Omnicoms No No A Case Study Solution


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Omnicoms No No A Case Study Solution

Background and Facts

Omnicoms No No A a workplace products retailer for tiny and also average sized businesses has actually lately been associated with preparing for a merging with its competitor House Deport, which has actually affected effectiveness levels in departmentswith the elderly supervisor associated with legal complications presented by the federal Trade Commission. With the Advertising Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the near future. With challenges in the type of a prospective social adjustment as well as low employee spirits, the organization wants a complete reengineering initiative at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural adjustment at the marketing division of Omnicoms No No A is increasing uncertainty in the working environment resulting in different obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing critical choices given that Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Trade Commission's treatment in the process. Offered the reality that the store has an international visibility with branches in UK, USA, Canada and Germany, political factors in each of these nations might be able to affect efficiency or tactical goals. Federal Profession Compensation's antitrust suit versus the merger used up valuable time of the company's senior monitoring recommending that 'political' factors can have significant ramifications for a worldwide business.

Economic Factors: Economic factors such as the introduction of small businesses in the worldwide situation suggest that Omnicoms No No A is prospering in an environment where there is possible growth of services. Along with this, fact that store clients are mostly seeking workplace supplies for home offices recommends that the marketplace has a climbing trend of business owners and also home based organisations.

Social factors: Social patterns in the economy show that clients are trying to find benefit along with appealing rates. Market research shows how the client for Omnicoms No No A does not have understanding about discovering options which can use a mix of benefit as well as inexpensive.

Technological factors: Innovation plays an essential role in Omnicoms No No A's service approach specifically as the company is piloting Technology centers which would provide innovation sales as well as support in the form of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Actions issues can be seen in Omnicoms No No A's case as highlighted in this section.

Concerns concerning cultural adjustment: There is uneasiness concerning a cultural modification that would occur when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with the majority of the staff members already showing discontent over this prospective relocation. This expected adjustment has actually developed anxiety in the office which has been paired with the previous stress and anxiety of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is scarcity of personnel that can match the demanding setting of a fast-paced organization. Not only does this cause trouble in discovering the best individuals, it puts tension on new hires as can not endure the pace and stress that the organization anticipates them to bear.

Twin Reporting Lines: Newbies discover this organizational society cumbersome as well as tough to cope with especially as dotted line partnerships are meant to be weak as a whole and unbiased setting and also performance evaluation is still done by the solid line manager. This implies that beginners can lose clarity concerning their respective roles and objectives specifically as populated line reporting does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been speculated that the latter would certainly take Krasnow's position came as a strike to her morale. Lewis may have been capable and also appropriate for the work but the fact that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Instability: Fear and also insecurity can be recognized as 2 significant worries that Lewis would be taking care of particularly as the merging has actually currently be cancelled as well as 2 elderly executives of the marketing department would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would not simply be in charge of brining about a cultural change but would certainly also have to show herself in her new function.

Incompatible Monitoring Design of Leader: Lewis's monitoring style as well as its conflict with the advertising department's function can also be seen as an OB difficulty particularly as she has been used to managing problems in the operations department where workers are shown to focus on procedures as well as get them right. The marketing department on the various other hand can be viewed as a group of individuals that are made use of to being supported by Krasnow that focused a lot more on output than procedures.

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

Fragmentation in Advertising And Marketing Division: Fragmentation in between the advertising and marketing divisions can be identified as another OB issue which might require further attention. The truth that the advertising and marketing areas in the advertising and marketing division are detached is preventing both divisions from obtaining from each various other's experience and also proficiency. Assimilation of marketing with merchandising as well as operations would come to be harder if the advertising division itself is disintegrated which can be another prospective OB issue.

Omnicoms No No A Analysis

Different theories have actually been utilized to describe the scenarios to obtain more clarity regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that staffs are passive as well as lazy, have little aspiration and also withstand modification. The circumstance at Omnicoms No No A is not entirely complying with Theory X, it can be seen that new hires are locating this environment rather demanding which may eventually lead to a higher disposition of the management towards Theory X. Even while assessing Lewis's administration design, concept X might have been ideal in the procedures department to some level yet the Advertising and marketing division would certainly call for dependence on Theory Y in order to get the creativity and creativity from the groups.

