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 a workplace supplies store for tiny and also moderate sized businesses has just recently been involved in planning for a merging with its rival House Deport, which has actually affected effectiveness degrees in departmentswith the elderly supervisor associated with legal complications presented by the federal Profession Commission. With the Marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With obstacles in the form of a possible social change and reduced staff member spirits, the company requires a complete reengineering initiative at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural modification at the marketing division of Petas Kentucky Fried Cruelty Inc Campaign is boosting unpredictability in the working environment causing numerous challenges for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting strategic choices given that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Commission's treatment while doing so. Given the truth that the shop has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might have the ability to impact efficiency or strategic goals. Federal Trade Payment's antitrust suit against the merging occupied valuable time of the company's elderly management suggesting that 'political' factors can have significant ramifications for an international business.

Economic Factors: Economic factors such as the emergence of small companies in the international situation recommend that Petas Kentucky Fried Cruelty Inc Campaign is growing in an environment where there is potential development of organisations. Truth that store consumers are mainly looking for workplace supplies for home workplaces suggests that the market has a rising pattern of entrepreneurs as well as house based businesses.

Social factors: Social patterns in the economy reveal that consumers are looking for convenience along with attractive costs. Marketing research shows how the customer for Petas Kentucky Fried Cruelty Inc Campaign does not have recognition regarding discovering options which can offer a combination of comfort and also inexpensive.

Technological factors: Innovation plays a vital duty in Petas Kentucky Fried Cruelty Inc Campaign's service method particularly as the organization is piloting Innovation centers which would certainly supply modern technology sales and support in the type of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

Several underlying Organizational Behavior issues can be seen in Petas Kentucky Fried Cruelty Inc Campaign's case as highlighted in this section.

Concerns regarding cultural modification: There is uneasiness about a social change that would happen when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with the majority of the staff members already revealing discontent over this prospective move. This expected change has produced tension in the workplace which has been coupled with the previous stress and anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is scarcity of workers that can match the demanding environment of a busy organization. Not only does this bring about difficulty in discovering the right individuals, it places stress on new hires as can not endure the speed as well as pressure that the company anticipates them to bear.

Dual Reporting Lines: Novices locate this organizational culture difficult as well as hard to manage especially as populated line connections are meant to be weak in general and also objective setup as well as performance analysis is still done by the strong line supervisor. This implies that novices might shed clearness about their respective functions and also goals particularly as populated line reporting does not maintain them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the latter would take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and also suitable for the job but the reality that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Concern & Job Instability: Anxiety and insecurity can be identified as two significant worries that Lewis would certainly be dealing with particularly as the merger has actually now be cancelled and also 2 elderly executives of the advertising and marketing division would be leaving. The whole obligation of the department would be falling on Lewis's shoulders who would certainly not simply supervise of brining about a social adjustment yet would additionally have to verify herself in her new function.

Inappropriate Management Design of Leader: Lewis's administration style and also its conflict with the marketing department's role can also be seen as an OB challenge especially as she has been used to dealing with problems in the procedures department where employees are instructed to concentrate on procedures as well as obtain them. The advertising department on the other hand can be viewed as a team of individuals who are made use of to being supported by Krasnow who concentrated more on output than procedures.

Interdepartmental Disputes: Interdepartmental differences between three divisions, advertising, merchandizing and operations respectively over the allocation of the marketing mix can be determined as one more OB worry. The advertising department does not share the very same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures departments do not concur over the marketing mix appropriation amongst one another either.

Disintegration in Marketing Division: Disintegration between the marketing and advertising divisions can be identified as another OB concern which can require additional attention. The truth that the marketing and advertising areas in the marketing division are separated is preventing both departments from obtaining from each various other's experience and also proficiency. Combination of marketing with retailing and also procedures would certainly become more difficult if the advertising department itself is degenerated which can be an additional potential OB worry.

Petas Kentucky Fried Cruelty Inc Campaign Analysis

Numerous concepts have actually been utilized to discuss the circumstances to get additional clearness about the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that staffs are easy and also careless, have little aspiration as well as withstand modification. The situation at Petas Kentucky Fried Cruelty Inc Campaign is not entirely adhering to Theory X, it can be seen that brand-new hires are locating this atmosphere instead stressful which may ultimately lead to a higher disposition of the administration in the direction of Theory X. Also while assessing Lewis's administration style, theory X may have been ideal in the procedures division to some degree yet the Advertising department would require reliance on Theory Y in order to get the imagination as well as originality from the groups.

