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Ocular Case Study Analysis

Background and Facts

Ocular an office products store for tiny and medium sized organisations has actually recently been involved in planning for a merger with its competitor Home Deport, which has influenced efficiency degrees in departmentswith the elderly manager involved in lawful issues put forth by the government Profession Payment. With the Advertising and marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the near future. With obstacles in the type of a prospective cultural modification as well as reduced staff member morale, the organization wants a total reengineering effort at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing division of Ocular is boosting uncertainty in the workplace causing various challenges for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic choices since Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Profession Payment's treatment in the process. Provided the fact that the shop has a global presence with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries might be able to influence performance or calculated goals. Federal Profession Payment's antitrust match against the merging occupied beneficial time of the organization's elderly monitoring suggesting that 'political' factors can have significant implications for a global business.

Economic Factors: Financial factors such as the emergence of small businesses in the worldwide circumstance suggest that Ocular is thriving in a setting where there is potential development of companies. In addition to this, truth that shop customers are mainly looking for office products for home offices recommends that the marketplace has a climbing pattern of business owners as well as home based organisations.

Social factors: Social patterns in the economy show that clients are trying to find benefit along with eye-catching costs. Marketing research shows how the customer for Ocular does not have awareness concerning discovering solutions which can provide a mix of ease as well as low costs.

Technical factors: Technology plays a crucial duty in Ocular's company technique particularly as the company is piloting Innovation facilities which would certainly offer innovation sales and assistance in the kind of memory upgrades, peripheral installations. (Recap of INSECT in appendix 2).

OB Issues as well as Manifestations.

Several underlying Organizational Behavior issues can be seen in Ocular's case as highlighted in this area.

Worries regarding cultural change: There is worry regarding a cultural modification that would happen once Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with the majority of the personnel already showing discontent over this potential move. This predicted modification has actually produced stress and anxiety in the workplace which has actually been coupled with the previous stress of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is scarcity of workers that can match the demanding atmosphere of a fast-paced company. Not just does this result in trouble in finding the best individuals, it puts tension on new hires as can not stand up to the speed and stress that the organization anticipates them to birth.

Twin Reporting Lines: Newcomers find this business society cumbersome and also hard to handle particularly as populated 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 suggests that newcomers might shed clarity about their respective roles and objectives especially as populated line coverage does not keep them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had actually been guessed that the latter would certainly take Krasnow's setting came as a blow to her spirits. Lewis may have been capable as well as suitable for the work however the truth that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Fear & Task Instability: Worry as well as insecurity can be determined as two significant worries that Lewis would certainly be taking care of especially as the merging has actually now be terminated and also 2 senior executives of the advertising division would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders that would certainly not just supervise of brining about a cultural change yet would also need to confirm herself in her new duty.

Inappropriate Administration Design of Leader: Lewis's administration design and its incompatibility with the marketing division's duty can likewise be seen as an OB obstacle specifically as she has actually been utilized to managing issues in the operations department where workers are shown to concentrate on procedures and obtain them. The marketing department on the other hand can be viewed as a team of people that are used to being nurtured by Krasnow who focused extra on result than procedures.

Interdepartmental Disagreements: Interdepartmental arguments in between three departments, marketing, merchandizing as well as procedures specifically over the allowance of the advertising mix can be identified as an additional OB concern. Although the advertising and marketing department does not share the very same vision as the other 2 divisions regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not concur over the advertising mix allowance among one another either.

Disintegration in Advertising Division: Fragmentation between the advertising and marketing departments can be recognized as one more OB issue which could need more focus. The truth that the advertising and marketing sections in the advertising division are detached is avoiding both departments from acquiring from each other's experience and experience. Combination of advertising with merchandising as well as procedures would certainly end up being harder if the advertising and marketing division itself is disintegrated which can be another possible OB worry.

Ocular Analysis

Numerous concepts have actually been made use of to discuss the situations to get further quality regarding the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that staffs are easy and also lazy, have little passion as well as withstand change. The hard variation of this theory highlighted threat, tight controls, hazards and also punishments. In time it creates reduced performance, refined sabotage and also rivalry (Deal, 2003). Although the scenario at Ocular is not totally following Concept X, it can be seen that brand-new hires are finding this setting instead stressful which might eventually result in a higher disposition of the monitoring towards Concept X. Based on McGregor's promoted sight, which he called Concept Y, the essential task of the management is to prepare business conditions so that people can achieve their very own objectives best by directing their efforts in the direction of business benefits. If people locate no contentment in their work, the administration would certainly have little option however to depend on concept X and also exterior control (Offer, 2003). Even while assessing Lewis's administration design, concept X may have been suitable in the operations division to some extent however the Marketing division would certainly call for reliance on Concept Y so as to get the creative thinking and originality from the groups.

