Octane Service Station Spanish Version Case Study Help


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Octane Service Station Spanish Version Case Study Solution

Background and Facts

Octane Service Station Spanish Version an office products store for little as well as moderate sized organisations has actually just recently been associated with planning for a merging with its competitor Residence Deport, which has influenced efficiency levels in departmentswith the senior manager associated with lawful complications put forth by the federal Trade Compensation. With the Marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the future. With obstacles in the form of a potential social adjustment and also reduced staff member morale, the company requires a full reengineering effort at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising department of Octane Service Station Spanish Version is increasing uncertainty in the workplace causing different 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 function in impacting tactical choices given that Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Profession 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 consider each of these nations might have the ability to impact performance or critical objectives. Federal Profession Compensation's antitrust suit against the merging used up useful time of the company's senior administration suggesting that 'political' factors can have major effects for a global service.

Economic Factors: Economic factors such as the appearance of local business in the global situation suggest that Octane Service Station Spanish Version is thriving in an environment where there is potential development of services. Reality that shop clients are primarily looking for workplace materials for house workplaces recommends that the market has a climbing pattern of business owners as well as home based organisations.

Social factors: Social trends in the economy reveal that clients are seeking convenience in addition to appealing prices. Marketing research shows how the client for Octane Service Station Spanish Version does not have recognition regarding finding remedies which can provide a mix of ease and inexpensive.

Technical factors: Innovation plays a vital function in Octane Service Station Spanish Version's company strategy specifically as the organization is piloting Modern technology facilities which would certainly provide modern technology sales and also support in the form of memory upgrades, outer installations. (Summary of PARASITE in appendix 2).

OB Issues and Effects.

Several underlying Organizational Behavior problems can be seen in Octane Service Station Spanish Version's case as highlighted in this area.

Uneasiness concerning social change: There is apprehension regarding a cultural adjustment that would take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with most of the personnel currently revealing unhappiness over this possible action. This predicted adjustment has actually developed anxiety in the workplace which has been combined with the past anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is lack of workers that can match the demanding setting of a busy company. Not only does this cause problem in discovering the best individuals, it places tension on brand-new hires as can not stand up to the speed and also stress that the company expects them to bear.

Double Coverage Lines: Newbies discover this business culture cumbersome and also tough to manage specifically as dotted line connections are suggested to be weak in general as well as objective setting as well as performance assessment is still done by the solid line manager. This indicates that beginners might lose clarity regarding their respective duties and goals especially as populated line coverage does not keep them in direct communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's position came as a strike to her spirits. Lewis might have been capable as well as suitable for the work but the truth that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Fear and also insecurity can be determined as two significant concerns that Lewis would be taking care of especially as the merger has actually now be terminated as well as two elderly executives of the advertising and marketing division would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would certainly not simply be in charge of brining concerning a social adjustment yet would certainly likewise need to show herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's administration design and its conflict with the advertising department's function can also be viewed as an OB challenge particularly as she has been used to managing issues in the operations division where personnel are educated to concentrate on procedures and obtain them right. The advertising department on the various other hand can be viewed as a group of individuals who are made use of to being supported by Krasnow that concentrated a lot more on result than processes.

Interdepartmental Arguments: Interdepartmental differences between 3 divisions, marketing, merchandizing as well as operations specifically over the appropriation of the advertising and marketing mix can be recognized as one more OB problem. The advertising and marketing department does not share the very same vision as the various other two divisions regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures divisions do not agree over the marketing mix allocation amongst one another either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing departments can be determined as one more OB problem which can require further focus. The fact that the advertising and marketing sections in the advertising division are disconnected is protecting against both departments from gaining from each various other's experience and also experience. Integration of marketing with merchandising as well as operations would end up being harder if the advertising and marketing department itself is disintegrated which can be another prospective OB concern.

Octane Service Station Spanish Version Analysis

Different concepts have actually been utilized to explain the circumstances to obtain further clearness concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that staffs are passive and also lazy, have little ambition and also stand up to modification. The scenario at Octane Service Station Spanish Version is not completely adhering to Theory X, it can be seen that brand-new hires are finding this environment rather stressful which might at some point lead to a greater inclination of the management towards Concept X. Even while assessing Lewis's monitoring style, concept X might have been ideal in the operations division to some level but the Advertising and marketing department would certainly need dependence on Theory Y in order to obtain the creativity and also originality from the groups.

