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Hurrydate Case Study Analysis

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Hurrydate Case Study Solution

Background and Facts

Hurrydate a workplace materials merchant for tiny as well as moderate sized companies has recently been involved in planning for a merging with its competitor Home Deport, which has impacted effectiveness degrees in departmentswith the elderly supervisor associated with lawful issues presented by the government Trade Commission. With the Advertising and marketing Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the near future. With challenges in the kind of a potential social change as well as low worker spirits, the company wants a total reengineering initiative at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing division of Hurrydate is enhancing uncertainty in the working environment causing numerous obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting strategic choices since Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Profession Commission's intervention at the same time. Offered the reality that the store has a global visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may have the ability to impact performance or tactical goals. Federal Trade Payment's antitrust match versus the merger used up useful time of the organization's senior monitoring recommending that 'political' factors can have severe implications for a global business.

Economic Factors: Economic factors such as the appearance of small companies in the worldwide circumstance suggest that Hurrydate is flourishing in an environment where there is possible growth of organisations. Fact that shop customers are primarily looking for workplace supplies for home workplaces suggests that the market has an increasing pattern of entrepreneurs and home based businesses.

Social factors: Social trends in the economic climate show that customers are seeking benefit in addition to appealing prices. Market research demonstrates how the client for Hurrydate lacks understanding about finding solutions which can provide a mix of convenience and low costs.

Technological factors: Innovation plays an essential role in Hurrydate's company technique particularly as the organization is piloting Technology centers which would certainly supply innovation sales and also support in the kind of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Organizational Actions issues can be seen in Hurrydate's case as highlighted in this area.

Concerns regarding social modification: There is concern about a cultural change that would occur once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with most of the team member currently revealing discontent over this prospective step. This anticipated change has actually developed stress and anxiety in the workplace which has actually been combined with the past stress and anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is scarcity of employees that can match the difficult environment of a busy company. Not just does this bring about trouble in finding the ideal people, it places stress and anxiety on new hires as can not hold up against the speed and also pressure that the company expects them to birth.

Double Reporting Lines: Novices find this organizational culture difficult as well as tough to manage particularly as dotted line connections are implied to be weaker as a whole as well as unbiased setup and efficiency assessment is still done by the solid line supervisor. This suggests that beginners can shed clarity concerning their particular functions and also goals specifically as populated line coverage does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles even though it had actually been speculated that the last would take Krasnow's setting came as an impact to her spirits. Lewis may have been capable and appropriate for the job but the fact that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Work Instability: Fear and also insecurity can be identified as two significant concerns that Lewis would be taking care of specifically as the merging has currently be terminated and also 2 senior executives of the advertising and marketing division would be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders that would not simply supervise of brining concerning a social change however would additionally need to confirm herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing department's function can additionally be seen as an OB challenge especially as she has been made use of to taking care of concerns in the procedures division where employees are educated to concentrate on processes and get them right. The advertising and marketing division on the various other hand can be seen as a team of people that are utilized to being supported by Krasnow who concentrated more on output than processes.

Interdepartmental Disagreements: Interdepartmental disputes between 3 departments, advertising, merchandizing as well as operations respectively over the allotment of the advertising mix can be identified as one more OB worry. The marketing department does not share the very same vision as the other two departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also procedures departments do not agree over the advertising mix allocation among one an additional either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing divisions can be identified as one more OB concern which might need additional interest. The reality that the advertising and marketing areas in the advertising division are disconnected is preventing both departments from obtaining from each various other's experience and know-how. Assimilation of marketing with merchandising as well as operations would certainly come to be more difficult if the advertising department itself is degenerated which can be one more possible OB issue.

Hurrydate Analysis

Numerous theories have been used to explain the conditions to get additional clarity regarding the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are passive and lazy, have little passion and withstand modification. The hard version of this concept emphasized coercion, limited controls, risks and also penalties. In time it generates low productivity, refined sabotage as well as rivalry (Offer, 2003). Although the circumstance at Hurrydate is not entirely adhering to Concept X, it can be seen that brand-new hires are finding this environment rather difficult which might eventually result in a higher inclination of the administration towards Concept X. Based on McGregor's advocated view, which he called Theory Y, the essential task of the administration is to arrange organizational problems so that people can attain their own objectives best by routing their initiatives towards organizational benefits. If individuals find no contentment in their work, the administration would have little choice yet to rely upon concept X as well as external control (Bargain, 2003). Even while examining Lewis's administration style, concept X may have been suitable in the operations division to some extent but the Marketing division would require reliance on Theory Y to get the imagination and creativity from the teams.

