Kyocera Corp The Amoeba Management System Case Study Help


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Kyocera Corp The Amoeba Management System Case Study Help

Background and Facts

Kyocera Corp The Amoeba Management System an office products retailer for tiny and medium sized organisations has actually just recently been associated with preparing for a merger with its rival House Deport, which has impacted efficiency degrees in departmentswith the senior manager associated with legal problems presented by the federal Profession Payment. With the Marketing Head advancing the information of his departure from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With difficulties in the type of a potential cultural change and low employee morale, the company needs a complete reengineering effort at the advertising department.

Issue Declaration
Porter's 5 Forces Analysis
The possible social modification at the advertising and marketing division of Kyocera Corp The Amoeba Management System is enhancing unpredictability in the working environment bring about different challenges 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 role in influencing strategic choices since Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment in the process. Provided the reality that the store has a worldwide presence with branches in UK, USA, Canada and also Germany, political consider each of these countries may be able to affect efficiency or critical objectives. Federal Trade Payment's antitrust suit versus the merger took up valuable time of the company's elderly administration recommending that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Economic factors such as the development of small businesses in the global scenario suggest that Kyocera Corp The Amoeba Management System is prospering in an atmosphere where there is possible development of companies. Truth that shop consumers are mainly looking for office materials for residence workplaces recommends that the market has a climbing trend of entrepreneurs and home based companies.

Social factors: Social trends in the economic climate reveal that clients are seeking comfort along with appealing costs. Marketing research demonstrates how the consumer for Kyocera Corp The Amoeba Management System lacks awareness about discovering remedies which can offer a mix of benefit as well as affordable.

Technical factors: Technology plays an important function in Kyocera Corp The Amoeba Management System's business method especially as the organization is piloting Technology centers which would certainly offer innovation sales and assistance in the form of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues as well as Effects.

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

Apprehensions about cultural modification: There is concern about a cultural adjustment that would happen as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with a lot of the staff members currently showing unhappiness over this potential action. This anticipated adjustment has actually produced stress and anxiety in the office which has actually been coupled with the past tension of preparing the company for a potential merging with Home Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is shortage of workers that can match the demanding atmosphere of a hectic company. Not just does this bring about problem in locating the ideal people, it puts stress and anxiety on brand-new hires as can not hold up against the speed and also pressure that the company expects them to birth.

Dual Reporting Lines: Beginners find this organizational society difficult and difficult to manage specifically as dotted line connections are suggested to be weak generally and also unbiased setting and performance analysis is still done by the strong line supervisor. This means that novices can shed clearness regarding their respective functions and also purposes especially as populated line reporting does not maintain them in straight communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the last would take Krasnow's position came as a strike to her morale. Lewis may have been qualified as well as appropriate for the job yet the truth that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Task Instability: Worry and also instability can be recognized as two major worries that Lewis would certainly be managing especially as the merging has actually now be terminated and also two elderly executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would certainly not simply supervise of brining concerning a social modification however would additionally have to confirm herself in her brand-new function.

Inappropriate Monitoring Style of Leader: Lewis's management style and its conflict with the marketing division's function can additionally be seen as an OB obstacle especially as she has actually been utilized to managing concerns in the operations department where employees are educated to focus on procedures as well as get them. The advertising department on the other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow that concentrated much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between three departments, advertising and marketing, merchandizing and also procedures respectively over the allotment of the advertising mix can be determined as another OB problem. Although the advertising department does not share the exact same vision as the other two divisions regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also procedures departments do not agree over the marketing mix allotment among each other either.

Fragmentation in Marketing Department: Disintegration in between the advertising and marketing departments can be determined as an additional OB problem which might need more attention. The fact that the advertising and marketing areas in the marketing division are disconnected is stopping both departments from getting from each various other's experience and also experience. Integration of advertising and marketing with retailing and also operations would certainly come to be more difficult if the advertising division itself is disintegrated which can be another possible OB worry.

Kyocera Corp The Amoeba Management System Analysis

Numerous theories have actually been used to explain the situations to obtain more quality about the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that staffs are passive and also careless, have little ambition and stand up to adjustment. The situation at Kyocera Corp The Amoeba Management System is not completely following Theory X, it can be seen that brand-new hires are locating this setting rather demanding which might ultimately lead to a higher disposition of the management in the direction of Concept X. Also while analyzing Lewis's monitoring design, concept X might have been ideal in the operations division to some degree but the Marketing division would certainly need dependence on Concept Y in order to get the creativity and also originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem about bringing consistency in between the marketing and advertising department is concerned, this would at first lead to contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising and marketing and also marketing division's work, there may be the very same initial detach which can lead to the 2nd stage of 'storming' where the teams challenge one another.