Tuckman's Team effort Theory: As for Lewis's worry concerning bringing consistency in between the advertising and marketing department is concerned, this would originally cause conflict as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the first phase of team advancement, individuals may not bond, as they are busy discovering their location in the team. By incorporating the marketing and advertising division's work, there might be the same first detach which could bring about the second stage of 'storming' where the teams test each other. Nevertheless, it is just throughout the third stage or 'norming' when they would come together to share suggestions prior to the team can bring about synergy in the fourth phase 'doing'.

When people are offered with change, they enter phase one and also so there might be emotions like unhappiness, unpredictability, aggravation, temper, worry, denial and also disorientation.The circumstance at the marketing division of Omnicoms No No A is comparable so Lewis can obtain comfortable with the concept that it is not extraordinary behavior. It is throughout this stage that Lewis will certainly have to provide advice to the department so that they can locate a sense of direction. It can be seen exactly how Krasnow has actually already made this transition easier by making Lewis obtain involved in the department a year before his actual separation.
Vrio Analysis
Maslow's Need pecking order: The OB problem pertaining to instability at the workplace has been caused firstly by the modification in management and second of all by the truth that the merger will certainly no more be initiated. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has reviews the relevance of 'safety requires as being a lower level demand of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to really feel safe and safe' goes to the second degree of needs. Prior to a worker can be made to create emotionally, he needs to have his 'Physical 'and 'Safety and security' requires satisfied. This shows that unless the employees are made to really feel secure about their present work status in Omnicoms No No A they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Omnicoms No No A Case Study

Implication of Analysis.

The OB analysis has considered different theories to understand just how to cope with the current situation handy. The complying with three alternatives have been proposed to help Lewis take care of the organizational difficulties in the advertising division. Each of these options has actually been recommended for alleviating the shift needed to bring the advertising division in line with the needs of the market as well as for making the cultural modification that would adhere to as soon as the present leader leaves.

Combination of marketing and advertising features. Dividing Adverting and Production features. Integration of Advertising with Operations.

Examination of Alternatives.

Combination of Marketing & Marketing Functions: The internal advertising agency of Omnicoms No No A is already toughness for the organization in terms of conserving up on expenses associated with marketing and also promo. Considering that no brand-new recruitment has actually been done after Bridget Cole's separation with the coverage line being straight appointed to Krasnow for the advertising feature, this is a positive opportunity for integrating the marketing and advertising functions. Judith Shapiro that has earlier been interviewed by Lewis during the earlier merger days has experience in business-to-business advertising and marketing together with agency and also retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both advertising and marketing functions.

The benefit of this method is that it will certainly integrate the two features while lowering the demand for employing an added source for advertising and marketing. Lewis would be heading the advertising and marketing department as well as in any type of case her replacement would certainly be needed for the existing duty that she is performing. The downside of this option is that outside hiring might cause animosity from internal workers that may be eying the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Offered the competitive stress and also premium quality work needed from the advertising agency, it is suggested that Lewis needs to permit the manufacturing unit to be a separate function from the marketing device. Considering that most ad agency had these two functions as different devices, it makes more sense to comply with the norm. Along with this, both features might have the ability to focus on their core turns on a lot more successfully. Nevertheless, the negative aspect of this strategy would be that added prices would have to be borne for establishing separate manufacturing functions. A manufacturing head might have to be employed which could increase expenses for the company.

Combination of Marketing with Operations: Since Lewis is already taking care of the advertising and marketing and also operations divisions concurrently; it makes sense to incorporate the 2 features considering that she has actually been successfully taking care of both ends. The reality that Lewis has to adjust her monitoring style for the advertising and marketing division recommends that these two divisions would be culturally diverse.


An examination of the 3 alternatives suggests that assimilation of advertising and also operations would not be a possible move due to the huge differences between the two departments in spite of the fact that presently Lewis is taking care of both. While separation of the manufacturing feature might have been a desirable move for the advertising division, the reality that it would certainly suggest positioning a third feature under Lewis's wing implies this must be stayed clear of.

Action Plan.
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

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

Lewis will certainly divide herself from procedures.

An autonomous leadership design with employee empowerment will be made use of in advertising division.

Open up door plan as well as focus on cross department communication will certainly be targeted at eliminating disharmony.

Contingency strategy.

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