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Joe Perez Case Study Solution

CASE ANALYSIS

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Joe Perez Case Study Analysis

Background and Facts

Joe Perez a workplace materials store for little and moderate sized businesses has actually recently been involved in preparing for a merger with its rival House Deport, which has affected efficiency degrees in departmentswith the elderly supervisor associated with lawful problems presented by the government Trade Compensation. With the Marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the future. With difficulties in the type of a possible social adjustment and reduced worker morale, the company is in need of a complete reengineering effort at the advertising division.

Problem Statement

The possible cultural change at the advertising department of Joe Perez is raising uncertainty in the working environment resulting in different challenges 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 role in influencing critical decisions since Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Trade Commission's treatment in the process. Offered the reality that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might be able to affect efficiency or critical goals. Federal Profession Compensation's antitrust match versus the merging occupied important time of the company's elderly administration recommending that 'political' factors can have severe ramifications for a worldwide business.

Economic Factors: Economic factors such as the appearance of small businesses in the global scenario suggest that Joe Perez is flourishing in a setting where there is potential growth of organisations. Fact that store consumers are primarily looking for office supplies for residence workplaces recommends that the market has a rising pattern of entrepreneurs and also home based companies.

Social factors: Social trends in the economic situation reveal that customers are trying to find benefit as well as appealing costs. Market research shows how the consumer for Joe Perez lacks recognition about discovering remedies which can use a combination of comfort and low costs.

Technical factors: Technology plays a vital role in Joe Perez's company technique particularly as the company is piloting Technology centers which would supply technology sales and support in the form of memory upgrades, peripheral installations. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Actions problems can be seen in Joe Perez's case as highlighted in this area.

Concerns about cultural adjustment: There is worry concerning a cultural modification that would certainly take place when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with most of the personnel already revealing discontent over this possible action. This anticipated modification has created anxiety in the work environment which has been combined with the past stress of preparing the company for a possible merger with House Deport.

Demanding Work Setting for Newcomers: There is scarcity of employees that can match the demanding setting of a hectic company. Not just does this lead to problem in finding the best individuals, it places stress and anxiety on brand-new hires as can not endure the speed as well as pressure that the company anticipates them to birth.

Double Coverage Lines: Newcomers find this business culture cumbersome and also difficult to manage specifically as populated line connections are implied to be weaker in general as well as unbiased setting and also efficiency examination is still done by the strong line supervisor. This suggests that novices could shed quality about their respective roles as well as objectives specifically as populated line reporting does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been guessed that the last would certainly take Krasnow's position came as a blow to her morale. Lewis might have been capable and also appropriate for the work however the fact that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Anxiety & Task Insecurity: Anxiety and also insecurity can be recognized as two major concerns that Lewis would be managing specifically as the merger has actually currently be cancelled and 2 senior executives of the marketing department would certainly be leaving. The entire obligation of the department would be falling on Lewis's shoulders who would certainly not just be in charge of brining regarding a social adjustment but would certainly additionally need to show herself in her new role.

Incompatible Monitoring Style of Leader: Lewis's management style as well as its incompatibility with the advertising and marketing division's role can additionally be seen as an OB challenge particularly as she has actually been used to dealing with concerns in the procedures department where workers are educated to concentrate on procedures and also obtain them. The marketing division on the various other hand can be viewed as a team of individuals who are made use of to being supported by Krasnow that concentrated more on result than processes.

Interdepartmental Disputes: Interdepartmental disagreements between 3 departments, marketing, merchandizing and also procedures respectively over the appropriation of the advertising and marketing mix can be identified as another OB worry. The advertising department does not share the exact same vision as the various other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and procedures divisions do not agree over the advertising and marketing mix allowance amongst one another either.

Disintegration in Marketing Division: Fragmentation between the marketing and advertising divisions can be identified as an additional OB problem which could require additional interest. The fact that the marketing and advertising areas in the advertising and marketing division are separated is avoiding both departments from acquiring from each other's experience and knowledge. Assimilation of advertising with retailing and also operations would certainly become more difficult if the advertising and marketing department itself is disintegrated which can be another potential OB worry.

