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Professor Proposes Case Study Analysis

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Professor Proposes Case Study Analysis

Background and Facts

Professor Proposes an office materials store for little and also average sized businesses has actually just recently been associated with preparing for a merging with its rival Home Deport, which has impacted effectiveness degrees in departmentswith the elderly manager involved in legal issues presented by the government Profession Commission. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the future. With difficulties in the type of a possible cultural change and reduced employee morale, the company needs a complete reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of Professor Proposes is enhancing unpredictability in the workplace resulting in various challenges for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing calculated decisions since Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Profession Commission's treatment at the same time. Given the reality that the store has a global presence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries may have the ability to influence performance or calculated objectives. Federal Profession Commission's antitrust match versus the merger used up valuable time of the organization's senior management recommending that 'political' factors can have serious effects for a worldwide service.

Economic Factors: Economic factors such as the introduction of small companies in the global scenario recommend that Professor Proposes is thriving in an environment where there is potential development of services. Reality that store customers are mostly looking for office products for house workplaces suggests that the market has a rising pattern of entrepreneurs and also house based services.

Social factors: Social trends in the economic situation show that clients are searching for ease as well as attractive prices. Market research demonstrates how the client for Professor Proposes does not have understanding regarding finding services which can use a combination of comfort and also low costs.

Technological factors: Technology plays a vital duty in Professor Proposes's business approach specifically as the organization is piloting Modern technology facilities which would use technology sales as well as support in the type of memory upgrades, outer setups. (Summary of PARASITE in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Behavior concerns can be seen in Professor Proposes's case as highlighted in this area.

Concerns about social modification: There is uneasiness regarding a social modification that would certainly happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with a lot of the personnel already showing unhappiness over this possible action. This anticipated change has actually developed stress and anxiety in the work environment which has actually been coupled with the past stress of preparing the company for a possible merging with Home Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is lack of workers that can match the demanding atmosphere of a hectic organization. Not only does this result in trouble in finding the best individuals, it places tension on new hires as can not endure the pace and also pressure that the company anticipates them to bear.

Twin Coverage Lines: Beginners discover this organizational culture difficult and also tough to cope with specifically as populated line connections are indicated to be weak generally as well as unbiased setting as well as performance examination is still done by the strong line supervisor. This indicates that novices could shed quality concerning their respective roles and purposes especially as dotted line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's placement came as a strike to her morale. Lewis may have been qualified and also appropriate for the work but the truth that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Task Instability: Worry and insecurity can be determined as two major problems that Lewis would certainly be managing specifically as the merging has actually currently be cancelled as well as two senior executives of the marketing department would certainly be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would certainly not simply be in charge of brining about a social change yet would also need to verify herself in her new function.

Inappropriate Administration Design of Leader: Lewis's management design as well as its conflict with the advertising and marketing department's duty can additionally be viewed as an OB obstacle specifically as she has been made use of to taking care of issues in the procedures division where employees are taught to focus on processes and also obtain them right. The advertising division on the other hand can be seen as a group of individuals that are used to being nurtured by Krasnow that focused extra on outcome than procedures.

Interdepartmental Arguments: Interdepartmental differences in between 3 departments, advertising, merchandizing as well as procedures respectively over the allowance of the marketing mix can be identified as one more OB concern. Although the marketing department does not share the very same vision as the various other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also procedures divisions do not agree over the advertising mix allowance amongst each other either.

Fragmentation in Marketing Department: Disintegration between the marketing and advertising divisions can be identified as one more OB problem which could require additional attention. The fact that the advertising and marketing sections in the advertising and marketing division are detached is avoiding both divisions from acquiring from each various other's experience as well as experience. Assimilation of advertising and marketing with retailing and operations would come to be more difficult if the advertising and marketing division itself is broken down which can be an additional potential OB problem.

Professor Proposes Analysis

Various theories have actually been used to clarify the conditions to obtain additional clarity concerning the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are passive and careless, have little ambition as well as resist modification. The circumstance at Professor Proposes is not entirely following Theory X, it can be seen that brand-new hires are discovering this environment rather demanding which may at some point lead to a greater disposition of the monitoring towards Concept X. Also while assessing Lewis's management design, theory X may have been ideal in the operations department to some extent but the Advertising and marketing department would need dependence on Concept Y in order to get the creativity as well as creativity from the teams.

