Menu

Leadership Presence And The Courage To Speak Case Study Solution

CASE STUDY

Home >> Harvard >> Leadership Presence And The Courage To Speak >>

Leadership Presence And The Courage To Speak Case Study Help

Background and Facts

Leadership Presence And The Courage To Speak a workplace supplies retailer for tiny and moderate sized companies has recently been associated with preparing for a merging with its competitor House Deport, which has influenced efficiency levels in departmentswith the senior supervisor associated with lawful complications put forth by the federal Trade Commission. With the Advertising Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the near future. With difficulties in the kind of a prospective social adjustment and also reduced employee morale, the company needs a total reengineering effort at the advertising department.

Issue Declaration
Porter's 5 Forces Analysis
The possible social modification at the marketing department of Leadership Presence And The Courage To Speak is raising uncertainty in the workplace causing numerous challenges for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting critical decisions since Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Trade Payment's treatment while doing so. Given the reality that the shop has a worldwide visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might be able to influence efficiency or tactical objectives. Federal Trade Payment's antitrust match against the merging took up beneficial time of the organization's elderly administration suggesting that 'political' factors can have major implications for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide circumstance suggest that Leadership Presence And The Courage To Speak is growing in an atmosphere where there is prospective growth of businesses. Fact that store clients are mostly looking for office products for house offices recommends that the market has an increasing fad of entrepreneurs as well as residence based companies.

Social factors: Social trends in the economic climate reveal that customers are seeking benefit in addition to appealing costs. Market research demonstrates how the customer for Leadership Presence And The Courage To Speak does not have awareness about finding services which can offer a combination of comfort and also inexpensive.

Technological factors: Innovation plays an essential function in Leadership Presence And The Courage To Speak's organisation approach particularly as the company is piloting Technology facilities which would supply technology sales as well as assistance in the kind of memory upgrades, peripheral installments. (Recap of PEST in appendix 2).

OB Issues as well as Effects.

Numerous underlying Organizational Actions issues can be seen in Leadership Presence And The Courage To Speak's case as highlighted in this section.

Worries concerning social change: There is worry regarding a social adjustment that would take place when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the staff members currently revealing unhappiness over this possible move. This predicted change has actually created stress and anxiety in the work environment which has been combined with the past anxiety of preparing the firm for a possible merging with House Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is lack of workers that can match the demanding environment of a hectic organization. Not just does this result in difficulty in locating the ideal individuals, it puts anxiety on brand-new hires as can not withstand the rate and also stress that the company anticipates them to birth.

Dual Coverage Lines: Newbies find this organizational culture cumbersome as well as challenging to deal with specifically as populated line partnerships are indicated to be weaker in general and also unbiased setup and performance assessment is still done by the solid line supervisor. This implies that newcomers might shed clearness concerning their respective functions as well as purposes especially as dotted line reporting does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's setting came as an impact to her morale. Lewis may have been capable and also suitable for the work but the fact that Kransnow's departure would make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Worry & Task Instability: Anxiety and instability can be determined as 2 significant issues that Lewis would certainly be dealing with specifically as the merging has actually now be cancelled and also 2 elderly execs of the marketing department would be leaving. The entire duty of the department would be falling on Lewis's shoulders who would not just supervise of brining concerning a cultural change but would also have to confirm herself in her brand-new duty.

Incompatible Administration Design of Leader: Lewis's administration design and its conflict with the marketing department's duty can likewise be seen as an OB obstacle specifically as she has actually been used to managing issues in the operations division where employees are educated to concentrate on processes and also get them right. The marketing division on the various other hand can be viewed as a team of people that are used to being nurtured by Krasnow that focused a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes between 3 departments, marketing, merchandizing as well as procedures respectively over the allocation of the advertising and marketing mix can be recognized as an additional OB issue. Although the marketing department does not share the same vision as the various other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allowance among each other either.

Fragmentation in Advertising Division: Fragmentation between the advertising and marketing departments can be identified as one more OB problem which can require more attention. The reality that the marketing and advertising areas in the advertising and marketing department are disconnected is stopping both divisions from obtaining from each various other's experience and competence. Integration of marketing with merchandising and also operations would become more difficult if the advertising department itself is degenerated which can be one more possible OB worry.

Leadership Presence And The Courage To Speak Analysis

Various concepts have actually been utilized to describe the circumstances to get more clarity about the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers think that juniors are easy and careless, have little ambition and resist modification. The circumstance at Leadership Presence And The Courage To Speak is not completely adhering to Concept X, it can be seen that new hires are locating this environment rather difficult which might at some point lead to a better inclination of the administration towards Theory X. Even while analyzing Lewis's management style, concept X may have been ideal in the operations department to some level but the Advertising and marketing department would certainly need dependence on Theory Y in order to get the imagination and creativity from the teams.

