Interexchange Communicating Across Functional Boundaries Case Study Solution


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Interexchange Communicating Across Functional Boundaries Case Study Solution

Background and Facts

Interexchange Communicating Across Functional Boundaries a workplace products merchant for tiny and average sized businesses has actually just recently been involved in preparing for a merging with its rival Home Deport, which has actually impacted efficiency levels in departmentswith the elderly supervisor involved in lawful complications presented by the federal Profession Compensation. With the Advertising and marketing Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the future. With obstacles in the form of a possible cultural change as well as reduced worker spirits, the organization needs a complete reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising and marketing division of Interexchange Communicating Across Functional Boundaries is boosting uncertainty in the working environment bring about numerous obstacles for the Jeannie Lewis that 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 since Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's intervention in the process. Provided the fact that the store has an international existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries might be able to affect performance or tactical goals. Federal Trade Compensation's antitrust fit against the merger occupied valuable time of the organization's elderly management suggesting that 'political' factors can have significant implications for a global business.

Economic Factors: Economic factors such as the emergence of local business in the global situation suggest that Interexchange Communicating Across Functional Boundaries is prospering in an environment where there is prospective development of services. Along with this, truth that store consumers are primarily looking for workplace products for office recommends that the marketplace has a climbing fad of business owners and also online businesses.

Social factors: Social trends in the economic situation show that customers are searching for comfort in addition to attractive prices. Market research shows how the client for Interexchange Communicating Across Functional Boundaries does not have awareness regarding discovering options which can use a mix of ease and affordable.

Technical factors: Modern technology plays an essential role in Interexchange Communicating Across Functional Boundaries's organisation approach specifically as the company is piloting Innovation facilities which would supply innovation sales and also assistance in the form of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Actions concerns can be seen in Interexchange Communicating Across Functional Boundaries's case as highlighted in this area.

Concerns about social change: There is concern concerning a social modification that would happen as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with most of the team member currently revealing discontent over this possible action. This anticipated adjustment has created stress in the office which has been paired with the previous anxiety of preparing the company for a prospective merging with House Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is shortage of personnel that can match the difficult atmosphere of a busy company. Not just does this lead to trouble in finding the ideal people, it puts tension on brand-new hires as can not endure the rate and pressure that the organization expects them to bear.

Twin Coverage Lines: Novices discover this organizational society troublesome as well as challenging to cope with specifically as populated line connections are indicated to be weak as a whole and also unbiased setup and also efficiency analysis is still done by the strong line supervisor. This suggests that beginners can lose quality concerning their corresponding roles as well as purposes particularly as dotted line reporting does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been guessed that the latter would certainly take Krasnow's setting came as an impact to her spirits. Lewis might have been qualified and also ideal for the work however the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Insecurity: Worry as well as instability can be determined as 2 major problems that Lewis would be taking care of especially as the merging has actually now be cancelled as well as 2 elderly execs of the advertising and marketing division would certainly be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders who would certainly not just be in charge of brining concerning a cultural adjustment however would certainly likewise need to prove herself in her new role.

Incompatible Monitoring Design of Leader: Lewis's management style and also its incompatibility with the advertising department's role can additionally be viewed as an OB difficulty particularly as she has actually been made use of to managing concerns in the operations division where workers are educated to concentrate on procedures as well as obtain them right. The marketing department on the various other hand can be seen as a team of people who are used to being supported by Krasnow who concentrated a lot more on output than processes.

Interdepartmental Disagreements: Interdepartmental disputes between 3 divisions, advertising and marketing, merchandizing and also procedures specifically over the allotment of the advertising mix can be recognized as one more OB issue. The advertising and marketing department does not share the same vision as the other 2 divisions relating to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing as well as procedures departments do not concur over the marketing mix allocation among one an additional either.

Disintegration in Advertising Department: Disintegration in between the advertising and marketing departments can be determined as an additional OB concern which could require additional focus. The reality that the advertising and marketing sections in the advertising and marketing division are disconnected is avoiding both departments from obtaining from each various other's experience and also proficiency. Combination of marketing with retailing as well as procedures would end up being more difficult if the advertising department itself is degenerated which can be another potential OB issue.

Interexchange Communicating Across Functional Boundaries Analysis

Various theories have actually been utilized to clarify the scenarios to obtain more clearness regarding the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that staffs are easy as well as careless, have little passion and also withstand adjustment. The situation at Interexchange Communicating Across Functional Boundaries is not totally adhering to Concept X, it can be seen that new hires are discovering this environment instead stressful which may ultimately lead to a better inclination of the management towards Theory X. Also while analyzing Lewis's administration style, concept X might have been suitable in the procedures division to some extent but the Advertising and marketing division would require dependence on Theory Y in order to get the creativity and also creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's issue regarding bringing consistency in between the advertising and marketing and advertising and marketing department is worried, this would at first lead to conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. By integrating the marketing and advertising and marketing division's work, there may be the same first disconnect which might lead to the 2nd phase of 'storming' where the groups challenge one an additional.

