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Jet Propulsion Laboratory Case Study Analysis

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Jet Propulsion Laboratory Case Study Solution

Background and Facts

Jet Propulsion Laboratory a workplace materials merchant for small and medium sized services has lately been associated with planning for a merging with its rival House Deport, which has actually influenced efficiency degrees in departmentswith the elderly supervisor involved in lawful problems presented by the government Trade Payment. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the future. With difficulties in the type of a prospective social adjustment and low worker spirits, the company needs a total reengineering effort at the advertising division.

Issue Declaration
Porter's 5 Forces Analysis
The potential cultural change at the marketing division of Jet Propulsion Laboratory is raising uncertainty in the working environment bring about numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting tactical decisions since Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Trade Commission's treatment in the process. Provided the fact that the store has an international visibility with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may be able to affect performance or calculated objectives. Federal Profession Compensation's antitrust fit against the merging occupied important time of the company's senior monitoring recommending that 'political' factors can have major effects for a worldwide service.

Economic Factors: Financial factors such as the emergence of small businesses in the international scenario suggest that Jet Propulsion Laboratory is prospering in a setting where there is potential development of businesses. In addition to this, fact that shop consumers are primarily trying to find office materials for home offices recommends that the market has a rising trend of entrepreneurs and also online companies.

Social factors: Social trends in the economic situation reveal that consumers are looking for ease in addition to eye-catching rates. Marketing research demonstrates how the consumer for Jet Propulsion Laboratory lacks recognition about discovering services which can supply a mix of benefit as well as low costs.

Technical factors: Modern technology plays a vital function in Jet Propulsion Laboratory's company strategy specifically as the company is piloting Innovation centers which would certainly use innovation sales as well as assistance in the type of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Actions issues can be seen in Jet Propulsion Laboratory's case as highlighted in this section.

Worries about social adjustment: There is concern concerning a social modification that would certainly happen when Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with the majority of the team member already showing unhappiness over this prospective action. This anticipated change has actually produced tension in the workplace which has actually been paired with the past stress and anxiety of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is shortage of personnel that can match the stressful setting of a fast-paced company. Not only does this result in trouble in locating the best individuals, it puts anxiety on brand-new hires as can not endure the pace as well as pressure that the organization expects them to birth.

Double Reporting Lines: Novices find this organizational culture cumbersome and hard to handle especially as populated line partnerships are indicated to be weak in general and unbiased setting as well as efficiency examination is still done by the solid line supervisor. This indicates that beginners could shed clarity regarding their corresponding functions and also goals specifically as populated line reporting does not maintain them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had been speculated that the latter would take Krasnow's placement came as a strike to her morale. Lewis might have been capable and also ideal for the job however the truth that Kransnow's departure would make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Fear as well as insecurity can be identified as two significant problems that Lewis would certainly be managing especially as the merging has actually currently be terminated and 2 senior executives of the marketing department would certainly be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would not just supervise of brining concerning a cultural adjustment however would certainly also have to confirm herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's monitoring style as well as its conflict with the advertising and marketing division's function can additionally be viewed as an OB obstacle particularly as she has actually been utilized to handling problems in the procedures division where personnel are educated to concentrate on processes and also obtain them right. The marketing division on the various other hand can be seen as a team of individuals who are used to being supported by Krasnow that concentrated more on output than procedures.

Interdepartmental Disagreements: Interdepartmental differences in between 3 divisions, marketing, merchandizing as well as procedures specifically over the allotment of the marketing mix can be recognized as an additional OB issue. Although the advertising department does not share the same vision as the various other two departments relating to the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and operations departments do not concur over the advertising and marketing mix allocation amongst each other either.

Disintegration in Advertising Department: Fragmentation between the marketing and advertising departments can be recognized as an additional OB concern which can require additional focus. The reality that the marketing and advertising sections in the advertising division are disconnected is avoiding both divisions from obtaining from each other's experience and knowledge. Combination of advertising and marketing with retailing as well as procedures would certainly come to be more difficult if the marketing division itself is broken down which can be another prospective OB worry.

Jet Propulsion Laboratory Analysis

Numerous concepts have been utilized to clarify the conditions to get more quality about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors believe that subordinates are easy as well as lazy, have little ambition and also withstand modification. The situation at Jet Propulsion Laboratory is not completely adhering to Theory X, it can be seen that new hires are locating this environment instead stressful which may eventually lead to a greater inclination of the monitoring in the direction of Concept X. Even while examining Lewis's monitoring design, concept X may have been ideal in the procedures division to some level yet the Advertising division would need reliance on Theory Y in order to obtain the creativity and creativity from the teams.

