Johansens The New Scorecard System Midwest Regional Manager Handout 6 Case Study Analysis


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Johansens The New Scorecard System Midwest Regional Manager Handout 6 Case Study Analysis

Background and Facts

Johansens The New Scorecard System Midwest Regional Manager Handout 6 a workplace supplies seller for little and average sized businesses has actually lately been associated with planning for a merging with its rival House Deport, which has actually impacted effectiveness levels in departmentswith the elderly supervisor involved in legal problems presented by the government Profession Commission. With the Marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With challenges in the type of a potential cultural adjustment as well as low staff member morale, the organization needs a complete reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of Johansens The New Scorecard System Midwest Regional Manager Handout 6 is enhancing uncertainty in the working environment leading to various challenges for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting strategic decisions considering that Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Trade Commission's treatment while doing so. Provided the truth that the shop has a worldwide existence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to impact efficiency or strategic goals. Federal Trade Payment's antitrust suit against the merger took up valuable time of the organization's elderly management recommending that 'political' factors can have significant effects for a worldwide organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the worldwide situation recommend that Johansens The New Scorecard System Midwest Regional Manager Handout 6 is flourishing in an atmosphere where there is potential development of businesses. Reality that shop clients are primarily looking for office products for home workplaces suggests that the market has a rising trend of business owners and residence based organisations.

Social factors: Social fads in the economy reveal that clients are looking for ease as well as appealing prices. Marketing research demonstrates how the consumer for Johansens The New Scorecard System Midwest Regional Manager Handout 6 lacks understanding about locating remedies which can supply a combination of benefit and inexpensive.

Technological factors: Innovation plays an important function in Johansens The New Scorecard System Midwest Regional Manager Handout 6's business technique particularly as the organization is piloting Modern technology facilities which would certainly offer modern technology sales as well as support in the form of memory upgrades, peripheral installments. (Recap of INSECT in appendix 2).

OB Issues and Symptoms.

A number of underlying Organizational Behavior problems can be seen in Johansens The New Scorecard System Midwest Regional Manager Handout 6's case as highlighted in this area.

Apprehensions concerning social adjustment: There is uneasiness regarding a cultural modification that would certainly occur when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the staff members already revealing unhappiness over this possible relocation. This predicted change has actually created anxiety in the work environment which has been paired with the previous anxiety of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is scarcity of workers that can match the demanding atmosphere of a fast-paced company. Not just does this bring about problem in locating the best individuals, it puts stress and anxiety on brand-new hires as can not hold up against the speed and stress that the organization anticipates them to birth.

Twin Reporting Lines: Beginners find this business culture troublesome as well as difficult to manage particularly as populated line partnerships are meant to be weak generally and also objective setting as well as efficiency assessment is still done by the strong line supervisor. This indicates that beginners might lose quality regarding their particular duties and goals especially as populated line reporting does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been qualified and also proper for the work however the truth that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Task Instability: Worry and insecurity can be recognized as 2 major issues that Lewis would certainly be dealing with specifically as the merger has actually currently be cancelled and two elderly executives of the advertising department would certainly be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders that would not simply be in charge of brining about a social modification but would likewise have to confirm herself in her new role.

Incompatible Management Style of Leader: Lewis's monitoring style as well as its conflict with the advertising department's function can likewise be viewed as an OB challenge specifically as she has actually been made use of to taking care of problems in the procedures department where workers are instructed to concentrate on procedures and get them right. The advertising department on the various other hand can be viewed as a group of people that are utilized to being supported by Krasnow that concentrated much more on output than processes.

Interdepartmental Disagreements: Interdepartmental arguments between three divisions, advertising, merchandizing as well as procedures respectively over the allotment of the advertising mix can be identified as another OB problem. The advertising and marketing department does not share the exact same vision as the various other 2 divisions concerning the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allotment amongst one another either.

Fragmentation in Marketing Department: Disintegration in between the advertising and marketing departments can be recognized as another OB problem which might need further interest. The truth that the advertising and marketing areas in the advertising division are detached is avoiding both departments from gaining from each various other's experience as well as competence. Combination of advertising and marketing with merchandising and operations would certainly come to be harder if the marketing department itself is broken down which can be one more potential OB issue.

