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Plowman Poultry Farm Case Study Solution

CASE SOLUTION

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Plowman Poultry Farm Case Study Solution

Background and Facts

Plowman Poultry Farm an office materials store for little as well as medium sized services has actually recently been associated with planning for a merging with its rival House Deport, which has influenced effectiveness degrees in departmentswith the elderly supervisor associated with lawful complications put forth by the federal Profession Commission. With the Advertising Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With challenges in the form of a prospective cultural adjustment as well as reduced worker spirits, the organization wants a total reengineering effort at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective social modification at the advertising department of Plowman Poultry Farm is boosting uncertainty in the workplace causing various obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting tactical decisions given that Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Profession Payment's treatment in the process. Provided the fact that the shop has an international existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might be able to influence performance or strategic objectives. Federal Profession Compensation's antitrust fit against the merger occupied beneficial time of the organization's elderly management recommending that 'political' factors can have severe ramifications for an international organisation.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide situation suggest that Plowman Poultry Farm is growing in a setting where there is possible growth of businesses. Truth that shop consumers are mainly looking for office materials for house offices recommends that the market has a climbing fad of entrepreneurs and house based organisations.

Social factors: Social trends in the economic situation show that consumers are looking for convenience in addition to appealing rates. Marketing research shows how the customer for Plowman Poultry Farm lacks recognition regarding finding solutions which can offer a mix of comfort and low costs.

Technological factors: Technology plays a vital role in Plowman Poultry Farm's company technique specifically as the organization is piloting Modern technology facilities which would certainly offer innovation sales and assistance in the type of memory upgrades, peripheral installments. (Recap of PEST in appendix 2).

OB Issues and Manifestations.

Numerous underlying Business Behavior concerns can be seen in Plowman Poultry Farm's case as highlighted in this area.

Apprehensions about social modification: There is concern regarding a cultural change that would happen when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with most of the employee currently showing discontent over this prospective action. This anticipated modification has actually developed tension in the workplace which has actually been combined with the previous tension of preparing the company for a possible merging with Home Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is lack of workers that can match the demanding setting of a hectic organization. Not just does this bring about problem in discovering the best individuals, it puts tension on brand-new hires as can not stand up to the rate and pressure that the company anticipates them to birth.

Dual Coverage Lines: Newcomers discover this organizational society difficult as well as tough to cope with especially as populated line partnerships are indicated to be weak generally and objective setting and also efficiency examination is still done by the strong line manager. This suggests that beginners could lose clearness about their corresponding duties and also goals especially as dotted line reporting does not keep them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the last would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been capable and ideal for the job however the fact that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Task Instability: Worry as well as instability can be recognized as two significant issues that Lewis would be dealing with specifically as the merger has actually now be terminated and also 2 elderly execs of the marketing division would certainly be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining concerning a social modification yet would certainly likewise have to confirm herself in her brand-new role.

Incompatible Administration Style of Leader: Lewis's management design and also its conflict with the advertising division's function can additionally be seen as an OB challenge specifically as she has been utilized to managing issues in the operations division where employees are shown to concentrate on processes and also obtain them. The advertising and marketing division on the other hand can be viewed as a group of individuals who are made use of to being nurtured by Krasnow who concentrated a lot more on outcome than processes.

Interdepartmental Differences: Interdepartmental differences in between 3 departments, advertising, merchandizing as well as operations respectively over the appropriation of the marketing mix can be determined as another OB issue. The marketing department does not share the very same vision as the various other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not concur over the advertising and marketing mix allotment amongst one another either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing divisions can be recognized as another OB issue which might require more interest. The reality that the marketing and advertising sections in the advertising and marketing department are disconnected is protecting against both departments from gaining from each other's experience and proficiency. Integration of marketing with retailing as well as procedures would end up being harder if the advertising and marketing division itself is disintegrated which can be another possible OB concern.

Plowman Poultry Farm Analysis

Different theories have actually been made use of to explain the situations to obtain more quality regarding the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that staffs are easy and careless, have little aspiration and also withstand modification. The scenario at Plowman Poultry Farm is not entirely following Concept X, it can be seen that brand-new hires are locating this atmosphere instead demanding which might ultimately lead to a higher inclination of the management towards Concept X. Even while examining Lewis's management design, concept X may have been ideal in the operations department to some level however the Marketing department would certainly require dependence on Concept Y in order to get the creative thinking and originality from the groups.

