Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge Case Study Solution


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Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge Case Study Analysis

Background and Facts

Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge a workplace supplies store for tiny and also average sized organisations has actually recently been involved in planning for a merging with its rival Residence Deport, which has impacted efficiency degrees in departmentswith the elderly supervisor associated with legal difficulties presented by the federal Trade Payment. With the Advertising Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the near future. With obstacles in the type of a potential cultural adjustment and low staff member morale, the organization requires a complete reengineering initiative at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the advertising and marketing division of Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge is boosting uncertainty in the working environment leading to different obstacles 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 critical decisions since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Compensation's treatment while doing so. Given the truth that the shop has an international existence with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries may be able to affect efficiency or critical objectives. Federal Profession Payment's antitrust fit against the merging took up valuable time of the organization's elderly management suggesting that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide situation recommend that Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge is prospering in a setting where there is possible growth of organisations. Fact that store customers are primarily looking for office supplies for house workplaces suggests that the market has a rising trend of entrepreneurs as well as residence based organisations.

Social factors: Social patterns in the economy show that clients are looking for convenience as well as eye-catching costs. Marketing research shows how the customer for Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge does not have awareness regarding finding solutions which can supply a mix of comfort and also low costs.

Technical factors: Modern technology plays a vital function in Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge's organisation method specifically as the organization is piloting Modern technology centers which would supply technology sales as well as assistance in the kind of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Actions issues can be seen in Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge's case as highlighted in this section.

Concerns regarding social adjustment: There is concern concerning a social change that would happen as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with a lot of the employee currently revealing unhappiness over this possible action. This expected change has produced anxiety in the work environment which has been paired with the past tension of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is lack of employees that can match the stressful atmosphere of a fast-paced company. Not just does this bring about difficulty in discovering the ideal individuals, it puts anxiety on brand-new hires as can not hold up against the speed as well as stress that the company anticipates them to birth.

Dual Coverage Lines: Novices locate this business society difficult and tough to cope with particularly as populated line partnerships are meant to be weaker in general and also objective setup as well as efficiency assessment is still done by the strong line manager. This indicates that newcomers might lose quality regarding their respective functions as well as goals specifically as populated line reporting does not keep them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor 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 qualified as well as suitable for the job yet the fact that Kransnow's separation would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Job Insecurity: Worry and also instability can be recognized as 2 major problems that Lewis would be taking care of specifically as the merger has currently be terminated and two elderly execs of the marketing department would certainly be leaving. The whole obligation of the department would be dropping on Lewis's shoulders that would certainly not just supervise of brining about a cultural adjustment but would likewise have to verify herself in her new duty.

Inappropriate Monitoring Design of Leader: Lewis's management style and its conflict with the advertising and marketing division's function can additionally be seen as an OB difficulty particularly as she has been utilized to dealing with concerns in the operations division where personnel are instructed to concentrate on processes and obtain them right. The advertising and marketing division on the other hand can be seen as a group of people who are used to being supported by Krasnow that focused much more on result than processes.

Interdepartmental Arguments: Interdepartmental arguments in between three divisions, advertising, merchandizing and operations respectively over the appropriation of the advertising and marketing mix can be recognized as one more OB problem. Although the marketing division does not share the same vision as the other two divisions regarding the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also operations departments do not agree over the advertising mix allocation amongst each other either.

Disintegration in Advertising And Marketing Department: Disintegration in between the marketing and advertising departments can be determined as one more OB concern which could need additional focus. The fact that the advertising and marketing areas in the advertising and marketing department are separated is preventing both departments from acquiring from each various other's experience as well as proficiency. Combination of advertising and marketing with merchandising and procedures would become more difficult if the marketing department itself is broken down which can be another potential OB issue.

Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge Analysis

Different theories have actually been used to describe the circumstances to obtain further clarity about the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that juniors are passive and also lazy, have little aspiration as well as stand up to change. The scenario at Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge is not totally following Theory X, it can be seen that brand-new hires are locating this environment instead stressful which might eventually lead to a greater disposition of the management in the direction of Theory X. Also while analyzing Lewis's administration design, concept X might have been suitable in the procedures department to some level however the Marketing department would need reliance on Theory Y in order to obtain the creativity and originality from the teams.

Tuckman's Team effort Concept: As much as Lewis's problem concerning bringing harmony in between the marketing and also advertising department is worried, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Synergy Theory'. By incorporating the marketing and advertising and marketing department's job, there may be the exact same initial disconnect which can lead to the 2nd stage of 'storming' where the teams challenge one another.

