Making The Case Case Study Analysis


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Background and Facts

Making The Case an office products store for small and also moderate sized businesses has just recently been involved in planning for a merger with its rival Home Deport, which has impacted performance degrees in departmentswith the senior supervisor involved in legal problems presented by the government Trade Compensation. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With obstacles in the form of a possible cultural adjustment and low employee morale, the company wants a complete reengineering initiative at the advertising division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the marketing division of Making The Case is raising unpredictability in the workplace leading to various challenges 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 significant role in impacting calculated choices considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Profession Compensation's intervention in the process. Given the fact that the shop has an international visibility with branches in UK, USA, Canada and Germany, political consider each of these nations might have the ability to affect efficiency or calculated objectives. Federal Trade Commission's antitrust match against the merger took up beneficial time of the company's elderly management suggesting that 'political' factors can have major implications for a global company.

Economic Factors: Financial factors such as the introduction of small businesses in the international scenario suggest that Making The Case is thriving in an atmosphere where there is possible development of services. In addition to this, fact that store clients are mainly seeking office supplies for office suggests that the market has a climbing fad of business owners and home based services.

Social factors: Social patterns in the economic climate show that clients are seeking comfort in addition to eye-catching prices. Market research shows how the client for Making The Case lacks understanding concerning discovering services which can offer a mix of benefit and affordable.

Technical factors: Modern technology plays a vital role in Making The Case's business strategy especially as the company is piloting Technology centers which would supply modern technology sales as well as assistance in the form of memory upgrades, peripheral installments. (Recap of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Actions concerns can be seen in Making The Case's case as highlighted in this section.

Worries concerning cultural modification: There is apprehension concerning a cultural modification that would take place once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with a lot of the staff members already revealing unhappiness over this possible move. This expected adjustment has actually created tension in the office which has been combined with the previous stress of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Demanding Work Atmosphere for Newcomers: There is lack of workers that can match the stressful atmosphere of a hectic company. Not only does this cause problem in locating the ideal individuals, it puts tension on new hires as can not hold up against the rate and pressure that the company expects them to birth.

Twin Reporting Lines: Novices find this organizational society difficult and also challenging to manage especially as populated line connections are indicated to be weaker in general as well as unbiased setup and efficiency analysis is still done by the strong line supervisor. This implies that beginners might shed clearness about their particular functions as well as purposes specifically as dotted line reporting does not maintain them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and also proper for the job but the fact that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Worry and instability can be identified as two major concerns that Lewis would certainly be dealing with particularly as the merger has actually currently be cancelled and two senior executives of the advertising division would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders who would not just supervise of brining about a social change but would also have to show herself in her new function.

Incompatible Management Style of Leader: Lewis's administration style and its conflict with the advertising division's function can likewise be seen as an OB difficulty specifically as she has been used to handling problems in the procedures department where employees are shown to focus on procedures and also obtain them right. The marketing division on the other hand can be viewed as a team of people who are used to being nurtured by Krasnow who focused more on output than procedures.

Interdepartmental Disputes: Interdepartmental differences between three divisions, advertising, merchandizing and also procedures respectively over the appropriation of the marketing mix can be identified as one more OB concern. The advertising department does not share the same vision as the other two divisions regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures divisions do not concur over the marketing mix appropriation amongst one an additional either.

Disintegration in Advertising Department: Disintegration between the marketing and advertising divisions can be identified as one more OB concern which might need additional attention. The truth that the advertising and marketing sections in the marketing department are disconnected is preventing both departments from getting from each various other's experience as well as competence. Integration of advertising and marketing with merchandising as well as procedures would become harder if the advertising and marketing department itself is disintegrated which can be another potential OB issue.

Making The Case Analysis

Numerous concepts have been used to discuss the situations to get more quality concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that juniors are easy and careless, have little ambition and also resist modification. The hard version of this concept stressed threat, tight controls, threats as well as punishments. Over time it produces reduced performance, subtle sabotage and also rivalry (Offer, 2003). Although the situation at Making The Case is not entirely complying with Theory X, it can be seen that brand-new hires are finding this atmosphere instead demanding which may at some point cause a better disposition of the administration towards Concept X. According to McGregor's promoted view, which he called Concept Y, the vital job of the management is to set up business problems to make sure that individuals can accomplish their own objectives best by guiding their initiatives in the direction of organizational benefits. If people discover no contentment in their job, the management would have little option however to count on theory X and external control (Deal, 2003). Even while assessing Lewis's administration design, concept X might have been suitable in the operations division somewhat yet the Advertising division would certainly need dependence on Concept Y so as to get the imagination and originality from the groups.

