Petas Kentucky Fried Cruelty Inc Campaign Case Study Solution


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Petas Kentucky Fried Cruelty Inc Campaign Case Study Analysis

Background and Facts

Petas Kentucky Fried Cruelty Inc Campaign an office supplies seller for tiny and moderate sized companies has actually recently been associated with planning for a merger with its rival House Deport, which has actually impacted performance levels in departmentswith the elderly supervisor involved in lawful problems presented by the government Trade Compensation. With the Advertising Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the near future. With challenges in the type of a possible cultural adjustment and also reduced employee morale, the company is in need of a total reengineering effort at the advertising division.

Problem Statement

The possible cultural modification at the advertising division of Petas Kentucky Fried Cruelty Inc Campaign is increasing unpredictability in the working environment resulting in various challenges for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting strategic decisions because Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Trade Commission's treatment in the process. Offered the reality that the shop has an international existence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these countries may have the ability to impact efficiency or tactical goals. Federal Profession Commission's antitrust match versus the merging occupied important time of the company's senior monitoring suggesting that 'political' factors can have major effects for a global service.

Economic Factors: Economic factors such as the emergence of small companies in the worldwide circumstance suggest that Petas Kentucky Fried Cruelty Inc Campaign is growing in an environment where there is potential development of services. Fact that store clients are mainly looking for workplace materials for residence offices suggests that the market has an increasing fad of entrepreneurs as well as residence based organisations.

Social factors: Social trends in the economic situation reveal that clients are seeking comfort along with appealing costs. Marketing research shows how the customer for Petas Kentucky Fried Cruelty Inc Campaign does not have recognition about finding remedies which can use a mix of benefit and affordable.

Technical factors: Innovation plays an important duty in Petas Kentucky Fried Cruelty Inc Campaign's service strategy especially as the organization is piloting Technology facilities which would offer modern technology sales as well as support in the form of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Habits problems can be seen in Petas Kentucky Fried Cruelty Inc Campaign's case as highlighted in this section.

Concerns about social modification: There is apprehension about a social modification that would happen when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with most of the team member already revealing unhappiness over this possible relocation. This predicted change has actually created anxiety in the office which has been combined with the past stress of preparing the company for a possible merging with Home Deport.

Demanding Job Setting for Newcomers: There is shortage of workers that can match the demanding atmosphere of a fast-paced company. Not just does this cause difficulty in discovering the best people, it puts stress and anxiety on new hires as can not endure the rate and stress that the company expects them to birth.

Twin Reporting Lines: Newcomers discover this organizational society difficult and tough to cope with particularly as populated line partnerships are indicated to be weak as a whole as well as unbiased setup and efficiency evaluation is still done by the solid line supervisor. This indicates that novices could shed quality concerning their respective functions and goals especially as dotted line reporting does not maintain them in straight interaction with the solid 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 setting came as a strike to her spirits. Lewis might have been capable as well as ideal for the job however the reality that Kransnow's separation would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Job Instability: Worry and insecurity can be recognized as 2 significant concerns that Lewis would be dealing with particularly as the merging has now be cancelled as well as two senior executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the department would be falling on Lewis's shoulders who would certainly not simply supervise of brining regarding a cultural modification yet would certainly likewise need to prove herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's monitoring style and its incompatibility with the advertising department's function can likewise be seen as an OB difficulty especially as she has actually been made use of to taking care of concerns in the procedures division where employees are shown to focus on processes as well as get them. The marketing division on the other hand can be seen as a group of individuals that are utilized to being supported by Krasnow that focused a lot more on output than processes.

Interdepartmental Disputes: Interdepartmental arguments in between 3 departments, marketing, merchandizing as well as operations respectively over the allotment of the advertising mix can be recognized as another OB concern. Although the marketing division does not share the same vision as the other two departments regarding the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing as well as operations departments do not concur over the advertising mix appropriation among one another either.

Fragmentation in Marketing Division: Disintegration between the advertising and marketing divisions can be determined as one more OB concern which can need more interest. The fact that the advertising and marketing sections in the advertising and marketing department are detached is avoiding both departments from gaining from each other's experience and know-how. Integration of advertising and marketing with merchandising and procedures would certainly end up being harder if the advertising division itself is disintegrated which can be another possible OB issue.

Petas Kentucky Fried Cruelty Inc Campaign Analysis

Different concepts have actually been made use of to clarify the scenarios to get more clearness regarding the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that staffs are easy and lazy, have little aspiration and also stand up to adjustment. The circumstance at Petas Kentucky Fried Cruelty Inc Campaign is not totally complying with Concept X, it can be seen that new hires are finding this environment instead difficult which may at some point lead to a better inclination of the administration in the direction of Theory X. Even while examining Lewis's administration design, concept X may have been appropriate in the procedures division to some level yet the Marketing department would certainly need dependence on Theory Y in order to obtain the creative thinking and also creativity from the groups.

