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Koffman Corporation Case Study Solution

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Koffman Corporation Case Study Solution

Background and Facts

Koffman Corporation a workplace products store for little as well as moderate sized organisations has just recently been associated with planning for a merging with its competitor Home Deport, which has influenced performance levels in departmentswith the senior manager involved in lawful problems presented by the government Trade Commission. With the Marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the near future. With obstacles in the kind of a potential cultural modification as well as low staff member spirits, the company is in need of a full reengineering initiative at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing division of Koffman Corporation is boosting uncertainty in the working environment leading to different obstacles for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic choices given that Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's treatment in the process. Provided the reality that the store has a global visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these countries might be able to impact efficiency or tactical objectives. Federal Profession Payment's antitrust suit against the merger used up beneficial time of the company's elderly management suggesting that 'political' factors can have significant ramifications for an international organisation.

Economic Factors: Financial factors such as the appearance of local business in the global scenario suggest that Koffman Corporation is prospering in a setting where there is prospective development of companies. In addition to this, truth that shop clients are mostly trying to find workplace supplies for home offices recommends that the market has a climbing trend of business owners and home organisations.

Social factors: Social fads in the economic climate reveal that customers are looking for comfort along with eye-catching prices. Marketing research demonstrates how the consumer for Koffman Corporation does not have recognition concerning locating remedies which can supply a combination of convenience as well as affordable.

Technological factors: Technology plays an essential duty in Koffman Corporation's company approach particularly as the company is piloting Technology facilities which would certainly use modern technology sales as well as assistance in the form of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and also Symptoms.

A number of underlying Business Actions issues can be seen in Koffman Corporation's case as highlighted in this section.

Worries regarding cultural change: There is uneasiness about a cultural change that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with the majority of the staff members currently revealing unhappiness over this prospective step. This expected modification has produced stress and anxiety in the work environment which has been coupled with the past stress and anxiety of preparing the firm for a possible merging with House Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is lack of personnel that can match the stressful environment of a hectic company. Not just does this lead to trouble in locating the appropriate people, it puts anxiety on brand-new hires as can not stand up to the rate and also pressure that the company anticipates them to bear.

Twin Coverage Lines: Beginners discover this business culture cumbersome and also difficult to deal with especially as dotted line connections are meant to be weaker as a whole and also objective setup and efficiency analysis is still done by the strong line supervisor. This indicates that newbies might lose clarity concerning their particular roles and purposes particularly as populated line coverage does not maintain them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been capable and also ideal for the job yet the truth that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Job Insecurity: Anxiety and also insecurity can be identified as 2 major problems that Lewis would certainly be handling specifically as the merging has currently be terminated and 2 elderly execs of the advertising and marketing department would be leaving. The entire obligation of the division would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining about a cultural change however would certainly additionally need to show herself in her brand-new role.

Incompatible Monitoring Design of Leader: Lewis's monitoring style as well as its conflict with the marketing department's duty can additionally be seen as an OB difficulty particularly as she has been made use of to handling problems in the operations department where employees are educated to concentrate on processes as well as obtain them right. The advertising division on the other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow who focused a lot more on outcome than processes.

Interdepartmental Differences: Interdepartmental arguments between 3 departments, marketing, merchandizing as well as procedures respectively over the allotment of the advertising mix can be determined as another OB issue. Although the advertising and marketing department does not share the exact same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations departments do not agree over the advertising and marketing mix appropriation amongst one another either.

Fragmentation in Advertising And Marketing Department: Fragmentation in between the marketing and advertising divisions can be determined as one more OB problem which might require additional interest. The truth that the advertising and marketing areas in the marketing division are disconnected is preventing both departments from getting from each other's experience and also proficiency. Assimilation of advertising with merchandising and procedures would certainly end up being more difficult if the advertising division itself is disintegrated which can be one more prospective OB worry.