Joe Perez Analysis

Different theories have actually been used to describe the situations to get more quality regarding the circumstance at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are easy as well as careless, have little passion and also resist change. The circumstance at Joe Perez is not totally complying with Theory X, it can be seen that new hires are locating this setting instead difficult which might ultimately lead to a better disposition of the management in the direction of Theory X. Even while examining Lewis's monitoring style, theory X might have been suitable in the operations division to some degree yet the Advertising and marketing department would certainly require reliance on Theory Y in order to obtain the creativity and creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's worry regarding bringing consistency between the advertising and also advertising and marketing department is concerned, this would originally lead to contrast as gone over by Bruce Tuckman in his 'Synergy Concept'. By incorporating the marketing and also advertising and marketing division's job, there might be the same preliminary separate which could lead to the 2nd phase of 'storming' where the teams test one another.

When individuals are presented with change, they go into phase one and also so there may be emotions like sadness, unpredictability, frustration, anger, anxiety, rejection as well as disorientation.The situation at the marketing department of Joe Perez is similar so Lewis can obtain comfortable with the concept that it is not remarkable actions. It is throughout this phase that Lewis will have to offer advice to the department so that they can find a feeling of direction. It can be seen how Krasnow has currently made this transition easier by making Lewis get involved in the division a year prior to his real separation.

Maslow's Requirement power structure: The OB problem pertaining to instability at the office has been triggered to start with by the modification in administration and also secondly by the truth that the merging will no more be initiated. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has talks about the significance of 'security requires as being a reduced degree demand of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel safe and secure and also untouched' is at the second degree of requirements. Before an employee can be made to establish emotionally, he needs to have his 'Physical 'and also 'Safety' requires fulfilled. This suggests that unless the employees are made to feel safe about their existing employment condition in Joe Perez they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Joe Perez Case Study



Effects of Analysis.

The OB analysis has actually looked at numerous theories to understand exactly how to deal with the present circumstance at hand. The following 3 choices have actually been proposed to assist Lewis take care of the business obstacles in the advertising department. Each of these options has actually been recommended for easing the transition needed to bring the marketing department according to the needs of the marketplace and also for making the cultural modification that would certainly comply with when the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting and Production functions. Integration of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal advertising agency of Joe Perez is already stamina for the company in terms of saving up on overheads connected to advertising as well as promo. Since no new recruitment has been done after Bridget Cole's departure with the reporting line being straight assigned to Krasnow for the advertising and marketing feature, this is a positive possibility for integrating the advertising and marketing functions. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business marketing along with company and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both marketing and advertising features.

The benefit of this method is that it will certainly integrate both features while lowering the need for working with an extra source for marketing. In addition to this, Lewis would be heading the advertising department and also regardless her substitute would certainly be required for the present role that she is carrying out. The drawback of this option is that external hiring may cause animosity from inner employees who might be eying the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Given the competitive stress as well as top quality job required from the advertising agency, it is advised that Lewis must permit the manufacturing system to be a different function from the marketing system. Considering that most ad agency had these 2 functions as separate systems, it makes even more sense to follow the standard. Both functions may be able to focus on their core activates much more successfully. Nonetheless, the disadvantage of this technique would be that added costs would certainly need to be birthed for setting up separate production functions. A production head may have to be employed which could boost expenses for the company.

Integration of Advertising And Marketing with Procedures: Considering that Lewis is already looking after the marketing as well as operations divisions all at once; it makes sense to incorporate both features because she has been successfully dealing with both ends. The fact that both departments currently have significant differences over allowance of sources recommends that this integration might have the ability to produce consistency particularly as Lewis would be heading both ends.However there are different downsides of this step especially as it would certainly place way too much problem over Lewis's shoulders. The fact that Lewis has to adapt her administration design for the advertising and marketing department suggests that these 2 divisions would certainly be culturally varied. Lewis might not be able to use one kind of leadership design to both departments which might result in inefficiency in either one of the 2 functions.

Recommendation.



An evaluation of the three alternatives suggests that integration of marketing and also operations would certainly not be a viable move due to the huge differences between the two departments despite the reality that presently Lewis is dealing with both. While splitting up of the manufacturing feature might have been a beneficial step for the advertising and marketing department, the fact that it would mean putting a 3rd feature under Lewis's wing indicates this need to be avoided.

Activity Strategy.

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

Advertising and Marketing features would certainly be combined.

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

Manufacturing feature will stay component of advertising and marketing under advertising and marketing function.

Lewis will separate herself from operations.

A democratic management style with staff member empowerment will be used in advertising and marketing division.

Open door plan as well as emphasis on cross departmental communication will certainly be focused on eliminating dissonance.

Backup strategy.

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