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Island Ecn Case Study Solution

Background and Facts

Island Ecn an office products merchant for little as well as moderate sized organisations has lately been involved in preparing for a merging with its rival House Deport, which has actually affected performance levels in departmentswith the senior manager associated with legal problems presented by the federal Trade Commission. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With challenges in the form of a potential social adjustment as well as low employee spirits, the organization requires a full reengineering initiative at the marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural change at the marketing division of Island Ecn is boosting uncertainty in the working environment leading to various 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 major role in affecting critical decisions since Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Profession Commission's intervention in the process. Provided the fact that the store has a worldwide presence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may have the ability to impact efficiency or critical goals. Federal Profession Compensation's antitrust match versus the merger used up useful time of the organization's senior management suggesting that 'political' factors can have significant effects for an international service.

Economic Factors: Financial factors such as the appearance of local business in the global scenario suggest that Island Ecn is thriving in a setting where there is potential development of organisations. Truth that store customers are mainly looking for workplace materials for house workplaces recommends that the market has a climbing fad of business owners as well as home based businesses.

Social factors: Social trends in the economy reveal that consumers are searching for comfort in addition to eye-catching costs. Market research demonstrates how the client for Island Ecn lacks awareness about locating services which can provide a combination of convenience and also low costs.

Technical factors: Modern technology plays an essential duty in Island Ecn's company method particularly as the company is piloting Modern technology facilities which would certainly use technology sales and assistance in the form of memory upgrades, peripheral installations. (Recap of PEST in appendix 2).

OB Issues as well as Symptoms.

Several underlying Business Behavior issues can be seen in Island Ecn's case as highlighted in this section.

Apprehensions regarding cultural adjustment: There is uneasiness regarding a cultural adjustment that would certainly occur as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with most of the team member currently revealing unhappiness over this potential move. This predicted change has produced stress and anxiety in the workplace which has actually been coupled with the previous stress and anxiety of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is shortage of personnel that can match the difficult environment of a fast-paced organization. Not only does this bring about trouble in discovering the ideal people, it puts anxiety on brand-new hires as can not withstand the rate and also pressure that the company expects them to birth.

Twin Coverage Lines: Newbies find this business society difficult and also challenging to handle especially as populated line partnerships are indicated to be weak as a whole and objective setting as well as efficiency analysis is still done by the strong line manager. This means that beginners can lose quality about their corresponding roles and also objectives particularly as dotted line coverage does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's placement came as a blow to her morale. Lewis might have been qualified as well as ideal for the task yet the fact that Kransnow's departure would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Insecurity: Worry and also instability can be recognized as 2 significant problems that Lewis would be taking care of specifically as the merger has currently be terminated as well as two elderly executives of the advertising and marketing department would be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders that would not simply be in charge of brining regarding a cultural modification but would also have to show herself in her brand-new role.

Incompatible Management Design of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing division's function can likewise be viewed as an OB challenge specifically as she has been made use of to managing concerns in the procedures department where workers are instructed to concentrate on processes as well as get them right. The marketing department on the various other hand can be viewed as a group of people that are made use of to being nurtured by Krasnow that focused extra on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between 3 divisions, advertising, merchandizing and also procedures respectively over the allocation of the advertising and marketing mix can be recognized as an additional OB issue. The advertising and marketing department does not share the very same vision as the various other two divisions relating to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations departments do not agree over the advertising mix appropriation among one another either.

Disintegration in Marketing Division: Disintegration in between the advertising and marketing departments can be determined as one more OB problem which could need further attention. The reality that the advertising and marketing sections in the advertising division are disconnected is avoiding both departments from acquiring from each other's experience as well as competence. Assimilation of advertising and marketing with merchandising and operations would certainly end up being more difficult if the advertising and marketing department itself is disintegrated which can be one more possible OB worry.

Island Ecn Analysis

Various theories have actually been made use of to describe the scenarios to get additional clarity regarding the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that subordinates are easy and lazy, have little aspiration and resist change. The difficult version of this concept stressed browbeating, tight controls, threats and also punishments. With time it produces low efficiency, subtle sabotage and rivalry (Offer, 2003). The scenario at Island Ecn is not completely following Concept X, it can be seen that new hires are discovering this environment rather demanding which might ultimately lead to a higher disposition of the administration towards Concept X. According to McGregor's advocated sight, which he called Concept Y, the important job of the administration is to set up organizational problems so that people can accomplish their own goals best by routing their efforts in the direction of organizational benefits. If individuals find no contentment in their job, the administration would certainly have little choice but to depend on theory X as well as outside control (Deal, 2003). Also while analyzing Lewis's monitoring style, concept X may have been suitable in the procedures department somewhat yet the Advertising department would call for reliance on Concept Y in order to get the creativity as well as creativity from the teams.

