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Robertson Maple Farm Inc Case Study Help

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Robertson Maple Farm Inc Case Study Help

Background and Facts

Robertson Maple Farm Inc a workplace materials retailer for small and average sized businesses has recently been involved in preparing for a merger with its competitor House Deport, which has actually affected efficiency degrees in departmentswith the elderly supervisor involved in legal complications put forth by the federal Trade Compensation. With the Advertising Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the future. With difficulties in the kind of a possible social modification as well as reduced staff member morale, the company wants a complete reengineering effort at the advertising department.

Issue Declaration
Porter's 5 Forces Analysis
The prospective cultural change at the advertising department of Robertson Maple Farm Inc is increasing uncertainty in the working environment causing various obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting critical decisions considering that Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Profession Commission's intervention in the process. Given the truth that the store has a global presence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these countries might be able to affect efficiency or critical objectives. Federal Profession Commission's antitrust suit against the merging occupied useful time of the organization's senior management suggesting that 'political' factors can have severe effects for a worldwide service.

Economic Factors: Financial factors such as the development of local business in the worldwide situation suggest that Robertson Maple Farm Inc is growing in a setting where there is potential development of companies. Reality that shop clients are primarily looking for workplace products for house workplaces suggests that the market has a rising pattern of business owners and also house based businesses.

Social factors: Social fads in the economy show that consumers are looking for convenience along with appealing costs. Marketing research demonstrates how the customer for Robertson Maple Farm Inc does not have awareness regarding locating options which can provide a combination of benefit and also low costs.

Technological factors: Innovation plays a crucial role in Robertson Maple Farm Inc's service approach especially as the organization is piloting Modern technology centers which would certainly use technology sales as well as assistance in the form of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Habits issues can be seen in Robertson Maple Farm Inc's case as highlighted in this area.

Concerns concerning social adjustment: There is worry concerning a cultural change that would happen once Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the team member currently showing unhappiness over this potential action. This expected adjustment has actually produced stress in the office which has been combined with the previous anxiety of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of workers that can match the difficult environment of a hectic company. Not only does this lead to trouble in locating the right individuals, it places stress and anxiety on new hires as can not endure the speed and also stress that the organization expects them to bear.

Double Reporting Lines: Newcomers locate this organizational society cumbersome and tough to cope with specifically as dotted line relationships are indicated to be weak as a whole and unbiased setup and efficiency examination is still done by the strong line manager. This suggests that novices could lose clarity regarding their corresponding roles and goals particularly as dotted line coverage does not keep them in straight interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had been hypothesized that the latter would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and proper for the work however the fact that Kransnow's separation would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Work Instability: Fear and also insecurity can be recognized as two major worries that Lewis would certainly be handling specifically as the merger has actually currently be cancelled as well as 2 senior executives of the marketing department would certainly be leaving. The whole obligation of the division would be dropping on Lewis's shoulders who would certainly not just be in charge of brining concerning a cultural change however would certainly also have to confirm herself in her brand-new function.

Incompatible Management Design of Leader: Lewis's management design and its incompatibility with the advertising and marketing division's role can also be seen as an OB difficulty specifically as she has actually been utilized to dealing with issues in the procedures department where personnel are taught to focus on procedures and obtain them. The advertising division on the various other hand can be seen as a group of individuals who are used to being supported by Krasnow that focused a lot more on output than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between three divisions, advertising, merchandizing and also procedures respectively over the allotment of the advertising and marketing mix can be identified as one more OB worry. The advertising division does not share the exact same vision as the various other 2 divisions regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations divisions do not agree over the advertising and marketing mix allocation among one another either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing divisions can be recognized as one more OB problem which can need more focus. The truth that the advertising and marketing areas in the marketing division are separated is preventing both departments from acquiring from each other's experience and also experience. Combination of advertising and marketing with retailing as well as procedures would certainly come to be harder if the advertising department itself is disintegrated which can be another prospective OB worry.

Robertson Maple Farm Inc Analysis

Various concepts have been utilized to explain the conditions to obtain additional clearness about the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that juniors are easy and lazy, have little aspiration and also resist change. The scenario at Robertson Maple Farm Inc is not totally adhering to Theory X, it can be seen that brand-new hires are locating this environment instead stressful which may ultimately lead to a greater disposition of the monitoring in the direction of Concept X. Also while analyzing Lewis's management design, theory X might have been ideal in the procedures department to some degree yet the Advertising and marketing division would certainly call for dependence on Concept Y in order to obtain the creativity as well as creativity from the groups.

