Maple Leaf Hardware Limited Case Study Help


Home >> Harvard >> Maple Leaf Hardware Limited >>

Maple Leaf Hardware Limited Case Study Analysis

Background and Facts

Maple Leaf Hardware Limited an office products seller for small as well as average sized organisations has actually lately been associated with planning for a merger with its competitor Home Deport, which has affected effectiveness levels in departmentswith the elderly supervisor associated with lawful problems presented by the federal Profession Commission. With the Advertising and marketing Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With difficulties in the form of a possible cultural adjustment as well as reduced employee spirits, the organization requires a total reengineering effort at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The potential social modification at the advertising department of Maple Leaf Hardware Limited is boosting unpredictability in the workplace leading to various difficulties 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 significant function in impacting tactical decisions considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Compensation's treatment while doing so. Provided the fact that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries might be able to influence performance or calculated objectives. Federal Profession Compensation's antitrust suit against the merger took up useful time of the company's senior monitoring recommending that 'political' factors can have serious ramifications for a global service.

Economic Factors: Economic factors such as the appearance of small businesses in the international scenario suggest that Maple Leaf Hardware Limited is flourishing in a setting where there is prospective development of services. In addition to this, reality that store consumers are mainly seeking office supplies for office suggests that the marketplace has a climbing trend of business owners and also home based services.

Social factors: Social trends in the economic situation show that clients are searching for comfort along with eye-catching costs. Marketing research demonstrates how the client for Maple Leaf Hardware Limited does not have recognition regarding discovering options which can provide a combination of convenience and also low costs.

Technological factors: Innovation plays an essential function in Maple Leaf Hardware Limited's company approach particularly as the organization is piloting Innovation centers which would supply modern technology sales and assistance in the kind of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and also Symptoms.

A number of underlying Business Habits concerns can be seen in Maple Leaf Hardware Limited's case as highlighted in this section.

Apprehensions regarding social adjustment: There is worry concerning a cultural adjustment that would happen when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with a lot of the employee already revealing unhappiness over this possible action. This anticipated adjustment has created anxiety in the work environment which has actually been combined with the previous anxiety of preparing the company for a prospective merger with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a fast-paced organization. Not only does this bring about trouble in locating the ideal individuals, it places stress and anxiety on new hires as can not stand up to the speed and stress that the organization anticipates them to bear.

Double Reporting Lines: Beginners discover this business society troublesome and hard to deal with especially as dotted line connections are meant to be weaker generally and unbiased setting and also performance assessment is still done by the strong line manager. This implies that beginners could shed quality about their corresponding functions and objectives particularly as populated line coverage does not keep them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had actually been speculated that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis might have been qualified as well as proper for the task however the truth that Kransnow's separation would make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Worry & Task Instability: Anxiety and instability can be recognized as 2 significant concerns that Lewis would be handling specifically as the merging has currently be cancelled as well as 2 elderly executives of the advertising department would certainly be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders that would not just supervise of brining regarding a cultural change but would certainly additionally have to confirm herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's monitoring design as well as its incompatibility with the advertising and marketing division's role can additionally be seen as an OB challenge specifically as she has been made use of to taking care of problems in the procedures division where personnel are educated to concentrate on processes and also obtain them right. The advertising department on the various other hand can be viewed as a group of people who are used to being supported by Krasnow who focused much more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 divisions, advertising, merchandizing and also procedures respectively over the appropriation of the advertising mix can be determined as another OB worry. Although the advertising and marketing department does not share the very same vision as the various other 2 divisions pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix allocation among one another either.

Fragmentation in Marketing Department: Disintegration in between the marketing and advertising divisions can be recognized as another OB concern which could require further attention. The truth that the advertising and marketing sections in the advertising and marketing department are disconnected is preventing both divisions from gaining from each other's experience as well as experience. Combination of advertising with retailing and also procedures would become harder if the marketing department itself is broken down which can be an additional prospective OB problem.

