Sarah James In Mexico Often Wrong But Never In Doubt Case Study Analysis


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Sarah James In Mexico Often Wrong But Never In Doubt Case Study Analysis

Background and Facts

Sarah James In Mexico Often Wrong But Never In Doubt an office products retailer for little and medium sized organisations has just recently been associated with preparing for a merging with its competitor House Deport, which has influenced effectiveness levels in departmentswith the elderly manager associated with lawful issues put forth by the government Profession Compensation. With the Advertising and marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the near future. With obstacles in the form of a prospective cultural adjustment and also reduced worker spirits, the organization wants a full reengineering effort at the advertising and marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising division of Sarah James In Mexico Often Wrong But Never In Doubt is increasing unpredictability in the workplace resulting in numerous obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting calculated choices given that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Payment's intervention while doing so. Given the fact that the store has an international existence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations might be able to influence performance or strategic goals. Federal Trade Commission's antitrust match against the merging used up valuable time of the company's elderly management suggesting that 'political' factors can have significant ramifications for a global service.

Economic Factors: Economic factors such as the introduction of local business in the international situation suggest that Sarah James In Mexico Often Wrong But Never In Doubt is flourishing in a setting where there is prospective development of services. Along with this, reality that store clients are mainly seeking office materials for home offices suggests that the market has an increasing trend of entrepreneurs and home organisations.

Social factors: Social trends in the economic situation reveal that clients are looking for comfort in addition to eye-catching prices. Marketing research demonstrates how the client for Sarah James In Mexico Often Wrong But Never In Doubt lacks awareness concerning locating solutions which can supply a combination of ease as well as low costs.

Technological factors: Modern technology plays a vital role in Sarah James In Mexico Often Wrong But Never In Doubt's company technique specifically as the organization is piloting Technology facilities which would offer modern technology sales and assistance in the type of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Behavior concerns can be seen in Sarah James In Mexico Often Wrong But Never In Doubt's case as highlighted in this section.

Worries regarding social adjustment: There is apprehension about a cultural change that would take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with the majority of the personnel already revealing discontent over this potential action. This predicted adjustment has created anxiety in the work environment which has been paired with the previous anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is shortage of employees that can match the difficult environment of a hectic organization. Not only does this cause problem in discovering the ideal individuals, it places stress on new hires as can not hold up against the pace as well as pressure that the company anticipates them to bear.

Twin Coverage Lines: Novices discover this organizational culture difficult and hard to handle especially as populated line partnerships are implied to be weak in general and objective setting as well as efficiency assessment is still done by the strong line supervisor. This indicates that novices might shed clearness about their respective roles and also objectives particularly as dotted line reporting does not maintain them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been speculated that the latter would certainly take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and appropriate for the task but the reality that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Concern and also instability can be recognized as two major issues that Lewis would certainly be managing specifically as the merger has actually currently be cancelled and 2 senior execs of the advertising department would certainly be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining about a cultural change yet would certainly also have to show herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's monitoring style as well as its incompatibility with the advertising and marketing department's duty can likewise be seen as an OB difficulty especially as she has actually been utilized to managing issues in the procedures division where workers are taught to focus on processes and get them right. The marketing department on the other hand can be seen as a group of people that are made use of to being nurtured by Krasnow who focused more on result than procedures.

Interdepartmental Arguments: Interdepartmental arguments between 3 departments, advertising and marketing, merchandizing and procedures specifically over the allocation of the marketing mix can be identified as one more OB problem. The advertising and marketing department does not share the same vision as the other 2 departments concerning the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allocation among one another either.

Disintegration in Marketing Department: Fragmentation in between the marketing and advertising departments can be determined as one more OB issue which might need further attention. The reality that the advertising and marketing sections in the advertising division are detached is protecting against both departments from gaining from each various other's experience and experience. Assimilation of marketing with merchandising as well as procedures would end up being more difficult if the advertising division itself is disintegrated which can be one more potential OB concern.

