Michelle Rhees Impact On The Washington Dc Public Schools Case Study Help


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Michelle Rhees Impact On The Washington Dc Public Schools Case Study Solution

Background and Facts

Michelle Rhees Impact On The Washington Dc Public Schools a workplace supplies store for tiny and also average sized organisations has actually just recently been associated with preparing for a merging with its competitor House Deport, which has impacted effectiveness degrees in departmentswith the senior manager involved in legal issues presented by the federal Profession Payment. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the near future. With difficulties in the type of a potential cultural change as well as reduced worker morale, the organization requires a complete reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible social change at the marketing division of Michelle Rhees Impact On The Washington Dc Public Schools is increasing unpredictability in the workplace leading to numerous obstacles for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing tactical choices since Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Trade Payment's intervention in the process. Offered the truth that the store has a worldwide existence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations may be able to affect performance or calculated goals. Federal Trade Compensation's antitrust fit versus the merger used up valuable time of the organization's senior management recommending that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Financial factors such as the development of local business in the global circumstance recommend that Michelle Rhees Impact On The Washington Dc Public Schools is growing in an atmosphere where there is possible growth of businesses. Along with this, reality that store clients are mostly seeking workplace materials for office suggests that the marketplace has an increasing fad of entrepreneurs as well as home based businesses.

Social factors: Social patterns in the economic climate show that clients are seeking ease in addition to attractive rates. Marketing research demonstrates how the consumer for Michelle Rhees Impact On The Washington Dc Public Schools lacks understanding about finding services which can use a mix of comfort and also inexpensive.

Technical factors: Technology plays an important duty in Michelle Rhees Impact On The Washington Dc Public Schools's company method specifically as the company is piloting Technology centers which would certainly provide innovation sales and also assistance in the form of memory upgrades, peripheral installments. (Recap of PEST in appendix 2).

OB Issues and Effects.

Several underlying Organizational Behavior problems can be seen in Michelle Rhees Impact On The Washington Dc Public Schools's case as highlighted in this area.

Apprehensions regarding cultural modification: There is uneasiness regarding a cultural change that would happen once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with a lot of the staff members already showing discontent over this prospective step. This anticipated modification has actually created anxiety in the work environment which has actually been combined with the previous stress and anxiety of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is scarcity of personnel that can match the demanding setting of a busy organization. Not only does this result in problem in finding the ideal people, it puts stress and anxiety on brand-new hires as can not stand up to the pace as well as pressure that the company anticipates them to birth.

Twin Reporting Lines: Novices locate this organizational culture cumbersome as well as challenging to cope with specifically as dotted line relationships are implied to be weak in general and objective setup and also efficiency examination is still done by the strong line manager. This suggests that beginners could lose clearness regarding their respective roles as well as goals specifically as dotted line reporting does not maintain them in direct communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the last would certainly take Krasnow's setting came as a strike to her spirits. Lewis might have been capable as well as appropriate for the work however the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Fear and also instability can be identified as 2 major concerns that Lewis would certainly be managing specifically as the merger has now be cancelled and also 2 elderly execs of the advertising department would be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders that would not simply supervise of brining about a social change however would certainly also have to show herself in her brand-new duty.

Inappropriate Monitoring Design of Leader: Lewis's monitoring design and its incompatibility with the advertising and marketing division's role can also be seen as an OB obstacle particularly as she has been made use of to managing problems in the procedures department where employees are instructed to concentrate on processes and also get them. The advertising and marketing division on the various other hand can be viewed as a group of people who are made use of to being nurtured by Krasnow who concentrated more on result than procedures.

Interdepartmental Arguments: Interdepartmental disagreements between 3 departments, advertising, merchandizing and also operations specifically over the allotment of the advertising and marketing mix can be recognized as one more OB concern. Although the advertising and marketing division does not share the exact same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allotment amongst each other either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the marketing and advertising divisions can be recognized as another OB problem which could need more focus. The fact that the marketing and advertising areas in the advertising and marketing division are separated is stopping both divisions from gaining from each other's experience and competence. Integration of advertising and marketing with retailing as well as operations would certainly come to be more difficult if the marketing department itself is disintegrated which can be an additional potential OB concern.