Tuckman's Synergy Concept: As much as Lewis's worry concerning bringing harmony in between the marketing and also marketing department is concerned, this would originally lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. By incorporating the advertising and also advertising and marketing division's work, there might be the very same initial disconnect which might lead to the second phase of 'storming' where the groups test one an additional.

Bridges' Shift Design: As per William Bridge's concept (appendix 4), individuals are rather awkward with modification, which is noticeable by the situation at Petas Kentucky Fried Cruelty Inc Campaign The circumstance can be seen as a typical training course of life if is examined according to Bridge's concept where he explains that people go through 3 phases of transition when they experience adjustment. 'Closing, losing and Letting go', The Neutral Area and 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they enter phase one and so there may be emotions like unhappiness, unpredictability, disappointment, anger, anxiety, denial and disorientation.The scenario at the advertising and marketing division of Petas Kentucky Fried Cruelty Inc Campaign is similar so Lewis can get comfy with the idea that it is not phenomenal behavior. In the 2nd phase, there may be a requirement to bridge the gap between the brand-new and also old society so Lewis might need to encounter this challenge once Krasnow leaves. There might be reduced morale and also low performance at this phase which should not be taken as a setback. It is throughout this stage that Lewis will have to offer assistance to the department to ensure that they can find an orientation. It can be seen exactly how Krasnow has actually already made this shift less complicated by making Lewis obtain involved in the division a year before his real separation. According to Bridges' Version, phase 3 will certainly bring about openness to knowing, High power as well as dedication as people will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem pertaining to instability at the workplace has been caused first of all by the modification in administration as well as secondly by the reality that the merger will no more be initiated. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has reviews the value of 'safety and security needs as being a lower level requirement of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to really feel safe and secure and out of danger' is at the second level of requirements. Before an employee can be made to establish psychologically, he requires to have his 'Physical 'and also 'Safety' requires satisfied. This indicates that unless the workers are made to feel safe about their present work status in Petas Kentucky Fried Cruelty Inc Campaign they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Petas Kentucky Fried Cruelty Inc Campaign Case Study

Effects of Analysis.

The OB analysis has checked out different concepts to recognize exactly how to manage the present situation handy. The adhering to 3 alternatives have been recommended to aid Lewis take care of the organizational difficulties in the advertising and marketing division. Each of these choices has been proposed for easing the transition needed to bring the advertising and marketing department according to the demands of the market and also for making the social modification that would certainly follow when the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and also Manufacturing features. Assimilation of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has knowledge in business-to-business advertising along with company as well as retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both marketing as well as marketing features.

The benefit of this strategy is that it will certainly incorporate both functions while lowering the need for working with an extra resource for marketing. Lewis would be heading the advertising and marketing department as well as in any type of case her replacement would certainly be required for the present duty that she is doing. The negative aspect of this alternative is that outside hiring might cause resentment from internal workers that may be looking at the position of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Manufacturing: Given the competitive pressures as well as top quality work required from the ad agency, it is advised that Lewis ought to allow the manufacturing system to be a separate function from the advertising and marketing unit. Considering that many advertising agencies had these 2 features as different systems, it makes even more sense to comply with the standard. In addition to this, both functions might have the ability to concentrate on their core turns on much more successfully. Nevertheless, the drawback of this method would be that extra expenses would certainly need to be birthed for establishing separate manufacturing features. Along with this, a manufacturing head might have to be hired which could enhance expenses for the organization.

Combination of Advertising with Workflows: Because Lewis is currently taking care of the advertising and marketing and procedures departments simultaneously; it makes sense to integrate both functions given that she has been effectively looking after both ends. The reality that both divisions already have major differences over allowance of resources recommends that this combination may have the ability to bring about consistency especially as Lewis would be heading both ends.However there are various negative aspects of this move particularly as it would certainly place way too much burden over Lewis's shoulders. The truth that Lewis has to adapt her management style for the advertising department recommends that these two departments would be culturally varied. Along with this, Lewis might not be able to apply one sort of leadership design to both divisions which could cause inefficiency in either among the two features.


An examination of the 3 options indicates that combination of advertising and also operations would certainly not be a possible step due to the large distinctions in between the two departments regardless of the fact that presently Lewis is handling both. While splitting up of the production function may have been a favorable move for the marketing division, the truth that it would certainly imply putting a third function under Lewis's wing implies this ought to be stayed clear of.

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

Advertising and Marketing features would certainly be combined.

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

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

Lewis will separate herself from procedures.

A democratic leadership style with staff member empowerment will be utilized in advertising and marketing department.

Open door policy and emphasis on cross departmental communication will certainly be aimed at removing disharmony.

Backup strategy.

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