Bridges' Change Model: As per William Bridge's theory (appendix 4), individuals are quite unpleasant with adjustment, which is obvious by the circumstance at Kyocera Corp The Amoeba Management System The situation can be viewed as a regular program of life if is examined according to Bridge's theory where he clarifies that people go through 3 stages of transition when they experience change. 'End, losing as well as Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people are presented with modification, they enter stage one therefore there may be emotions like unhappiness, unpredictability, irritation, temper, anxiety, denial and disorientation.The situation at the advertising and marketing department of Kyocera Corp The Amoeba Management System is comparable so Lewis can get comfy with the idea that it is not extraordinary behavior. In the second stage, there might be a demand to link the gap in between the brand-new as well as old culture so Lewis might have to face this challenge when Krasnow leaves. There may be low spirits and also reduced productivity at this phase which should not be taken as a setback. It is during this stage that Lewis will certainly have to provide support to the department so that they can find a sense of direction. It can be seen just how Krasnow has currently made this shift easier by making Lewis obtain involved in the division a year prior to his real departure. According to Bridges' Version, stage three will cause visibility to knowing, High energy and commitment as individuals will certainly accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has reviews the significance of 'security requires as being a reduced level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and also out of threat' is at the 2nd level of needs. Before a staff member can be made to establish emotionally, he requires to have his 'Physiological 'as well as 'Safety and security' needs fulfilled.

SWOT Analysis for Kyocera Corp The Amoeba Management System Case Study

Effects of Analysis.

The OB analysis has actually taken a look at various concepts to recognize exactly how to manage the current scenario handy. The complying with three alternatives have actually been proposed to help Lewis manage the business obstacles in the marketing department. Each of these choices has been recommended for reducing the change required to bring the marketing department in accordance with the demands of the market as well as for making the cultural adjustment that would comply with once the current leader leaves.

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

Evaluation of Alternatives.

Integration of Advertising And Marketing & Marketing Functions: The internal advertising agency of Kyocera Corp The Amoeba Management System is currently toughness for the company in regards to conserving up on expenses connected to marketing and also promotion. Given that no brand-new recruitment has actually been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the marketing function, this is a favorable chance for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has competence in business-to-business marketing in addition to firm and retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and advertising features.

The advantage of this approach is that it will certainly integrate the two functions while minimizing the demand for hiring an added resource for advertising and marketing. Lewis would certainly be heading the marketing division as well as in any kind of case her replacement would be needed for the present duty that she is executing. The negative aspect of this alternative is that external hiring may produce resentment from inner personnel that may be looking at the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Manufacturing: Provided the affordable stress and also high quality work needed from the marketing company, it is suggested that Lewis must enable the production system to be a separate feature from the advertising and marketing device. Considering that a lot of marketing companies had these two features as different devices, it makes even more feeling to comply with the standard.

Integration of Marketing with Workflows: Because Lewis is currently taking care of the marketing as well as operations divisions all at once; it makes good sense to integrate both features considering that she has been effectively taking care of both ends. The fact that the two departments already have major distinctions over appropriation of sources recommends that this combination may be able to cause consistency especially as Lewis would certainly be heading both ends.However there are different disadvantages of this step specifically as it would certainly place too much worry over Lewis's shoulders. The truth that Lewis has to adjust her monitoring style for the marketing division recommends that these two departments would be culturally varied. In addition to this, Lewis may not be able to apply one kind of leadership design to both divisions which can lead to ineffectiveness in either among both functions.


An assessment of the three options shows that assimilation of advertising and marketing and procedures would not be a feasible relocation as a result of the huge distinctions between the two divisions although that currently Lewis is handling both. While splitting up of the manufacturing function may have been a favorable action for the marketing department, the truth that it would imply positioning a 3rd function under Lewis's wing suggests this ought to be stayed clear of too. The integration of the marketing division is the most effective option in regards to obtaining the optimum arise from the division. An activity plan for this choice is gone over listed below.

Action Strategy.
Lewis will certainly take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production function will certainly continue to be component of advertising under advertising function.

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will be made use of in advertising division.

Open door policy and also focus on cross departmental communication will certainly be focused on getting rid of discord.

Contingency plan.

If the combination does not exercise as intended, a contingency strategy would adhere to which would separate the production function from the advertising and marketing function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing division without an SVP. Because case the production function will absolutely be separated by placing it under an SVP production.