Tuckman's Team effort Concept: As for Lewis's issue about bringing consistency in between the marketing and advertising division is worried, this would initially bring about conflict as gone over by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the preliminary phase of group advancement, individuals might not bond, as they are busy finding their area in the team. By combining the advertising and marketing department's job, there might coincide initial separate which could cause the 2nd stage of 'storming' where the teams test each other. However, it is just throughout the 3rd stage or 'norming' when they would certainly integrate to share suggestions prior to the team can produce harmony in the fourth phase 'executing'.

When people are presented with modification, they get in phase one and also so there might be emotions like sadness, unpredictability, stress, rage, fear, rejection and also disorientation.The circumstance at the advertising and marketing department of Leadership Presence And The Courage To Speak 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 provide advice to the department so that they can discover a sense of direction. It can be seen exactly how Krasnow has already made this shift much easier by making Lewis obtain involved in the department a year prior to his real separation.
Vrio Analysis
Maslow's Demand pecking order: The OB concern pertaining to insecurity at the office has been triggered firstly by the modification in management and secondly by the fact that the merging will no more be launched. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has discusses the relevance of 'safety needs as being a reduced level requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and also untouched' is at the 2nd level of needs. Prior to a staff member can be made to develop psychologically, he needs to have his 'Physiological 'and also 'Security' requires satisfied. This shows that unless the personnel are made to feel protected about their present work status in Leadership Presence And The Courage To Speak they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Leadership Presence And The Courage To Speak Case Study



Effects of Analysis.

The OB analysis has actually checked out different concepts to understand just how to deal with the current situation handy. The following 3 options have been suggested to assist Lewis take care of the organizational challenges in the advertising and marketing division. Each of these options has been recommended for reducing the transition needed to bring the marketing division in accordance with the demands of the marketplace as well as for making the social modification that would certainly follow once the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting as well as Manufacturing features. Integration of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Combination of Marketing & Marketing Functions: The internal marketing company of Leadership Presence And The Courage To Speak is already stamina for the company in regards to conserving up on overheads related to marketing as well as promotion. Because no new employment has been done after Bridget Cole's departure with the reporting line being directly designated to Krasnow for the advertising function, this is a beneficial opportunity for integrating the marketing and advertising functions. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has experience in business-to-business marketing along with company and retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both marketing and advertising functions.

The benefit of this strategy is that it will incorporate the two functions while minimizing the need for working with an added source for marketing. Lewis would be heading the marketing division and also in any type of case her replacement would be required for the existing function that she is executing. The downside of this option is that external hiring might bring about animosity from internal workers who may be eying the setting of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Production: Given the competitive stress and high quality job needed from the ad agency, it is advised that Lewis ought to enable the production device to be a separate function from the advertising and marketing system. Since many ad agency had these 2 features as different systems, it makes more sense to follow the norm. Both features may be able to concentrate on their core activates much more successfully. The disadvantage of this approach would certainly be that extra expenses would certainly have to be borne for setting up separate manufacturing functions. A production head might have to be hired which could enhance overheads for the organization.

Integration of Advertising And Marketing with Workflows: Given that Lewis is already taking care of the advertising and also procedures divisions at the same time; it makes feeling to incorporate the two features because she has been efficiently taking care of both ends. The reality that Lewis has to adjust her administration style for the advertising and marketing department suggests that these two divisions would certainly be culturally diverse.

Suggestion.



An evaluation of the three choices shows that integration of marketing as well as operations would certainly not be a possible action because of the substantial distinctions in between the two departments despite the fact that presently Lewis is taking care of both. While separation of the production feature might have been a favorable relocation for the advertising and marketing department, the fact that it would certainly suggest placing a third function under Lewis's wing indicates this should be avoided also. The assimilation of the advertising department is the very best option in terms of getting the optimum arise from the division. An activity prepare for this alternative is reviewed listed below.

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

Advertising and Marketing features would be combined.

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

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

Lewis will divide herself from operations.

A democratic management style with staff member empowerment will be made use of in marketing division.

Open door policy as well as emphasis on cross departmental interaction will be focused on removing dissonance.

Contingency strategy.

If the combination does not exercise as intended, a backup plan would adhere to which would certainly separate the manufacturing function from the marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing function will most definitely be separated by putting it under an SVP manufacturing.