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Knoll Furniture Going Public Case Study Analysis

CASE STUDY

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Knoll Furniture Going Public Case Study Solution

Background and Facts

Knoll Furniture Going Public a workplace materials seller for tiny and also medium sized businesses has just recently been associated with planning for a merging with its rival Residence Deport, which has affected efficiency degrees in departmentswith the senior manager involved in lawful issues put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the near future. With difficulties in the form of a possible cultural adjustment as well as reduced staff member spirits, the organization needs a full reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising department of Knoll Furniture Going Public is boosting unpredictability in the working environment leading to numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic decisions considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's intervention in the process. Provided the fact that the store has a global presence with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries may have the ability to affect efficiency or tactical goals. Federal Trade Commission's antitrust fit against the merging occupied valuable time of the organization's elderly monitoring recommending that 'political' factors can have significant implications for a worldwide company.

Economic Factors: Financial factors such as the development of small companies in the international situation recommend that Knoll Furniture Going Public is thriving in an atmosphere where there is prospective growth of services. In addition to this, truth that store customers are primarily searching for office materials for office suggests that the marketplace has an increasing fad of entrepreneurs and home services.

Social factors: Social trends in the economy reveal that clients are searching for comfort as well as appealing costs. Marketing research shows how the client for Knoll Furniture Going Public does not have recognition about locating options which can use a combination of comfort and low costs.

Technological factors: Innovation plays an important duty in Knoll Furniture Going Public's organisation approach specifically as the company is piloting Technology centers which would offer innovation sales as well as assistance in the type of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

Several underlying Business Actions concerns can be seen in Knoll Furniture Going Public's case as highlighted in this area.

Worries concerning cultural modification: There is apprehension regarding a social adjustment that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with the majority of the team member currently revealing unhappiness over this potential relocation. This predicted modification has actually created stress in the workplace which has actually been combined with the previous anxiety of preparing the firm for a potential merging with Residence Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of personnel that can match the demanding atmosphere of a busy company. Not only does this result in trouble in discovering the best people, it places stress and anxiety on new hires as can not stand up to the rate and also stress that the organization anticipates them to bear.

Double Reporting Lines: Novices find this organizational culture troublesome and also challenging to handle especially as populated line partnerships are implied to be weak generally and unbiased setting and efficiency examination is still done by the strong line supervisor. This indicates that beginners might shed clearness about their corresponding duties as well as objectives specifically as populated line reporting does not maintain them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had been guessed that the last would take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and appropriate for the task yet the fact that Kransnow's separation would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Task Insecurity: Concern and also insecurity can be determined as 2 major problems that Lewis would be handling especially as the merger has actually now be terminated and two elderly execs of the marketing department would be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders that would not simply supervise of brining concerning a social change yet would certainly also need to verify herself in her brand-new duty.

Incompatible Administration Design of Leader: Lewis's monitoring style as well as its conflict with the advertising department's role can likewise be seen as an OB obstacle specifically as she has actually been used to taking care of issues in the procedures department where employees are shown to concentrate on procedures and also get them. The advertising and marketing department on the other hand can be seen as a group of people that are used to being supported by Krasnow who concentrated a lot more on result than processes.

Interdepartmental Disputes: Interdepartmental arguments in between 3 divisions, marketing, merchandizing as well as operations specifically over the allotment of the marketing mix can be recognized as an additional OB worry. Although the advertising division does not share the exact same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix allotment amongst each other either.

Fragmentation in Advertising Division: Fragmentation in between the advertising and marketing departments can be identified as an additional OB issue which can require more interest. The truth that the marketing and advertising sections in the advertising and marketing division are separated is avoiding both divisions from gaining from each other's experience and knowledge. Combination of advertising with retailing and also procedures would certainly come to be more difficult if the advertising and marketing division itself is degenerated which can be an additional possible OB worry.

