Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 Case Study Help


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Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 Case Study Solution

Background and Facts

Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 a workplace products seller for little as well as moderate sized businesses has actually recently been associated with planning for a merging with its rival House Deport, which has affected efficiency levels in departmentswith the senior manager associated with legal problems presented by the government Profession Commission. With the Advertising Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the near future. With obstacles in the kind of a potential social adjustment as well as low worker morale, the company wants a complete reengineering initiative at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural change at the advertising division of Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 is enhancing unpredictability in the working environment leading to different 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 role in influencing strategic decisions because Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Payment's treatment in the process. Offered the fact that the shop has a global presence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may be able to affect performance or strategic objectives. Federal Profession Compensation's antitrust match against the merging used up important time of the organization's senior administration suggesting that 'political' factors can have major implications for a worldwide business.

Economic Factors: Economic factors such as the development of local business in the international circumstance recommend that Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 is prospering in an atmosphere where there is possible growth of services. Truth that store clients are mainly looking for workplace products for home offices suggests that the market has a climbing trend of entrepreneurs and also home based companies.

Social factors: Social trends in the economic situation reveal that clients are trying to find comfort along with appealing costs. Market research demonstrates how the customer for Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 lacks recognition concerning locating options which can use a combination of comfort and affordable.

Technical factors: Innovation plays an essential function in Johansens The New Scorecard System Corporate Human Resources Manager Handout 1's organisation technique particularly as the organization is piloting Technology centers which would offer innovation sales as well as assistance in the form of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Numerous underlying Business Habits problems can be seen in Johansens The New Scorecard System Corporate Human Resources Manager Handout 1's case as highlighted in this area.

Apprehensions concerning social modification: There is worry concerning a cultural adjustment that would occur when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising And Marketing with a lot of the staff members already showing discontent over this prospective action. This predicted change has actually created anxiety in the workplace which has actually been paired with the past stress and anxiety of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is shortage of employees that can match the difficult atmosphere of a fast-paced company. Not only does this lead to difficulty in discovering the appropriate individuals, it puts tension on brand-new hires as can not hold up against the speed and pressure that the organization expects them to birth.

Dual Reporting Lines: Beginners locate this business culture difficult and difficult to handle specifically as populated line relationships are indicated to be weak as a whole and unbiased setting as well as performance assessment is still done by the strong line manager. This means that newbies can lose clarity concerning their particular functions and purposes specifically as populated line coverage does not keep them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the last would certainly take Krasnow's position came as an impact to her morale. Lewis might have been qualified as well as ideal for the work yet the fact that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Worry & Work Instability: Fear and also instability can be determined as 2 significant issues that Lewis would certainly be handling particularly as the merging has now be cancelled and 2 elderly executives of the marketing division would certainly be leaving. The entire responsibility of the department would be falling on Lewis's shoulders that would not simply supervise of brining regarding a social change however would also need to show herself in her brand-new function.

Incompatible Monitoring Design of Leader: Lewis's management style and its incompatibility with the advertising and marketing department's duty can also be seen as an OB obstacle particularly as she has been made use of to handling problems in the operations division where employees are educated to focus on procedures and obtain them. The advertising division on the various other hand can be seen as a team of people who are used to being supported by Krasnow who concentrated extra on output than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between three divisions, advertising and marketing, merchandizing and also operations specifically over the allowance of the advertising mix can be determined as an additional OB issue. The marketing department does not share the exact same vision as the various other two divisions relating to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not agree over the advertising and marketing mix allowance among one another either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising divisions can be identified as an additional OB issue which might need additional attention. The reality that the marketing and advertising areas in the advertising and marketing department are separated is stopping both departments from gaining from each other's experience and competence. Assimilation of advertising and marketing with merchandising as well as procedures would come to be more difficult if the advertising department itself is degenerated which can be one more possible OB worry.

Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 Analysis

Various concepts have been utilized to discuss the conditions to get more quality about the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are easy and careless, have little ambition and also stand up to modification. The circumstance at Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 is not totally adhering to Theory X, it can be seen that new hires are finding this environment instead demanding which may at some point lead to a higher disposition of the administration in the direction of Theory X. Also while analyzing Lewis's management design, concept X may have been suitable in the operations division to some extent but the Advertising division would require dependence on Theory Y in order to get the imagination and creativity from the teams.

Tuckman's Synergy Concept: Regarding Lewis's worry regarding bringing harmony in between the marketing and advertising department is concerned, this would originally bring about conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, during the preliminary stage of group growth, individuals may not bond, as they are busy discovering their location in the group. By integrating the marketing and advertising department's work, there may be the same initial detach which might result in the second phase of 'storming' where the teams challenge one another. However, it is just during the third phase or 'norming' when they would certainly come together to share concepts prior to the team can cause harmony in the 4th phase 'carrying out'.

