Menu

Joe Smiths Closing Analysis C Case Study Help

CASE STUDY

Home >> Harvard >> Joe Smiths Closing Analysis C >>

Joe Smiths Closing Analysis C Case Study Solution

Background and Facts

Joe Smiths Closing Analysis C an office materials retailer for tiny and moderate sized companies has just recently been involved in planning for a merging with its rival Residence Deport, which has affected effectiveness levels in departmentswith the elderly manager involved in lawful problems presented by the federal Trade Payment. With the Marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the future. With challenges in the form of a prospective social change and also reduced worker spirits, the company needs a total reengineering effort at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible social change at the marketing department of Joe Smiths Closing Analysis C is raising uncertainty in the workplace leading to different difficulties for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting calculated decisions considering that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's intervention while doing so. Offered the reality that the shop has a worldwide existence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations might have the ability to affect efficiency or calculated goals. Federal Trade Commission's antitrust match against the merger occupied beneficial time of the company's senior management recommending that 'political' factors can have significant effects for an international organisation.

Economic Factors: Economic factors such as the appearance of small companies in the international situation recommend that Joe Smiths Closing Analysis C is growing in an atmosphere where there is prospective growth of companies. Truth that shop customers are mostly looking for workplace supplies for house offices suggests that the market has an increasing pattern of entrepreneurs and house based services.

Social factors: Social fads in the economy show that customers are trying to find comfort as well as eye-catching prices. Market research shows how the customer for Joe Smiths Closing Analysis C does not have recognition regarding discovering solutions which can offer a mix of benefit and also low costs.

Technological factors: Innovation plays an important function in Joe Smiths Closing Analysis C's service strategy especially as the company is piloting Technology facilities which would certainly offer modern technology sales as well as assistance in the type of memory upgrades, peripheral installments. (Recap of INSECT in appendix 2).

OB Issues and also Effects.

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

Worries regarding cultural modification: There is concern concerning a social change that would occur as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with a lot of the personnel already showing unhappiness over this potential move. This expected modification has developed stress in the workplace which has been combined with the past anxiety of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is shortage of workers that can match the demanding setting of a hectic organization. Not just does this result in difficulty in finding the best individuals, it puts tension on new hires as can not endure the speed as well as pressure that the organization expects them to bear.

Twin Reporting Lines: Novices find this business society difficult as well as challenging to deal with particularly as dotted line connections are implied to be weak as a whole and objective setting as well as efficiency analysis is still done by the solid line manager. This indicates that newcomers could lose quality concerning their respective functions as well as objectives specifically as dotted line reporting does not maintain them in direct interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been hypothesized that the latter would certainly take Krasnow's setting came as a strike to her spirits. Lewis might have been capable and suitable for the job but the reality that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Insecurity: Anxiety as well as insecurity can be determined as 2 significant problems that Lewis would be managing especially as the merger has actually currently be terminated and also 2 senior executives of the advertising division would certainly be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders who would certainly not simply supervise of brining concerning a cultural modification yet would certainly likewise have to prove herself in her new function.

Incompatible Management Design of Leader: Lewis's monitoring style and its incompatibility with the advertising and marketing division's duty can additionally be viewed as an OB challenge especially as she has been made use of to taking care of problems in the operations department where personnel are shown to concentrate on processes and also obtain them right. The marketing department on the other hand can be seen as a group of people that are made use of to being supported by Krasnow that focused more on output than processes.

Interdepartmental Arguments: Interdepartmental arguments in between 3 divisions, advertising, merchandizing and procedures respectively over the allotment of the advertising mix can be recognized as an additional OB problem. Although the advertising and marketing department does not share the same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not concur over the advertising and marketing mix allotment among one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the advertising and marketing departments can be identified as one more OB problem which can need additional focus. The fact that the marketing and advertising sections in the advertising division are separated is stopping both divisions from acquiring from each other's experience and knowledge. Combination of advertising and marketing with merchandising and also procedures would end up being more difficult if the marketing division itself is broken down which can be another potential OB concern.

Joe Smiths Closing Analysis C Analysis

Numerous theories have been used to discuss the scenarios to obtain additional clarity concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that staffs are easy and careless, have little passion and also resist modification. The situation at Joe Smiths Closing Analysis C is not completely adhering to Concept X, it can be seen that brand-new hires are discovering this environment instead difficult which might at some point lead to a better inclination of the monitoring towards Theory X. Even while examining Lewis's management design, concept X might have been appropriate in the operations department to some degree but the Advertising and marketing division would certainly require reliance on Theory Y in order to obtain the imagination and also originality from the teams.

