Science Technology Co 1985 Case Study Analysis


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Science Technology Co 1985 Case Study Analysis

Background and Facts

Science Technology Co 1985 an office supplies seller for small and average sized organisations has actually just recently been involved in planning for a merging with its competitor Home Deport, which has influenced effectiveness levels in departmentswith the elderly manager involved in lawful problems put forth by the federal Trade Payment. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the future. With challenges in the kind of a prospective social modification as well as low worker morale, the organization needs a total reengineering initiative at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing department of Science Technology Co 1985 is raising unpredictability in the working environment resulting in different challenges for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting tactical decisions given that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Commission's treatment at the same time. Provided the truth that the shop has an international existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries might have the ability to influence performance or tactical objectives. Federal Profession Commission's antitrust match against the merging took up beneficial time of the company's senior management suggesting that 'political' factors can have significant effects for an international service.

Economic Factors: Financial factors such as the emergence of small companies in the international situation recommend that Science Technology Co 1985 is thriving in an environment where there is possible growth of businesses. Along with this, truth that store customers are primarily looking for office supplies for home offices recommends that the market has a climbing trend of business owners and home based businesses.

Social factors: Social fads in the economic situation reveal that clients are trying to find comfort in addition to attractive prices. Market research demonstrates how the customer for Science Technology Co 1985 lacks recognition concerning locating services which can supply a combination of comfort as well as affordable.

Technological factors: Innovation plays a crucial duty in Science Technology Co 1985's service method particularly as the company is piloting Innovation centers which would supply modern technology sales as well as assistance in the kind of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Actions concerns can be seen in Science Technology Co 1985's case as highlighted in this area.

Worries about social modification: There is concern regarding a cultural adjustment that would happen as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising with most of the team member already showing discontent over this possible relocation. This expected modification has actually developed anxiety in the work environment which has actually been combined with the previous stress of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is scarcity of workers that can match the demanding setting of a fast-paced organization. Not just does this cause trouble in discovering the appropriate people, it places tension on new hires as can not endure the rate and also stress that the company anticipates them to bear.

Double Coverage Lines: Newbies locate this business culture cumbersome and hard to deal with particularly as populated line partnerships are meant to be weak in general and unbiased setting and performance assessment is still done by the solid line supervisor. This suggests that novices can shed clearness concerning their particular roles and goals specifically as populated line coverage does not keep them in straight interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's position came as an impact to her morale. Lewis may have been qualified as well as suitable for the task but the reality that Kransnow's departure would make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Job Instability: Anxiety as well as insecurity can be recognized as two major worries that Lewis would be managing especially as the merging has actually currently be cancelled and 2 senior execs of the marketing division would certainly be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a cultural modification however would certainly also need to verify herself in her new role.

Incompatible Administration Style of Leader: Lewis's administration style and its conflict with the advertising and marketing division's function can additionally be seen as an OB difficulty particularly as she has actually been made use of to handling problems in the operations division where employees are taught to focus on procedures and also obtain them right. The advertising and marketing department on the other hand can be viewed as a team of people that are used to being nurtured by Krasnow who concentrated extra on outcome than processes.

Interdepartmental Arguments: Interdepartmental arguments between three divisions, advertising, merchandizing and also operations respectively over the allocation of the advertising and marketing mix can be identified as another OB issue. Although the marketing division does not share the exact same vision as the various other two divisions pertaining to the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also operations departments do not agree over the marketing mix appropriation among each other either.

Disintegration in Advertising And Marketing Division: Fragmentation in between the advertising and marketing departments can be identified as an additional OB issue which might require further attention. The fact that the marketing and advertising sections in the advertising and marketing department are detached is stopping both divisions from obtaining from each various other's experience as well as experience. Combination of marketing with retailing and operations would certainly end up being harder if the marketing division itself is disintegrated which can be another possible OB problem.

Science Technology Co 1985 Analysis

Different concepts have been utilized to discuss the conditions to obtain additional clearness about the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that juniors are passive and careless, have little ambition and also resist change. The circumstance at Science Technology Co 1985 is not totally adhering to Theory X, it can be seen that brand-new hires are discovering this atmosphere rather demanding which may at some point lead to a higher disposition of the administration in the direction of Theory X. Also while examining Lewis's monitoring style, concept X may have been ideal in the procedures division to some extent however the Marketing department would certainly require dependence on Theory Y in order to get the imagination and also originality from the groups.

