Omnicoms No No A Case Study Analysis


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Omnicoms No No A Case Study Solution

Background and Facts

Omnicoms No No A a workplace materials seller for tiny as well as moderate sized services has actually lately been associated with planning for a merging with its rival Residence Deport, which has affected effectiveness levels in departmentswith the elderly supervisor involved in legal complications put forth by the federal Profession Compensation. With the Advertising and marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the future. With obstacles in the form of a possible social modification and also reduced worker morale, the company wants a total reengineering initiative at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The prospective social change at the marketing division of Omnicoms No No A is increasing unpredictability in the working environment leading to different obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting calculated choices given that Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Profession Compensation's intervention at the same time. Offered the reality that the store has a worldwide presence with branches in UK, USA, Canada and Germany, political consider each of these nations might be able to influence efficiency or critical objectives. Federal Trade Payment's antitrust suit against the merging took up important time of the organization's senior management recommending that 'political' factors can have serious effects for a global company.

Economic Factors: Financial factors such as the appearance of small businesses in the global circumstance recommend that Omnicoms No No A is thriving in a setting where there is potential growth of companies. Along with this, fact that store customers are mainly looking for workplace supplies for office suggests that the marketplace has a rising trend of business owners and home based companies.

Social factors: Social trends in the economic situation reveal that consumers are looking for convenience as well as appealing prices. Market research shows how the consumer for Omnicoms No No A lacks awareness concerning finding options which can offer a mix of convenience as well as affordable.

Technical factors: Modern technology plays an essential role in Omnicoms No No A's organisation technique particularly as the company is piloting Modern technology centers which would supply innovation sales and also support in the kind of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Behavior issues can be seen in Omnicoms No No A's case as highlighted in this section.

Uneasiness concerning cultural adjustment: There is worry concerning a social adjustment that would certainly happen when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising And Marketing with the majority of the team member currently revealing discontent over this prospective move. This predicted modification has actually produced stress and anxiety in the workplace which has actually been paired with the previous stress and anxiety of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is lack of personnel that can match the stressful setting of a busy organization. Not just does this result in trouble in discovering the right people, it places stress and anxiety on brand-new hires as can not endure the pace as well as stress that the company anticipates them to birth.

Twin Coverage Lines: Newcomers discover this organizational culture cumbersome and hard to cope with especially as dotted line partnerships are meant to be weaker in general as well as unbiased setting as well as performance assessment is still done by the solid line manager. This implies that novices can lose clarity concerning their corresponding functions and also objectives specifically as populated line reporting does not keep them in direct communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been speculated that the last would certainly take Krasnow's placement came as a blow to her spirits. Lewis may have been qualified as well as suitable for the job however the reality that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Task Insecurity: Fear and also instability can be identified as two major problems that Lewis would be handling particularly as the merging has currently be cancelled and also 2 senior executives of the advertising department would certainly be leaving. The whole duty of the division would be dropping on Lewis's shoulders that would not just be in charge of brining regarding a social adjustment yet would also need to confirm herself in her new duty.

Inappropriate Management Design of Leader: Lewis's monitoring style and also its incompatibility with the advertising division's role can additionally be viewed as an OB challenge specifically as she has actually been utilized to dealing with issues in the operations division where employees are shown to focus on processes and get them right. The marketing division on the other hand can be viewed as a group of individuals who are made use of to being nurtured by Krasnow that focused extra on output than processes.

Interdepartmental Differences: Interdepartmental disputes in between 3 departments, advertising, merchandizing and also operations specifically over the appropriation of the advertising and marketing mix can be recognized as one more OB worry. Although the advertising and marketing department does not share the same vision as the various other two divisions pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing as well as operations divisions do not agree over the advertising mix allowance amongst one another either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing divisions can be recognized as one more OB problem which might need further interest. The fact that the marketing and advertising sections in the advertising and marketing division are detached is protecting against both divisions from obtaining from each other's experience as well as competence. Assimilation of advertising and marketing with merchandising and also operations would end up being more difficult if the advertising division itself is degenerated which can be another prospective OB problem.

Omnicoms No No A Analysis

Different theories have actually been made use of to describe the scenarios to obtain additional clarity about the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors think that juniors are passive and careless, have little passion as well as stand up to change. The scenario at Omnicoms No No A is not totally complying with Concept X, it can be seen that new hires are finding this environment rather stressful which might eventually lead to a greater disposition of the administration in the direction of Concept X. Even while analyzing Lewis's administration style, theory X may have been ideal in the operations division to some degree yet the Marketing division would need reliance on Theory Y in order to get the creativity as well as creativity from the teams.