Sarah James In Mexico Often Wrong But Never In Doubt Analysis

Numerous theories have actually been used to describe the circumstances to get more quality about the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that staffs are passive and lazy, have little aspiration and also stand up to change. The circumstance at Sarah James In Mexico Often Wrong But Never In Doubt is not completely adhering to Concept X, it can be seen that new hires are finding this atmosphere instead stressful which might eventually lead to a better disposition of the administration towards Theory X. Even while analyzing Lewis's administration style, concept X may have been suitable in the procedures department to some extent yet the Marketing division would need dependence on Theory Y in order to get the creativity as well as creativity from the teams.

Tuckman's Synergy Concept: As far as Lewis's issue about bringing consistency between the marketing as well as advertising and marketing department is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing and also advertising division's work, there may be the same preliminary detach which can lead to the 2nd stage of 'storming' where the groups test one another.

When individuals are presented with adjustment, they go into stage one and also so there may be emotions like unhappiness, uncertainty, irritation, temper, concern, rejection and also disorientation.The circumstance at the advertising and marketing department of Sarah James In Mexico Often Wrong But Never In Doubt is comparable so Lewis can get comfortable with the idea that it is not phenomenal behavior. It is throughout this stage that Lewis will have to offer support to the division so that they can discover a feeling of instructions. It can be seen just how Krasnow has actually already made this shift easier by making Lewis get involved in the department a year before his actual separation.
Vrio Analysis
Maslow's Requirement power structure: The OB concern related to instability at the work environment has been caused firstly by the change in monitoring and also second of all by the truth that the merging will certainly no more be launched. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has talks about the importance of 'safety and security needs as being a lower degree requirement of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the need to really feel safe and secure and untouched' is at the second level of needs. Prior to an employee can be made to establish psychologically, he needs to have his 'Physiological 'and also 'Safety' needs satisfied. This indicates that unless the workers are made to really feel safe and secure concerning their existing work condition in Sarah James In Mexico Often Wrong But Never In Doubt they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Sarah James In Mexico Often Wrong But Never In Doubt Case Study

Effects of Analysis.

The OB analysis has checked out numerous concepts to comprehend exactly how to cope with the present situation handy. The following three alternatives have been recommended to assist Lewis handle the business difficulties in the marketing department. Each of these options has actually been suggested for reducing the change needed to bring the marketing division in line with the demands of the marketplace as well as for making the cultural modification that would certainly follow once the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and Production features. Combination of Marketing with Operations.

Evaluation of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The in-house advertising and marketing agency of Sarah James In Mexico Often Wrong But Never In Doubt is currently strength for the company in terms of conserving up on overheads related to marketing as well as promo. Since no brand-new employment has been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the advertising and marketing feature, this is a beneficial chance for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has competence in business-to-business marketing along with agency as well as retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The benefit of this method is that it will certainly integrate both functions while lowering the requirement for working with an additional resource for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising department and in any case her replacement would certainly be needed for the existing function that she is carrying out. The negative aspect of this choice is that outside hiring might cause bitterness from internal employees who might be eying the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Provided the competitive stress as well as high top quality work needed from the advertising firm, it is suggested that Lewis must allow the manufacturing device to be a different function from the advertising and marketing system. Considering that the majority of advertising agencies had these 2 functions as different devices, it makes even more sense to adhere to the norm.

Integration of Advertising with Operations: Since Lewis is currently taking care of the advertising and also procedures divisions concurrently; it makes sense to incorporate the two functions considering that she has actually been successfully taking care of both ends. The reality that Lewis has to adjust her monitoring design for the advertising and marketing department suggests that these 2 departments would be culturally diverse.


An assessment of the three options indicates that combination of advertising and marketing and procedures would not be a possible relocation due to the large distinctions in between the two departments regardless of the fact that presently Lewis is managing both. While splitting up of the manufacturing function may have been a beneficial relocation for the advertising and marketing department, the reality that it would imply placing a 3rd function under Lewis's wing means this ought to be avoided.

Activity Strategy.
Lewis will take control of the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production feature will remain part of advertising under advertising feature.

Lewis will certainly separate herself from procedures.

A democratic management design with employee empowerment will be used in marketing department.

Open door plan and also focus on cross department communication will certainly be targeted at getting rid of discord.

Backup strategy.

If the combination does not exercise as prepared, a backup plan would certainly adhere to which would certainly divide the manufacturing function from the advertising function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing division without an SVP. Because case the production feature will definitely be divided by putting it under an SVP manufacturing.