It Governance At Oxford Industries Information Architecture For Financial Data Case Study Solution


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It Governance At Oxford Industries Information Architecture For Financial Data Case Study Help

Background and Facts

It Governance At Oxford Industries Information Architecture For Financial Data a workplace materials retailer for small and also medium sized companies has just recently been involved in planning for a merging with its rival House Deport, which has influenced performance levels in departmentswith the senior supervisor involved in legal difficulties put forth by the government Profession Commission. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With difficulties in the kind of a possible social change and also reduced staff member morale, the company is in need of a full reengineering initiative at the advertising department.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising division of It Governance At Oxford Industries Information Architecture For Financial Data is raising unpredictability in the working environment causing various obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical decisions because Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Commission's intervention at the same time. Provided the truth that the shop has an international existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might be able to impact efficiency or calculated goals. Federal Profession Compensation's antitrust match versus the merger used up beneficial time of the organization's elderly management recommending that 'political' factors can have severe ramifications for a worldwide organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the worldwide situation suggest that It Governance At Oxford Industries Information Architecture For Financial Data is flourishing in a setting where there is possible development of services. Reality that store customers are primarily looking for office materials for home offices recommends that the market has a rising pattern of entrepreneurs and residence based companies.

Social factors: Social patterns in the economic situation show that customers are seeking convenience as well as attractive prices. Marketing research shows how the client for It Governance At Oxford Industries Information Architecture For Financial Data lacks recognition regarding locating options which can offer a combination of ease as well as low costs.

Technological factors: Innovation plays a vital duty in It Governance At Oxford Industries Information Architecture For Financial Data's organisation method specifically as the company is piloting Modern technology facilities which would supply technology sales and assistance in the form of memory upgrades, peripheral installments. (Recap of PARASITE in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Habits problems can be seen in It Governance At Oxford Industries Information Architecture For Financial Data's case as highlighted in this section.

Worries concerning cultural adjustment: There is uneasiness regarding a cultural modification that would occur when Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with a lot of the personnel already showing unhappiness over this prospective move. This anticipated change has produced tension in the work environment which has actually been coupled with the previous stress and anxiety of preparing the firm for a potential merging with Residence Deport.
Pest Analysis
Stressful Job Setting for Newcomers: There is shortage of personnel that can match the stressful environment of a busy company. Not only does this cause difficulty in locating the appropriate people, it places stress and anxiety on brand-new hires as can not stand up to the rate and stress that the company expects them to birth.

Twin Coverage Lines: Newcomers find this organizational society cumbersome as well as challenging to deal with especially as populated line partnerships are suggested to be weak generally and unbiased setting and performance evaluation is still done by the solid line supervisor. This means that beginners might shed clarity about their corresponding duties and objectives especially as populated line coverage does not keep them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had been hypothesized that the latter would certainly take Krasnow's placement came as a blow to her spirits. Lewis may have been capable and suitable for the job yet the fact that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Fear & Work Insecurity: Concern and insecurity can be determined as 2 significant worries that Lewis would be dealing with particularly as the merger has actually currently be cancelled and also 2 senior executives of the advertising division would be leaving. The whole duty of the division would be dropping on Lewis's shoulders who would not just be in charge of brining concerning a cultural change however would certainly additionally have to verify herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's monitoring style and also its conflict with the marketing department's role can also be viewed as an OB obstacle particularly as she has been used to managing issues in the procedures division where personnel are educated to focus on processes and get them right. The marketing department on the other hand can be viewed as a team of people who are utilized to being nurtured by Krasnow who focused extra on result than processes.

Interdepartmental Disputes: Interdepartmental differences between three divisions, marketing, merchandizing and also operations respectively over the allotment of the marketing mix can be identified as an additional OB issue. Although the advertising and marketing department does not share the very same vision as the other two departments concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and procedures divisions do not agree over the advertising and marketing mix appropriation among each other either.

Fragmentation in Advertising Department: Disintegration in between the marketing and advertising departments can be recognized as one more OB problem which could need more focus. The fact that the advertising and marketing sections in the marketing division are disconnected is stopping both departments from acquiring from each various other's experience as well as expertise. Integration of advertising with retailing and operations would certainly become more difficult if the advertising division itself is broken down which can be another possible OB issue.

It Governance At Oxford Industries Information Architecture For Financial Data Analysis

Various theories have been utilized to explain the situations to obtain additional quality concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that subordinates are passive and careless, have little ambition and also stand up to modification. The difficult version of this theory stressed threat, tight controls, risks and punishments. With time it produces low efficiency, subtle sabotage and also rivalry (Bargain, 2003). Although the situation at It Governance At Oxford Industries Information Architecture For Financial Data is not totally adhering to Theory X, it can be seen that brand-new hires are finding this atmosphere instead difficult which may eventually lead to a better disposition of the management in the direction of Theory X. According to McGregor's supported sight, which he called Theory Y, the necessary task of the monitoring is to organize business conditions so that individuals can achieve their very own goals best by directing their initiatives towards business benefits. If individuals discover no fulfillment in their job, the administration would have little choice however to depend on concept X as well as outside control (Offer, 2003). Even while examining Lewis's monitoring style, theory X might have appropriated in the procedures department somewhat yet the Advertising department would need dependence on Theory Y in order to get the creative thinking and originality from the groups.

