Loccitane En Provence Case Study Analysis


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Loccitane En Provence Case Study Analysis

Background and Facts

Loccitane En Provence a workplace supplies store for tiny and also average sized organisations has just recently been involved in planning for a merging with its competitor Home Deport, which has actually influenced efficiency levels in departmentswith the senior manager involved in lawful difficulties put forth by the government Trade Compensation. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With challenges in the form of a potential social modification as well as reduced staff member spirits, the organization is in need of a full reengineering initiative at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The possible social modification at the advertising division of Loccitane En Provence is raising uncertainty in the workplace causing different obstacles for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing tactical decisions considering that Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Compensation's intervention at the same time. Given the reality that the shop has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries might have the ability to impact efficiency or strategic objectives. Federal Trade Commission's antitrust suit versus the merging took up beneficial time of the company's elderly management suggesting that 'political' factors can have major ramifications for a worldwide service.

Economic Factors: Economic factors such as the emergence of small companies in the global circumstance recommend that Loccitane En Provence is flourishing in a setting where there is prospective development of services. In addition to this, fact that store customers are mainly seeking workplace products for home offices recommends that the marketplace has a rising trend of entrepreneurs as well as home based organisations.

Social factors: Social trends in the economy show that customers are seeking ease as well as eye-catching prices. Market research shows how the consumer for Loccitane En Provence lacks understanding concerning discovering solutions which can use a combination of benefit and also affordable.

Technical factors: Technology plays an important function in Loccitane En Provence's service approach particularly as the organization is piloting Technology centers which would certainly provide modern technology sales and assistance in the type of memory upgrades, peripheral installments. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

A number of underlying Organizational Behavior issues can be seen in Loccitane En Provence's case as highlighted in this area.

Apprehensions about social adjustment: There is worry regarding a cultural modification that would take place as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with most of the employee currently showing unhappiness over this potential move. This expected adjustment has created anxiety in the office which has been paired with the previous stress and anxiety of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is lack of workers that can match the stressful environment of a hectic organization. Not just does this result in trouble in finding the right people, it puts tension on new hires as can not hold up against the rate and pressure that the company anticipates them to birth.

Twin Coverage Lines: Novices discover this business society cumbersome and also hard to deal with specifically as populated line relationships are implied to be weaker as a whole as well as unbiased setting and also performance evaluation is still done by the solid line manager. This suggests that beginners might lose clarity concerning their particular functions and objectives especially as populated line coverage does not maintain them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been capable and suitable for the job yet the truth that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Work Instability: Concern and also instability can be recognized as 2 major worries that Lewis would certainly be managing especially as the merging has actually currently be cancelled and two elderly execs of the advertising division would certainly be leaving. The entire duty of the division would be dropping on Lewis's shoulders who would not just be in charge of brining concerning a social change yet would additionally need to verify herself in her new duty.

Incompatible Management Design of Leader: Lewis's administration style as well as its incompatibility with the marketing department's role can also be viewed as an OB obstacle specifically as she has actually been made use of to taking care of concerns in the procedures department where employees are shown to focus on procedures as well as obtain them right. The advertising and marketing division on the other hand can be seen as a team of people who are used to being nurtured by Krasnow who concentrated much more on output than processes.

Interdepartmental Disagreements: Interdepartmental differences in between 3 departments, advertising and marketing, merchandizing and operations specifically over the allotment of the advertising and marketing mix can be determined as an additional OB concern. Although the advertising and marketing department does not share the exact same vision as the various other two divisions pertaining to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allocation amongst one another either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing departments can be identified as one more OB concern which might need additional attention. The truth that the marketing and advertising areas in the advertising and marketing department are separated is stopping both departments from gaining from each other's experience as well as expertise. Combination of marketing with retailing and also procedures would become more difficult if the marketing department itself is degenerated which can be another possible OB concern.

Loccitane En Provence Analysis

Different concepts have actually been made use of to describe the circumstances to obtain further clarity about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that subordinates are easy and also lazy, have little aspiration as well as resist adjustment. The hard variation of this theory stressed coercion, tight controls, risks and also penalties. In time it creates reduced productivity, subtle sabotage and also rivalry (Deal, 2003). The circumstance at Loccitane En Provence is not totally following Theory X, it can be seen that brand-new hires are locating this environment instead stressful which might ultimately lead to a higher inclination of the monitoring towards Theory X. Based on McGregor's supported view, which he called Theory Y, the necessary task of the administration is to prepare organizational problems to make sure that individuals can achieve their own objectives best by routing their efforts in the direction of business incentives. If individuals locate no satisfaction in their work, the management would certainly have little selection however to rely upon theory X and external control (Offer, 2003). Even while evaluating Lewis's administration style, theory X may have appropriated in the procedures department to some extent yet the Advertising division would certainly call for reliance on Concept Y in order to get the creativity and also creativity from the groups.

