Managing Teams From A Distance Making The Most Of Virtual Meetings Case Study Analysis


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Managing Teams From A Distance Making The Most Of Virtual Meetings Case Study Solution

Background and Facts

Managing Teams From A Distance Making The Most Of Virtual Meetings an office products store for little and average sized services has just recently been associated with preparing for a merging with its competitor House Deport, which has actually impacted effectiveness levels in departmentswith the elderly supervisor associated with lawful issues presented by the government Profession Commission. With the Advertising and marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the near future. With difficulties in the form of a prospective social adjustment as well as reduced employee spirits, the organization requires a full reengineering effort at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural modification at the marketing division of Managing Teams From A Distance Making The Most Of Virtual Meetings is raising unpredictability in the working environment leading to different difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting tactical choices considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Payment's intervention at the same time. Given the reality that the shop has a worldwide visibility with branches in UK, USA, Canada and also Germany, political factors in each of these nations might have the ability to influence efficiency or strategic goals. Federal Profession Compensation's antitrust suit versus the merging took up beneficial time of the company's senior administration suggesting that 'political' factors can have serious effects for a worldwide organisation.

Economic Factors: Financial factors such as the development of small companies in the worldwide situation suggest that Managing Teams From A Distance Making The Most Of Virtual Meetings is thriving in an environment where there is potential development of companies. Fact that store consumers are mostly looking for workplace products for house offices suggests that the market has a climbing pattern of entrepreneurs and house based services.

Social factors: Social fads in the economic situation show that clients are searching for benefit along with eye-catching costs. Market research demonstrates how the client for Managing Teams From A Distance Making The Most Of Virtual Meetings lacks awareness concerning discovering services which can offer a mix of comfort and also inexpensive.

Technological factors: Technology plays an important role in Managing Teams From A Distance Making The Most Of Virtual Meetings's organisation technique particularly as the company is piloting Modern technology centers which would certainly use innovation sales as well as support in the type of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Habits problems can be seen in Managing Teams From A Distance Making The Most Of Virtual Meetings's case as highlighted in this section.

Uneasiness regarding cultural change: There is concern about a social change that would happen as soon as Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with most of the personnel currently showing discontent over this possible action. This predicted adjustment has actually developed tension in the work environment which has actually been combined with the previous stress of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is scarcity of personnel that can match the demanding setting of a fast-paced company. Not just does this result in problem in locating the best people, it places stress and anxiety on new hires as can not withstand the rate and also pressure that the company expects them to birth.

Dual Reporting Lines: Newbies find this business culture difficult and difficult to manage particularly as populated line relationships are meant to be weaker as a whole and unbiased setting and performance examination is still done by the strong line manager. This indicates that newcomers can shed clearness concerning their corresponding duties as well as purposes specifically as populated line reporting does not keep them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been guessed that the last would take Krasnow's setting came as a strike to her morale. Lewis may have been qualified as well as appropriate for the work however the reality that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Job Instability: Worry as well as instability can be determined as 2 significant issues that Lewis would certainly be taking care of especially as the merger has actually now be terminated and 2 senior execs of the marketing division would be leaving. The entire obligation of the division would certainly be falling on Lewis's shoulders who would not just be in charge of brining regarding a social adjustment yet would also need to verify herself in her new function.

Inappropriate Monitoring Style of Leader: Lewis's administration design and also its conflict with the advertising and marketing division's function can likewise be viewed as an OB obstacle particularly as she has actually been used to dealing with problems in the procedures division where workers are educated to focus on processes as well as obtain them right. The marketing division on the various other hand can be seen as a group of people that are used to being supported by Krasnow who focused extra on output than processes.

Interdepartmental Disputes: Interdepartmental arguments between 3 departments, marketing, merchandizing and also operations respectively over the appropriation of the advertising mix can be recognized as an additional OB issue. The marketing department does not share the exact same vision as the various other 2 departments concerning the aloocation of the marketing mix twoards promos and advertsing, the merchandizing as well as procedures divisions do not agree over the marketing mix allotment amongst one an additional either.

Fragmentation in Advertising And Marketing Division: Disintegration between the advertising and marketing divisions can be determined as one more OB concern which might require additional interest. The truth that the advertising and marketing areas in the marketing department are separated is stopping both divisions from obtaining from each other's experience and also know-how. Combination of marketing with retailing as well as operations would end up being harder if the advertising division itself is broken down which can be one more possible OB concern.

