Loblaw And Shoppers Drug Mart Case Study Analysis


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Loblaw And Shoppers Drug Mart Case Study Solution

Background and Facts

Loblaw And Shoppers Drug Mart a workplace supplies merchant for tiny and moderate sized organisations has lately been associated with planning for a merging with its rival Home Deport, which has actually impacted effectiveness levels in departmentswith the elderly supervisor associated with legal complications put forth by the government Profession Compensation. With the Marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the near future. With obstacles in the kind of a possible social modification and also low staff member spirits, the company wants a complete reengineering effort at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The potential social adjustment at the advertising department of Loblaw And Shoppers Drug Mart is enhancing uncertainty in the workplace resulting in various obstacles 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 duty in affecting strategic decisions because Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's intervention in the process. Given the reality that the store has a worldwide existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries may have the ability to influence performance or calculated objectives. Federal Trade Commission's antitrust match versus the merging took up valuable time of the organization's senior monitoring suggesting that 'political' factors can have significant ramifications for a worldwide company.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide scenario recommend that Loblaw And Shoppers Drug Mart is thriving in a setting where there is possible growth of businesses. Along with this, reality that store clients are mainly searching for workplace materials for home offices suggests that the marketplace has a rising fad of entrepreneurs and also online organisations.

Social factors: Social fads in the economic climate reveal that customers are looking for comfort in addition to attractive prices. Marketing research shows how the consumer for Loblaw And Shoppers Drug Mart does not have understanding about finding options which can supply a combination of ease and also affordable.

Technological factors: Modern technology plays a vital role in Loblaw And Shoppers Drug Mart's organisation strategy especially as the company is piloting Modern technology facilities which would use technology sales and assistance in the form of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues and also Manifestations.

Several underlying Organizational Habits problems can be seen in Loblaw And Shoppers Drug Mart's case as highlighted in this section.

Worries about social adjustment: There is worry concerning a cultural change that would certainly occur as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with the majority of the employee already revealing discontent over this potential move. This predicted modification has actually produced stress in the work environment which has actually been coupled with the past anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is scarcity of personnel that can match the demanding environment of a fast-paced organization. Not only does this bring about difficulty in locating the ideal people, it puts stress on brand-new hires as can not stand up to the rate as well as pressure that the company anticipates them to bear.

Dual Coverage Lines: Beginners locate this business culture cumbersome as well as difficult to manage especially as dotted line relationships are suggested to be weaker in general and also objective setup and also performance analysis is still done by the strong line supervisor. This means that beginners can shed clearness regarding their particular roles and objectives particularly as dotted line coverage does not keep them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been speculated that the latter would take Krasnow's position came as a strike to her morale. Lewis might have been qualified and also appropriate for the task yet the fact that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Insecurity: Concern and also instability can be determined as two significant issues that Lewis would certainly be dealing with especially as the merger has now be cancelled and 2 elderly executives of the advertising and marketing division would be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders that would not just supervise of brining regarding a cultural adjustment but would also need to show herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's administration style and its incompatibility with the marketing division's duty can also be seen as an OB challenge especially as she has actually been made use of to handling problems in the procedures division where employees are shown to focus on procedures and also get them. The advertising and marketing division on the other hand can be viewed as a team of individuals who are made use of to being supported by Krasnow who concentrated more on result than procedures.

Interdepartmental Differences: Interdepartmental arguments in between 3 departments, marketing, merchandizing as well as operations respectively over the allotment of the marketing mix can be identified as an additional OB issue. The marketing division does not share the exact same vision as the other two divisions regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and procedures departments do not concur over the advertising and marketing mix appropriation amongst one an additional either.

Fragmentation in Advertising And Marketing Division: Disintegration between the marketing and advertising departments can be determined as an additional OB problem which might need additional attention. The reality that the marketing and advertising areas in the advertising division are detached is avoiding both departments from acquiring from each other's experience and competence. Integration of marketing with merchandising as well as operations would become more difficult if the advertising and marketing department itself is degenerated which can be an additional potential OB worry.

Loblaw And Shoppers Drug Mart Analysis

Different concepts have actually been made use of to discuss the conditions to obtain further quality concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that staffs are passive as well as lazy, have little passion and stand up to change. The situation at Loblaw And Shoppers Drug Mart is not totally complying with Theory X, it can be seen that new hires are finding this environment instead demanding which might ultimately lead to a better disposition of the administration in the direction of Theory X. Also while analyzing Lewis's monitoring design, theory X may have been appropriate in the operations division to some degree however the Advertising and marketing department would certainly require dependence on Concept Y in order to obtain the creativity as well as creativity from the teams.

