Interexchange Communicating Across Functional Boundaries Case Study Help


Home >> Harvard >> Interexchange Communicating Across Functional Boundaries >>

Interexchange Communicating Across Functional Boundaries Case Study Analysis

Background and Facts

Interexchange Communicating Across Functional Boundaries a workplace materials retailer for tiny and moderate sized companies has actually recently been involved in preparing for a merger with its competitor Home Deport, which has affected performance levels in departmentswith the elderly supervisor involved in legal difficulties put forth by the government Profession Payment. With the Advertising and marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the near future. With obstacles in the kind of a potential cultural change and also low employee morale, the organization is in need of a complete reengineering effort at the advertising and marketing division.

Trouble Statement

The potential cultural adjustment at the advertising and marketing department of Interexchange Communicating Across Functional Boundaries is raising uncertainty in the working environment resulting in various obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing critical decisions given that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Payment's intervention while doing so. Given the truth that the store has an international presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might have the ability to affect efficiency or strategic goals. Federal Profession Compensation's antitrust fit versus the merging occupied beneficial time of the organization's elderly administration suggesting that 'political' factors can have serious effects for a global organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the international circumstance suggest that Interexchange Communicating Across Functional Boundaries is growing in an atmosphere where there is possible growth of companies. In addition to this, truth that store customers are mostly seeking office supplies for home offices recommends that the marketplace has a climbing trend of entrepreneurs and also home based companies.

Social factors: Social patterns in the economy show that consumers are searching for comfort as well as eye-catching rates. Marketing research shows how the consumer for Interexchange Communicating Across Functional Boundaries lacks awareness concerning locating services which can supply a combination of benefit and inexpensive.

Technical factors: Technology plays an important function in Interexchange Communicating Across Functional Boundaries's service strategy specifically as the company is piloting Modern technology centers which would use innovation sales and also support in the form of memory upgrades, outer setups. (Summary of PARASITE in appendix 2).

OB Issues and also Effects.

Several underlying Business Habits issues can be seen in Interexchange Communicating Across Functional Boundaries's case as highlighted in this section.

Concerns concerning social change: There is worry regarding a social change that would take place when Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with most of the personnel already revealing unhappiness over this possible move. This anticipated modification has actually produced stress and anxiety in the workplace which has actually been combined with the past tension of preparing the company for a potential merging with Residence Deport.

Stressful Task Atmosphere for Newcomers: There is shortage of employees that can match the demanding atmosphere of a busy company. Not just does this bring about difficulty in locating the ideal individuals, it puts anxiety on brand-new hires as can not stand up to the speed as well as stress that the company anticipates them to birth.

Double Reporting Lines: Beginners locate this organizational culture cumbersome and also tough to deal with specifically as dotted line relationships are suggested to be weaker generally and unbiased setting and efficiency evaluation is still done by the solid line manager. This means that newbies could shed quality concerning their particular roles as well as goals specifically as populated line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been speculated that the last would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been qualified as well as suitable for the job yet the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Job Instability: Worry and also insecurity can be recognized as 2 significant problems that Lewis would be dealing with particularly as the merger has actually currently be terminated and also 2 senior executives of the marketing department would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders who would not just be in charge of brining regarding a social adjustment yet would certainly also need to verify herself in her new role.

Incompatible Management Style of Leader: Lewis's management style and also its conflict with the advertising and marketing department's function can also be viewed as an OB difficulty particularly as she has actually been made use of to managing issues in the operations department where employees are educated to focus on procedures and also obtain them right. The marketing division on the various other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow that focused extra on outcome than processes.

Interdepartmental Arguments: Interdepartmental disagreements between three departments, advertising, merchandizing and also procedures specifically over the allotment of the advertising and marketing mix can be identified as an additional OB issue. Although the advertising department does not share the exact same vision as the various other two departments pertaining to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allowance amongst each other either.

Fragmentation in Advertising Department: Fragmentation between the advertising and marketing departments can be determined as an additional OB concern which might require further attention. The reality that the marketing and advertising sections in the marketing division are disconnected is protecting against both divisions from obtaining from each various other's experience and also expertise. Integration of marketing with retailing as well as procedures would come to be harder if the advertising department itself is disintegrated which can be an additional potential OB concern.

Interexchange Communicating Across Functional Boundaries Analysis

Different theories have actually been used to discuss the conditions to obtain further clearness about the situation available.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors believe that staffs are easy and also careless, have little ambition and also resist modification. The tough variation of this theory stressed threat, limited controls, dangers and also punishments. In time it produces reduced efficiency, subtle sabotage as well as rivalry (Bargain, 2003). The circumstance at Interexchange Communicating Across Functional Boundaries is not completely following Concept X, it can be seen that brand-new hires are locating this setting instead difficult which may at some point lead to a greater disposition of the monitoring in the direction of Theory X. According to McGregor's advocated view, which he called Theory Y, the important task of the monitoring is to prepare organizational problems so that individuals can accomplish their own goals best by directing their efforts in the direction of business incentives. If people find no fulfillment in their work, the monitoring would have little option yet to count on theory X as well as external control (Offer, 2003). Also while assessing Lewis's monitoring design, theory X might have appropriated in the procedures division to some extent however the Marketing department would certainly call for reliance on Theory Y to get the creative thinking and creativity from the groups.

