Joe Smiths Closing Analysis C Case Study Analysis


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Joe Smiths Closing Analysis C Case Study Solution

Background and Facts

Joe Smiths Closing Analysis C a workplace supplies merchant for tiny and moderate sized companies has actually lately been associated with planning for a merging with its rival Home Deport, which has influenced performance levels in departmentswith the elderly manager associated with lawful difficulties put forth by the government Profession Commission. With the Advertising Head advancing the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With difficulties in the type of a prospective social modification and low worker spirits, the organization wants a total reengineering effort at the advertising division.

Issue Declaration

The potential social change at the marketing division of Joe Smiths Closing Analysis C is enhancing unpredictability in the working environment causing various difficulties 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 major duty in affecting calculated decisions since Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Payment's intervention in the process. Provided the truth that the store has a global presence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations may have the ability to affect performance or strategic objectives. Federal Trade Commission's antitrust fit against the merging occupied beneficial time of the company's elderly monitoring recommending that 'political' factors can have significant implications for an international organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the international scenario suggest that Joe Smiths Closing Analysis C is growing in an environment where there is prospective development of services. Fact that shop consumers are primarily looking for office supplies for residence workplaces suggests that the market has a rising trend of business owners as well as residence based companies.

Social factors: Social fads in the economy reveal that customers are seeking convenience along with eye-catching rates. Market research demonstrates how the customer for Joe Smiths Closing Analysis C lacks understanding about locating solutions which can use a mix of convenience and also affordable.

Technological factors: Innovation plays an essential function in Joe Smiths Closing Analysis C's service strategy especially as the company is piloting Modern technology facilities which would certainly offer technology sales and assistance in the form of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Several underlying Business Actions issues can be seen in Joe Smiths Closing Analysis C's case as highlighted in this area.

Concerns concerning social change: There is uneasiness concerning 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 staff members already revealing discontent over this potential step. This predicted adjustment has actually produced anxiety in the work environment which has actually been combined with the previous stress and anxiety of preparing the firm for a potential merger with House Deport.

Difficult Job Setting for Newcomers: There is scarcity of workers that can match the stressful environment of a hectic company. Not just does this bring about difficulty in finding the appropriate people, it places tension on new hires as can not stand up to the pace and also stress that the organization anticipates them to bear.

Twin Coverage Lines: Beginners locate this business culture cumbersome and also difficult to cope with especially as populated line connections are suggested to be weak generally as well as unbiased setup and also performance examination is still done by the strong line manager. This indicates that beginners could shed clarity concerning their respective roles and also goals particularly as dotted line reporting does not maintain them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and ideal for the task but the fact that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Fear & Job Instability: Fear as well as insecurity can be identified as two major issues that Lewis would be managing especially as the merger has actually now be terminated as well as two elderly execs of the advertising and marketing division would be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining about a cultural adjustment but would additionally have to verify herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's management style and also its conflict with the marketing department's function can additionally be viewed as an OB obstacle especially as she has actually been made use of to dealing with problems in the operations department where workers are educated to concentrate on procedures as well as obtain them right. The advertising and marketing department on the other hand can be seen as a group of individuals that are used to being nurtured by Krasnow who focused more on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 divisions, advertising, merchandizing and also operations specifically over the appropriation of the advertising mix can be determined as an additional OB concern. Although the advertising and marketing department does not share the same vision as the various other two departments relating to 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 and marketing mix allocation amongst one another either.

Fragmentation in Advertising Department: Fragmentation between the advertising and marketing divisions can be determined as another OB concern which can need further focus. The fact that the advertising and marketing sections in the advertising and marketing division are separated is preventing both departments from acquiring from each other's experience as well as competence. Assimilation of advertising with retailing and procedures would certainly become more difficult if the advertising and marketing department itself is disintegrated which can be an additional possible OB issue.

Joe Smiths Closing Analysis C Analysis

Numerous concepts have been utilized to discuss the conditions to obtain further quality concerning the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are passive and also careless, have little aspiration as well as withstand adjustment. The tough variation of this concept stressed browbeating, tight controls, risks and also penalties. Gradually it creates reduced efficiency, refined sabotage and competition (Bargain, 2003). Although the circumstance at Joe Smiths Closing Analysis C is not entirely adhering to Concept X, it can be seen that brand-new hires are finding this setting instead difficult which might at some point bring about a greater inclination of the administration in the direction of Concept X. Based on McGregor's promoted sight, which he called Theory Y, the crucial job of the administration is to organize organizational conditions to make sure that people can accomplish their own goals best by directing their efforts towards organizational benefits. If people discover no satisfaction in their work, the monitoring would have little choice but to depend on theory X and also outside control (Offer, 2003). Even while assessing Lewis's administration design, concept X may have been suitable in the operations department somewhat yet the Advertising and marketing division would certainly call for reliance on Concept Y in order to get the imagination as well as creativity from the groups.