Koffman Corporation Analysis

Various concepts have been made use of to discuss the circumstances to get additional clearness regarding the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers believe that subordinates are easy as well as lazy, have little passion and also withstand change. The situation at Koffman Corporation is not completely complying with Concept X, it can be seen that new hires are finding this environment instead demanding which may eventually lead to a greater inclination of the administration towards Theory X. Even while examining Lewis's administration design, concept X might have been suitable in the procedures department to some degree yet the Advertising and marketing division would require reliance on Concept Y in order to get the creative thinking and creativity from the teams.

Tuckman's Teamwork Theory: As much as Lewis's concern concerning bringing harmony between the advertising and marketing and advertising department is concerned, this would originally lead to clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising and marketing as well as advertising division's work, there might be the exact same preliminary detach which can lead to the 2nd stage of 'storming' where the groups test one an additional.

When individuals are presented with adjustment, they get in phase one and so there may be emotions like sadness, unpredictability, aggravation, anger, fear, rejection and also disorientation.The circumstance at the advertising and marketing department of Koffman Corporation is comparable so Lewis can get comfy with the suggestion that it is not extraordinary behavior. It is during this stage that Lewis will certainly have to offer guidance to the department so that they can discover a sense of instructions. It can be seen just how Krasnow has actually already made this shift much easier by making Lewis obtain included in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has talks about the value of 'security requires as being a lower 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 secure and out of risk' is at the 2nd level of requirements. Prior to a staff member can be made to develop psychologically, he requires to have his 'Physical 'and 'Safety and security' requires fulfilled.

SWOT Analysis for Koffman Corporation Case Study



Implication of Analysis.

The OB analysis has considered numerous theories to understand how to manage the present situation handy. The complying with three options have actually been suggested to aid Lewis handle the business challenges in the advertising and marketing department. Each of these options has actually been suggested for reducing the change needed to bring the advertising department in accordance with the demands of the marketplace as well as for making the cultural change that would certainly adhere to once the present leader leaves.

Combination of advertising and marketing features. Separating Adverting and also Production features. Assimilation of Advertising with Operations.

Analysis of Alternatives.

Combination of Marketing & Advertising Functions: The in-house advertising company of Koffman Corporation is already toughness for the organization in terms of conserving up on expenses associated with marketing and promotion. Since no new employment has actually been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the advertising function, this is a beneficial chance for integrating the marketing and advertising features. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merger days has proficiency in business-to-business advertising in addition to agency as well as retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both marketing and advertising features.

The advantage of this technique is that it will certainly integrate the two functions while decreasing the demand for working with an additional source for advertising and marketing. Lewis would be heading the advertising and marketing division and also in any type of case her replacement would certainly be needed for the present role that she is carrying out. The downside of this option is that exterior hiring might produce resentment from internal personnel that may be eying the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Production: Given the affordable stress as well as high quality work needed from the marketing firm, it is recommended that Lewis ought to enable the production system to be a separate feature from the marketing system. Considering that the majority of advertising and marketing agencies had these 2 functions as different units, it makes even more feeling to comply with the norm.

Assimilation of Advertising And Marketing with Operations: Since Lewis is currently taking treatment of the advertising as well as procedures departments all at once; it makes sense to incorporate the two functions given that she has actually been successfully taking care of both ends. The reality that Lewis has to adjust her administration style for the advertising and marketing division suggests that these 2 departments would certainly be culturally varied.

Recommendation.



An evaluation of the three options indicates that assimilation of advertising and operations would not be a viable move due to the substantial distinctions in between the 2 departments in spite of the fact that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a beneficial step for the advertising and marketing division, the reality that it would indicate positioning a 3rd feature under Lewis's wing indicates this ought to be prevented.

Action Plan.
Recommendation
Lewis will take control of the duty of EVP Advertising and 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 function will certainly stay component of advertising and marketing under marketing function.

Lewis will separate herself from procedures.

An autonomous leadership design with staff member empowerment will certainly be used in marketing division.

Open door plan and focus on cross department communication will certainly be targeted at getting rid of discord.

Backup strategy.

If the integration does not exercise as prepared, a backup plan would certainly follow which would separate the manufacturing feature from the marketing function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing division without an SVP. Because case the production feature will most definitely be separated by putting it under an SVP manufacturing.