Tuckman's Teamwork Theory: As for Lewis's issue concerning bringing consistency between the advertising and marketing division is worried, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the first stage of group advancement, individuals might not bond, as they are hectic finding their location in the team. By combining the advertising and marketing department's job, there might coincide first separate which might bring about the 2nd stage of 'storming' where the teams test each other. Nevertheless, it is only throughout the 3rd stage or 'norming' when they would certainly come together to share ideas before the team can produce harmony in the 4th stage 'executing'.

When people are provided with change, they enter phase one as well as so there may be emotions like sadness, uncertainty, aggravation, rage, anxiety, denial as well as disorientation.The situation at the advertising and marketing department of Loblaw And Shoppers Drug Mart is comparable so Lewis can get comfy with the suggestion that it is not phenomenal behavior. It is throughout this phase that Lewis will have to offer support to the division so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has already made this shift simpler by making Lewis get involved in the department a year prior to his real separation.
Vrio Analysis
Maslow's Demand hierarchy: The OB problem related to insecurity at the work environment has actually been caused to start with by the change in management as well as second of all by the fact that the merging will certainly no longer be launched. Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the importance of 'security needs as being a lower level demand of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel safe and secure and also out of danger' is at the second degree of requirements. Before a staff member can be made to create mentally, he needs to have his 'Physiological 'as well as 'Security' requires satisfied. This indicates that unless the employees are made to really feel safe about their existing work status in Loblaw And Shoppers Drug Mart they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Loblaw And Shoppers Drug Mart Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various theories to understand how to handle the present scenario available. The complying with three alternatives have actually been recommended to aid Lewis take care of the organizational challenges in the marketing department. Each of these alternatives has actually been proposed for easing the change required to bring the advertising department according to the needs of the marketplace and also for making the social change that would follow as soon as the current leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and also Production functions. Combination of Marketing with Operations.

Evaluation of Alternatives.

Integration of Marketing & Advertising Functions: The in-house advertising company of Loblaw And Shoppers Drug Mart is currently strength for the organization in regards to conserving up on overheads connected to marketing and also promotion. Because no new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising and marketing feature, this is a beneficial chance for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has expertise in business-to-business marketing in addition to agency as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing and advertising features.

The benefit of this approach is that it will certainly incorporate both features while lowering the requirement for hiring an added source for advertising. Lewis would certainly be heading the advertising and marketing division and also in any case her replacement would be needed for the present duty that she is performing. The downside of this alternative is that external hiring may produce bitterness from inner workers that may be eying the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and Manufacturing: Given the competitive pressures and high quality work required from the ad agency, it is suggested that Lewis must allow the manufacturing system to be a separate feature from the advertising device. Since many advertising agencies had these 2 functions as separate devices, it makes more sense to follow the standard. In addition to this, both functions may be able to focus on their core turns on more successfully. Nevertheless, the disadvantage of this technique would certainly be that added expenses would need to be borne for setting up separate manufacturing functions. Along with this, a manufacturing head may need to be employed which might increase expenses for the organization.

Integration of Advertising with Operations: Because Lewis is already taking treatment of the advertising and also operations departments concurrently; it makes sense to incorporate the two features because she has actually been efficiently taking treatment of both ends. The fact that Lewis has to adjust her monitoring style for the advertising department suggests that these two departments would certainly be culturally varied.


An analysis of the three alternatives shows that assimilation of marketing as well as procedures would not be a possible relocation due to the substantial differences in between the 2 divisions despite the truth that currently Lewis is dealing with both. While separation of the production function might have been a favorable move for the marketing department, the fact that it would certainly mean positioning a 3rd feature under Lewis's wing suggests this must be stayed clear of.

Activity Strategy.
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

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

Lewis will divide herself from procedures.

An autonomous management style with staff member empowerment will be used in advertising and marketing department.

Open door plan as well as focus on cross departmental interaction will certainly be focused on eliminating dissonance.

Contingency plan.

If the assimilation does not work out as intended, a contingency strategy would certainly adhere to which would certainly divide the production feature from the advertising feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing division without an SVP. In that case the production feature will absolutely be divided by putting it under an SVP production.