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Jo Anne Heywood B Case Study Analysis

CASE ANALYSIS

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Background and Facts

Jo Anne Heywood B a workplace products retailer for small as well as average sized services has actually lately been associated with preparing for a merger with its competitor Home Deport, which has actually impacted performance degrees in departmentswith the senior manager associated with lawful complications presented by the government Trade Compensation. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the near future. With obstacles in the form of a potential cultural change as well as reduced staff member spirits, the company needs a total reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of Jo Anne Heywood B is enhancing unpredictability in the workplace resulting in various obstacles for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting tactical choices since Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Commission's intervention in the process. Offered the truth that the store has a global visibility with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may be able to affect efficiency or tactical objectives. Federal Trade Compensation's antitrust match versus the merger used up valuable time of the organization's elderly management recommending that 'political' factors can have major ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the global scenario recommend that Jo Anne Heywood B is thriving in a setting where there is possible development of organisations. Reality that store clients are primarily looking for office products for home workplaces suggests that the market has a rising trend of entrepreneurs as well as residence based businesses.

Social factors: Social fads in the economic climate reveal that customers are trying to find benefit as well as attractive rates. Market research demonstrates how the customer for Jo Anne Heywood B does not have understanding regarding finding remedies which can supply a combination of benefit and also affordable.

Technical factors: Technology plays a crucial duty in Jo Anne Heywood B's business method specifically as the company is piloting Innovation centers which would offer innovation sales as well as assistance in the type of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and Effects.

Numerous underlying Business Behavior problems can be seen in Jo Anne Heywood B's case as highlighted in this section.

Apprehensions concerning social change: There is worry about a cultural change that would happen as soon as Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with a lot of the personnel already revealing unhappiness over this possible step. This predicted change has actually developed stress in the office which has actually been combined with the previous stress and anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of employees that can match the stressful environment of a busy company. Not only does this bring about problem in discovering the ideal individuals, it puts anxiety on brand-new hires as can not hold up against the pace as well as stress that the company anticipates them to birth.

Twin Reporting Lines: Beginners discover this business society cumbersome and also challenging to cope with especially as dotted line connections are meant to be weaker generally as well as unbiased setup as well as efficiency examination is still done by the solid line manager. This suggests that novices could shed clarity about their particular roles and also goals specifically as populated line coverage does not keep them in straight interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been speculated that the last would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and appropriate for the job yet the truth that Kransnow's separation would make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Insecurity: Anxiety and instability can be identified as two major problems that Lewis would be managing especially as the merging has actually now be terminated and also 2 senior execs of the advertising and marketing department would be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders who would not just be in charge of brining about a social change but would additionally need to confirm herself in her brand-new duty.

Incompatible Management Style of Leader: Lewis's monitoring style as well as its incompatibility with the advertising division's function can additionally be seen as an OB challenge specifically as she has actually been used to dealing with issues in the operations department where workers are instructed to focus on procedures and also get them right. The advertising division on the other hand can be seen as a team of individuals that are made use of to being nurtured by Krasnow who focused more on outcome than processes.

Interdepartmental Differences: Interdepartmental disagreements between three departments, advertising, merchandizing and operations specifically over the allotment of the advertising mix can be identified as one more OB problem. The advertising division does not share the same vision as the other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures departments do not concur over the advertising mix allowance among one another either.

Disintegration in Marketing Department: Fragmentation between the marketing and advertising departments can be identified as another OB concern which can require more interest. The fact that the marketing and advertising areas in the advertising and marketing division are detached is avoiding both divisions from getting from each various other's experience as well as knowledge. Combination of advertising with retailing and also operations would certainly become harder if the advertising department itself is disintegrated which can be an additional possible OB issue.

Jo Anne Heywood B Analysis

Numerous concepts have been used to explain the situations to obtain additional quality concerning the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that subordinates are easy and careless, have little aspiration as well as withstand modification. The tough variation of this concept emphasized coercion, tight controls, risks as well as punishments. In time it creates reduced productivity, subtle sabotage and competition (Bargain, 2003). The circumstance at Jo Anne Heywood B is not totally complying with Concept X, it can be seen that new hires are discovering this environment instead difficult which might ultimately lead to a higher disposition of the management in the direction of Theory X. According to McGregor's supported sight, which he called Theory Y, the important job of the administration is to prepare organizational conditions to ensure that individuals can attain their very own objectives best by directing their efforts towards organizational incentives. If individuals find no satisfaction in their work, the management would certainly have little option yet to count on theory X and exterior control (Bargain, 2003). Even while analyzing Lewis's management design, concept X might have been suitable in the procedures division somewhat but the Marketing department would certainly call for reliance on Theory Y in order to get the creative thinking as well as originality from the groups.