Tuckman's Synergy Concept: As much as Lewis's issue concerning bringing consistency between the advertising and also advertising and marketing department is concerned, this would initially lead to contrast as reviewed by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising and also advertising and marketing department's work, there might be the very same initial separate which could lead to the second stage of 'storming' where the groups challenge one another.

Bridges' Shift Version: According To William Bridge's theory (appendix 4), individuals are rather uncomfortable with change, which is noticeable by the situation at Ocular The circumstance can be viewed as a typical course of life if is examined according to Bridge's concept where he explains that individuals undergo 3 stages of change when they experience change. 'End, losing and Releasing', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with adjustment, they go into stage one therefore there may be feelings like unhappiness, uncertainty, aggravation, temper, worry, denial and disorientation.The situation at the advertising and marketing division of Ocular is comparable so Lewis can get comfy with the idea that it is not remarkable behavior. In the 2nd stage, there may be a requirement to connect the gap between the new and old culture so Lewis may need to face this challenge as soon as Krasnow leaves. There may be low spirits as well as reduced efficiency at this phase which should not be taken as an obstacle. It is throughout this stage that Lewis will certainly have to provide advice to the department so that they can find an orientation. It can be seen how Krasnow has currently made this transition easier by making Lewis obtain involved in the department a year prior to his actual separation. According to Bridges' Design, stage three will certainly cause visibility to discovering, High power and also commitment as people will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has talks about the significance of 'protection requires as being a lower level need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe as well as out of risk' is at the second level of demands. Prior to a worker can be made to create emotionally, he needs to have his 'Physical 'as well as 'Safety and security' requires met.

SWOT Analysis for Ocular Case Study



Implication of Analysis.

The OB analysis has actually considered numerous theories to recognize how to deal with the existing scenario available. The complying with 3 alternatives have actually been suggested to aid Lewis take care of the organizational obstacles in the advertising department. Each of these options has been suggested for alleviating the transition required to bring the marketing division in accordance with the needs of the market and for making the cultural change that would follow as soon as the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and Manufacturing features. Combination of Advertising with Procedures.

Examination of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The in-house marketing agency of Ocular is already toughness for the organization in regards to saving up on expenses connected to marketing and also promo. Since no brand-new recruitment has been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the marketing function, this is a desirable chance for integrating the advertising and marketing functions. Judith Shapiro that has actually earlier been talked to by Lewis throughout the earlier merging days has know-how in business-to-business marketing in addition to company and retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The advantage of this approach is that it will integrate the two functions while decreasing the need for working with an extra source for marketing. Lewis would certainly be heading the marketing division and also in any type of case her replacement would be required for the present duty that she is doing. The downside of this alternative is that external hiring might produce bitterness from interior personnel that may be considering the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Offered the competitive pressures as well as high quality job needed from the advertising agency, it is recommended that Lewis ought to enable the production device to be a separate function from the marketing device. Considering that the majority of advertising agencies had these 2 features as different systems, it makes more sense to comply with the standard. Along with this, both features might be able to concentrate on their core activates a lot more successfully. The downside of this technique would certainly be that added expenses would certainly have to be birthed for establishing up separate production features. A production head may have to be worked with which can boost expenses for the organization.

Integration of Advertising with Operations: Considering that Lewis is already taking care of the advertising as well as procedures departments at the same time; it makes sense to integrate the two functions given that she has been effectively caring for both ends. The truth that both divisions already have significant differences over allocation of sources recommends that this integration may be able to cause consistency specifically as Lewis would be heading both ends.However there are numerous negative aspects of this action especially as it would place way too much worry over Lewis's shoulders. The reality that Lewis needs to adapt her management design for the marketing division recommends that these 2 divisions would be culturally diverse. Lewis might not be able to apply one type of management design to both departments which could result in inadequacy in either one of the two functions.

Referral.



An assessment of the three choices indicates that assimilation of marketing as well as procedures would certainly not be a practical action because of the vast distinctions between both divisions although that presently Lewis is handling both. While splitting up of the manufacturing feature may have been a beneficial action for the advertising department, the reality that it would imply positioning a third feature under Lewis's wing means this must be avoided. The integration of the advertising and marketing department is the most effective option in terms of getting the optimum arise from the department. An activity plan for this alternative is talked about below.

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

Advertising and Marketing features would be combined.

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

Production function will stay part of advertising under advertising feature.

Lewis will certainly separate herself from operations.

A democratic leadership design with staff member empowerment will certainly be used in marketing division.

Open up door plan and also focus on cross departmental communication will be aimed at eliminating dissonance.

Contingency strategy.

If the integration does not exercise as intended, a contingency strategy would comply with which would certainly divide the production function from the advertising feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. Because case the production function will certainly be divided by placing it under an SVP manufacturing.