Tuckman's Team effort Theory: Regarding Lewis's issue concerning bringing consistency in between the advertising and marketing division is worried, this would initially cause clash as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, throughout the first stage of group advancement, individuals may not bond, as they are hectic finding their location in the group. By integrating the advertising and marketing division's work, there may be the same initial separate which can cause the second stage of 'storming' where the groups challenge each other. Nevertheless, it is just throughout the third phase or 'norming' when they would certainly come together to share concepts prior to the group can produce harmony in the fourth phase 'doing'.

Bridges' Shift Design: As per William Bridge's concept (appendix 4), individuals are rather unpleasant with change, which is noticeable by the circumstance at Robertson Maple Farm Inc The circumstance can be viewed as a normal program of life if is examined based on Bridge's theory where he explains that individuals undergo three stages of transition when they experience change. 'Ending, losing and Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals are presented with change, they get in phase one therefore there might be feelings like unhappiness, uncertainty, stress, rage, fear, rejection and disorientation.The situation at the advertising and marketing division of Robertson Maple Farm Inc is comparable so Lewis can get comfy with the idea that it is not phenomenal actions. In the second stage, there might be a requirement to link the void in between the brand-new and old culture so Lewis might have to face this challenge when Krasnow leaves. There may be low morale and also reduced performance at this phase which must not be taken as a setback. It is throughout this stage that Lewis will certainly need to give guidance to the division so that they can find a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition simpler by making Lewis get involved in the division a year prior to his actual departure. Based on Bridges' Model, phase three will cause openness to discovering, High power and also dedication as individuals will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the importance of 'safety and security needs as being a lower degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and out of danger' is at the 2nd degree of requirements. Prior to a staff member can be made to develop mentally, he needs to have his 'Physical 'and 'Security' needs met.

SWOT Analysis for Robertson Maple Farm Inc Case Study



Effects of Analysis.

The OB analysis has checked out various theories to understand exactly how to handle the present scenario handy. The complying with 3 alternatives have been suggested to aid Lewis handle the organizational difficulties in the marketing department. Each of these alternatives has actually been suggested for easing the transition required to bring the advertising department according to the requirements of the marketplace and also for making the cultural adjustment that would certainly comply with once the existing leader leaves.

Integration of advertising and marketing functions. Separating Adverting and also Production functions. Assimilation of Advertising with Workflow.

Assessment of Alternatives.

Assimilation of Advertising & Marketing Functions: The internal marketing firm of Robertson Maple Farm Inc is currently strength for the company in regards to saving up on expenses associated with advertising and marketing and promotion. Because no brand-new employment has been done after Bridget Cole's departure with the coverage line being directly assigned to Krasnow for the marketing feature, this is a favorable possibility for incorporating the marketing and advertising features. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business marketing together with firm as well as retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both advertising and marketing functions.

The advantage of this method is that it will incorporate the two functions while minimizing the need for hiring an extra source for marketing. In addition to this, Lewis would be heading the marketing division and also in any case her substitute would certainly be required for the existing duty that she is carrying out. The drawback of this option is that external hiring might bring about bitterness from internal employees who might be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Provided the competitive stress as well as high top quality work called for from the marketing firm, it is suggested that Lewis must permit the production device to be a separate feature from the advertising system. Given that a lot of advertising firms had these 2 functions as separate systems, it makes more sense to comply with the standard.

Combination of Advertising And Marketing with Procedures: Considering that Lewis is already dealing with the marketing and operations departments at the same time; it makes good sense to integrate the two functions considering that she has actually been effectively looking after both ends. The fact that the two divisions currently have significant differences over allotment of sources recommends that this combination might have the ability to cause consistency specifically as Lewis would certainly be heading both ends.However there are various negative aspects of this relocation especially as it would put excessive problem over Lewis's shoulders. The reality that Lewis has to adapt her monitoring design for the advertising division recommends that these two departments would be culturally diverse. In addition to this, Lewis may not be able to use one kind of management style to both divisions which might cause inefficiency in either one of the two functions.

Suggestion.



An assessment of the three choices suggests that assimilation of advertising and marketing and procedures would certainly not be a possible relocation as a result of the huge distinctions in between the two divisions despite the fact that presently Lewis is handling both. While separation of the production function may have been a positive step for the advertising and marketing division, the truth that it would imply positioning a 3rd feature under Lewis's wing implies this must be stayed clear of. The integration of the advertising department is the most effective alternative in regards to obtaining the optimal arise from the division. An action plan for this alternative is reviewed below.

Activity Strategy.
Recommendation
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Production feature will continue to be component of advertising under advertising feature.

Lewis will divide herself from procedures.

A democratic leadership design with worker empowerment will be made use of in marketing department.

Open door plan and also focus on cross department interaction will be aimed at removing discord.

Contingency plan.

If the integration does not work out as intended, a contingency strategy would certainly comply with which would certainly separate the manufacturing feature from the advertising function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing feature will definitely be divided by placing it under an SVP manufacturing.