My Summer Internship By Antar Al Qawwee Case Study Help


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My Summer Internship By Antar Al Qawwee Case Study Help

Background and Facts

My Summer Internship By Antar Al Qawwee an office supplies retailer for small and also moderate sized services has just recently been involved in preparing for a merger with its competitor Home Deport, which has impacted effectiveness degrees in departmentswith the senior manager involved in lawful issues presented by the government Trade Payment. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the near future. With challenges in the kind of a prospective cultural modification as well as reduced worker spirits, the company requires a complete reengineering effort at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing department of My Summer Internship By Antar Al Qawwee is enhancing unpredictability in the working environment leading to numerous obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing tactical decisions because Stapes Inc. had to desert its plans of merging with Workplace Deport after the Federal Profession Payment's intervention at the same time. Given the fact that the shop has a worldwide existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries might be able to impact performance or strategic objectives. Federal Trade Payment's antitrust fit against the merging occupied valuable time of the organization's senior management suggesting that 'political' factors can have serious effects for a worldwide service.

Economic Factors: Economic factors such as the appearance of small companies in the international circumstance recommend that My Summer Internship By Antar Al Qawwee is thriving in an environment where there is possible development of companies. Truth that shop consumers are mostly looking for office materials for residence offices recommends that the market has a climbing fad of entrepreneurs as well as residence based companies.

Social factors: Social trends in the economic situation reveal that customers are trying to find comfort in addition to eye-catching costs. Market research demonstrates how the consumer for My Summer Internship By Antar Al Qawwee lacks recognition about finding remedies which can offer a combination of convenience and also low costs.

Technical factors: Innovation plays a crucial duty in My Summer Internship By Antar Al Qawwee's company technique particularly as the company is piloting Technology centers which would certainly offer technology sales and assistance in the form of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues and Manifestations.

Several underlying Business Habits problems can be seen in My Summer Internship By Antar Al Qawwee's case as highlighted in this section.

Concerns regarding social adjustment: There is apprehension regarding a social change that would certainly happen when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the personnel already revealing unhappiness over this prospective relocation. This expected adjustment has created tension in the work environment which has been paired with the previous stress of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is lack of employees that can match the demanding setting of a hectic organization. Not only does this lead to difficulty in discovering the appropriate individuals, it puts stress and anxiety on brand-new hires as can not stand up to the pace and pressure that the organization anticipates them to birth.

Dual Reporting Lines: Newcomers find this business society troublesome as well as tough to handle especially as populated line connections are suggested to be weak generally as well as unbiased setup as well as performance analysis is still done by the solid line supervisor. This means that novices can shed clearness concerning their particular duties as well as objectives especially as populated line coverage does not keep them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles even though it had actually been hypothesized that the latter would certainly take Krasnow's position came as a strike to her spirits. Lewis may have been qualified as well as appropriate for the job however the fact that Kransnow's departure would make Coles a straight report to Lewis may have been the factor for Coles' resignation from services.

Concern & Task Insecurity: Worry and also insecurity can be recognized as 2 major concerns that Lewis would certainly be taking care of especially as the merging has currently be cancelled and also two elderly execs of the advertising and marketing division would certainly be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a cultural modification but would also have to verify herself in her brand-new function.

Incompatible Administration Design of Leader: Lewis's administration style and its conflict with the marketing division's role can also be seen as an OB difficulty specifically as she has been made use of to taking care of problems in the operations department where workers are shown to concentrate on procedures and get them right. The advertising division on the various other hand can be viewed as a group of people that are used to being nurtured by Krasnow who concentrated much more on result than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between three divisions, marketing, merchandizing and operations respectively over the allotment of the advertising mix can be identified as one more OB worry. The advertising department does not share the same vision as the other 2 divisions pertaining to the aloocation of the advertising mix twoards promotions as well as 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 marketing and advertising departments can be identified as one more OB problem which can require additional focus. The truth that the advertising and marketing sections in the marketing department are disconnected is stopping both divisions from gaining from each other's experience and know-how. Combination of advertising and marketing with merchandising and procedures would certainly come to be harder if the marketing department itself is disintegrated which can be one more possible OB worry.

My Summer Internship By Antar Al Qawwee Analysis

Numerous concepts have actually been used to clarify the conditions to obtain additional clearness concerning the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers think that juniors are easy as well as careless, have little aspiration as well as resist change. The difficult variation of this concept highlighted browbeating, limited controls, dangers as well as penalties. Gradually it produces reduced productivity, refined sabotage as well as rivalry (Offer, 2003). Although the circumstance at My Summer Internship By Antar Al Qawwee is not completely following Concept X, it can be seen that new hires are locating this atmosphere instead difficult which may at some point result in a greater inclination of the monitoring in the direction of Theory X. As per McGregor's advocated sight, which he called Theory Y, the essential job of the monitoring is to organize business problems to ensure that individuals can accomplish their own goals best by guiding their efforts towards organizational rewards. If people discover no complete satisfaction in their job, the management would have little selection yet to depend on theory X as well as outside control (Deal, 2003). Even while analyzing Lewis's administration style, concept X may have been suitable in the procedures division to some extent yet the Advertising department would certainly call for reliance on Theory Y to get the creative thinking as well as originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's concern concerning bringing harmony in between the marketing and advertising division is worried, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, during the initial phase of team growth, individuals may not bond, as they are active discovering their location in the team. By combining the advertising and marketing department's work, there might be the same first disconnect which can lead to the 2nd phase of 'storming' where the groups test each other. It is only during the third stage or 'norming' when they would certainly come with each other to share concepts prior to the team can bring about harmony in the 4th phase 'executing'.

