' factors can have serious ramifications for an international service.

Economic Factors: Financial factors such as the development of small companies in the worldwide scenario suggest that Hamilton Test Systems Inc is thriving in a setting where there is potential growth of companies. Reality that shop customers are mostly looking for workplace supplies for home workplaces recommends that the market has an increasing fad of business owners and also residence based services.

Social factors: Social patterns in the economic situation show that customers are searching for comfort along with attractive prices. Market research shows how the consumer for Hamilton Test Systems Inc does not have recognition concerning discovering services which can offer a combination of convenience and low costs.

Technical factors: Technology plays a vital role in Hamilton Test Systems Inc's company strategy particularly as the organization is piloting Technology centers which would offer innovation sales as well as support in the type of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Habits issues can be seen in Hamilton Test Systems Inc's case as highlighted in this section.

Uneasiness regarding cultural change: There is concern about a social modification that would take place when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the team member currently showing unhappiness over this possible move. This anticipated change has produced anxiety in the workplace which has been coupled with the previous anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is shortage of workers that can match the stressful environment of a busy organization. Not only does this bring about trouble in locating the right people, it puts stress on brand-new hires as can not endure the speed and also pressure that the company anticipates them to bear.

Double Reporting Lines: Newbies find this organizational culture difficult as well as hard to deal with particularly as populated line partnerships are indicated to be weaker as a whole as well as objective setting as well as performance examination is still done by the strong line manager. This means that novices can lose clarity regarding their respective roles as well as objectives particularly as dotted line coverage does not maintain them in straight interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had actually been speculated that the latter would certainly take Krasnow's setting came as a blow to her spirits. Lewis might have been qualified as well as ideal for the work yet the reality that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Fear & Work Instability: Anxiety as well as insecurity can be determined as 2 major worries that Lewis would certainly be taking care of particularly as the merging has actually now be cancelled and 2 senior executives of the advertising department would certainly be leaving. The whole duty of the department would be falling on Lewis's shoulders that would certainly not just supervise of brining regarding a social adjustment however would also have to verify herself in her new function.

Incompatible Administration Design of Leader: Lewis's monitoring design and also its incompatibility with the advertising division's function can additionally be seen as an OB difficulty particularly as she has been utilized to taking care of problems in the procedures department where employees are shown to focus on procedures as well as get them. The advertising and marketing division on the various other hand can be viewed as a team of individuals that are used to being nurtured by Krasnow who concentrated more on output than processes.

Interdepartmental Arguments: Interdepartmental disputes between 3 departments, advertising and marketing, merchandizing as well as operations respectively over the allocation of the advertising mix can be recognized as one more OB issue. Although the marketing division does not share the exact same vision as the other two departments relating to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not concur over the advertising mix allocation amongst each other either.

Disintegration in Advertising Department: Fragmentation between the marketing and advertising divisions can be recognized as another OB concern which might need further focus. The reality that the advertising and marketing areas in the advertising division are detached is avoiding both divisions from gaining from each various other's experience and also proficiency. Integration of advertising and marketing with retailing and operations would become harder if the advertising department itself is broken down which can be one more possible OB problem.

Hamilton Test Systems Inc Analysis

Numerous concepts have been utilized to explain the situations to obtain further clarity about the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that juniors are easy and lazy, have little ambition and resist adjustment. The difficult variation of this concept emphasized coercion, limited controls, threats as well as penalties. Gradually it generates reduced efficiency, subtle sabotage and competition (Bargain, 2003). The circumstance at Hamilton Test Systems Inc is not entirely complying with Theory X, it can be seen that new hires are discovering this setting rather difficult which may ultimately lead to a better disposition of the monitoring towards Theory X. According to McGregor's promoted sight, which he called Theory Y, the essential task of the administration is to organize business conditions to make sure that people can accomplish their very own goals best by directing their initiatives in the direction of business rewards. If people locate no satisfaction in their work, the administration would have little choice however to rely upon theory X and external control (Deal, 2003). Even while analyzing Lewis's administration design, theory X might have been suitable in the operations division somewhat however the Advertising and marketing division would certainly require dependence on Theory Y in order to get the imagination as well as originality from the groups.

