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Patterson Vs Commissioner Case Study Analysis

CASE ANALYSIS

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Background and Facts

Patterson Vs Commissioner an office supplies store for tiny as well as medium sized businesses has recently been involved in planning for a merger with its competitor House Deport, which has actually influenced effectiveness degrees in departmentswith the elderly supervisor involved in lawful complications put forth by the government Trade Commission. With the Marketing 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 function in the future. With difficulties in the form of a possible cultural modification and reduced staff member spirits, the company needs a total reengineering effort at the advertising and marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural modification at the advertising and marketing department of Patterson Vs Commissioner is boosting uncertainty in the working environment resulting in numerous challenges for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting calculated decisions because Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Trade Compensation's treatment in the process. Offered the fact that the shop has a global visibility with branches in UK, USA, Canada and Germany, political consider each of these countries may be able to impact performance or strategic goals. Federal Profession Payment's antitrust match versus the merger took up useful time of the company's elderly administration recommending that 'political' factors can have major ramifications for a worldwide service.

Economic Factors: Financial factors such as the introduction of local business in the global situation recommend that Patterson Vs Commissioner is thriving in an environment where there is prospective growth of organisations. Truth that store consumers are primarily looking for office supplies for house workplaces recommends that the market has a climbing fad of business owners as well as home based services.

Social factors: Social fads in the economic situation reveal that clients are looking for convenience as well as attractive prices. Marketing research demonstrates how the consumer for Patterson Vs Commissioner lacks awareness about locating remedies which can provide a combination of convenience and affordable.

Technical factors: Modern technology plays a crucial duty in Patterson Vs Commissioner's business approach specifically as the company is piloting Modern technology centers which would certainly offer innovation sales and support in the kind of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Behavior concerns can be seen in Patterson Vs Commissioner's case as highlighted in this section.

Worries regarding social change: There is worry regarding a social change that would happen once Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with a lot of the team member already showing discontent over this possible action. This anticipated change has actually developed tension in the work environment which has actually been coupled with the previous anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Stressful Work Setting for Newcomers: There is lack of workers that can match the stressful environment of a fast-paced company. Not just does this lead to trouble in locating the best people, it places anxiety on new hires as can not hold up against the pace as well as pressure that the company expects them to bear.

Twin Coverage Lines: Novices discover this business society difficult as well as tough to manage specifically as populated line relationships are suggested to be weak in general and unbiased setup and also performance evaluation is still done by the solid line manager. This means that beginners could lose clearness about their respective roles and objectives especially as dotted line coverage does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had been speculated that the latter would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and also suitable for the job but the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Job Insecurity: Concern and insecurity can be recognized as two significant problems that Lewis would certainly be handling specifically as the merging has now be cancelled and two senior executives of the advertising division would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a social change yet would certainly likewise have to verify herself in her brand-new role.

Incompatible Administration Style of Leader: Lewis's monitoring style as well as its incompatibility with the advertising division's duty can additionally be seen as an OB difficulty particularly as she has been made use of to handling concerns in the operations department where personnel are educated to concentrate on procedures and also obtain them right. The marketing department on the other hand can be viewed as a team of individuals that are utilized to being nurtured by Krasnow who focused much more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between three departments, advertising and marketing, merchandizing and procedures specifically over the allotment of the advertising mix can be recognized as an additional OB worry. Although the advertising and marketing department does not share the exact same vision as the other 2 divisions relating to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allotment amongst each other either.

Fragmentation in Advertising Department: Disintegration in between the advertising and marketing divisions can be recognized as one more OB issue which might need more interest. The fact that the advertising and marketing areas in the marketing division are separated is stopping both divisions from getting from each various other's experience as well as know-how. Assimilation of advertising and marketing with merchandising and also procedures would become harder if the advertising division itself is broken down which can be one more possible OB worry.