Tuckman's Synergy Concept: As for Lewis's problem concerning bringing consistency in between the advertising and marketing department is concerned, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the preliminary phase of group development, individuals might not bond, as they are hectic locating their area in the team. By combining the marketing and advertising department's job, there may be the same first separate which might result in the 2nd stage of 'storming' where the groups test each other. It is just during the 3rd stage or 'norming' when they would come together to share ideas prior to the team can bring about harmony in the fourth stage 'doing'.

When individuals are offered with adjustment, they go into phase one and so there might be feelings like despair, uncertainty, stress, temper, worry, rejection as well as disorientation.The situation at the marketing department of Professor Proposes is comparable so Lewis can get comfortable with the idea that it is not phenomenal actions. It is throughout this phase that Lewis will have to give guidance to the department so that they can find a sense of instructions. It can be seen exactly how Krasnow has actually already made this transition easier by making Lewis get entailed in the division a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the relevance of 'protection needs as being a lower degree need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe and out of threat' is at the second level of needs. Prior to an employee can be made to develop emotionally, he requires to have his 'Physiological 'and 'Safety' requires fulfilled.

SWOT Analysis for Professor Proposes Case Study



Effects of Analysis.

The OB analysis has actually looked at numerous concepts to recognize exactly how to deal with the current scenario handy. The adhering to three alternatives have been suggested to help Lewis deal with the organizational difficulties in the advertising department. Each of these choices has actually been suggested for easing the change needed to bring the marketing division in line with the needs of the marketplace and for making the social change that would comply with as soon as the present leader leaves.

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

Evaluation of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The in-house advertising and marketing company of Professor Proposes is currently toughness for the organization in terms of saving up on overheads associated with advertising and marketing as well as promotion. Considering that no new recruitment has been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the marketing feature, this is a positive possibility for incorporating the advertising and marketing functions. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merger days has knowledge in business-to-business advertising and marketing together with company and retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The advantage of this technique is that it will certainly integrate both functions while decreasing the demand for hiring an added resource for marketing. Along with this, Lewis would be heading the advertising department and in any case her substitute would certainly be needed for the current function that she is executing. The negative aspect of this alternative is that outside hiring might cause animosity from interior personnel that might be considering the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Offered the competitive pressures and excellent quality job called for from the advertising agency, it is recommended that Lewis ought to allow the production device to be a separate function from the advertising and marketing system. Given that many ad agency had these 2 functions as different systems, it makes more feeling to follow the norm. In addition to this, both functions may have the ability to focus on their core activates extra effectively. However, the negative aspect of this approach would certainly be that extra prices would need to be borne for setting up different production features. A manufacturing head may have to be hired which could boost expenses for the company.

Assimilation of Advertising with Procedures: Given that Lewis is already taking care of the advertising and procedures departments simultaneously; it makes feeling to integrate the 2 features given that she has been successfully taking treatment of both ends. The reality that Lewis has to adapt her monitoring design for the marketing division suggests that these two divisions would be culturally diverse.

Suggestion.



An evaluation of the 3 choices shows that integration of advertising and marketing and also procedures would certainly not be a possible step due to the huge distinctions between the two departments regardless of the truth that currently Lewis is handling both. While splitting up of the production feature might have been a favorable action for the advertising and marketing department, the reality that it would certainly imply putting a 3rd feature under Lewis's wing means this should be stayed clear of.

Action Plan.
Recommendation
Lewis will take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Production function will certainly stay component of advertising under advertising and marketing feature.

Lewis will separate herself from procedures.

An autonomous management design with employee empowerment will be used in advertising and marketing department.

Open door plan as well as focus on cross department communication will be aimed at getting rid of disharmony.

Backup plan.

If the integration does not work out as intended, a contingency strategy would follow which would divide the manufacturing feature from the advertising function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will certainly be divided by placing it under an SVP manufacturing.