Knoll Furniture Going Public Analysis

Different concepts have actually been utilized to describe the conditions to get more quality concerning the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers think that juniors are passive and also careless, have little aspiration and stand up to modification. The scenario at Knoll Furniture Going Public is not completely complying with Theory X, it can be seen that new hires are locating this atmosphere rather difficult which might ultimately lead to a better disposition of the monitoring in the direction of Theory X. Also while assessing Lewis's management design, theory X might have been ideal in the procedures department to some extent but the Advertising division would call for dependence on Theory Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Synergy Theory: Regarding Lewis's problem regarding bringing harmony between the advertising and marketing division is concerned, this would originally result in contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, throughout the preliminary phase of group growth, individuals may not bond, as they are busy finding their area in the team. By incorporating the marketing and advertising department's job, there may coincide preliminary disconnect which could result in the 2nd stage of 'storming' where the teams test one another. It is just throughout the 3rd phase or 'norming' when they would come with each other to share ideas before the group can bring about synergy in the 4th phase 'performing'.

When individuals are offered with change, they enter phase one as well as so there may be feelings like sadness, unpredictability, aggravation, rage, concern, rejection as well as disorientation.The circumstance at the marketing department of Knoll Furniture Going Public is comparable so Lewis can obtain comfy with the suggestion that it is not remarkable actions. It is throughout this stage that Lewis will have to provide advice to the department so that they can discover a feeling of direction. It can be seen how Krasnow has actually currently made this change much easier by making Lewis obtain included in the department a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has reviews the importance of 'protection requires as being a reduced level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel secure as well as out of risk' is at the second degree of needs. Prior to a staff member can be made to establish emotionally, he requires to have his 'Physiological 'and also 'Security' requires met.

SWOT Analysis for Knoll Furniture Going Public Case Study



Implication of Analysis.

The OB analysis has actually taken a look at different theories to understand exactly how to manage the present scenario at hand. The following 3 choices have actually been recommended to assist Lewis take care of the organizational obstacles in the marketing department. Each of these options has actually been suggested for alleviating the change needed to bring the advertising department according to the needs of the market as well as for making the social change that would follow once the current leader leaves.

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

Analysis of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and also marketing features.

The advantage of this strategy is that it will certainly incorporate both features while lowering the need for employing an added source for advertising and marketing. Lewis would be heading the advertising division and also in any case her substitute would certainly be required for the existing role that she is carrying out. The drawback of this choice is that outside hiring may bring about bitterness from interior personnel that may be eying the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Production: Given the affordable stress as well as high quality work needed from the advertising agency, it is advised that Lewis must enable the production unit to be a separate feature from the advertising system. Because the majority of marketing companies had these 2 features as different units, it makes more sense to adhere to the norm.

Assimilation of Advertising And Marketing with Procedures: Considering that Lewis is already looking after the marketing as well as procedures divisions at the same time; it makes sense to integrate both functions given that she has been effectively dealing with both ends. The fact that the two divisions currently have major distinctions over allowance of resources suggests that this combination might be able to produce consistency particularly as Lewis would be heading both ends.However there are numerous disadvantages of this move specifically as it would certainly put too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring design for the advertising and marketing division recommends that these 2 divisions would be culturally varied. Along with this, Lewis may not be able to use one type of management design to both departments which could cause ineffectiveness in either one of the two features.

Recommendation.



An evaluation of the three options indicates that assimilation of advertising and marketing as well as operations would not be a feasible relocation due to the vast distinctions in between the two divisions despite the fact that presently Lewis is managing both. While separation of the production function might have been a positive move for the advertising and marketing division, the truth that it would mean positioning a third feature under Lewis's wing suggests this ought to be stayed clear of. The integration of the advertising department is the very best choice in terms of getting the ideal arise from the department. An action plan for this option is gone over below.

Activity Plan.
Recommendation
Lewis will certainly take control of the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Manufacturing feature will certainly remain component of advertising under advertising and marketing function.

Lewis will divide herself from operations.

An autonomous management style with staff member empowerment will certainly be used in advertising division.

Open up door policy and also emphasis on cross department communication will be focused on eliminating discord.

Backup strategy.

If the integration does not work out as planned, a backup plan would certainly adhere to which would certainly separate the manufacturing function from the advertising function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising division without an SVP. Because case the production function will most definitely be separated by placing it under an SVP production.