Murray Ohio Manufacturing Co Case Study Help


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Murray Ohio Manufacturing Co Case Study Solution

Background and Facts

Murray Ohio Manufacturing Co a workplace supplies merchant for little as well as medium sized organisations has actually just recently been associated with planning for a merging with its competitor Home Deport, which has influenced effectiveness degrees in departmentswith the elderly manager associated with legal problems presented by the government Trade Commission. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the future. With difficulties in the form of a potential social modification and low worker spirits, the organization is in need of a complete reengineering initiative at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The possible social adjustment at the advertising department of Murray Ohio Manufacturing Co is boosting unpredictability in the workplace resulting in different difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical decisions because Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Compensation's intervention while doing so. Given the reality that the store has an international existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may have the ability to influence performance or tactical objectives. Federal Profession Commission's antitrust suit versus the merging used up important time of the company's elderly administration recommending that 'political' factors can have serious ramifications for an international service.

Economic Factors: Economic factors such as the appearance of small businesses in the international situation suggest that Murray Ohio Manufacturing Co is prospering in a setting where there is possible growth of companies. Along with this, fact that shop customers are mainly seeking office supplies for home offices recommends that the market has a rising trend of business owners and home based services.

Social factors: Social trends in the economy show that clients are trying to find comfort in addition to eye-catching costs. Market research demonstrates how the customer for Murray Ohio Manufacturing Co lacks awareness concerning locating options which can use a mix of ease and affordable.

Technical factors: Technology plays a crucial function in Murray Ohio Manufacturing Co's service approach particularly as the company is piloting Modern technology centers which would provide modern technology sales and also assistance in the form of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and Effects.

Numerous underlying Business Habits issues can be seen in Murray Ohio Manufacturing Co's case as highlighted in this section.

Worries about social change: There is apprehension about a social change that would certainly take place once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with the majority of the personnel currently revealing unhappiness over this possible move. This predicted adjustment has actually produced stress and anxiety in the work environment which has been combined with the past tension of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is lack of personnel that can match the difficult setting of a hectic organization. Not just does this lead to problem in discovering the appropriate individuals, it places stress on brand-new hires as can not hold up against the rate as well as pressure that the organization anticipates them to bear.

Twin Coverage Lines: Newbies locate this organizational culture troublesome and challenging to manage specifically as populated line connections are meant to be weaker generally as well as unbiased setting and performance evaluation is still done by the solid line manager. This indicates that beginners could shed clarity concerning their respective functions and objectives particularly as dotted line reporting does not maintain them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the last would take Krasnow's position came as a blow to her morale. Lewis may have been capable and also suitable for the work but the fact that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Concern & Job Insecurity: Fear and also insecurity can be recognized as two significant worries that Lewis would be dealing with especially as the merger has actually now be terminated and two elderly executives of the advertising department would certainly be leaving. The entire duty of the department would be falling on Lewis's shoulders that would certainly not simply be in charge of brining concerning a social change yet would also have to show herself in her new function.

Incompatible Administration Design of Leader: Lewis's administration design as well as its conflict with the advertising and marketing division's role can additionally be seen as an OB obstacle especially as she has actually been utilized to dealing with issues in the operations department where employees are instructed to focus on processes and get them. The advertising division on the other hand can be viewed as a group of individuals who are utilized to being nurtured by Krasnow that focused much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental arguments between three divisions, advertising and marketing, merchandizing as well as operations specifically over the allowance of the marketing mix can be identified as one more OB concern. The marketing department does not share the exact same vision as the other two departments concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also operations departments do not agree over the advertising and marketing mix allocation amongst one another either.

Disintegration in Marketing Division: Disintegration in between the advertising and marketing divisions can be recognized as an additional OB issue which can require additional interest. The reality that the advertising and marketing areas in the marketing division are detached is preventing both departments from acquiring from each other's experience and also proficiency. Combination of advertising with retailing as well as procedures would certainly end up being more difficult if the advertising division itself is disintegrated which can be an additional potential OB worry.

Murray Ohio Manufacturing Co Analysis

Numerous theories have actually been utilized to explain the scenarios to get more clarity concerning the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are easy and lazy, have little ambition and withstand adjustment. The scenario at Murray Ohio Manufacturing Co is not totally following Concept X, it can be seen that brand-new hires are finding this atmosphere instead demanding which may eventually lead to a greater inclination of the management in the direction of Theory X. Even while assessing Lewis's management design, theory X may have been suitable in the procedures department to some degree yet the Marketing division would need dependence on Theory Y in order to get the imagination and also creativity from the teams.

