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 an office materials store for little and average sized organisations has actually just recently been involved in planning for a merging with its competitor Residence Deport, which has affected efficiency levels in departmentswith the elderly manager involved in legal complications put forth by the federal Trade Commission. With the Advertising Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the near future. With obstacles in the type of a prospective cultural modification and reduced employee morale, the organization requires a full reengineering effort at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social change at the advertising division of Omnicoms No No A is raising uncertainty in the workplace causing numerous difficulties for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing tactical decisions since Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Trade Commission's treatment while doing so. Given the reality that the store has a worldwide existence with branches in UK, USA, Canada as well as Germany, political factors in each of these countries might have the ability to influence efficiency or critical objectives. Federal Trade Commission's antitrust match against the merger occupied important time of the company's senior administration recommending that 'political' factors can have severe ramifications for a global service.

Economic Factors: Economic factors such as the development of small companies in the international scenario recommend that Omnicoms No No A is thriving in a setting where there is possible development of companies. Along with this, fact that store clients are primarily looking for office products for office suggests that the marketplace has a rising fad of business owners as well as home based organisations.

Social factors: Social trends in the economic climate show that customers are looking for comfort along with appealing prices. Market research demonstrates how the consumer for Omnicoms No No A does not have recognition about discovering solutions which can provide a combination of convenience and inexpensive.

Technological factors: Technology plays a crucial duty in Omnicoms No No A's business method specifically as the company is piloting Modern technology centers which would certainly supply modern technology sales and support in the type of memory upgrades, peripheral installments. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

Several underlying Business Habits issues can be seen in Omnicoms No No A's case as highlighted in this area.

Apprehensions concerning social modification: There is concern about a social change that would happen once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with the majority of the personnel already showing unhappiness over this possible move. This anticipated change has developed tension in the office which has actually been coupled with the previous tension of preparing the company for a potential merging with House Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is shortage of workers that can match the difficult environment of a fast-paced company. Not only does this lead to problem in discovering the best people, it places stress and anxiety on new hires as can not withstand the pace and also pressure that the organization anticipates them to bear.

Double Reporting Lines: Beginners locate this organizational culture cumbersome and tough to handle especially as dotted line relationships are suggested to be weak in general as well as unbiased setting and performance examination is still done by the strong line manager. This suggests that newbies can shed clarity about their respective functions and also purposes particularly as dotted line reporting does not maintain them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been speculated that the latter would certainly take Krasnow's placement came as an impact to her morale. Lewis may have been qualified and appropriate for the task yet the truth that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Work Insecurity: Concern and insecurity can be identified as two major problems that Lewis would be taking care of particularly as the merging has actually currently be cancelled as well as 2 elderly execs of the marketing division would certainly be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders that would not just supervise of brining regarding a cultural adjustment yet would certainly likewise have to confirm herself in her brand-new function.

Incompatible Administration Style of Leader: Lewis's management style and its conflict with the marketing division's duty can also be viewed as an OB challenge particularly as she has been used to dealing with problems in the procedures department where personnel are educated to concentrate 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 used to being nurtured by Krasnow that focused a lot more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental differences between three divisions, marketing, merchandizing and also procedures respectively over the allocation of the marketing mix can be determined as an additional OB worry. Although the advertising division does not share the exact same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations divisions do not agree over the advertising and marketing mix allowance among one another either.

Disintegration in Advertising And Marketing Division: Fragmentation between the marketing and advertising divisions can be recognized as an additional OB issue which could need additional focus. The reality that the advertising and marketing areas in the advertising and marketing division are disconnected is avoiding both departments from getting from each other's experience as well as proficiency. Combination of advertising and marketing with retailing and procedures would end up being more difficult if the advertising division itself is disintegrated which can be one more possible OB problem.

Omnicoms No No A Analysis

Various concepts have actually been made use of to clarify the situations to get more quality regarding the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers think that subordinates are easy and also careless, have little passion and withstand adjustment. The situation at Omnicoms No No A is not totally complying with Concept X, it can be seen that new hires are finding this atmosphere instead demanding which might eventually lead to a higher inclination of the administration in the direction of Theory X. Even while assessing Lewis's management style, concept X might have been appropriate in the operations division to some degree but the Advertising department would certainly call for dependence on Concept Y in order to get the creativity and also originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's issue about bringing harmony in between the advertising and marketing division is worried, this would originally lead to conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, during the preliminary stage of group advancement, individuals might not bond, as they are active locating their location in the group. By combining the advertising and marketing division's job, there may be the same first disconnect which can result in the second stage of 'storming' where the groups challenge each other. It is just throughout the 3rd phase or 'norming' when they would certainly come with each other to share concepts prior to the group can bring around synergy in the 4th stage 'carrying out'.

