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Joe Smiths Closing Analysis B Case Study Help

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Joe Smiths Closing Analysis B Case Study Help

Background and Facts

Joe Smiths Closing Analysis B an office supplies merchant for tiny as well as average sized services has lately been involved in planning for a merging with its rival House Deport, which has actually affected performance degrees in departmentswith the senior manager involved in legal difficulties presented by the federal Profession Commission. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the future. With obstacles in the form of a possible social modification and also reduced worker morale, the company wants a full reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing department of Joe Smiths Closing Analysis B is enhancing unpredictability in the working environment causing different challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing tactical choices since Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Commission's intervention while doing so. Provided the reality that the shop has a global existence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations might be able to influence performance or strategic objectives. Federal Trade Compensation's antitrust match versus the merging took up important time of the organization's elderly management recommending that 'political' factors can have significant effects for a worldwide company.

Economic Factors: Financial factors such as the development of small businesses in the international scenario recommend that Joe Smiths Closing Analysis B is flourishing in an environment where there is potential development of companies. Reality that shop customers are mainly looking for office products for house workplaces recommends that the market has an increasing trend of entrepreneurs and house based services.

Social factors: Social fads in the economic climate reveal that consumers are trying to find convenience along with appealing prices. Marketing research shows how the customer for Joe Smiths Closing Analysis B does not have recognition concerning discovering options which can supply a mix of convenience and also affordable.

Technological factors: Innovation plays an important duty in Joe Smiths Closing Analysis B's service strategy especially as the organization is piloting Innovation facilities which would certainly use innovation sales and support in the form of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Business Habits concerns can be seen in Joe Smiths Closing Analysis B's case as highlighted in this section.

Worries about social adjustment: There is apprehension regarding a cultural change that would certainly take place as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with a lot of the staff members currently showing discontent over this possible step. This predicted modification has produced anxiety in the work environment which has actually been combined with the past stress and anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is shortage of workers that can match the difficult atmosphere of a hectic organization. Not only does this bring about problem in discovering the appropriate individuals, it places anxiety on brand-new hires as can not withstand the rate as well as stress that the organization anticipates them to bear.

Dual Reporting Lines: Newcomers locate this business society cumbersome and difficult to cope with specifically as dotted line relationships are implied to be weaker generally and also unbiased setup and also efficiency examination is still done by the strong line manager. This indicates that newbies might lose clearness regarding their particular functions and also objectives particularly as populated line reporting does not maintain them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's position came as an impact to her morale. Lewis might have been qualified 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.

Worry & Work Instability: Anxiety as well as instability can be identified as two significant concerns that Lewis would certainly be taking care of particularly as the merger has actually now be terminated and 2 senior execs of the advertising and marketing division would be leaving. The entire duty of the division would be falling on Lewis's shoulders that would certainly not just supervise of brining regarding a social change however would also have to prove herself in her brand-new function.

Inappropriate Administration Style of Leader: Lewis's administration design and its incompatibility with the advertising division's function can likewise be viewed as an OB obstacle specifically as she has been made use of to taking care of concerns in the operations division where workers are shown to concentrate on procedures and also obtain them right. The advertising and marketing division on the other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Arguments: Interdepartmental arguments between 3 departments, marketing, merchandizing as well as operations respectively over the appropriation of the advertising mix can be determined as one more OB problem. Although the advertising department does not share the same vision as the various other two divisions relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and procedures departments do not agree over the advertising and marketing mix allocation among one another either.

Fragmentation in Advertising Division: Fragmentation in between the advertising and marketing divisions can be identified as an additional OB issue which can require further interest. The fact that the advertising and marketing areas in the marketing department are detached is avoiding both departments from getting from each other's experience and also competence. Assimilation of advertising with merchandising and operations would certainly come to be more difficult if the advertising department itself is broken down which can be one more possible OB problem.

Joe Smiths Closing Analysis B Analysis

Various concepts have been used to explain the scenarios to get more clearness concerning the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors believe that subordinates are easy and careless, have little ambition as well as stand up to change. The hard variation of this theory emphasized browbeating, tight controls, hazards and also penalties. In time it generates reduced performance, refined sabotage and rivalry (Offer, 2003). Although the circumstance at Joe Smiths Closing Analysis B is not totally following Concept X, it can be seen that new hires are finding this environment instead difficult which might eventually result in a better disposition of the management towards Theory X. According to McGregor's promoted sight, which he called Concept Y, the important task of the monitoring is to set up organizational conditions so that people can accomplish their very own goals best by directing their efforts in the direction of organizational incentives. If individuals locate no fulfillment in their job, the administration would certainly have little selection yet to rely upon concept X as well as outside control (Bargain, 2003). Even while evaluating Lewis's monitoring style, concept X may have appropriated in the procedures division to some extent but the Marketing department would call for reliance on Theory Y to get the creativity as well as creativity from the groups.