Tuckman's Synergy Concept: Regarding Lewis's concern about bringing consistency between the marketing and advertising department is worried, this would initially lead to conflict as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the first stage of team development, individuals might not bond, as they are hectic locating their place in the team. By integrating the marketing and advertising department's work, there may be the same first disconnect which might lead to the second phase of 'storming' where the teams challenge each other. Nevertheless, it is only throughout the third phase or 'norming' when they would integrate to share suggestions prior to the group can bring about synergy in the 4th stage 'performing'.

Bridges' Change Version: Based On William Bridge's theory (appendix 4), individuals are fairly awkward with modification, which is obvious by the scenario at Murray Ohio Manufacturing Co The circumstance can be seen as a normal program of life if is studied based on Bridge's concept where he clarifies that individuals experience 3 stages of transition when they experience change. 'Closing, shedding and also Releasing', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they go into phase one therefore there might be feelings like unhappiness, uncertainty, stress, rage, fear, rejection and disorientation.The scenario at the advertising department of Murray Ohio Manufacturing Co is similar so Lewis can obtain comfy with the concept that it is not amazing behavior. In the second stage, there may be a requirement to bridge the space between the new and also old culture so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There might be reduced spirits and also reduced performance at this stage which should not be taken as an obstacle. It is during this stage that Lewis will certainly have to offer guidance to the department to ensure that they can locate a sense of direction. It can be seen just how Krasnow has already made this shift much easier by making Lewis obtain associated with the department a year before his actual separation. Based on Bridges' Model, phase three will certainly bring about visibility to discovering, High power as well as commitment as people will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has goes over the value of 'security needs as being a reduced degree requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel secure and also out of risk' is at the second level of needs. Prior to a worker can be made to create mentally, he needs to have his 'Physiological 'and also 'Safety' needs met.

SWOT Analysis for Murray Ohio Manufacturing Co Case Study

Effects of Analysis.

The OB analysis has taken a look at different theories to comprehend just how to handle the current circumstance available. The following 3 alternatives have actually been suggested to help Lewis manage the business difficulties in the advertising division. Each of these choices has been proposed for alleviating the shift required to bring the advertising and marketing division in accordance with the requirements of the marketplace and also for making the social modification that would adhere to as soon as the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Production functions. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has proficiency in business-to-business marketing along with agency and retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing and also advertising functions.

The benefit of this strategy is that it will incorporate both features while lowering the requirement for employing an additional source for advertising. In addition to this, Lewis would be heading the marketing division as well as in any case her replacement would be required for the existing duty that she is performing. The disadvantage of this option is that exterior hiring may produce resentment from inner personnel that might be considering the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Offered the competitive pressures as well as high quality work called for from the ad agency, it is recommended that Lewis should permit the production device to be a separate function from the marketing system. Considering that the majority of ad agency had these 2 features as separate systems, it makes more sense to follow the standard. Both features may be able to concentrate on their core turns on more successfully. However, the downside of this technique would be that added prices would have to be borne for establishing different manufacturing functions. In addition to this, a production head may have to be hired which can enhance expenses for the organization.

Assimilation of Advertising with Procedures: Given that Lewis is currently looking after the advertising and marketing and procedures divisions at the same time; it makes good sense to incorporate both functions since she has been successfully caring for both ends. The reality that both divisions already have major distinctions over appropriation of sources suggests that this combination may have the ability to bring about consistency particularly as Lewis would certainly be heading both ends.However there are different drawbacks of this move particularly as it would put too much concern over Lewis's shoulders. The truth that Lewis needs to adapt her administration style for the marketing division recommends that these two departments would certainly be culturally diverse. Along with this, Lewis may not have the ability to apply one kind of management style to both departments which might lead to inadequacy in either one of the two features.


An evaluation of the three alternatives suggests that assimilation of marketing and also operations would certainly not be a possible relocation because of the substantial differences in between the two departments despite the fact that presently Lewis is taking care of both. While separation of the manufacturing feature might have been a favorable move for the marketing department, the fact that it would certainly imply putting a third function under Lewis's wing implies this should be stayed clear of. The integration of the advertising and marketing department is the very best option in terms of getting the optimal results from the department. An action prepare for this option is talked about below.

Action Plan.
Lewis will take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

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

Lewis will certainly divide herself from operations.

An autonomous management style with employee empowerment will be made use of in marketing department.

Open up door policy as well as focus on cross departmental interaction will be targeted at eliminating dissonance.

Backup strategy.

If the combination does not work out as planned, a contingency strategy would certainly adhere to which would divide the manufacturing feature from the marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing division without an SVP. Because case the production feature will absolutely be separated by placing it under an SVP manufacturing.