Tuckman's Teamwork Concept: Regarding Lewis's issue concerning bringing harmony in between the advertising and marketing division is worried, this would originally cause clash as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the first stage of group development, individuals might not bond, as they are active finding their area in the group. By combining the marketing and advertising department's job, there might coincide preliminary disconnect which could bring about the 2nd stage of 'storming' where the groups test one another. It is just during the third stage or 'norming' when they would come together to share ideas prior to the team can bring about synergy in the 4th phase 'doing'.

Bridges' Change Version: As per William Bridge's theory (appendix 4), individuals are fairly unpleasant with modification, which is obvious by the scenario at Petas Kentucky Fried Cruelty Inc Campaign The scenario can be viewed as a regular program of life if is researched based on Bridge's theory where he describes that individuals undergo three phases of shift when they experience modification. 'End, losing as well as Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they enter phase one therefore there might be feelings like sadness, uncertainty, disappointment, temper, concern, rejection and also disorientation.The circumstance at the advertising and marketing division of Petas Kentucky Fried Cruelty Inc Campaign is similar so Lewis can obtain comfy with the concept that it is not phenomenal habits. In the second stage, there may be a requirement to bridge the gap in between the brand-new as well as old culture so Lewis might have to encounter this experience when Krasnow leaves. There might be low spirits as well as reduced performance at this stage which need to not be taken as a setback. It is throughout this phase that Lewis will need to provide assistance to the department to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has already made this change less complicated by making Lewis obtain associated with the division a year prior to his real departure. As per Bridges' Model, phase three will certainly bring about visibility to discovering, High power and also commitment as people will embrace the change (Bridges, 2004).

Maslow's Need hierarchy: The OB problem related to insecurity at the workplace has been set off firstly by the adjustment in administration and secondly by the truth that the merger will certainly no longer be launched. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has reviews the significance of 'safety needs as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel protected as well as out of danger' goes to the second level of needs. Before a staff member can be made to develop mentally, he requires to have his 'Physiological 'and also 'Security' needs met. This indicates that unless the personnel are made to feel safe and secure concerning their present employment standing in Petas Kentucky Fried Cruelty Inc Campaign they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Petas Kentucky Fried Cruelty Inc Campaign Case Study

Effects of Analysis.

The OB analysis has considered various concepts to comprehend how to manage the existing circumstance at hand. The following 3 options have actually been proposed to assist Lewis deal with the organizational challenges in the advertising and marketing division. Each of these options has been proposed for easing the shift required to bring the marketing department in line with the needs of the market and for making the social adjustment that would certainly follow as soon as the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and also Manufacturing functions. Combination of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Combination of Marketing & Advertising And Marketing Functions: The in-house advertising and marketing company of Petas Kentucky Fried Cruelty Inc Campaign is currently stamina for the company in regards to saving up on overheads related to advertising and promotion. Given that no new employment has actually been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising and marketing feature, this is a positive chance for integrating the marketing and advertising features. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has expertise in business-to-business advertising together with firm and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both advertising and marketing features.

The advantage of this method is that it will certainly incorporate both features while decreasing the requirement for hiring an extra resource for marketing. In addition to this, Lewis would be heading the advertising and marketing department as well as regardless her replacement would be required for the existing duty that she is carrying out. The drawback of this choice is that external hiring might cause resentment from interior workers that may be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Production: Given the affordable stress as well as high quality work required from the ad agency, it is suggested that Lewis needs to allow the manufacturing device to be a separate feature from the advertising device. Because many advertising agencies had these two functions as separate devices, it makes even more sense to follow the standard. In addition to this, both functions may be able to focus on their core activates extra effectively. However, the negative aspect of this technique would certainly be that added costs would certainly have to be borne for setting up different manufacturing features. A manufacturing head might have to be worked with which might increase overheads for the company.

Assimilation of Marketing with Operations: Because Lewis is already taking care of the advertising and also operations divisions all at once; it makes sense to integrate the two features given that she has actually been efficiently taking care of both ends. The fact that Lewis has to adjust her management design for the marketing department recommends that these 2 divisions would be culturally varied.


An examination of the three choices shows that combination of advertising and marketing and also procedures would certainly not be a practical move due to the huge differences in between the two departments despite the truth that currently Lewis is dealing with both. While splitting up of the production function may have been a favorable relocation for the advertising and marketing department, the reality that it would suggest placing a 3rd function under Lewis's wing suggests this must be avoided.

Action Strategy.

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

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will be made use of in advertising and marketing division.

Open door plan and also focus on cross department interaction will be aimed at getting rid of dissonance.

Contingency plan.

If the assimilation does not work out as intended, a contingency plan would certainly comply with which would certainly divide the manufacturing function from the advertising function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing division without an SVP. Because case the production feature will most definitely be divided by putting it under an SVP production.