Johansens The New Scorecard System Midwest Regional Manager Handout 6 Analysis

Numerous concepts have been made use of to discuss the scenarios to get more clearness regarding the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers think that juniors are passive and also careless, have little ambition as well as resist modification. The scenario at Johansens The New Scorecard System Midwest Regional Manager Handout 6 is not completely complying with Concept X, it can be seen that new hires are discovering this environment rather demanding which might at some point lead to a higher disposition of the monitoring in the direction of Theory X. Also while examining Lewis's administration style, concept X might have been ideal in the procedures department to some extent yet the Marketing department would certainly need dependence on Concept Y in order to get the creative thinking as well as originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's issue concerning bringing consistency in between the advertising and marketing as well as advertising division is concerned, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising and advertising and marketing division's work, there might be the exact same first disconnect which could lead to the second phase of 'storming' where the groups challenge one an additional.

Bridges' Transition Design: As per William Bridge's theory (appendix 4), people are fairly awkward with change, which is noticeable by the circumstance at Johansens The New Scorecard System Midwest Regional Manager Handout 6 The situation can be seen as a normal program of life if is studied according to Bridge's theory where he describes that individuals experience three stages of change when they experience modification. 'Ending, losing as well as Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with change, they go into stage one and so there may be emotions like despair, uncertainty, irritation, anger, fear, rejection as well as disorientation.The situation at the advertising and marketing department of Johansens The New Scorecard System Midwest Regional Manager Handout 6 is comparable so Lewis can get comfy with the suggestion that it is not extraordinary actions. In the second phase, there may be a requirement to connect the gap between the brand-new and also old society so Lewis may need to face this experience when Krasnow leaves. There might be reduced morale as well as low productivity at this stage which must not be taken as a problem. It is during this stage that Lewis will have to offer guidance to the department to make sure that they can discover an orientation. It can be seen how Krasnow has actually already made this transition easier by making Lewis obtain associated with the department a year prior to his real separation. As per Bridges' Model, stage 3 will certainly produce visibility to understanding, High energy and commitment as people will accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has talks about the relevance of 'safety requires as being a reduced degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe and out of threat' is at the 2nd degree of needs. Prior to an employee can be made to create mentally, he needs to have his 'Physiological 'and also 'Security' needs met.

SWOT Analysis for Johansens The New Scorecard System Midwest Regional Manager Handout 6 Case Study

Ramification of Analysis.

The OB analysis has actually checked out various concepts to comprehend exactly how to deal with the current circumstance available. The adhering to three alternatives have been suggested to help Lewis handle the business challenges in the advertising division. Each of these alternatives has actually been proposed for easing the transition needed to bring the advertising division according to the requirements of the marketplace and for making the cultural change that would comply with once the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and Manufacturing features. Integration of Marketing with Workflow.

Examination of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The internal advertising firm of Johansens The New Scorecard System Midwest Regional Manager Handout 6 is already strength for the company in terms of saving up on expenses associated with advertising and marketing as well as promo. Since no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the advertising and marketing feature, this is a favorable opportunity for integrating the advertising and marketing features. Judith Shapiro that has earlier been spoken with by Lewis during the earlier merger days has experience in business-to-business advertising along with company and retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing features.

The advantage of this technique is that it will integrate the two features while lowering the demand for working with an extra resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing department and in any case her replacement would be required for the current function that she is performing. The disadvantage of this choice is that external hiring may cause bitterness from internal personnel that may be looking at the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Provided the affordable pressures and high quality job called for from the marketing company, it is suggested that Lewis needs to enable the production device to be a separate function from the advertising and marketing device. Given that a lot of advertising and marketing agencies had these 2 functions as separate systems, it makes more feeling to adhere to the norm.

Integration of Advertising with Procedures: Given that Lewis is already taking treatment of the advertising as well as procedures divisions simultaneously; it makes feeling to incorporate the two features considering that she has actually been effectively taking care of both ends. The fact that Lewis has to adjust her administration design for the marketing division suggests that these 2 departments would be culturally varied.


An analysis of the three alternatives shows that integration of marketing as well as procedures would not be a possible step because of the huge differences between the two divisions despite the fact that currently Lewis is handling both. While splitting up of the production function might have been a favorable step for the marketing department, the reality that it would certainly indicate positioning a 3rd function under Lewis's wing suggests this need to be stayed clear of. The assimilation of the advertising division is the very best choice in terms of obtaining the ideal results from the division. An activity prepare for this choice is reviewed below.

Activity Strategy.
Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will separate herself from operations.

A democratic leadership style with employee empowerment will be used in marketing division.

Open up door plan and also emphasis on cross department interaction will be aimed at removing discord.

Contingency plan.

If the combination does not exercise as prepared, a contingency strategy would certainly adhere to which would certainly separate the production feature from the advertising and marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing division without an SVP. In that case the manufacturing feature will absolutely be divided by putting it under an SVP manufacturing.