Maple Leaf Hardware Limited Analysis

Numerous theories have been used to explain the circumstances to get further clearness about the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that staffs are passive as well as lazy, have little aspiration and also withstand adjustment. The hard version of this theory highlighted threat, tight controls, threats and punishments. Gradually it generates low efficiency, subtle sabotage and rivalry (Offer, 2003). Although the situation at Maple Leaf Hardware Limited is not entirely adhering to Concept X, it can be seen that new hires are finding this environment instead demanding which may ultimately cause a higher disposition of the administration towards Theory X. As per McGregor's supported view, which he called Concept Y, the essential task of the administration is to organize organizational problems so that people can accomplish their very own goals best by guiding their efforts towards organizational rewards. If individuals locate no fulfillment in their job, the administration would certainly have little choice but to depend on theory X as well as exterior control (Deal, 2003). Also while assessing Lewis's administration design, concept X may have appropriated in the procedures division somewhat but the Marketing department would certainly need dependence on Concept Y so as to get the imagination and originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing harmony in between the advertising and marketing department is concerned, this would originally bring about contrast as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the first stage of group growth, individuals might not bond, as they are busy locating their location in the team. By incorporating the marketing and advertising division's work, there may coincide first disconnect which could result in the 2nd stage of 'storming' where the groups challenge each other. However, it is only during the 3rd phase or 'norming' when they would collaborate to share concepts prior to the group can cause synergy in the fourth stage 'performing'.

When people are provided with adjustment, they enter phase one as well as so there might be emotions like sadness, unpredictability, stress, rage, anxiety, rejection and disorientation.The situation at the marketing division of Maple Leaf Hardware Limited is similar so Lewis can get comfortable with the concept that it is not extraordinary behavior. It is during this phase that Lewis will have to give guidance to the department so that they can locate a feeling of direction. It can be seen how Krasnow has currently made this change less complicated by making Lewis obtain included in the division a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has goes over the relevance of 'protection needs as being a lower degree demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure as well as out of threat' is at the 2nd degree of needs. Before a worker can be made to establish psychologically, he requires to have his 'Physical 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Maple Leaf Hardware Limited Case Study

Implication of Analysis.

The OB analysis has actually considered various theories to comprehend how to deal with the current circumstance handy. The complying with 3 alternatives have been recommended to aid Lewis take care of the organizational obstacles in the marketing division. Each of these options has been proposed for easing the transition required to bring the advertising division in line with the requirements of the market as well as for making the social change that would comply with when the present leader leaves.

Combination of advertising and marketing features. Separating Adverting and Manufacturing features. Combination of Marketing with Procedures.

Evaluation of Alternatives.

Integration of Marketing & Marketing Functions: The internal advertising and marketing company of Maple Leaf Hardware Limited is currently toughness for the company in terms of conserving up on expenses connected to marketing as well as promotion. Given that no brand-new recruitment has actually been done after Bridget Cole's separation with the coverage line being straight designated to Krasnow for the marketing feature, this is a desirable opportunity for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been talked to by Lewis throughout the earlier merger days has know-how in business-to-business advertising together with firm and also retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both advertising and marketing functions.

The advantage of this approach is that it will certainly integrate both features while minimizing the need for working with an additional source for advertising. In addition to this, Lewis would be heading the advertising department and also in any case her replacement would be required for the present function that she is executing. The negative aspect of this alternative is that external hiring may produce bitterness from inner employees that might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and Manufacturing: Offered the affordable stress and top quality job called for from the ad agency, it is advised that Lewis ought to enable the manufacturing device to be a different function from the advertising device. Because a lot of ad agency had these two features as different devices, it makes even more sense to follow the standard. Both functions may be able to focus on their core triggers much more successfully. Nevertheless, the disadvantage of this method would be that extra prices would certainly need to be birthed for establishing different production features. In addition to this, a production head may have to be employed which can enhance overheads for the organization.

Integration of Marketing with Operations: Because Lewis is already taking care of the advertising and procedures divisions at the same time; it makes feeling to incorporate the two features given that she has been effectively taking treatment of both ends. The fact that Lewis has to adjust her monitoring style for the marketing department recommends that these 2 departments would be culturally varied.


An assessment of the 3 options shows that integration of advertising as well as procedures would certainly not be a viable relocation due to the huge differences in between the two divisions despite the truth that currently Lewis is managing both. While splitting up of the manufacturing function might have been a desirable move for the marketing department, the truth that it would certainly imply putting a third function under Lewis's wing indicates this need to be avoided.

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

Advertising and Marketing functions would certainly be combined.

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

Production function will certainly remain component of advertising and marketing under marketing function.

Lewis will divide herself from procedures.

A democratic management design with worker empowerment will certainly be utilized in advertising division.

Open up door plan and also emphasis on cross departmental communication will certainly be aimed at removing discord.

Backup strategy.

If the combination does not work out as prepared, a contingency plan would adhere to which would certainly divide the production feature from the advertising and marketing function to decrease 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 department without an SVP. In that case the manufacturing feature will certainly be separated by placing it under an SVP manufacturing.