Bridges' Change Design: According To William Bridge's theory (appendix 4), individuals are fairly uncomfortable with adjustment, which is apparent by the situation at My Summer Internship By Antar Al Qawwee The situation can be viewed as a typical program of life if is examined as per Bridge's concept where he discusses that individuals go through three phases of shift when they experience modification. 'End, losing as well as Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with modification, they go into stage one and so there may be feelings like sadness, uncertainty, frustration, anger, anxiety, rejection and also disorientation.The scenario at the marketing division of My Summer Internship By Antar Al Qawwee is comparable so Lewis can get comfy with the idea that it is not phenomenal habits. In the 2nd stage, there might be a demand to link the void between the new and old culture so Lewis may have to encounter this challenge when Krasnow leaves. There may be low spirits and low productivity at this phase which must not be taken as a problem. It is during this phase that Lewis will certainly need to give guidance to the department to ensure that they can locate a sense of direction. It can be seen just how Krasnow has currently made this change much easier by making Lewis get involved in the department a year before his actual departure. Based on Bridges' Version, stage 3 will certainly bring about openness to learning, High energy and dedication as individuals will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem pertaining to instability at the workplace has been activated to start with by the adjustment in administration and second of all by the reality that the merger will no longer be started. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has goes over the importance of 'safety and security needs as being a lower level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and also out of danger' is at the 2nd level of needs. Prior to a worker can be made to develop emotionally, he needs to have his 'Physical 'as well as 'Security' needs fulfilled. This shows that unless the employees are made to feel safe about their existing employment condition in My Summer Internship By Antar Al Qawwee they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for My Summer Internship By Antar Al Qawwee Case Study

Implication of Analysis.

The OB analysis has looked at various concepts to comprehend how to handle the current scenario at hand. The adhering to three alternatives have actually been proposed to help Lewis deal with the business challenges in the marketing division. Each of these choices has actually been proposed for relieving the transition required to bring the marketing division according to the requirements of the marketplace as well as for making the social adjustment that would certainly comply with once the present leader leaves.

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

Examination of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with agency and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both marketing and marketing functions.

The advantage of this method is that it will certainly integrate the two features while decreasing the need for working with an added resource for advertising and marketing. In addition to this, Lewis would be heading the advertising division and also regardless her replacement would be needed for the current function that she is carrying out. The disadvantage of this alternative is that outside hiring might produce animosity from inner personnel who may be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Manufacturing: Given the affordable stress and also excellent quality job required from the advertising agency, it is suggested that Lewis ought to enable the manufacturing unit to be a different function from the marketing device. Since a lot of ad agency had these two features as separate systems, it makes more sense to adhere to the norm. Both functions might be able to focus on their core triggers extra successfully. The disadvantage of this method would certainly be that added expenses would have to be birthed for establishing up different manufacturing functions. A manufacturing head might have to be worked with which can raise overheads for the organization.

Combination of Advertising And Marketing with Operations: Since Lewis is already dealing with the advertising and marketing and also procedures divisions concurrently; it makes good sense to integrate the two features considering that she has actually been effectively caring for both ends. The fact that both departments currently have significant distinctions over appropriation of sources suggests that this combination may be able to produce consistency especially as Lewis would certainly be heading both ends.However there are numerous drawbacks of this step especially as it would place excessive worry over Lewis's shoulders. The truth that Lewis has to adapt her management style for the advertising and marketing division suggests that these two divisions would be culturally diverse. Along with this, Lewis may not have the ability to apply one type of leadership style to both departments which might cause inefficiency in either among the two functions.


An evaluation of the 3 options suggests that assimilation of advertising as well as procedures would certainly not be a viable step as a result of the vast distinctions between both divisions despite the fact that currently Lewis is managing both. While separation of the manufacturing function may have been a beneficial step for the advertising division, the reality that it would certainly mean positioning a 3rd function under Lewis's wing suggests this need to be stayed clear of also. The integration of the marketing department is the best option in terms of obtaining the optimal arise from the department. An activity plan for this alternative is discussed listed below.

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

Marketing and advertising features would be combined.

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

Manufacturing feature will continue to be part of advertising and marketing under advertising and marketing function.

Lewis will certainly divide herself from operations.

A democratic management design with worker empowerment will be used in advertising and marketing division.

Open up door policy and focus on cross departmental interaction will certainly be focused on getting rid of disharmony.

Backup strategy.

If the assimilation does not work out as prepared, a backup strategy would certainly adhere to which would divide the production feature from the advertising feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will most definitely be divided by putting it under an SVP manufacturing.