Tuckman's Synergy Theory: As much as Lewis's issue concerning bringing harmony between the marketing and also advertising department is concerned, this would originally lead to contrast as gone over by Bruce Tuckman in his 'Teamwork Concept'. By combining the advertising and marketing as well as advertising department's job, there might be the very same preliminary detach which might lead to the 2nd phase of 'storming' where the teams challenge one another.

Bridges' Change Design: Based On William Bridge's concept (appendix 4), people are rather unpleasant with modification, which is noticeable by the situation at Science Technology Co 1985 The situation can be viewed as a regular course of life if is studied based on Bridge's concept where he clarifies that individuals experience 3 phases of transition when they experience adjustment. 'Ending, shedding and Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals are presented with change, they get in phase one therefore there might be emotions like unhappiness, uncertainty, irritation, temper, fear, denial as well as disorientation.The scenario at the marketing division of Science Technology Co 1985 is comparable so Lewis can obtain comfortable with the suggestion that it is not extraordinary actions. In the second stage, there may be a requirement to bridge the gap in between the brand-new and also old culture so Lewis may have to face this experience as soon as Krasnow leaves. There might be low spirits and also reduced efficiency at this stage which ought to not be taken as a setback. It is during this phase that Lewis will need to give guidance to the division to ensure that they can find a sense of direction. It can be seen how Krasnow has actually currently made this change less complicated by making Lewis obtain involved in the department a year prior to his real departure. According to Bridges' Design, stage three will certainly produce openness to learning, High energy and also commitment as individuals will certainly welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the value of 'safety and security requires as being a lower level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel secure and also out of threat' is at the second degree of demands. Prior to a worker can be made to develop psychologically, he requires to have his 'Physical 'as well as 'Safety and security' requires met.

SWOT Analysis for Science Technology Co 1985 Case Study

Ramification of Analysis.

The OB analysis has taken a look at various theories to understand exactly how to deal with the existing situation at hand. The adhering to three alternatives have been suggested to assist Lewis manage the business challenges in the advertising division. Each of these choices has been suggested for reducing the transition required to bring the advertising and marketing division according to the needs of the marketplace as well as for making the social adjustment that would adhere to as soon as the existing leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting as well as Production features. Combination of Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has competence in business-to-business marketing along with agency and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both advertising and marketing and advertising features.

The benefit of this technique is that it will certainly integrate the two functions while decreasing the need for employing an extra source for marketing. In addition to this, Lewis would certainly be heading the marketing department as well as in any case her substitute would be required for the existing duty that she is executing. The negative aspect of this choice is that outside hiring may cause resentment from inner employees who might be eying the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Production: Offered the competitive stress and excellent quality work needed from the advertising agency, it is suggested that Lewis needs to permit the manufacturing unit to be a separate feature from the advertising unit. Because most ad agency had these two functions as different units, it makes more feeling to follow the standard. In addition to this, both features may have the ability to concentrate on their core activates extra efficiently. Nonetheless, the drawback of this technique would be that added expenses would certainly need to be borne for setting up different manufacturing features. A production head may have to be hired which can raise overheads for the company.

Combination of Marketing with Workflows: Given that Lewis is currently taking treatment of the advertising and marketing and operations departments concurrently; it makes sense to incorporate the two functions considering that she has been successfully taking treatment of both ends. The fact that Lewis has to adjust her administration design for the advertising and marketing division recommends that these 2 divisions would certainly be culturally varied.


An examination of the three alternatives suggests that assimilation of marketing and procedures would certainly not be a feasible action due to the large differences between the 2 departments regardless of the reality that presently Lewis is managing both. While splitting up of the production feature might have been a positive step for the advertising and marketing department, the reality that it would certainly mean placing a third function under Lewis's wing means this must be avoided.

Activity Plan.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Manufacturing function will certainly remain component of advertising and marketing under advertising function.

Lewis will separate herself from procedures.

A democratic leadership design with staff member empowerment will certainly be made use of in advertising and marketing division.

Open up door policy as well as emphasis on cross department communication will certainly be focused on eliminating discord.

Backup strategy.

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