Patterson Vs Commissioner Analysis

Numerous theories have actually been used to clarify the scenarios to obtain additional clearness concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that subordinates are passive and careless, have little ambition and also withstand change. The difficult version of this concept stressed browbeating, limited controls, threats and punishments. Gradually it creates low productivity, subtle sabotage and competition (Deal, 2003). The scenario at Patterson Vs Commissioner is not entirely complying with Concept X, it can be seen that new hires are finding this setting instead difficult which might eventually lead to a greater inclination of the monitoring in the direction of Concept X. As per McGregor's promoted sight, which he called Concept Y, the vital task of the administration is to arrange organizational problems to ensure that people can achieve their own goals best by routing their efforts in the direction of business rewards. If people locate no contentment in their work, the management would have little choice however to depend on concept X as well as exterior control (Offer, 2003). Even while analyzing Lewis's monitoring style, concept X may have been suitable in the procedures department somewhat but the Advertising division would require reliance on Concept Y so as to get the creative thinking and originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's problem about bringing consistency between the advertising and marketing and advertising department is concerned, this would at first lead to contrast as talked about by Bruce Tuckman in his 'Team effort Theory'. By combining the advertising and marketing division's job, there might be the very same preliminary detach which could lead to the 2nd stage of 'storming' where the teams test one an additional.

When people are presented with change, they enter phase one and also so there might be emotions like unhappiness, unpredictability, irritation, anger, worry, denial and also disorientation.The circumstance at the advertising department of Patterson Vs Commissioner is comparable so Lewis can get comfy with the idea that it is not phenomenal habits. It is during this stage that Lewis will certainly have to offer guidance to the department so that they can locate a feeling of instructions. It can be seen just how Krasnow has already made this change easier by making Lewis get included in the division a year before his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has talks about the value of 'safety and security requires as being a lower degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and secure and also out of threat' is at the 2nd degree of demands. Prior to a worker can be made to develop mentally, he needs to have his 'Physical 'as well as 'Safety and security' needs satisfied.

SWOT Analysis for Patterson Vs Commissioner Case Study



Implication of Analysis.

The OB analysis has looked at various theories to understand how to cope with the existing circumstance at hand. The complying with 3 options have actually been proposed to help Lewis take care of the organizational difficulties in the marketing department. Each of these choices has actually been suggested for reducing the transition needed to bring the marketing division in accordance with the needs of the market and for making the cultural change that would adhere to when the present leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and Production functions. Integration of Advertising And Marketing with Operations.

Analysis of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has knowledge in business-to-business advertising along with agency and also retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and marketing as well as marketing features.

The benefit of this strategy is that it will certainly incorporate both functions while reducing the requirement for working with an additional resource for advertising and marketing. Lewis would be heading the marketing division and also in any kind of case her substitute would be needed for the current function that she is performing. The drawback of this option is that external hiring may bring about resentment from inner personnel who might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Manufacturing: Given the affordable stress as well as top quality job called for from the advertising agency, it is suggested that Lewis ought to enable the manufacturing unit to be a different function from the marketing device. Since many ad agency had these 2 functions as separate devices, it makes more feeling to follow the norm. Both features may be able to concentrate on their core activates more efficiently. The disadvantage of this method would be that extra prices would have to be birthed for establishing up different production features. A manufacturing head might have to be employed which might enhance expenses for the organization.

Assimilation of Advertising And Marketing with Operations: Considering that Lewis is currently dealing with the advertising and marketing as well as operations departments at the same time; it makes good sense to incorporate the two functions because she has been successfully taking care of both ends. The truth that the two departments currently have significant distinctions over allocation of sources recommends that this assimilation may be able to bring about harmony specifically as Lewis would be heading both ends.However there are different disadvantages of this step especially as it would certainly put excessive burden over Lewis's shoulders. The truth that Lewis has to adapt her management design for the advertising department suggests that these two divisions would be culturally diverse. Lewis may not be able to use one kind of management style to both divisions which could result in ineffectiveness in either one of the 2 features.

Suggestion.



An analysis of the 3 choices indicates that assimilation of advertising as well as procedures would certainly not be a practical move as a result of the substantial distinctions in between both departments although that presently Lewis is managing both. While splitting up of the production feature might have been a desirable action for the marketing department, the fact that it would certainly imply placing a third function under Lewis's wing means this need to be stayed clear of as well. The assimilation of the advertising and marketing department is the very best option in regards to getting the optimal arise from the department. An action plan for this choice is talked about listed below.

Activity Strategy.
Recommendation
Lewis will take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Production function will remain part of advertising and marketing under advertising function.

Lewis will certainly divide herself from operations.

An autonomous leadership style with employee empowerment will be made use of in marketing division.

Open door policy and focus on cross department interaction will certainly be targeted at removing discord.

Backup strategy.

If the combination does not work out as planned, a backup plan would certainly adhere to which would certainly separate the manufacturing feature from the advertising function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the marketing department without an SVP. In that case the production feature will definitely be divided by positioning it under an SVP manufacturing.