Tuckman's Team effort Theory: As for Lewis's worry about bringing consistency between the advertising and marketing division is concerned, this would originally lead to clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the initial phase of team growth, individuals may not bond, as they are active locating their location in the group. By incorporating the marketing and advertising department's job, there may coincide preliminary disconnect which can cause the second phase of 'storming' where the groups test one another. Nonetheless, it is just throughout the third stage or 'norming' when they would certainly come together to share suggestions prior to the group can cause synergy in the 4th stage 'carrying out'.

When people are presented with change, they enter stage one and so there might be emotions like unhappiness, uncertainty, stress, anger, concern, rejection and disorientation.The scenario at the advertising department of Loccitane En Provence is comparable so Lewis can get comfy with the suggestion that it is not remarkable habits. It is during this phase that Lewis will certainly have to give advice to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis obtain involved in the division a year prior to his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has talks about the value of 'security requires as being a lower level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel protected and also out of threat' is at the second level of needs. Prior to a staff member can be made to establish mentally, he needs to have his 'Physiological 'and also 'Safety and security' needs met.

SWOT Analysis for Loccitane En Provence Case Study

Ramification of Analysis.

The OB analysis has taken a look at various theories to recognize exactly how to handle the existing scenario available. The complying with three choices have been proposed to assist Lewis deal with the business obstacles in the advertising and marketing department. Each of these alternatives has actually been suggested for reducing the change needed to bring the advertising and marketing division according to the requirements of the market as well as for making the social modification that would certainly follow as soon as the present leader leaves.

Combination of marketing and advertising functions. Separating Adverting and also Production features. Combination of Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with agency and retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both advertising and marketing and advertising and marketing functions.

The benefit of this strategy is that it will certainly integrate the two features while minimizing the requirement for employing an added source for advertising. In addition to this, Lewis would be heading the marketing department and also all the same her replacement would be needed for the existing function that she is executing. The downside of this alternative is that external hiring may bring about bitterness from internal workers that may be eying the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Given the affordable stress as well as excellent quality work required from the advertising agency, it is recommended that Lewis should permit the production system to be a separate feature from the advertising system. Because most ad agency had these two features as different systems, it makes even more feeling to follow the norm. Both features might be able to focus on their core turns on extra effectively. The disadvantage of this technique would certainly be that extra expenses would certainly have to be borne for setting up separate manufacturing features. Along with this, a production head might need to be worked with which might increase overheads for the company.

Assimilation of Advertising And Marketing with Procedures: Considering that Lewis is currently dealing with the advertising and also operations departments all at once; it makes good sense to incorporate the two features because she has been efficiently caring for both ends. The fact that the two divisions already have significant differences over appropriation of sources suggests that this assimilation may be able to cause harmony particularly as Lewis would certainly be heading both ends.However there are numerous disadvantages of this action particularly as it would put excessive worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring design for the advertising department recommends that these 2 departments would certainly be culturally diverse. Along with this, Lewis may not be able to use one type of management design to both departments which could lead to inefficiency in either one of the two features.


An examination of the 3 choices shows that integration of marketing and operations would certainly not be a viable relocation due to the huge distinctions between the 2 departments in spite of the truth that currently Lewis is taking care of both. While separation of the production feature might have been a beneficial action for the marketing division, the reality that it would suggest placing a 3rd function under Lewis's wing suggests this should be avoided.

Action Plan.
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

Judith Shapiro will be worked with to take Lewis's area as SVP of marketing and advertising.

Manufacturing function will certainly remain component of marketing under advertising feature.

Lewis will certainly separate herself from operations.

An autonomous management style with worker empowerment will certainly be made use of in advertising department.

Open door plan and also focus on cross department communication will be aimed at eliminating disharmony.

Backup strategy.

If the combination does not exercise as planned, a contingency plan would certainly comply with which would certainly 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 employed, Lewis will be heading the advertising and marketing division without an SVP. In that case the manufacturing feature will certainly be divided by positioning it under an SVP production.