Michelle Rhees Impact On The Washington Dc Public Schools Analysis

Numerous concepts have actually been made use of to describe the circumstances to get additional clearness about the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are easy and lazy, have little passion and also withstand change. The situation at Michelle Rhees Impact On The Washington Dc Public Schools is not completely adhering to Concept X, it can be seen that new hires are finding this atmosphere rather demanding which may ultimately lead to a higher disposition of the administration in the direction of Concept X. Also while assessing Lewis's monitoring design, theory X may have been appropriate in the procedures department to some level yet the Advertising and marketing division would certainly require dependence on Theory Y in order to obtain the creativity as well as creativity from the teams.

Tuckman's Synergy Concept: As much as Lewis's worry concerning bringing consistency in between the advertising and advertising and marketing division is worried, this would initially lead to contrast as gone over by Bruce Tuckman in his 'Synergy Concept'. By combining the advertising as well as advertising and marketing division's job, there may be the very same initial disconnect which might lead to the 2nd phase of 'storming' where the groups test one an additional.

Bridges' Shift Model: Based On William Bridge's theory (appendix 4), individuals are fairly unpleasant with adjustment, which is apparent by the circumstance at Michelle Rhees Impact On The Washington Dc Public Schools The situation can be seen as a typical training course of life if is researched according to Bridge's theory where he discusses that individuals undergo three stages of transition when they experience modification. 'Closing, losing as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they enter phase one and so there might be feelings like unhappiness, uncertainty, aggravation, rage, concern, rejection as well as disorientation.The scenario at the marketing department of Michelle Rhees Impact On The Washington Dc Public Schools is similar so Lewis can get comfy with the suggestion that it is not remarkable behavior. In the 2nd stage, there might be a demand to link the gap in between the new and also old culture so Lewis may have to encounter this ordeal as soon as Krasnow leaves. There may be low spirits as well as reduced productivity at this phase which need to not be taken as a setback. It is throughout this stage that Lewis will certainly 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 shift much easier by making Lewis obtain involved in the division a year prior to his actual separation. According to Bridges' Model, stage 3 will bring about openness to understanding, High energy and dedication as people will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has discusses the importance of 'protection needs as being a lower level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel safe and out of risk' is at the second level of demands. Prior to a staff member can be made to create emotionally, he needs to have his 'Physical 'and 'Security' requires satisfied.

SWOT Analysis for Michelle Rhees Impact On The Washington Dc Public Schools Case Study

Effects of Analysis.

The OB analysis has taken a look at various theories to understand exactly how to deal with the present circumstance at hand. The complying with three options have been recommended to assist Lewis take care of the business challenges in the advertising and marketing department. Each of these options has been suggested for relieving the change needed to bring the advertising department in accordance with the requirements of the market and also for making the social adjustment that would certainly comply with once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting as well as Production functions. Assimilation of Advertising with Workflow.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merger days has experience in business-to-business advertising and marketing along with firm and also retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both marketing as well as advertising functions.

The benefit of this method is that it will integrate the two functions while lowering the requirement for employing an extra source for advertising and marketing. Along with this, Lewis would be heading the advertising and marketing division as well as regardless her replacement would certainly be needed for the existing role that she is performing. The drawback of this option is that outside hiring might bring about resentment from interior workers that may be eying the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the competitive stress as well as high quality job called for from the marketing agency, it is recommended that Lewis should enable the production unit to be a different function from the marketing system. Considering that the majority of advertising agencies had these two functions as separate systems, it makes more feeling to follow the standard.

Assimilation of Advertising with Procedures: Given that Lewis is already taking treatment of the advertising and also procedures departments simultaneously; it makes feeling to incorporate the 2 functions because she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adapt her monitoring style for the advertising and marketing division recommends that these two divisions would be culturally varied.


An examination of the 3 alternatives indicates that combination of advertising and marketing and procedures would not be a practical action due to the large distinctions in between both departments although that currently Lewis is managing both. While separation of the manufacturing function might have been a beneficial move for the marketing department, the reality that it would suggest positioning a third feature under Lewis's wing indicates this should be prevented. The integration of the advertising and marketing division is the very best alternative in terms of getting the ideal results from the division. An activity prepare for this alternative is discussed listed below.

Action Plan.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

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

Lewis will separate herself from procedures.

A democratic leadership design with staff member empowerment will certainly be used in advertising department.

Open up door policy and emphasis on cross department interaction will be aimed at removing discord.

Contingency plan.

If the combination does not exercise as intended, a backup plan would certainly adhere to which would divide the manufacturing feature from the advertising and marketing function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing division without an SVP. In that case the production function will certainly be separated by placing it under an SVP manufacturing.