Kyocera Corp The Amoeba Management System Case Study Analysis


Home >> Harvard >> Kyocera Corp The Amoeba Management System >>

Kyocera Corp The Amoeba Management System Case Study Help

Background and Facts

Kyocera Corp The Amoeba Management System an office materials seller for tiny and average sized organisations has recently been involved in planning for a merger with its rival Residence Deport, which has impacted effectiveness degrees in departmentswith the elderly manager associated with legal difficulties presented by the federal Profession Commission. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the future. With obstacles in the kind of a possible cultural adjustment and also low worker morale, the organization requires a total reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising division of Kyocera Corp The Amoeba Management System is raising unpredictability in the workplace causing various obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting strategic choices since Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Compensation's intervention at the same time. Provided the fact that the shop has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might be able to influence performance or critical goals. Federal Profession Commission's antitrust suit against the merging took up beneficial time of the organization's senior monitoring recommending that 'political' factors can have significant implications for a global business.

Economic Factors: Economic factors such as the introduction of local business in the international situation suggest that Kyocera Corp The Amoeba Management System is flourishing in a setting where there is potential growth of businesses. Truth that shop customers are mainly looking for workplace materials for residence offices recommends that the market has a climbing trend of entrepreneurs and also home based services.

Social factors: Social trends in the economic situation reveal that customers are seeking benefit as well as attractive costs. Market research shows how the consumer for Kyocera Corp The Amoeba Management System does not have understanding concerning finding options which can provide a mix of ease as well as inexpensive.

Technological factors: Innovation plays an essential role in Kyocera Corp The Amoeba Management System's service method specifically as the company is piloting Innovation centers which would certainly use innovation sales and also support in the form of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Habits problems can be seen in Kyocera Corp The Amoeba Management System's case as highlighted in this section.

Concerns about cultural modification: There is uneasiness about a social change that would certainly take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with a lot of the personnel currently revealing discontent over this prospective move. This predicted change has actually produced anxiety in the work environment which has actually been paired with the previous stress of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a fast-paced company. Not just does this cause trouble in discovering the right people, it puts stress on brand-new hires as can not withstand the speed as well as pressure that the company expects them to birth.

Twin Coverage Lines: Beginners locate this business culture troublesome and challenging to deal with specifically as populated line partnerships are meant to be weak generally and also objective setup and performance assessment is still done by the strong line supervisor. This indicates that newcomers can lose clearness regarding their particular roles and purposes specifically as populated line coverage does not keep them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the last would take Krasnow's setting came as a blow to her morale. Lewis may have been capable and suitable for the job yet the truth that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Concern & Job Insecurity: Concern and also insecurity can be identified as two major issues that Lewis would certainly be dealing with particularly as the merging has actually currently be terminated as well as two senior execs of the marketing division would certainly be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would not just supervise of brining concerning a social adjustment however would also have to verify herself in her brand-new role.

Inappropriate Monitoring Style of Leader: Lewis's management design and also its conflict with the advertising department's role can likewise be seen as an OB difficulty specifically as she has actually been made use of to taking care of problems in the operations division where workers are taught to concentrate on procedures as well as get them. The advertising and marketing department on the other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow that concentrated more on result than procedures.

Interdepartmental Disputes: Interdepartmental disputes between 3 departments, advertising and marketing, merchandizing and operations respectively over the allowance of the advertising mix can be identified as another OB problem. Although the advertising and marketing department does not share the very same vision as the other 2 departments pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing as well as operations divisions do not concur over the advertising and marketing mix allotment amongst each other either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing divisions can be identified as one more OB concern which could require further focus. The fact that the marketing and advertising areas in the marketing department are separated is protecting against both divisions from getting from each various other's experience and also experience. Integration of marketing with merchandising as well as operations would end up being harder if the advertising and marketing division itself is degenerated which can be an additional prospective OB worry.

Kyocera Corp The Amoeba Management System Analysis

Numerous concepts have actually been utilized to discuss the conditions to obtain more clearness about the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that subordinates are easy and careless, have little passion and stand up to modification. The difficult variation of this concept emphasized browbeating, tight controls, hazards and also penalties. With time it generates reduced efficiency, refined sabotage and also competition (Bargain, 2003). The scenario at Kyocera Corp The Amoeba Management System is not totally following Theory X, it can be seen that new hires are finding this environment rather demanding which may eventually lead to a greater disposition of the management in the direction of Concept X. According to McGregor's advocated sight, which he called Theory Y, the crucial task of the administration is to set up organizational conditions so that people can achieve their very own goals best by guiding their initiatives towards organizational benefits. If people locate no satisfaction in their work, the monitoring would certainly have little choice however to depend on theory X and outside control (Bargain, 2003). Also while examining Lewis's management style, theory X may have been suitable in the operations department to some extent however the Advertising and marketing department would certainly call for reliance on Concept Y in order to get the creativity and creativity from the groups.