Bridges' Shift Model: According To William Bridge's theory (appendix 4), people are rather uncomfortable with change, which is apparent by the scenario at Omnicoms No No A The scenario can be seen as a normal course of life if is studied according to Bridge's theory where he explains that individuals undergo three phases of change when they experience adjustment. 'Closing, losing as well as Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they go into stage one and so there might be feelings like sadness, unpredictability, aggravation, temper, worry, rejection as well as disorientation.The situation at the advertising and marketing division of Omnicoms No No A is similar so Lewis can obtain comfy with the idea that it is not amazing behavior. In the 2nd phase, there may be a requirement to link the gap in between the new as well as old culture so Lewis may need to face this challenge when Krasnow leaves. There might be low spirits as well as reduced efficiency at this phase which should not be taken as a problem. It is during this phase that Lewis will certainly need to offer guidance to the division so that they can find an orientation. It can be seen exactly how Krasnow has actually currently made this change easier by making Lewis obtain involved in the division a year before his actual departure. As per Bridges' Model, stage three will certainly produce openness to understanding, High energy and also dedication as individuals will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the importance of 'security requires as being a reduced level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel secure as well as out of threat' is at the 2nd degree of needs. Prior to an employee can be made to create emotionally, he needs to have his 'Physiological 'as well as 'Security' requires met.

SWOT Analysis for Omnicoms No No A Case Study

Implication of Analysis.

The OB analysis has actually considered numerous theories to recognize how to deal with the existing situation available. The adhering to three options have been recommended to help Lewis handle the business obstacles in the advertising and marketing department. Each of these options has been recommended for easing the shift needed to bring the advertising and marketing division in accordance with the demands of the market and for making the cultural adjustment that would comply with once the existing leader leaves.

Combination of marketing and advertising features. Separating Adverting and Manufacturing features. Assimilation of Marketing with Workflow.

Examination of Alternatives.

Integration of Advertising And Marketing & Advertising Functions: The internal marketing agency of Omnicoms No No A is already toughness for the organization in regards to conserving up on overheads connected to marketing as well as promotion. Because no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the advertising function, this is a favorable chance for integrating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business advertising and marketing together with company and also retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both marketing and advertising features.

The benefit of this method is that it will certainly incorporate both functions while minimizing the need for hiring an added source for advertising. Lewis would certainly be heading the advertising division and in any type of case her substitute would certainly be required for the existing role that she is executing. The drawback of this choice is that exterior hiring may cause animosity from inner workers that might be considering the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Manufacturing: Given the competitive pressures and high quality job called for from the advertising agency, it is advised that Lewis ought to enable the production system to be a separate function from the marketing system. Since many ad agency had these two functions as separate units, it makes even more feeling to comply with the standard. Both features may be able to focus on their core turns on much more efficiently. The negative aspect of this strategy would certainly be that extra prices would have to be birthed for establishing up different production features. Along with this, a manufacturing head may need to be hired which could raise overheads for the organization.

Assimilation of Advertising with Procedures: Considering that Lewis is currently caring for the advertising and also procedures divisions at the same time; it makes good sense to integrate the two functions considering that she has been successfully looking after both ends. The fact that the two departments currently have significant distinctions over allotment of resources recommends that this assimilation might have the ability to produce consistency specifically as Lewis would be heading both ends.However there are different downsides of this action especially as it would certainly put too much worry over Lewis's shoulders. The truth that Lewis needs to adjust her monitoring design for the marketing division recommends that these 2 departments would be culturally diverse. Along with this, Lewis may not be able to use one type of management design to both divisions which might result in inadequacy in either one of the two functions.


An examination of the 3 options suggests that integration of advertising and operations would not be a possible move as a result of the vast distinctions in between the two departments although that currently Lewis is handling both. While separation of the manufacturing function might have been a desirable move for the marketing department, the reality that it would certainly imply putting a 3rd function under Lewis's wing implies this must be prevented also. The combination of the advertising department is the best choice in regards to obtaining the optimum arise from the division. An activity prepare for this choice is reviewed listed below.

Action Plan.
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Manufacturing function will certainly stay part of advertising under advertising function.

Lewis will certainly divide herself from procedures.

An autonomous leadership design with staff member empowerment will certainly be made use of in advertising division.

Open door plan and also emphasis on cross departmental communication will certainly be aimed at removing dissonance.

Contingency plan.

If the assimilation does not work out as prepared, a backup plan would follow which would certainly divide the manufacturing feature from the advertising function to decrease the lots 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 most definitely be divided by putting it under an SVP manufacturing.