Tuckman's Teamwork Concept: As much as Lewis's issue regarding bringing harmony between the advertising and marketing and also marketing department is concerned, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Team effort Theory'. By combining the advertising and marketing as well as advertising division's work, there might be the very same initial disconnect which might lead to the 2nd phase of 'storming' where the teams challenge one another.

Bridges' Change Model: Based On William Bridge's theory (appendix 4), individuals are quite awkward with change, which is apparent by the scenario at Island Ecn The situation can be seen as a typical training course of life if is researched as per Bridge's concept where he explains that people go through three phases of transition when they experience change. 'End, shedding and also Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people exist with change, they enter phase one therefore there might be feelings like unhappiness, uncertainty, frustration, anger, anxiety, rejection and also disorientation.The scenario at the advertising and marketing division of Island Ecn is similar so Lewis can obtain comfy with the idea that it is not phenomenal behavior. In the 2nd phase, there may be a demand to link the gap between the new and old culture so Lewis may have to encounter this challenge once Krasnow leaves. There might be reduced spirits and low efficiency at this phase which should not be taken as a setback. It is throughout this phase that Lewis will need to offer guidance to the department so that they can discover a sense of direction. It can be seen just how Krasnow has actually currently made this change simpler by making Lewis get involved in the department a year prior to his actual departure. Based on Bridges' Model, phase 3 will certainly bring about openness to discovering, High power and commitment as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB issue related to instability at the work environment has actually been caused first of all by the modification in administration and also second of all by the truth that the merger will certainly no more be initiated. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the importance of 'safety and security needs as being a lower level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and secure and safe' is at the 2nd level of demands. Prior to a staff member can be made to develop mentally, he requires to have his 'Physiological 'as well as 'Security' requires satisfied. This shows that unless the employees are made to feel protected regarding their existing work condition in Island Ecn they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Island Ecn Case Study

Effects of Analysis.

The OB analysis has taken a look at various concepts to understand exactly how to deal with the present scenario handy. The complying with three choices have actually been suggested to assist Lewis handle the business obstacles in the marketing department. Each of these options has been suggested for alleviating the change needed to bring the advertising and marketing division in accordance with the demands of the market as well as for making the social adjustment that would certainly adhere to as soon as the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting as well as Production features. Assimilation of Advertising with Procedures.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal marketing firm of Island Ecn is currently stamina for the organization in terms of saving up on overheads associated with advertising and promo. Given that no new employment has actually been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the advertising function, this is a positive chance for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business marketing along with agency and also retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both marketing and advertising functions.

The benefit of this method is that it will certainly integrate both features while lowering the need for employing an additional resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing department and regardless her replacement would be required for the present duty that she is performing. The downside of this option is that exterior hiring might bring about bitterness from interior workers that may be considering the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the competitive pressures as well as high quality job needed from the ad agency, it is advised that Lewis needs to enable the production device to be a separate function from the advertising system. Given that the majority of advertising agencies had these two features as different devices, it makes more feeling to follow the standard. Both functions may be able to focus on their core turns on extra efficiently. Nevertheless, the downside of this method would be that added expenses would certainly have to be birthed for establishing different manufacturing functions. In addition to this, a production head may have to be worked with which could increase expenses for the organization.

Combination of Marketing with Procedures: Because Lewis is currently taking care of the marketing and also operations divisions at the same time; it makes sense to incorporate the 2 features given that she has been efficiently taking care of both ends. The reality that Lewis has to adapt her monitoring design for the marketing division suggests that these 2 departments would be culturally varied.


An assessment of the three choices shows that assimilation of advertising and marketing as well as operations would not be a practical step due to the large differences between the two divisions in spite of the fact that currently Lewis is managing both. While separation of the manufacturing feature might have been a beneficial action for the advertising division, the truth that it would imply positioning a third function under Lewis's wing implies this ought to be avoided.

Action Plan.
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will divide herself from operations.

A democratic leadership design with worker empowerment will certainly be utilized in advertising division.

Open up door policy and also emphasis on cross departmental communication will be focused on eliminating dissonance.

Contingency plan.

If the combination does not exercise as intended, a backup plan would adhere to which would separate the production feature from the marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing feature will definitely be divided by placing it under an SVP manufacturing.