Bridges' Change Design: According To William Bridge's concept (appendix 4), individuals are rather uneasy with adjustment, which is evident by the circumstance at Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 The circumstance can be seen as a regular training course of life if is researched based on Bridge's concept where he describes that individuals go through three phases of change when they experience adjustment. 'Ending, losing as well as Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with change, they get in stage one and so there may be emotions like sadness, unpredictability, irritation, anger, worry, denial as well as disorientation.The situation at the advertising department of Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 is comparable so Lewis can get comfy with the suggestion that it is not amazing behavior. In the 2nd phase, there might be a requirement to link the space in between the new as well as old culture so Lewis might need to face this ordeal as soon as Krasnow leaves. There might be reduced morale and low productivity at this stage which ought to not be taken as a setback. It is throughout this stage that Lewis will have to give support to the division to ensure that they can discover a sense of direction. It can be seen exactly how Krasnow has actually already made this shift much easier by making Lewis get involved in the division a year prior to his actual departure. As per Bridges' Model, phase 3 will certainly produce openness to understanding, High energy and also dedication as individuals will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB issue pertaining to instability at the office has actually been triggered to start with by the change in management and second of all by the reality that the merger will no longer be initiated. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has talks about the relevance of 'safety requires as being a lower level demand of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel safe and secure and also unharmed' goes to the second degree of requirements. Before a worker can be made to develop psychologically, he needs to have his 'Physical 'and also 'Security' requires fulfilled. This suggests that unless the employees are made to really feel safe about their current employment standing in Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 Case Study

Implication of Analysis.

The OB analysis has checked out different concepts to understand how to deal with the existing scenario handy. The complying with 3 choices have been suggested to assist Lewis handle the business challenges in the marketing department. Each of these choices has actually been suggested for reducing the transition required to bring the marketing department in accordance with the needs of the marketplace as well as for making the cultural adjustment that would certainly adhere to once the present leader leaves.

Combination of marketing and advertising features. Dividing Adverting and also Production features. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The internal advertising agency of Johansens The New Scorecard System Corporate Human Resources Manager Handout 1 is already stamina for the organization in terms of conserving up on overheads associated with advertising and promotion. Since no new employment has been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the advertising and marketing feature, this is a positive opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has expertise in business-to-business advertising and marketing in addition to agency as well as retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both advertising and marketing functions.

The benefit of this method is that it will incorporate both features while reducing the requirement for hiring an added resource for advertising. In addition to this, Lewis would certainly be heading the advertising and marketing department and in any case her substitute would be required for the present duty that she is performing. The downside of this choice is that outside hiring might bring about bitterness from interior workers that may be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable pressures and excellent quality job called for from the ad agency, it is advised that Lewis should allow the manufacturing device to be a separate feature from the marketing device. Because many ad agency had these 2 features as different devices, it makes even more feeling to follow the standard. Along with this, both functions might have the ability to focus on their core turns on much more successfully. The downside of this strategy would be that additional expenses would certainly have to be borne for establishing up separate manufacturing features. In addition to this, a production head might need to be hired which could raise expenses for the organization.

Integration of Advertising And Marketing with Workflows: Considering that Lewis is already dealing with the advertising and operations divisions at the same time; it makes sense to integrate both features given that she has been effectively taking care of both ends. The reality that the two departments already have major differences over allocation of resources recommends that this assimilation may be able to produce consistency especially as Lewis would certainly be heading both ends.However there are different negative aspects of this relocation especially as it would certainly put too much problem over Lewis's shoulders. The truth that Lewis has to adapt her monitoring design for the advertising and marketing division suggests that these two divisions would certainly be culturally diverse. Along with this, Lewis may not have the ability to use one sort of leadership style to both divisions which can lead to inefficiency in either one of both functions.


An analysis of the three alternatives suggests that assimilation of advertising and marketing and also operations would certainly not be a viable action due to the substantial distinctions in between the 2 departments regardless of the reality that currently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a beneficial relocation for the advertising division, the fact that it would indicate placing a 3rd feature under Lewis's wing implies this must be stayed clear of.

Action Strategy.
Lewis will certainly take over the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Production feature will remain component of advertising under marketing function.

Lewis will certainly divide herself from procedures.

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

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

Backup strategy.

If the combination does not exercise as intended, a contingency plan would comply with which would certainly separate the production function from the advertising function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising and marketing division without an SVP. Because case the production function will absolutely be separated by putting it under an SVP manufacturing.