Tuckman's Teamwork Concept: Regarding Lewis's concern concerning bringing harmony in between the advertising and marketing division is worried, this would initially cause contrast as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, during the preliminary phase of team development, individuals might not bond, as they are hectic finding their location in the group. By incorporating the advertising and marketing division's job, there might be the same preliminary detach which could cause the 2nd stage of 'storming' where the teams challenge each other. Nonetheless, it is just throughout the 3rd phase or 'norming' when they would certainly collaborate to share ideas prior to the team can bring about synergy in the fourth stage 'executing'.

When individuals are presented with adjustment, they get in phase one and so there might be emotions like despair, uncertainty, stress, temper, anxiety, rejection and disorientation.The circumstance at the advertising and marketing division of Plowman Poultry Farm is comparable so Lewis can obtain comfortable with the concept that it is not extraordinary actions. It is during this stage that Lewis will certainly have to offer support to the division so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis get entailed in the division a year prior to his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the value of 'security needs as being a lower level requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel secure as well as out of risk' is at the 2nd degree of requirements. Before a worker can be made to develop psychologically, he requires to have his 'Physical 'and also 'Safety' needs satisfied.

SWOT Analysis for Plowman Poultry Farm Case Study



Ramification of Analysis.

The OB analysis has actually checked out numerous theories to comprehend how to deal with the current circumstance at hand. The complying with three options have been recommended to help Lewis handle the business challenges in the marketing department. Each of these options has actually been suggested for easing the shift required to bring the advertising and marketing department according to the requirements of the market as well as for making the social change that would certainly comply with as soon as the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and Production functions. Assimilation of Advertising with Procedures.

Assessment of Alternatives.

Assimilation of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising company of Plowman Poultry Farm is already strength for the company in terms of saving up on overheads connected to advertising and also promotion. Since no new employment has actually been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the advertising and marketing function, this is a beneficial opportunity for integrating the marketing and advertising functions. Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business marketing in addition to company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both marketing and advertising functions.

The benefit of this approach is that it will certainly integrate both functions while lowering the requirement for employing an additional resource for marketing. Lewis would be heading the advertising and marketing department and in any type of case her substitute would certainly be needed for the existing function that she is performing. The negative aspect of this choice is that external hiring might produce animosity from interior workers that may be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Provided the affordable pressures and high top quality job required from the marketing agency, it is recommended that Lewis should permit the manufacturing unit to be a different feature from the advertising system. Considering that many advertising companies had these 2 functions as different devices, it makes more feeling to follow the norm.

Integration of Advertising And Marketing with Workflows: Since Lewis is already dealing with the marketing as well as operations divisions concurrently; it makes good sense to incorporate both functions since she has been efficiently caring for both ends. The truth that both departments already have major differences over allotment of resources suggests that this assimilation may be able to bring about consistency especially as Lewis would certainly be heading both ends.However there are different disadvantages of this step especially as it would put excessive worry over Lewis's shoulders. The reality that Lewis has to adjust her management design for the advertising and marketing department suggests that these 2 divisions would be culturally diverse. Along with this, Lewis may not have the ability to apply one type of leadership style to both departments which might cause ineffectiveness in either one of the two features.

Referral.



An evaluation of the 3 options suggests that combination of advertising and marketing and also operations would certainly not be a practical step due to the substantial distinctions between the 2 divisions despite the reality that currently Lewis is taking care of both. While splitting up of the production feature may have been a beneficial move for the advertising and marketing department, the reality that it would certainly imply positioning a 3rd function under Lewis's wing suggests this should be stayed clear of.

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

Marketing and advertising functions would certainly be merged.

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

Production function will certainly remain component of advertising under marketing function.

Lewis will divide herself from procedures.

An autonomous leadership design with staff member empowerment will certainly be used in advertising department.

Open door policy and emphasis on cross departmental communication will be targeted at removing dissonance.

Contingency plan.

If the assimilation does not work out as planned, a contingency plan would comply with which would separate the production feature from the advertising feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing department without an SVP. Because case the production feature will definitely be divided by positioning it under an SVP manufacturing.