Tuckman's Team effort Concept: As for Lewis's problem concerning bringing harmony between the advertising and marketing department is concerned, this would initially cause conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, during the initial phase of group advancement, individuals may not bond, as they are active locating their area in the team. By combining the marketing and advertising division's work, there might be the same first disconnect which could cause the 2nd stage of 'storming' where the groups test each other. It is only during the 3rd stage or 'norming' when they would certainly come with each other to share suggestions prior to the group can bring about harmony in the fourth phase 'executing'.

Bridges' Change Model: According To William Bridge's concept (appendix 4), individuals are rather unpleasant with adjustment, which is obvious by the circumstance at Making The Case The situation can be viewed as a normal training course of life if is researched according to Bridge's theory where he explains that individuals go through 3 stages of transition when they experience adjustment. 'End, shedding and also Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals are presented with change, they get in phase one and so there might be emotions like unhappiness, uncertainty, disappointment, temper, worry, rejection and also disorientation.The situation at the marketing division of Making The Case is comparable so Lewis can get comfy with the suggestion that it is not remarkable habits. In the 2nd stage, there might be a demand to bridge the space in between the new and old culture so Lewis might need to face this challenge as soon as Krasnow leaves. There might be reduced morale and also low productivity at this phase which must not be taken as a trouble. It is during this phase that Lewis will need to give support to the department to make sure that they can discover an orientation. It can be seen exactly how Krasnow has already made this transition simpler by making Lewis get associated with the division a year prior to his real departure. Based on Bridges' Version, stage 3 will cause openness to learning, High energy and also dedication as individuals will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has reviews the value of 'security requires as being a reduced level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel secure as well as out of threat' is at the second level of needs. Prior to a worker can be made to create emotionally, he needs to have his 'Physiological 'as well as 'Security' needs fulfilled.

SWOT Analysis for Making The Case Case Study

Effects of Analysis.

The OB analysis has actually taken a look at different concepts to comprehend just how to cope with the present scenario at hand. The complying with 3 options have been suggested to help Lewis deal with the business difficulties in the advertising and marketing division. Each of these alternatives has actually been suggested for easing the transition needed to bring the advertising division in line with the requirements of the marketplace and also for making the cultural adjustment that would certainly follow once the present leader leaves.

Combination of marketing and advertising functions. Separating Adverting as well as Production features. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merger days has know-how in business-to-business advertising along with firm and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising and also advertising and marketing functions.

The advantage of this approach is that it will certainly incorporate both features while decreasing the demand for working with an added resource for advertising. Along with this, Lewis would certainly be heading the advertising department and in any case her replacement would be required for the existing role that she is performing. The downside of this option is that exterior hiring may produce bitterness from inner workers that may be looking at the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Manufacturing: Provided the affordable pressures as well as top quality job required from the advertising agency, it is recommended that Lewis ought to enable the manufacturing system to be a separate function from the marketing unit. Given that the majority of advertising agencies had these two functions as different units, it makes even more sense to follow the norm. Both functions may be able to focus on their core triggers much more efficiently. Nonetheless, the drawback of this strategy would certainly be that extra prices would have to be birthed for setting up separate production functions. A manufacturing head may have to be worked with which could boost overheads for the company.

Combination of Advertising And Marketing with Workflows: Since Lewis is already taking care of the advertising and procedures departments at the same time; it makes feeling to integrate the two features since she has actually been successfully taking treatment of both ends. The truth that Lewis has to adapt her management style for the advertising division recommends that these 2 divisions would be culturally varied.


An assessment of the 3 alternatives indicates that integration of marketing and also procedures would not be a possible action due to the substantial distinctions in between the two departments regardless of the reality that currently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a beneficial relocation for the marketing department, the truth that it would mean putting a 3rd function under Lewis's wing implies this should be prevented.

Action Strategy.
Lewis will take control of the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Manufacturing function will continue to be component of advertising under marketing function.

Lewis will separate herself from procedures.

An autonomous management design with employee empowerment will be utilized in advertising department.

Open door policy and also focus on cross departmental interaction will certainly be aimed at eliminating disharmony.

Contingency plan.

If the combination does not exercise as intended, a backup strategy would certainly comply with which would separate the manufacturing function from the advertising and marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will certainly be separated by placing it under an SVP production.