Managing Teams From A Distance Making The Most Of Virtual Meetings Analysis

Numerous theories have actually been made use of to clarify the situations to get additional clarity concerning the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are easy and also careless, have little passion as well as resist change. The hard variation of this theory emphasized coercion, tight controls, dangers and penalties. Over time it creates low productivity, refined sabotage and also competition (Offer, 2003). Although the situation at Managing Teams From A Distance Making The Most Of Virtual Meetings is not entirely complying with Theory X, it can be seen that brand-new hires are locating this setting instead difficult which might eventually result in a greater inclination of the monitoring in the direction of Theory X. As per McGregor's supported sight, which he called Concept Y, the vital job of the monitoring is to prepare organizational problems to make sure that individuals can achieve their very own goals best by directing their efforts towards organizational incentives. If individuals discover no fulfillment in their work, the monitoring would have little choice but to depend on concept X and outside control (Offer, 2003). Even while assessing Lewis's administration design, concept X may have appropriated in the procedures department somewhat however the Advertising division would certainly need dependence on Theory Y to get the creativity as well as originality from the teams.

Tuckman's Synergy Concept: As much as Lewis's worry regarding bringing harmony between the marketing and also advertising and marketing division is concerned, this would originally lead to clash as discussed by Bruce Tuckman in his 'Synergy Theory'. By combining the marketing and advertising department's job, there may be the same initial separate which could lead to the second stage of 'storming' where the teams challenge one an additional.

When individuals are offered with modification, they get in stage one as well as so there might be emotions like sadness, unpredictability, frustration, anger, anxiety, denial and also disorientation.The circumstance at the marketing department of Managing Teams From A Distance Making The Most Of Virtual Meetings is similar so Lewis can get comfortable with the concept that it is not remarkable actions. It is during this phase that Lewis will have to provide support to the division so that they can find a feeling of instructions. It can be seen exactly how Krasnow has actually currently made this transition simpler by making Lewis obtain entailed in the division a year before his actual departure.
Vrio Analysis
Maslow's Requirement pecking order: The OB issue related to insecurity at the work environment has been activated to start with by the adjustment in monitoring and second of all by the fact that the merger will no more be launched. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has discusses the significance of 'safety requires as being a reduced degree demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel safe and secure and also safe' is at the 2nd degree of demands. Before a worker can be made to establish emotionally, he needs to have his 'Physiological 'as well as 'Security' needs fulfilled. This indicates that unless the workers are made to feel secure regarding their existing employment standing in Managing Teams From A Distance Making The Most Of Virtual Meetings they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Managing Teams From A Distance Making The Most Of Virtual Meetings Case Study

Implication of Analysis.

The OB analysis has actually considered different concepts to understand just how to deal with the existing circumstance at hand. The complying with three choices have actually been suggested to aid Lewis manage the business obstacles in the advertising and marketing division. Each of these choices has been suggested for easing the change required to bring the advertising and marketing department in accordance with the requirements of the marketplace and also for making the cultural change that would certainly follow once the current leader leaves.

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

Assessment of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The internal marketing agency of Managing Teams From A Distance Making The Most Of Virtual Meetings is currently toughness for the organization in terms of conserving up on overheads associated with marketing and promotion. Given that no new employment has actually been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the marketing feature, this is a positive chance for integrating the marketing and advertising functions. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both advertising and marketing features.

The benefit of this approach is that it will certainly incorporate both functions while reducing the need for working with an extra source for marketing. Lewis would certainly be heading the marketing department and also in any kind of case her substitute would certainly be needed for the current function that she is carrying out. The disadvantage of this alternative is that outside hiring may produce resentment from internal workers who might be considering the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Production: Given the affordable pressures as well as excellent quality job needed from the ad agency, it is recommended that Lewis ought to permit the production device to be a separate feature from the advertising device. Considering that the majority of ad agency had these two features as different systems, it makes even more sense to follow the norm. Both features might be able to concentrate on their core turns on more efficiently. The disadvantage of this technique would be that extra prices would certainly have to be birthed for establishing up separate manufacturing features. Along with this, a production head may need to be worked with which can enhance overheads for the organization.

Assimilation of Advertising And Marketing with Workflows: Because Lewis is already taking treatment of the advertising and marketing as well as procedures divisions all at once; it makes feeling to integrate the 2 features since she has actually been effectively taking treatment of both ends. The truth that Lewis has to adapt her management style for the marketing division recommends that these 2 divisions would be culturally diverse.


An assessment of the 3 options shows that assimilation of marketing and operations would not be a feasible action due to the huge distinctions between the 2 departments regardless of the fact that presently Lewis is handling both. While splitting up of the manufacturing feature may have been a beneficial action for the marketing division, the fact that it would certainly mean putting a 3rd feature under Lewis's wing suggests this need to be prevented.

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

Advertising and Marketing functions would be combined.

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

Manufacturing feature will remain component of marketing under advertising function.

Lewis will separate herself from procedures.

A democratic management style with staff member empowerment will be used in marketing division.

Open door policy and also emphasis on cross departmental interaction will certainly be aimed at getting rid of disharmony.

Backup strategy.

If the combination does not exercise as prepared, a backup strategy would comply with which would divide the manufacturing function from the advertising and marketing function to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing function will absolutely be divided by putting it under an SVP manufacturing.