Tuckman's Team effort Theory: As for Lewis's worry about bringing harmony between the advertising and marketing department is concerned, this would originally cause contrast as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, throughout the preliminary phase of group development, people might not bond, as they are hectic locating their place in the group. By incorporating the marketing and advertising department's work, there may be the same initial disconnect which can result in the 2nd phase of 'storming' where the groups test one another. It is just during the third stage or 'norming' when they would come together to share suggestions before the team can bring around synergy in the 4th stage 'doing'.

When individuals are provided with adjustment, they go into phase one and also so there might be emotions like despair, unpredictability, irritation, rage, anxiety, denial and also disorientation.The scenario at the advertising division of Octane Service Station Spanish Version is comparable so Lewis can get comfy with the idea that it is not extraordinary habits. It is throughout this phase that Lewis will certainly have to give support to the department so that they can discover a sense of direction. It can be seen how Krasnow has already made this change less complicated by making Lewis get entailed in the division a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has discusses the value of 'security requires as being a reduced degree demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel protected and also out of threat' is at the 2nd degree of needs. Prior to a worker can be made to develop psychologically, he needs to have his 'Physical 'as well as 'Safety and security' needs fulfilled.

SWOT Analysis for Octane Service Station Spanish Version Case Study

Effects of Analysis.

The OB analysis has looked at different concepts to recognize how to deal with the existing situation at hand. The following 3 choices have been recommended to aid Lewis take care of the organizational obstacles in the advertising department. Each of these choices has actually been recommended for alleviating the transition required to bring the marketing division in line with the demands of the market as well as for making the cultural change that would follow when the present leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and Manufacturing functions. Assimilation of Advertising with Workflow.

Analysis of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis during the earlier merging days has knowledge in business-to-business advertising along with agency as well as retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both marketing and marketing functions.

The advantage of this technique is that it will incorporate both features while reducing the need for hiring an additional source for advertising and marketing. Lewis would be heading the advertising division and also in any kind of case her substitute would certainly be needed for the current function that she is doing. The disadvantage of this alternative is that exterior hiring might cause bitterness from internal personnel who may be eying the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Manufacturing: Offered the competitive pressures and also top quality job required from the advertising agency, it is recommended that Lewis needs to permit the manufacturing system to be a separate feature from the advertising system. Because many advertising agencies had these two functions as different systems, it makes more feeling to comply with the standard. In addition to this, both features may be able to concentrate on their core activates more effectively. The negative aspect of this approach would certainly be that additional costs would certainly have to be borne for establishing up different production features. Along with this, a manufacturing head might need to be employed which can increase overheads for the organization.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is already taking care of the advertising and marketing and operations departments concurrently; it makes sense to incorporate the two features because she has been effectively taking care of both ends. The truth that both departments already have major differences over allowance of resources suggests that this assimilation may have the ability to produce harmony specifically as Lewis would be heading both ends.However there are different drawbacks of this relocation especially as it would put way too much problem over Lewis's shoulders. The truth that Lewis needs to adapt her management style for the advertising and marketing department suggests that these two divisions would be culturally diverse. In addition to this, Lewis may not have the ability to use one kind of management style to both departments which can result in inadequacy in either among both functions.


An analysis of the three choices shows that combination of advertising and marketing as well as operations would not be a possible action due to the huge differences in between the two divisions in spite of the truth that currently Lewis is taking care of both. While separation of the production feature might have been a beneficial relocation for the advertising and marketing division, the truth that it would certainly imply positioning a 3rd function under Lewis's wing suggests this must be stayed clear of.

Activity Plan.
Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Production feature will certainly remain part of marketing under advertising function.

Lewis will certainly separate herself from procedures.

A democratic management design with staff member empowerment will certainly be used in advertising and marketing department.

Open door policy and emphasis on cross department communication will certainly be aimed at eliminating dissonance.

Contingency plan.

If the integration does not work out as prepared, a backup plan would comply with which would separate the manufacturing feature from the marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will absolutely be divided by placing it under an SVP production.