Harvard Management Co 2001 Case Study Solution


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Harvard Management Co 2001 Case Study Help

Background and Facts

Harvard Management Co 2001 an office supplies store for tiny as well as medium sized companies has actually lately been associated with preparing for a merger with its rival Residence Deport, which has actually affected efficiency degrees in departmentswith the senior manager associated with legal issues presented by the federal Profession Payment. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With difficulties in the kind of a prospective social adjustment and reduced staff member spirits, the company needs a total reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible social modification at the advertising division of Harvard Management Co 2001 is boosting uncertainty in the workplace leading to numerous obstacles for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting tactical choices considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Payment's treatment in the process. Offered the truth that the store has a worldwide presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations might have the ability to impact performance or calculated goals. Federal Profession Payment's antitrust match against the merging used up important time of the organization's elderly administration recommending that 'political' factors can have serious effects for a global service.

Economic Factors: Financial factors such as the introduction of local business in the global situation recommend that Harvard Management Co 2001 is prospering in an environment where there is possible growth of businesses. Reality that shop consumers are mainly looking for office supplies for house offices recommends that the market has a rising pattern of business owners and house based businesses.

Social factors: Social trends in the economic climate show that consumers are seeking convenience as well as eye-catching rates. Marketing research shows how the customer for Harvard Management Co 2001 lacks understanding concerning finding services which can supply a combination of convenience as well as inexpensive.

Technological factors: Innovation plays a vital function in Harvard Management Co 2001's business method especially as the company is piloting Innovation facilities which would offer innovation sales and assistance in the type of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues and also Symptoms.

A number of underlying Organizational Actions concerns can be seen in Harvard Management Co 2001's case as highlighted in this section.

Apprehensions about social change: There is concern regarding a social change that would certainly take place as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with most of the personnel currently showing discontent over this possible relocation. This predicted adjustment has created stress and anxiety in the workplace which has actually been coupled with the previous stress of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is shortage of employees that can match the demanding atmosphere of a hectic organization. Not only does this result in trouble in discovering the right individuals, it places tension on new hires as can not withstand the pace and also stress that the organization anticipates them to bear.

Double Reporting Lines: Novices locate this organizational culture troublesome and also hard to manage particularly as populated line relationships are meant to be weak as a whole and objective setup and also efficiency analysis is still done by the solid line manager. This indicates that novices can shed clearness about their respective functions and objectives particularly as populated line reporting does not keep them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been speculated that the latter would certainly take Krasnow's setting came as a strike to her morale. Lewis might have been capable as well as proper for the task but the reality that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Task Instability: Concern and insecurity can be identified as 2 significant problems that Lewis would be managing particularly as the merger has now be terminated as well as two senior executives of the advertising department would be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders who would not just supervise of brining regarding a cultural adjustment but would additionally have to show herself in her new role.

Incompatible Monitoring Style of Leader: Lewis's management design and its incompatibility with the marketing division's function can additionally be seen as an OB challenge especially as she has been used to taking care of issues in the procedures division where personnel are educated to concentrate on procedures and obtain them. The marketing department on the other hand can be seen as a group of people who are used to being supported by Krasnow that focused much more on output than procedures.

Interdepartmental Differences: Interdepartmental arguments in between 3 departments, marketing, merchandizing as well as operations respectively over the allocation of the advertising and marketing mix can be recognized as an additional OB worry. Although the marketing division does not share the very same vision as the other 2 departments regarding the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix allowance amongst one another either.

Disintegration in Marketing Division: Disintegration in between the marketing and advertising divisions can be determined as one more OB concern which could require additional interest. The reality that the advertising and marketing sections in the advertising division are detached is protecting against both divisions from acquiring from each other's experience and knowledge. Combination of marketing with merchandising and also operations would end up being more difficult if the marketing department itself is disintegrated which can be an additional possible OB issue.

Harvard Management Co 2001 Analysis

Numerous concepts have been made use of to explain the scenarios to get additional quality regarding the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that subordinates are passive and careless, have little aspiration and resist modification. The situation at Harvard Management Co 2001 is not completely adhering to Theory X, it can be seen that new hires are discovering this environment instead difficult which might eventually lead to a higher disposition of the monitoring towards Concept X. Also while evaluating Lewis's management style, concept X may have been suitable in the procedures division to some level however the Advertising department would certainly call for reliance on Theory Y in order to get the imagination and originality from the groups.