Tuckman's Team effort Theory: As far as Lewis's concern concerning bringing consistency between the marketing and advertising department is worried, this would initially cause conflict as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, throughout the initial phase of team growth, people might not bond, as they are hectic discovering their location in the team. By incorporating the marketing and advertising department's job, there may be the same initial separate which could bring about the second stage of 'storming' where the teams test one another. Nonetheless, it is only throughout the third phase or 'norming' when they would certainly collaborate to share ideas prior to the group can produce synergy in the fourth phase 'performing'.

Bridges' Transition Model: Based On William Bridge's concept (appendix 4), individuals are rather awkward with modification, which is evident by the situation at Joe Smiths Closing Analysis B The situation can be viewed as a regular training course of life if is studied as per Bridge's theory where he explains that individuals undergo 3 stages of transition when they experience adjustment. 'Ending, losing and also Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they enter stage one and so there might be feelings like despair, unpredictability, disappointment, temper, anxiety, denial as well as disorientation.The circumstance at the marketing division of Joe Smiths Closing Analysis B is similar so Lewis can get comfortable with the idea that it is not phenomenal behavior. In the second phase, there might be a requirement to link the gap in between the new and old society so Lewis might need to face this challenge when Krasnow leaves. There might be low morale and also reduced performance at this phase which ought to not be taken as a problem. It is during this stage that Lewis will certainly have to give advice to the department so that they can locate a sense of direction. It can be seen just how Krasnow has actually currently made this transition easier by making Lewis obtain associated with the division a year prior to his actual departure. Based on Bridges' Design, stage 3 will certainly cause visibility to understanding, High power as well as commitment as people will accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB issue pertaining to instability at the office has been caused to start with by the change in administration as well as secondly by the fact that the merger will no longer be launched. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the importance of 'safety and security needs as being a reduced degree requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel secure and also unharmed' goes to the 2nd degree of demands. Before an employee can be made to develop mentally, he requires to have his 'Physiological 'and also 'Safety' requires fulfilled. This shows that unless the workers are made to feel secure regarding their current employment status in Joe Smiths Closing Analysis B they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Joe Smiths Closing Analysis B Case Study



Effects of Analysis.

The OB analysis has actually checked out different concepts to recognize how to handle the existing scenario available. The following three choices have been proposed to help Lewis deal with the organizational challenges in the advertising and marketing division. Each of these alternatives has actually been suggested for relieving the change needed to bring the advertising department in line with the needs of the marketplace and for making the cultural change that would certainly adhere to as soon as the existing leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and Manufacturing functions. Integration of Advertising And Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has competence in business-to-business advertising and marketing along with agency as well as retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both advertising and also advertising features.

The advantage of this method is that it will certainly incorporate the two features while minimizing the demand for working with an additional source for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising and marketing division and also all the same her replacement would certainly be required for the current function that she is doing. The drawback of this alternative is that exterior hiring may produce animosity from internal employees who might be eying the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Offered the affordable pressures as well as high quality job needed from the advertising and marketing company, it is advised that Lewis must enable the manufacturing device to be a separate feature from the advertising device. Since the majority of advertising and marketing firms had these two functions as different units, it makes more feeling to follow the norm.

Integration of Marketing with Workflows: Since Lewis is already taking care of the advertising and procedures divisions all at once; it makes good sense to incorporate both features because she has been effectively looking after both ends. The reality that both divisions already have significant distinctions over appropriation of sources suggests that this integration might have the ability to cause consistency specifically as Lewis would be heading both ends.However there are various disadvantages of this move especially as it would put excessive problem over Lewis's shoulders. The truth that Lewis has to adjust her monitoring style for the marketing department recommends that these two divisions would certainly be culturally varied. In addition to this, Lewis may not be able to apply one type of management design to both divisions which can cause inefficiency in either one of both functions.

Recommendation.



An evaluation of the 3 options suggests that integration of advertising and marketing and also procedures would certainly not be a practical relocation due to the huge distinctions between the two departments regardless of the reality that currently Lewis is managing both. While separation of the manufacturing function might have been a beneficial relocation for the advertising and marketing department, the truth that it would imply positioning a third feature under Lewis's wing indicates this need to be avoided.

Action Strategy.
Recommendation
Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

Production feature will certainly continue to be part of marketing under advertising and marketing feature.

Lewis will certainly separate herself from operations.

A democratic leadership style with staff member empowerment will certainly be utilized in advertising department.

Open door plan and focus on cross department communication will be aimed at eliminating dissonance.

Contingency plan.

If the integration does not work out as planned, a contingency plan would follow which would separate the manufacturing feature from the advertising and marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will definitely be divided by positioning it under an SVP production.