Tuckman's Teamwork Concept: As for Lewis's problem concerning bringing consistency in between the marketing and advertising department is concerned, this would originally cause conflict as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the first stage of group development, individuals may not bond, as they are busy finding their location in the group. By integrating the marketing and advertising division's job, there might coincide preliminary disconnect which might cause the second stage of 'storming' where the groups challenge each other. Nonetheless, it is just throughout the 3rd phase or 'norming' when they would collaborate to share ideas before the group can cause harmony in the fourth stage 'performing'.

Bridges' Change Version: According To William Bridge's theory (appendix 4), people are fairly awkward with modification, which is obvious by the situation at Kyocera Corp The Amoeba Management System The situation can be seen as a regular course of life if is researched according to Bridge's theory where he discusses that individuals experience three stages of shift when they experience adjustment. 'Closing, losing and also Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When people exist with modification, they go into stage one therefore there may be emotions like unhappiness, uncertainty, frustration, temper, fear, rejection and also disorientation.The circumstance at the advertising and marketing department of Kyocera Corp The Amoeba Management System is similar so Lewis can obtain comfy with the idea that it is not remarkable habits. In the second phase, there might be a requirement to connect the space between the brand-new as well as old culture so Lewis may have to face this ordeal when Krasnow leaves. There might be reduced morale and also reduced efficiency at this stage which should not be taken as a trouble. It is throughout this stage that Lewis will certainly have to give assistance to the division so that they can find a sense of direction. It can be seen exactly how Krasnow has currently made this transition less complicated by making Lewis get associated with the department a year before his actual departure. Based on Bridges' Version, stage three will cause openness to understanding, High energy as well as commitment as individuals will certainly accept the change (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB issue pertaining to instability at the office has actually been caused to start with by the change in management and also second of all by the fact that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the significance of 'safety needs as being a lower level requirement of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel safe as well as untouched' is at the 2nd level of requirements. Prior to a worker can be made to establish mentally, he requires to have his 'Physiological 'and also 'Safety' requires met. This suggests that unless the personnel are made to feel protected concerning their existing work standing in Kyocera Corp The Amoeba Management System they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Kyocera Corp The Amoeba Management System Case Study

Implication of Analysis.

The OB analysis has looked at different concepts to recognize just how to handle the current situation handy. The following 3 choices have been proposed to assist Lewis take care of the business obstacles in the advertising and marketing department. Each of these options has actually been proposed for easing the transition needed to bring the advertising department in line with the requirements of the marketplace and also for making the social adjustment that would certainly comply with once the existing leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has competence in business-to-business advertising and marketing along with firm as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both advertising and marketing and also advertising and marketing features.

The advantage of this strategy is that it will integrate the two functions while lowering the demand for working with an added resource for marketing. Lewis would certainly be heading the advertising division as well as in any type of case her substitute would certainly be needed for the current role that she is doing. The negative aspect of this alternative is that outside hiring might bring about animosity from interior employees that may be eying the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Offered the competitive stress and excellent quality work called for from the advertising agency, it is suggested that Lewis should allow the production device to be a different function from the advertising and marketing unit. Since many ad agency had these two features as separate systems, it makes even more feeling to adhere to the norm. Both features may be able to concentrate on their core triggers much more efficiently. Nevertheless, the disadvantage of this approach would certainly be that extra expenses would need to be birthed for setting up separate manufacturing functions. In addition to this, a manufacturing head may have to be employed which could raise expenses for the company.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is already looking after the marketing as well as operations divisions concurrently; it makes sense to integrate both features because she has been efficiently looking after both ends. The reality that both departments already have significant distinctions over appropriation of sources recommends that this integration might have the ability to produce consistency specifically as Lewis would certainly be heading both ends.However there are different disadvantages of this action specifically as it would certainly place excessive problem over Lewis's shoulders. The fact that Lewis has to adapt her management design for the advertising and marketing department recommends that these two divisions would certainly be culturally diverse. Lewis might not be able to apply one type of leadership style to both departments which could result in ineffectiveness in either one of the 2 functions.


An analysis of the three options indicates that assimilation of marketing and operations would certainly not be a viable relocation due to the substantial differences between the two divisions although that presently Lewis is managing both. While separation of the production feature may have been a positive relocation for the advertising and marketing division, the truth that it would indicate putting a 3rd function under Lewis's wing indicates this must be stayed clear of too. The combination of the marketing division is the very best choice in regards to obtaining the optimal arise from the division. An action plan for this option is discussed listed below.

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

Marketing and advertising functions would certainly be combined.

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

Production feature will continue to be part of advertising under advertising and marketing function.

Lewis will divide herself from procedures.

A democratic leadership design with employee empowerment will certainly be made use of in marketing division.

Open door plan as well as focus on cross department interaction will be aimed at eliminating dissonance.

Backup plan.

If the combination does not exercise as intended, a backup strategy would comply with which would divide the production feature from the advertising function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing division without an SVP. In that case the manufacturing function will most definitely be separated by positioning it under an SVP production.