Tuckman's Synergy Theory: As much as Lewis's concern regarding bringing consistency between the advertising and marketing division is concerned, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. By integrating the advertising and marketing as well as advertising and marketing department's work, there may be the very same preliminary separate which can lead to the second phase of 'storming' where the groups challenge one another.

Bridges' Transition Version: As per William Bridge's concept (appendix 4), people are fairly unpleasant with change, which is evident by the situation at Joe Smiths Closing Analysis C The scenario can be viewed as a regular course of life if is researched according to Bridge's concept where he describes that people go through 3 stages of shift when they experience change. 'Ending, losing as well as Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they enter stage one and so there may be emotions like sadness, uncertainty, stress, rage, worry, rejection and also disorientation.The circumstance at the advertising and marketing division of Joe Smiths Closing Analysis C is comparable so Lewis can obtain comfortable with the suggestion that it is not phenomenal habits. In the 2nd stage, there may be a demand to link the space in between the brand-new and old society so Lewis might need to encounter this experience once Krasnow leaves. There might be reduced spirits and also reduced performance at this phase which must not be taken as a problem. It is during this phase that Lewis will certainly have to give advice to the department to ensure that they can locate an orientation. It can be seen how Krasnow has actually already made this transition easier by making Lewis get associated with the division a year prior to his actual separation. As per Bridges' Model, phase three will produce openness to discovering, High power and commitment as individuals will welcome the modification (Bridges, 2004).

Maslow's Requirement pecking order: The OB concern related to insecurity at the work environment has been caused to start with by the modification in management as well as second of all by the reality that the merger will certainly no more be launched. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the significance of 'security requires as being a lower degree demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to really feel safe and secure and also safe' is at the second level of needs. Prior to a staff member can be made to develop mentally, he requires to have his 'Physiological 'as well as 'Safety' needs fulfilled. This indicates that unless the personnel are made to feel secure regarding their current work standing in Joe Smiths Closing Analysis C they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Joe Smiths Closing Analysis C Case Study

Implication of Analysis.

The OB analysis has looked at various concepts to comprehend how to manage the present circumstance handy. The following 3 alternatives have been suggested to aid Lewis manage the organizational obstacles in the advertising and marketing department. Each of these options has actually been suggested for reducing the transition required to bring the advertising and marketing department in line with the requirements of the market as well as for making the social modification that would certainly follow as soon as the current leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting and also Production features. Combination of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merging days has know-how in business-to-business advertising along with agency as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both advertising and also advertising functions.

The benefit of this method is that it will certainly incorporate both functions while decreasing the demand for employing an additional resource for marketing. Lewis would be heading the marketing department and also in any type of case her replacement would be needed for the current role that she is executing. The downside of this option is that exterior hiring might bring about resentment from interior employees that may be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Production: Provided the competitive pressures and premium quality job called for from the advertising agency, it is suggested that Lewis should allow the manufacturing system to be a different feature from the advertising and marketing device. Considering that most ad agency had these two features as separate systems, it makes even more sense to adhere to the norm. In addition to this, both functions might be able to focus on their core triggers more efficiently. The negative aspect of this approach would be that additional expenses would certainly have to be birthed for establishing up separate manufacturing features. Along with this, a manufacturing head might need to be worked with which might raise expenses for the company.

Combination of Advertising And Marketing with Operations: Because Lewis is already taking care of the marketing as well as operations divisions all at once; it makes feeling to integrate the two features since she has actually been successfully taking treatment of both ends. The truth that Lewis has to adapt her monitoring style for the marketing department suggests that these two departments would certainly be culturally diverse.


An examination of the 3 choices indicates that integration of advertising and also operations would not be a viable relocation due to the vast distinctions in between the 2 departments in spite of the reality that currently Lewis is managing both. While splitting up of the manufacturing feature might have been a beneficial move for the marketing department, the truth that it would certainly suggest putting a third feature under Lewis's wing means this need to be prevented.

Activity Strategy.

Lewis will take over the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Production function will certainly remain component of advertising and marketing under marketing function.

Lewis will separate herself from procedures.

A democratic management design with worker empowerment will be utilized in marketing department.

Open door policy and also emphasis on cross department interaction will certainly be aimed at getting rid of discord.

Contingency strategy.

If the combination does not work out as intended, a contingency strategy would certainly follow which would divide the manufacturing function 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 be heading the advertising department without an SVP. In that case the production feature will definitely be separated by putting it under an SVP manufacturing.