Bridges' Change Model: According To William Bridge's theory (appendix 4), individuals are rather uncomfortable with modification, which is evident by the scenario at Interexchange Communicating Across Functional Boundaries The scenario can be viewed as a normal training course of life if is examined as per Bridge's theory where he discusses that individuals experience three stages of transition when they experience change. 'End, shedding and also Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with modification, they enter stage one and so there may be emotions like despair, uncertainty, aggravation, temper, anxiety, rejection and disorientation.The circumstance at the marketing department of Interexchange Communicating Across Functional Boundaries is similar so Lewis can obtain comfortable with the suggestion that it is not extraordinary behavior. In the second phase, there might be a requirement to bridge the space between the brand-new as well as old culture so Lewis may need to face this experience as soon as Krasnow leaves. There may be low morale as well as low efficiency at this stage which should not be taken as a problem. It is throughout this stage that Lewis will have to provide advice to the department to ensure that they can locate a sense of direction. It can be seen how Krasnow has actually currently made this transition simpler by making Lewis obtain involved in the division a year prior to his actual departure. Based on Bridges' Design, stage 3 will produce openness to knowing, High energy and also commitment as people will embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem related to instability at the office has been caused first of all by the modification in monitoring as well as second of all by the truth that the merger will no more be started. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has reviews the value of 'safety and security requires as being a lower level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected as well as out of danger' goes to the 2nd degree of needs. Before a worker can be made to create emotionally, he requires to have his 'Physical 'and 'Safety' requires fulfilled. This indicates that unless the personnel are made to really feel safe and secure regarding their existing work condition in Interexchange Communicating Across Functional Boundaries they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Interexchange Communicating Across Functional Boundaries Case Study

Effects of Analysis.

The OB analysis has checked out different concepts to understand how to cope with the present scenario available. The complying with 3 alternatives have been suggested to aid Lewis handle the business difficulties in the marketing department. Each of these options has actually been recommended for relieving the change needed to bring the advertising division according to the demands of the marketplace as well as for making the social modification that would certainly comply with as soon as the current leader leaves.

Integration of advertising and marketing features. Separating Adverting and Manufacturing functions. Assimilation of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has knowledge in business-to-business marketing along with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both marketing and advertising and marketing features.

The advantage of this approach is that it will certainly integrate the two features while decreasing the need for employing an additional resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising division and in any case her replacement would be required for the present function that she is doing. The downside of this choice is that exterior hiring might produce bitterness from internal personnel who might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Manufacturing: Given the affordable pressures and high quality work needed from the advertising and marketing firm, it is advised that Lewis should enable the production unit to be a different feature from the marketing system. Because the majority of advertising firms had these 2 functions as different systems, it makes even more feeling to follow the standard.

Combination of Marketing with Procedures: Since Lewis is currently looking after the advertising and marketing and operations departments concurrently; it makes sense to incorporate both functions considering that she has been effectively looking after both ends. The truth that both divisions already have major distinctions over allowance of sources suggests that this assimilation may have the ability to produce consistency especially as Lewis would certainly be heading both ends.However there are numerous disadvantages of this relocation especially as it would place way too much concern over Lewis's shoulders. The fact that Lewis has to adapt her management design for the marketing division recommends that these two departments would be culturally diverse. Along with this, Lewis may not be able to use one sort of management style to both divisions which might cause inadequacy in either among both features.


An analysis of the three alternatives indicates that assimilation of advertising and marketing and also operations would certainly not be a practical relocation due to the substantial distinctions in between the 2 departments in spite of the fact that currently Lewis is managing both. While separation of the production function may have been a beneficial move for the marketing division, the fact that it would mean positioning a third function under Lewis's wing means this ought to be stayed clear of.

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

Marketing and advertising functions would be combined.

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

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

Lewis will certainly separate herself from procedures.

A democratic management design with staff member empowerment will be utilized in advertising and marketing division.

Open door plan and also focus on cross department interaction will be targeted at removing discord.

Contingency plan.

If the integration does not work out as intended, a backup strategy would certainly comply with which would divide the manufacturing function from the advertising function to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing division without an SVP. Because case the manufacturing function will definitely be divided by placing it under an SVP production.