Bridges' Shift Version: Based On William Bridge's concept (appendix 4), people are rather awkward with adjustment, which is evident by the situation at Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge The scenario can be viewed as a regular training course of life if is researched based on Bridge's theory where he discusses that individuals go through three phases of shift when they experience modification. 'End, losing and also Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals exist with modification, they go into phase one and so there may be emotions like unhappiness, uncertainty, aggravation, anger, worry, rejection and also disorientation.The circumstance at the marketing division of Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge is comparable so Lewis can get comfy with the idea that it is not phenomenal actions. In the second stage, there may be a requirement to link the gap between the brand-new and old culture so Lewis might have to encounter this ordeal as soon as Krasnow leaves. There might be reduced spirits and also reduced efficiency at this stage which should not be taken as a problem. It is throughout this stage that Lewis will need to give guidance to the department to make sure that they can discover an orientation. It can be seen exactly how Krasnow has actually currently made this change much easier by making Lewis get involved in the division a year before his actual separation. Based on Bridges' Version, phase 3 will bring about visibility to understanding, High energy and dedication as individuals will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB concern pertaining to insecurity at the work environment has actually been activated to start with by the adjustment in administration and also secondly by the truth that the merger will no more be initiated. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has talks about the significance of 'safety and security requires as being a lower degree requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel secure and out of danger' goes to the 2nd degree of requirements. Prior to an employee can be made to develop mentally, he needs to have his 'Physiological 'as well as 'Safety and security' needs satisfied. This indicates that unless the personnel are made to feel protected regarding their present employment status in Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge Case Study

Implication of Analysis.

The OB analysis has looked at different theories to understand just how to cope with the current situation handy. The complying with three choices have actually been recommended to help Lewis take care of the business difficulties in the advertising division. Each of these options has been recommended for alleviating the shift needed to bring the marketing department in line with the requirements of the marketplace and also for making the social adjustment that would certainly comply with when the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting as well as Manufacturing functions. Combination of Advertising with Operations.

Examination of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The in-house advertising firm of Rogerscasey Alternative Investments Innovative Response To The Distribution Challenge is currently toughness for the organization in terms of saving up on expenses related to marketing and also promo. Given that no brand-new recruitment has actually been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the advertising and marketing feature, this is a beneficial possibility for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has proficiency in business-to-business advertising together with company and also retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both advertising and marketing functions.

The benefit of this strategy is that it will integrate the two functions while lowering the requirement for employing an added resource for advertising and marketing. Lewis would be heading the marketing division and also in any case her replacement would certainly be needed for the present role that she is carrying out. The drawback of this choice is that external hiring might cause animosity from inner personnel who may be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Offered the competitive stress and also high quality work required from the ad agency, it is advised that Lewis must enable the manufacturing system to be a separate feature from the marketing unit. Since many advertising agencies had these 2 features as different units, it makes more feeling to adhere to the norm. Both features may be able to concentrate on their core activates a lot more effectively. Nonetheless, the drawback of this method would certainly be that extra expenses would certainly need to be borne for setting up different manufacturing functions. In addition to this, a production head may need to be hired which can enhance overheads for the company.

Combination of Advertising with Operations: Considering that Lewis is already taking care of the advertising and marketing and also procedures departments concurrently; it makes feeling to incorporate the 2 functions given that she has been effectively taking care of both ends. The truth that Lewis has to adjust her monitoring style for the advertising division recommends that these two divisions would be culturally varied.


An assessment of the 3 alternatives suggests that integration of advertising and marketing and operations would not be a possible relocation due to the substantial differences between the two divisions in spite of the fact that currently Lewis is managing both. While separation of the production feature might have been a desirable relocation for the advertising department, the truth that it would certainly imply putting a 3rd feature under Lewis's wing means this need to be stayed clear of.

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

Marketing and advertising functions would be merged.

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

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

Lewis will certainly separate herself from operations.

A democratic management design with worker empowerment will be utilized in advertising division.

Open door plan as well as emphasis on cross departmental communication will be aimed at removing disharmony.

Backup strategy.

If the combination does not exercise as prepared, a backup plan would follow which would separate the manufacturing function from the advertising and marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising division without an SVP. Because case the manufacturing function will definitely be separated by positioning it under an SVP manufacturing.