Tuckman's Synergy Theory: As far as Lewis's issue concerning bringing harmony in between the advertising and marketing and advertising division is worried, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising and also marketing department's work, there may be the very same preliminary detach which could lead to the second stage of 'storming' where the teams challenge one an additional.

Bridges' Change Model: According To William Bridge's theory (appendix 4), individuals are rather awkward with adjustment, which is obvious by the circumstance at Harvard Management Co 2001 The circumstance can be viewed as a regular program of life if is examined according to Bridge's theory where he explains that people undergo three phases of change when they experience change. 'Closing, shedding as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people are presented with modification, they enter phase one therefore there may be feelings like despair, unpredictability, frustration, rage, anxiety, rejection and also disorientation.The circumstance at the advertising and marketing department of Harvard Management Co 2001 is similar so Lewis can obtain comfy with the idea that it is not amazing behavior. In the 2nd stage, there may be a demand to link the space between the new and also old culture so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There might be reduced morale and also low performance at this phase which must not be taken as a setback. It is throughout this stage that Lewis will have to give advice to the department so that they can locate an orientation. It can be seen just how Krasnow has actually currently made this change less complicated by making Lewis obtain involved in the department a year prior to his real separation. As per Bridges' Model, phase 3 will cause openness to discovering, High power and dedication as individuals will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has discusses the value of 'safety and security requires as being a lower degree demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected as well as out of threat' is at the second level of requirements. Prior to an employee can be made to create psychologically, he needs to have his 'Physiological 'and also 'Safety' needs fulfilled.

SWOT Analysis for Harvard Management Co 2001 Case Study

Ramification of Analysis.

The OB analysis has actually considered numerous concepts to comprehend just how to deal with the current circumstance at hand. The adhering to three alternatives have been proposed to assist Lewis handle the business challenges in the advertising division. Each of these options has been recommended for reducing the change needed to bring the marketing department according to the demands of the market and for making the social change that would follow when the present leader leaves.

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

Examination of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merger days has know-how in business-to-business advertising along with agency and also retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both advertising and marketing and marketing functions.

The advantage of this strategy is that it will incorporate the two functions while reducing the need for working with an extra source for marketing. In addition to this, Lewis would be heading the advertising division as well as regardless her substitute would be needed for the present role that she is carrying out. The downside of this alternative is that exterior hiring may bring about resentment from interior employees that may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Provided the competitive pressures and also top quality job needed from the advertising agency, it is suggested that Lewis must permit the production device to be a separate function from the advertising unit. Considering that many ad agency had these 2 features as different systems, it makes even more sense to adhere to the norm. Both features might be able to focus on their core activates extra efficiently. The disadvantage of this approach would be that added costs would certainly have to be birthed for establishing up separate production features. In addition to this, a production head might have to be hired which can boost overheads for the organization.

Combination of Advertising And Marketing with Operations: Because Lewis is already taking care of the marketing and also procedures departments all at once; it makes sense to incorporate the two features because she has been efficiently taking care of both ends. The truth that Lewis has to adjust her monitoring style for the advertising and marketing division recommends that these two departments would be culturally varied.


An assessment of the three alternatives suggests that assimilation of advertising as well as operations would certainly not be a viable action as a result of the substantial differences between the two divisions although that currently Lewis is dealing with both. While splitting up of the production feature may have been a desirable step for the marketing division, the truth that it would certainly imply putting a third function under Lewis's wing implies this should be stayed clear of. The integration of the advertising department is the very best alternative in regards to obtaining the optimum results from the division. An activity plan for this alternative is reviewed listed below.

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

Marketing and advertising features would certainly be combined.

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

Production feature will certainly stay part of marketing under advertising feature.

Lewis will divide herself from procedures.

A democratic leadership design with employee empowerment will be used in marketing division.

Open up door policy and emphasis on cross departmental interaction will be targeted at removing disharmony.

Contingency plan.

If the assimilation does not work out as intended, a backup plan would certainly adhere to which would certainly separate the manufacturing feature from the advertising and marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing feature will certainly be divided by putting it under an SVP manufacturing.