Tuckman's Teamwork Theory: As much as Lewis's worry about bringing consistency in between the advertising and advertising department is concerned, this would initially lead to contrast as gone over by Bruce Tuckman in his 'Synergy Concept'. By incorporating the marketing as well as marketing division's job, there might be the exact same preliminary detach which can lead to the 2nd stage of 'storming' where the teams challenge one another.

When people are provided with modification, they get in stage one as well as so there may be emotions like despair, unpredictability, disappointment, rage, fear, denial and also disorientation.The circumstance at the marketing division of Hamilton Test Systems Inc is similar so Lewis can get comfy with the suggestion that it is not amazing behavior. It is throughout this stage that Lewis will certainly have to give assistance to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has currently made this transition less complicated by making Lewis obtain included in the department a year prior to his real separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has discusses the value of 'safety requires as being a lower level requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel safe as well as out of risk' is at the 2nd degree of needs. Prior to a worker can be made to establish mentally, he requires to have his 'Physical 'as well as 'Safety' requires met.

SWOT Analysis for Hamilton Test Systems Inc Case Study

Implication of Analysis.

The OB analysis has taken a look at numerous concepts to comprehend how to deal with the existing scenario handy. The following three choices have actually been recommended to aid Lewis manage the organizational challenges in the marketing division. Each of these choices has actually been proposed for easing the change required to bring the advertising and marketing department in line with the requirements of the marketplace and also for making the social modification that would certainly follow when the current leader leaves.

Combination of advertising and marketing functions. Dividing Adverting as well as Manufacturing features. Integration of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house advertising firm of Hamilton Test Systems Inc is already stamina for the organization in regards to saving up on expenses related to advertising as well as promotion. Because no brand-new employment has been done after Bridget Cole's departure with the reporting line being directly assigned to Krasnow for the marketing feature, this is a favorable opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has proficiency in business-to-business advertising in addition to agency and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both advertising and marketing functions.

The benefit of this method is that it will certainly incorporate both features while decreasing the need for hiring an extra resource for advertising. Lewis would certainly be heading the advertising and marketing division and in any kind of case her substitute would certainly be needed for the present role that she is doing. The negative aspect of this choice is that exterior hiring might cause resentment from internal employees that may be considering the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Production: Given the competitive stress as well as high quality work called for from the ad agency, it is suggested that Lewis ought to enable the production unit to be a different function from the advertising unit. Given that most ad agency had these 2 features as separate units, it makes more sense to comply with the standard. Both features might be able to focus on their core turns on extra effectively. Nonetheless, the negative aspect of this strategy would certainly be that added expenses would need to be birthed for setting up different manufacturing features. Along with this, a production head might need to be employed which could boost overheads for the company.

Combination of Marketing with Procedures: Considering that Lewis is already taking care of the advertising and marketing as well as operations departments at the same time; it makes sense to integrate the 2 features considering that she has been effectively taking treatment of both ends. The reality that Lewis has to adapt her monitoring design for the marketing department suggests that these 2 departments would certainly be culturally diverse.


An examination of the 3 choices indicates that integration of marketing and also operations would not be a feasible step as a result of the substantial differences in between both departments although that presently Lewis is handling both. While separation of the production function might have been a beneficial relocation for the advertising division, the truth that it would certainly imply placing a 3rd function under Lewis's wing suggests this should be stayed clear of. The assimilation of the marketing division is the very best option in terms of getting the optimum arise from the department. An activity plan for this option is gone over below.

Action Strategy.
Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will certainly remain part of advertising and marketing under advertising function.

Lewis will certainly separate herself from operations.

An autonomous leadership style with staff member empowerment will be utilized in advertising department.

Open up door plan as well as emphasis on cross department interaction will certainly be targeted at getting rid of dissonance.

Contingency strategy.

If the assimilation does not exercise as prepared, a contingency plan would comply with which would divide the manufacturing feature from the advertising and marketing function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising department without an SVP. In that case the production function will most definitely be divided by positioning it under an SVP manufacturing.