Tuckman's Teamwork Concept: As for Lewis's concern regarding bringing consistency between the marketing and advertising division is worried, this would initially bring about conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the first phase of team growth, people may not bond, as they are active discovering their location in the group. By incorporating the advertising and marketing department's job, there may be the same first detach which can lead to the 2nd phase of 'storming' where the teams challenge one another. It is only during the third phase or 'norming' when they would come with each other to share concepts prior to the team can bring around harmony in the 4th stage 'executing'.

Bridges' Transition Model: According To William Bridge's theory (appendix 4), people are quite unpleasant with adjustment, which is noticeable by the circumstance at Joe Smiths Closing Analysis C The scenario can be viewed as a normal training course of life if is studied based on Bridge's concept where he explains that individuals go through three stages of shift when they experience adjustment. 'Closing, losing and Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they get in phase one and so there might be emotions like sadness, unpredictability, aggravation, anger, concern, rejection and also disorientation.The scenario at the advertising department of Joe Smiths Closing Analysis C is comparable so Lewis can get comfy with the idea that it is not extraordinary actions. In the 2nd phase, there may be a requirement to link the space in between the brand-new as well as old society so Lewis may need to encounter this challenge once Krasnow leaves. There may be reduced morale and reduced performance at this stage which need to not be taken as an obstacle. It is throughout this stage that Lewis will certainly need to provide guidance to the division to make sure that they can find an orientation. It can be seen how Krasnow has actually already made this shift much easier by making Lewis obtain involved in the division a year before his actual separation. As per Bridges' Model, phase 3 will bring about openness to understanding, High power and dedication as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has talks about the value of 'safety needs as being a reduced level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe as well as out of risk' is at the 2nd level of demands. Prior to an employee can be made to establish psychologically, he requires to have his 'Physiological 'and also 'Safety and security' requires met.

SWOT Analysis for Joe Smiths Closing Analysis C Case Study



Ramification of Analysis.

The OB analysis has actually taken a look at numerous theories to recognize exactly how to manage the current situation at hand. The adhering to three alternatives have been recommended to help Lewis take care of the organizational obstacles in the marketing department. Each of these choices has actually been proposed for relieving the shift needed to bring the marketing division in line with the requirements of the market and also for making the social adjustment that would certainly comply with as soon as the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting and also Production functions. Assimilation of Marketing with Procedures.

Assessment of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merger days has know-how in business-to-business advertising along with company and retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and also marketing functions.

The benefit of this method is that it will incorporate the two functions while minimizing the requirement for working with an added resource for marketing. Lewis would be heading the advertising and marketing department and in any case her replacement would be required for the existing function that she is doing. The disadvantage of this option is that external hiring might cause resentment from internal workers that might be looking at the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Manufacturing: Offered the competitive pressures as well as high top quality work called for from the advertising firm, it is advised that Lewis should allow the manufacturing unit to be a different feature from the advertising and marketing unit. Since most advertising agencies had these two features as different units, it makes more feeling to comply with the standard.

Integration of Advertising with Workflows: Given that Lewis is already taking treatment of the marketing and also operations divisions concurrently; it makes sense to incorporate the two features considering that she has been successfully taking treatment of both ends. The fact that Lewis has to adjust her administration design for the marketing division suggests that these two divisions would certainly be culturally varied.

Referral.



An evaluation of the 3 alternatives shows that integration of marketing and procedures would certainly not be a practical action due to the substantial differences in between the two departments regardless of the fact that currently Lewis is dealing with both. While separation of the manufacturing function might have been a beneficial step for the advertising department, the truth that it would imply placing a 3rd function under Lewis's wing implies this ought to be stayed clear of.

Action Plan.
Recommendation
Lewis will take control of the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Manufacturing feature will certainly remain part of advertising and marketing under advertising and marketing feature.

Lewis will certainly separate herself from operations.

An autonomous leadership design with staff member empowerment will certainly be made use of in advertising department.

Open up door plan and emphasis on cross departmental interaction will be focused on eliminating disharmony.

Backup strategy.

If the combination does not exercise as prepared, a backup plan would certainly adhere to which would divide the production function from the advertising feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing feature will most definitely be separated by positioning it under an SVP manufacturing.