Tuckman's Synergy Concept: As far as Lewis's issue regarding bringing harmony between the advertising and marketing department is concerned, this would originally result in contrast as discussed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, throughout the initial stage of team advancement, individuals might not bond, as they are busy finding their place in the team. By integrating the marketing and advertising department's work, there may coincide first disconnect which could lead to the second phase of 'storming' where the groups challenge one another. It is only throughout the third stage or 'norming' when they would certainly come together to share concepts prior to the team can bring about harmony in the 4th phase 'doing'.

Bridges' Shift Version: According To William Bridge's theory (appendix 4), people are fairly uncomfortable with modification, which is evident by the situation at Omnicoms No No A The scenario can be seen as a regular training course of life if is examined according to Bridge's concept where he explains that people experience 3 stages of change when they experience modification. 'Ending, shedding as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they get in phase one and so there may be feelings like unhappiness, uncertainty, stress, temper, fear, rejection and also disorientation.The scenario at the advertising division of Omnicoms No No A is comparable so Lewis can get comfy with the suggestion that it is not phenomenal actions. In the 2nd phase, there might be a need to connect the space in between the new and old society so Lewis might need to face this challenge as soon as Krasnow leaves. There may be low spirits as well as low performance at this stage which need to not be taken as a setback. It is throughout this phase that Lewis will certainly need to provide guidance to the division so that they can find an orientation. It can be seen just how Krasnow has actually already made this change much easier by making Lewis get involved in the division a year before his actual separation. As per Bridges' Version, phase three will certainly bring about visibility to learning, High energy and commitment as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB concern related to insecurity at the work environment has been set off firstly by the change in administration as well as second of all by the fact that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has talks about the importance of 'protection needs as being a lower degree need of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel safe and secure and also untouched' is at the second degree of demands. Before an employee can be made to create emotionally, he requires to have his 'Physical 'and 'Safety' requires met. This suggests that unless the employees are made to really feel protected regarding their current employment condition in Omnicoms No No A they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Omnicoms No No A Case Study

Effects of Analysis.

The OB analysis has looked at numerous concepts to understand just how to cope with the present situation at hand. The following 3 options have actually been suggested to aid Lewis handle the business difficulties in the advertising and marketing department. Each of these options has been suggested for alleviating the shift needed to bring the advertising and marketing department according to the demands of the market and also for making the cultural modification that would certainly comply with as soon as the current leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and also Manufacturing functions. Assimilation of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business marketing along with firm and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both advertising and also marketing functions.

The benefit of this strategy is that it will incorporate the two functions while minimizing the need for employing an extra source for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing division and also all the same her substitute would certainly be needed for the existing duty that she is doing. The disadvantage of this alternative is that outside hiring might produce bitterness from internal workers who may be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Offered the affordable stress and also top quality work needed from the ad agency, it is suggested that Lewis should enable the production unit to be a different feature from the advertising and marketing device. Given that most ad agency had these two functions as separate devices, it makes more sense to adhere to the norm. Along with this, both features may be able to concentrate on their core triggers extra efficiently. The disadvantage of this technique would be that added costs would certainly have to be borne for setting up different manufacturing features. A production head may have to be hired which can increase overheads for the organization.

Assimilation of Marketing with Procedures: Since Lewis is already looking after the advertising and marketing as well as operations divisions concurrently; it makes sense to integrate the two functions since she has been efficiently looking after both ends. The fact that both divisions already have significant distinctions over appropriation of resources suggests that this integration may be able to cause harmony especially as Lewis would certainly be heading both ends.However there are different drawbacks of this move specifically as it would certainly put excessive problem over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring design for the advertising division suggests that these 2 divisions would certainly be culturally diverse. Lewis might not be able to apply one kind of leadership style to both divisions which might result in inadequacy in either one of the 2 functions.


An examination of the three choices suggests that integration of advertising and marketing and procedures would not be a feasible move due to the vast differences between the two divisions in spite of the reality that presently Lewis is taking care of both. While separation of the manufacturing feature may have been a favorable step for the advertising and marketing department, the fact that it would imply placing a third feature under Lewis's wing implies this need to be stayed clear of.

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

Advertising and Marketing functions would be combined.

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

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

Lewis will certainly divide herself from operations.

An autonomous management design with employee empowerment will certainly be utilized in advertising department.

Open door plan and also emphasis on cross departmental interaction will be focused on getting rid of dissonance.

Contingency strategy.

If the integration does not exercise as planned, a backup plan would certainly follow which would certainly divide the manufacturing function from the advertising and marketing function to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing feature will definitely be separated by placing it under an SVP production.