Tuckman's Synergy Concept: As for Lewis's problem concerning bringing consistency between the advertising and marketing division is concerned, this would originally result in contrast as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the initial phase of team growth, individuals might not bond, as they are hectic discovering their location in the group. By integrating the advertising and marketing department's work, there may be the same initial disconnect which might bring about the second stage of 'storming' where the teams challenge one another. However, it is only during the 3rd phase or 'norming' when they would collaborate to share suggestions before the team can cause harmony in the fourth stage 'executing'.

Bridges' Shift Version: As per William Bridge's theory (appendix 4), people are fairly uncomfortable with modification, which is apparent by the circumstance at Jo Anne Heywood B The circumstance can be seen as a normal program of life if is examined according to Bridge's theory where he describes that people undergo three stages of change when they experience modification. 'End, losing and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people are presented with modification, they go into stage one and so there may be emotions like despair, unpredictability, stress, rage, worry, denial as well as disorientation.The scenario at the advertising and marketing department of Jo Anne Heywood B is comparable so Lewis can obtain comfortable with the concept that it is not remarkable habits. In the second stage, there may be a need to link the gap in between the brand-new and old culture so Lewis may have to encounter this ordeal as soon as Krasnow leaves. There might be reduced spirits and reduced productivity at this phase which need to not be taken as an obstacle. It is throughout this phase that Lewis will need to provide support to the department to ensure that they can locate an orientation. It can be seen just how Krasnow has actually already made this change less complicated by making Lewis get involved in the department a year before his real separation. As per Bridges' Version, stage 3 will bring about openness to learning, High energy and also commitment as individuals will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Need power structure: The OB problem pertaining to insecurity at the office has been set off to start with by the adjustment in administration and also second of all by the reality that the merging will no more be started. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has reviews the relevance of 'safety requires as being a reduced degree requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and also untouched' is at the 2nd degree of requirements. Before an employee can be made to create psychologically, he needs to have his 'Physiological 'and also 'Security' needs fulfilled. This suggests that unless the workers are made to feel safe and secure regarding their existing work condition in Jo Anne Heywood B they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Jo Anne Heywood B Case Study



Ramification of Analysis.

The OB analysis has checked out various theories to understand how to deal with the current scenario available. The complying with three options have been proposed to help Lewis deal with the organizational challenges in the advertising and marketing department. Each of these alternatives has actually been proposed for alleviating the change needed to bring the advertising division in line with the demands of the market and also for making the cultural adjustment that would certainly comply with when the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and Manufacturing functions. Assimilation of Advertising And Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business advertising and marketing along with agency and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and also advertising features.

The advantage of this technique is that it will certainly incorporate the two functions while reducing the demand for employing an extra source for marketing. Lewis would be heading the advertising and marketing division and in any type of case her replacement would be required for the existing role that she is carrying out. The negative aspect of this alternative is that outside hiring might bring about bitterness from internal employees who might be eying the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Production: Provided the affordable pressures as well as high top quality work required from the advertising firm, it is suggested that Lewis ought to permit the production device to be a separate feature from the advertising and marketing system. Given that a lot of advertising and marketing agencies had these two functions as separate units, it makes even more feeling to comply with the standard.

Assimilation of Advertising with Procedures: Considering that Lewis is currently looking after the advertising and marketing as well as procedures divisions simultaneously; it makes sense to integrate both features because she has been successfully caring for both ends. The truth that both departments already have significant differences over allocation of sources recommends that this integration might have the ability to produce harmony specifically as Lewis would certainly be heading both ends.However there are various disadvantages of this action particularly as it would certainly place way too much worry over Lewis's shoulders. The reality that Lewis has to adjust her management style for the advertising and marketing department recommends that these 2 divisions would certainly be culturally diverse. Lewis might not be able to use one type of leadership style to both departments which could result in inefficiency in either one of the 2 functions.

Referral.



An evaluation of the three alternatives indicates that combination of advertising and marketing and procedures would certainly not be a viable action due to the vast differences between the two divisions although that currently Lewis is handling both. While separation of the production function might have been a desirable step for the marketing division, the truth that it would indicate positioning a third feature under Lewis's wing indicates this ought to be prevented. The integration of the advertising and marketing division is the most effective choice in regards to obtaining the ideal arise from the department. An action plan for this alternative is discussed listed below.

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

Advertising and Marketing functions would be combined.

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

Production feature will certainly stay part of advertising and marketing under marketing feature.

Lewis will divide herself from procedures.

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

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

Contingency strategy.

If the integration does not work out as prepared, a backup strategy would certainly follow which would certainly separate the manufacturing function from the advertising feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising division without an SVP. Because case the production function will definitely be divided by positioning it under an SVP manufacturing.