Tuckman's Teamwork Theory: As for Lewis's concern regarding bringing consistency between the marketing and advertising department is concerned, this would at first bring about 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 stage of team growth, individuals might not bond, as they are busy finding their area in the team. By incorporating the advertising and marketing division's work, there might be the same initial detach which might cause the 2nd phase of 'storming' where the teams test one another. Nevertheless, it is only throughout the 3rd phase or 'norming' when they would certainly come together to share concepts before the team can bring about harmony in the fourth phase 'executing'.

Bridges' Shift Version: According To William Bridge's concept (appendix 4), people are quite uncomfortable with change, which is evident by the situation at It Governance At Oxford Industries Information Architecture For Financial Data The scenario can be viewed as a normal course of life if is researched based on Bridge's concept where he discusses that individuals undergo three stages of change when they experience change. 'End, losing and also Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals are presented with change, they enter phase one and so there may be feelings like despair, unpredictability, aggravation, rage, concern, rejection and disorientation.The circumstance at the advertising and marketing division of It Governance At Oxford Industries Information Architecture For Financial Data is similar so Lewis can obtain comfortable with the idea that it is not extraordinary behavior. In the 2nd phase, there might be a need to link the void in between the new as well as old society so Lewis might have to face this experience when Krasnow leaves. There may be low spirits as well as low productivity at this phase which ought to not be taken as an obstacle. It is during this phase that Lewis will have to provide advice to the department so that they can discover a sense of direction. It can be seen exactly how Krasnow has actually already made this transition less complicated by making Lewis get associated with the division a year before his real departure. According to Bridges' Model, stage 3 will produce openness to discovering, High power and also commitment as individuals will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the significance of 'security needs as being a lower level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe and out of danger' is at the 2nd degree of requirements. Prior to an employee can be made to establish mentally, he requires to have his 'Physical 'and 'Security' requires satisfied.

SWOT Analysis for It Governance At Oxford Industries Information Architecture For Financial Data Case Study

Effects of Analysis.

The OB analysis has considered numerous concepts to understand exactly how to handle the current scenario available. The complying with 3 choices have been recommended to help Lewis deal with the business obstacles in the advertising department. Each of these choices has actually been proposed for easing the shift needed to bring the marketing department in line with the needs of the market and also for making the cultural adjustment that would certainly comply with as soon as the current leader leaves.

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

Evaluation of Alternatives.

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

The advantage of this technique is that it will integrate both features while lowering the requirement for employing an added source for advertising. Along with this, Lewis would certainly be heading the advertising and marketing division as well as regardless her replacement would be needed for the present function that she is doing. The downside of this choice is that outside hiring might produce bitterness from interior personnel who might be looking at the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the affordable stress as well as high top quality job called for from the advertising and marketing firm, it is suggested that Lewis ought to permit the manufacturing device to be a different feature from the advertising system. Since most advertising and marketing agencies had these 2 features as different systems, it makes more sense to adhere to the standard.

Assimilation of Marketing with Workflows: Considering that Lewis is already taking treatment of the advertising as well as procedures departments concurrently; it makes feeling to integrate the 2 features considering that she has been effectively taking care of both ends. The truth that Lewis has to adjust her administration style for the marketing department suggests that these 2 departments would be culturally diverse.


An evaluation of the three options shows that assimilation of marketing and operations would not be a possible move due to the huge distinctions between the two departments although that currently Lewis is managing both. While splitting up of the production function might have been a beneficial step for the advertising department, the truth that it would mean positioning a 3rd feature under Lewis's wing indicates this ought to be avoided also. The integration of the advertising department is the very best choice in terms of obtaining the optimum results from the division. An activity plan for this alternative is talked about listed below.

Action Strategy.
Lewis will 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 hired to take Lewis's location as SVP of advertising and marketing.

Manufacturing function will continue to be part of advertising under marketing function.

Lewis will certainly divide herself from procedures.

A democratic leadership design with worker empowerment will certainly be made use of in advertising and marketing department.

Open door policy and also emphasis on cross department communication will certainly be targeted at getting rid of disharmony.

Backup plan.

If the integration does not work out as intended, a backup plan would certainly comply with which would separate the production function from the advertising and marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing division without an SVP. Because case the production function will absolutely be divided by putting it under an SVP production.