Tuckman's Teamwork Theory: Regarding Lewis's concern regarding bringing harmony in between the advertising and marketing division is worried, this would initially lead to conflict as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, during the preliminary stage of group growth, individuals may not bond, as they are busy locating their place in the team. By integrating the advertising and marketing division's work, there might be the same first separate which might cause the second phase of 'storming' where the teams test one another. It is only during the 3rd stage or 'norming' when they would certainly come with each other to share concepts prior to the team can bring about harmony in the 4th phase 'executing'.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), people are quite uncomfortable with modification, which is noticeable by the scenario at Jet Propulsion Laboratory The situation can be viewed as a regular program of life if is studied as per Bridge's theory where he discusses that people experience 3 phases of change when they experience modification. 'Ending, losing and also Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they go into stage one and so there might be feelings like despair, unpredictability, aggravation, anger, concern, rejection as well as disorientation.The scenario at the marketing division of Jet Propulsion Laboratory is similar so Lewis can get comfortable with the idea that it is not amazing habits. In the second stage, there may be a need to bridge the void in between the new and old culture so Lewis may have to encounter this experience as soon as Krasnow leaves. There might be low morale as well as low productivity at this stage which should not be taken as a trouble. It is during this stage that Lewis will certainly have to offer advice to the division to make sure that they can locate an orientation. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis obtain involved in the department a year prior to his actual departure. Based on Bridges' Version, phase three will cause openness to discovering, High energy as well as dedication as people will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB concern related to insecurity at the office has been set off to start with by the change in administration and secondly by the reality that the merger will no longer be launched. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has reviews the relevance of 'safety and security needs as being a lower level demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel safe and also untouched' goes to the 2nd degree of requirements. Before a staff member can be made to create psychologically, he requires to have his 'Physical 'and 'Security' requires satisfied. This indicates that unless the personnel are made to feel safe and secure about their present work condition in Jet Propulsion Laboratory they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Jet Propulsion Laboratory Case Study



Ramification of Analysis.

The OB analysis has actually checked out different concepts to understand how to cope with the present circumstance at hand. The following 3 choices have been recommended to aid Lewis deal with the business challenges in the marketing division. Each of these alternatives has been proposed for easing the change required to bring the marketing department in accordance with the requirements of the marketplace and for making the social change that would adhere to as soon as the existing leader leaves.

Integration of advertising and marketing functions. Separating Adverting and Production features. Assimilation of Advertising with Operations.

Examination of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business advertising along with firm and also retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both marketing and advertising functions.

The benefit of this technique is that it will certainly incorporate both functions while lowering the demand for employing an added source for advertising and marketing. Lewis would certainly be heading the advertising and marketing division and in any kind of case her substitute would certainly be required for the current function that she is executing. The disadvantage of this alternative is that outside hiring may bring about animosity from inner personnel that may be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Production: Offered the competitive stress and high quality work called for from the advertising and marketing firm, it is suggested that Lewis ought to allow the production device to be a different function from the marketing unit. Given that a lot of advertising and marketing companies had these 2 features as different units, it makes even more sense to adhere to the standard.

Combination of Marketing with Operations: Given that Lewis is currently taking treatment of the advertising and marketing and operations departments simultaneously; it makes feeling to incorporate the 2 functions because she has been efficiently taking treatment of both ends. The fact that Lewis has to adapt her monitoring style for the advertising and marketing department suggests that these two divisions would certainly be culturally varied.

Recommendation.



An assessment of the three options suggests that integration of advertising as well as procedures would certainly not be a possible move due to the vast differences between the 2 divisions regardless of the truth that currently Lewis is managing both. While separation of the manufacturing function might have been a favorable step for the marketing department, the reality that it would certainly imply placing a third feature under Lewis's wing means this need to be stayed clear of.

Activity Plan.
Recommendation
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Manufacturing feature will continue to be component of marketing under marketing feature.

Lewis will certainly divide herself from operations.

An autonomous management style with worker empowerment will certainly be used in marketing department.

Open up door policy and emphasis on cross departmental communication will certainly be aimed at removing dissonance.

Contingency plan.

If the assimilation does not work out as intended, a contingency plan would follow which would certainly divide the manufacturing feature from the marketing feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production feature will definitely be divided by putting it under an SVP production.