Tuckman's Teamwork Theory: As for Lewis's worry concerning bringing consistency between the marketing and advertising department is worried, this would at first result in clash as gone over by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, during the first phase of group advancement, individuals may not bond, as they are busy locating their location in the group. By combining the advertising and marketing department's job, there may coincide first separate which can bring about the second phase of 'storming' where the groups challenge one another. Nevertheless, it is just throughout the 3rd stage or 'norming' when they would collaborate to share concepts before the group can produce harmony in the 4th stage 'executing'.

When individuals are provided with modification, they go into stage one as well as so there may be feelings like unhappiness, uncertainty, disappointment, anger, concern, rejection and disorientation.The situation at the advertising department of Hurrydate is similar so Lewis can obtain comfortable with the suggestion that it is not phenomenal habits. It is throughout this phase that Lewis will have to give assistance to the division so that they can locate a sense of direction. It can be seen how Krasnow has already made this transition less complicated by making Lewis get involved in the division a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has reviews the relevance of 'safety and security requires as being a reduced degree need 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 secure and also out of danger' is at the 2nd degree of needs. Before a worker can be made to establish mentally, he needs to have his 'Physiological 'as well as 'Security' requires met.

SWOT Analysis for Hurrydate Case Study



Effects of Analysis.

The OB analysis has actually taken a look at numerous concepts to recognize how to manage the present circumstance handy. The following 3 options have been proposed to help Lewis deal with the organizational obstacles in the advertising division. Each of these alternatives has actually been suggested for alleviating the shift required to bring the marketing department in line with the needs of the market and for making the cultural change that would adhere to as soon as the current leader leaves.

Integration of advertising and marketing functions. Separating Adverting as well as Production features. Assimilation of Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business advertising along with company as well as retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both advertising as well as marketing functions.

The advantage of this method is that it will integrate the two features while decreasing the need for hiring an extra resource for advertising. Lewis would certainly be heading the marketing division as well as in any type of case her substitute would certainly be needed for the existing role that she is performing. The negative aspect of this choice is that exterior hiring might produce bitterness from inner personnel who might be eying the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Offered the affordable pressures and excellent quality job called for from the ad agency, it is advised that Lewis must enable the production device to be a separate feature from the marketing system. Considering that the majority of ad agency had these 2 functions as separate systems, it makes more feeling to comply with the standard. Along with this, both functions might be able to concentrate on their core turns on much more effectively. The drawback of this strategy would certainly be that additional expenses would have to be borne for establishing up separate manufacturing functions. Along with this, a production head might have to be hired which might enhance overheads for the organization.

Combination of Advertising And Marketing with Operations: Given that Lewis is already taking care of the marketing and operations departments simultaneously; it makes sense to integrate the 2 functions since she has actually been successfully taking treatment of both ends. The reality that Lewis has to adjust her monitoring style for the advertising department recommends that these two divisions would certainly be culturally varied.

Suggestion.



An examination of the 3 options shows that integration of advertising and marketing and also procedures would certainly not be a feasible action because of the huge differences between both divisions despite the fact that currently Lewis is managing both. While separation of the production function might have been a beneficial step for the advertising and marketing division, the fact that it would imply putting a third function under Lewis's wing implies this must be avoided. The assimilation of the marketing department is the very best alternative in terms of getting the optimal results from the department. An activity plan for this choice is talked about listed below.

Action Strategy.
Recommendation
Lewis will take control of the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be combined.

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

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

Lewis will divide herself from procedures.

An autonomous leadership design with employee empowerment will be made use of in marketing division.

Open up door plan as well as focus on cross departmental communication will certainly be focused on getting rid of dissonance.

Contingency plan.

If the integration does not exercise as planned, a contingency plan would adhere to which would certainly divide the production function from the advertising and marketing function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the production feature will most definitely be divided by positioning it under an SVP production.