Tuckman's Team effort Concept: As far as Lewis's issue concerning bringing consistency between the advertising as well as advertising and marketing department is concerned, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and marketing division's job, there may be the same preliminary separate which could lead to the second phase of 'storming' where the groups challenge one an additional.

Bridges' Shift Model: As per William Bridge's concept (appendix 4), individuals are rather uneasy with adjustment, which is obvious by the circumstance at Interexchange Communicating Across Functional Boundaries The scenario can be seen as a regular program of life if is researched according to Bridge's theory where he discusses that people undergo 3 phases of transition when they experience adjustment. 'End, shedding as well as Letting go', The Neutral Zone and 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they go into phase one and so there might be emotions like sadness, uncertainty, stress, temper, fear, rejection and disorientation.The scenario at the advertising department of Interexchange Communicating Across Functional Boundaries is similar so Lewis can obtain comfy with the idea that it is not amazing behavior. In the second stage, there may be a requirement to bridge the void in between the new and also old culture so Lewis may need to face this experience when Krasnow leaves. There might be low morale and also reduced productivity at this phase which must not be taken as a problem. It is throughout this stage that Lewis will need to provide guidance to the division to ensure that they can find a sense of direction. It can be seen how Krasnow has currently made this transition less complicated by making Lewis get involved in the department a year prior to his real separation. As per Bridges' Design, phase 3 will certainly cause visibility to knowing, High power and dedication as individuals will certainly embrace the change (Bridges, 2004).

Maslow's Demand pecking order: The OB concern related to instability at the work environment has been activated to start with by the modification in administration and also second of all by the fact that the merging will certainly no longer be launched. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has goes over the relevance of 'protection needs as being a reduced level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and also unharmed' is at the second degree of demands. Prior to a worker can be made to create emotionally, he requires to have his 'Physiological 'and also 'Safety' needs fulfilled. This shows that unless the employees are made to really feel secure regarding their existing employment 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

Ramification of Analysis.

The OB analysis has actually taken a look at different concepts to recognize just how to manage the present circumstance available. The complying with 3 choices have actually been recommended to aid Lewis manage the organizational obstacles in the advertising and marketing division. Each of these alternatives has actually been suggested for reducing the transition required to bring the advertising division in accordance with the demands of the marketplace and for making the social adjustment that would certainly comply with once the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting and Manufacturing features. Assimilation of Advertising And Marketing with Operations.

Examination of Alternatives.

Assimilation of Marketing & Advertising Functions: The in-house advertising and marketing agency of Interexchange Communicating Across Functional Boundaries is already strength for the company in regards to conserving up on expenses connected to marketing and also promotion. Since no brand-new employment has actually been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the marketing feature, this is a desirable opportunity for incorporating the marketing and advertising features. Judith Shapiro that has earlier been interviewed by Lewis during the earlier merger days has know-how in business-to-business marketing in addition to firm as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both marketing and advertising functions.

The advantage of this approach is that it will incorporate the two functions while minimizing the demand for employing an extra resource for marketing. Lewis would be heading the marketing department and in any kind of case her substitute would certainly be needed for the existing function that she is executing. The downside of this option is that exterior hiring may bring about resentment from internal personnel that might be looking at the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Manufacturing: Offered the competitive pressures and high quality work required from the marketing agency, it is recommended that Lewis should allow the production system to be a separate function from the advertising and marketing unit. Given that the majority of marketing firms had these 2 features as separate devices, it makes even more sense to follow the standard.

Combination of Marketing with Procedures: Given that Lewis is currently taking care of the marketing as well as operations departments simultaneously; it makes good sense to integrate the two features since she has been successfully taking care of both ends. The truth that the two divisions currently have significant distinctions over allotment of sources recommends that this combination may be able to bring about consistency especially as Lewis would be heading both ends.However there are different downsides of this move especially as it would certainly put excessive problem over Lewis's shoulders. The reality that Lewis needs to adapt her administration design for the marketing department recommends that these two divisions would certainly be culturally diverse. Along with this, Lewis may not be able to use one sort of leadership style to both divisions which might result in inefficiency in either one of the two features.


An examination of the three alternatives shows that assimilation of marketing and also operations would not be a feasible step due to the huge differences in between the 2 departments despite the fact that currently Lewis is handling both. While separation of the production function might have been a desirable step for the marketing department, the truth that it would mean placing a third feature under Lewis's wing means this must be avoided.

Activity Strategy.

Lewis will take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will separate herself from procedures.

An autonomous leadership design with employee empowerment will be used in advertising division.

Open up door plan and emphasis on cross departmental communication will certainly be focused on removing disharmony.

Backup strategy.

If the assimilation does not exercise as planned, a contingency plan would comply with which would separate the production function from the marketing function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing division without an SVP. Because case the manufacturing function will certainly be divided by placing it under an SVP manufacturing.