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Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry Case Study Solution

CASE ANALYSIS

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Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry Case Study Solution

Background and Facts

Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry an office materials retailer for small as well as moderate sized services has actually lately been associated with preparing for a merging with its rival House Deport, which has influenced performance levels in departmentswith the elderly manager associated with lawful issues put forth by the government Trade Commission. With the Marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the future. With challenges in the type of a prospective social adjustment and low worker spirits, the organization requires a total reengineering effort at the marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing division of Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry is boosting unpredictability in the working environment causing various challenges 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 major role in influencing calculated decisions since Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Trade Commission's treatment while doing so. Provided the reality that the store has a global existence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations may have the ability to affect efficiency or strategic goals. Federal Trade Compensation's antitrust match versus the merger occupied useful time of the organization's senior management recommending that 'political' factors can have significant effects for a global business.

Economic Factors: Economic factors such as the appearance of small businesses in the worldwide situation suggest that Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry is thriving in an environment where there is prospective development of services. Truth that store clients are primarily looking for workplace supplies for house workplaces recommends that the market has a climbing pattern of business owners and also home based businesses.

Social factors: Social trends in the economy show that customers are seeking convenience in addition to appealing rates. Marketing research demonstrates how the customer for Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry does not have awareness about discovering options which can offer a mix of comfort as well as inexpensive.

Technological factors: Modern technology plays a crucial role in Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry's company strategy especially as the company is piloting Modern technology facilities which would supply technology sales and assistance in the form of memory upgrades, outer setups. (Recap of INSECT in appendix 2).

OB Issues and also Symptoms.

A number of underlying Business Actions issues can be seen in Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry's case as highlighted in this section.

Apprehensions about social change: There is apprehension regarding a cultural adjustment that would certainly happen when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with most of the employee currently showing discontent over this potential action. This anticipated modification has actually produced tension in the work environment which has been combined with the past stress and anxiety of preparing the company for a possible merging with Home Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a busy company. Not only does this result in difficulty in locating the best individuals, it puts stress on brand-new hires as can not endure the pace and also stress that the organization anticipates them to bear.

Twin Coverage Lines: Newbies find this business culture cumbersome and difficult to handle especially as populated line relationships are indicated to be weaker in general and unbiased setup as well as performance assessment is still done by the strong line supervisor. This suggests that novices can lose clearness regarding their corresponding functions and also purposes especially as dotted line coverage does not maintain them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's setting came as an impact to her spirits. Lewis might have been capable and suitable for the task but the reality that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Job Insecurity: Worry and instability can be identified as 2 significant concerns that Lewis would certainly be managing especially as the merging has actually now be terminated as well as 2 elderly execs of the marketing division would be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders that would not simply supervise of brining about a social adjustment but would certainly likewise need to confirm herself in her brand-new role.

Incompatible Monitoring Design of Leader: Lewis's management style and its conflict with the marketing division's function can also be seen as an OB difficulty especially as she has been used to handling concerns in the procedures division where workers are taught to focus on procedures and obtain them. The marketing division on the various other hand can be viewed as a group of individuals that are used to being nurtured by Krasnow that concentrated much more on result than procedures.

Interdepartmental Differences: Interdepartmental disagreements in between 3 divisions, advertising and marketing, merchandizing and procedures respectively over the allotment of the marketing mix can be identified as an additional OB concern. Although the advertising division does not share the very same vision as the various other two divisions relating to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and operations divisions do not agree over the advertising mix allocation amongst each other either.

Disintegration in Advertising Department: Fragmentation in between the marketing and advertising departments can be recognized as one more OB concern which can require more attention. The truth that the advertising and marketing areas in the marketing division are separated is avoiding both divisions from gaining from each various other's experience and also knowledge. Combination of marketing with merchandising and operations would certainly come to be harder if the advertising division itself is broken down which can be another prospective OB problem.

Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry Analysis

Various theories have actually been utilized to clarify the situations to get further quality concerning the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors think that juniors are easy as well as lazy, have little aspiration as well as stand up to change. The circumstance at Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry is not totally adhering to Concept X, it can be seen that brand-new hires are discovering this setting instead demanding which might ultimately lead to a higher disposition of the management towards Concept X. Also while analyzing Lewis's management style, theory X may have been ideal in the operations department to some degree but the Advertising and marketing division would require dependence on Concept Y in order to obtain the imagination and also originality from the teams.

Tuckman's Synergy Theory: Regarding Lewis's concern regarding bringing consistency between the marketing and advertising division is worried, this would originally cause conflict as gone over by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, during the first phase of group growth, individuals may not bond, as they are active locating their place in the team. By combining the advertising and marketing department's work, there may be the same initial separate which can lead to the second stage of 'storming' where the groups challenge each other. Nevertheless, it is only throughout the third phase or 'norming' when they would come together to share suggestions before the group can cause harmony in the fourth phase 'performing'.

When individuals are provided with adjustment, they get in stage one as well as so there may be feelings like sadness, unpredictability, irritation, temper, concern, rejection and also disorientation.The scenario at the marketing division of Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry is comparable so Lewis can get comfy with the idea that it is not remarkable actions. It is throughout this phase that Lewis will have to offer support to the division so that they can discover a feeling of direction. It can be seen just how Krasnow has already made this change simpler by making Lewis get involved in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the relevance of 'security needs as being a reduced level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe and secure as well as out of danger' is at the 2nd level of needs. Prior to a staff member can be made to establish psychologically, he requires to have his 'Physiological 'and 'Safety and security' needs satisfied.

SWOT Analysis for Seeking Alpha In The Afterlife Cmg Life Services And The Life Settlement Industry Case Study



Effects of Analysis.

The OB analysis has considered various theories to understand exactly how to deal with the present scenario at hand. The following 3 options have been recommended to aid Lewis handle the organizational challenges in the marketing division. Each of these alternatives has actually been suggested for easing the change required to bring the advertising and marketing department in line with the requirements of the marketplace and for making the cultural modification that would certainly comply with as soon as the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting and Production features. Combination of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merging days has experience in business-to-business marketing along with company and retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing and also advertising and marketing features.

The benefit of this strategy is that it will incorporate the two functions while decreasing the need for hiring an extra source for marketing. Lewis would be heading the advertising department and also in any kind of case her substitute would be required for the current duty that she is carrying out. The downside of this alternative is that outside hiring might produce resentment from inner workers who may be eying the setting of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Given the affordable pressures as well as high quality job required from the advertising company, it is recommended that Lewis should permit the production device to be a separate function from the marketing device. Considering that the majority of marketing companies had these 2 functions as different units, it makes even more feeling to follow the standard.

Integration of Advertising with Workflows: Given that Lewis is already taking care of the advertising and marketing as well as procedures divisions simultaneously; it makes feeling to integrate the 2 features considering that she has actually been effectively taking treatment of both ends. The truth that Lewis has to adapt her monitoring design for the advertising department suggests that these 2 divisions would certainly be culturally diverse.

Suggestion.



An analysis of the three options shows that assimilation of advertising and marketing as well as procedures would certainly not be a possible action due to the large distinctions between the two departments despite the fact that presently Lewis is dealing with both. While splitting up of the production feature may have been a desirable move for the advertising and marketing division, the reality that it would certainly imply putting a third function under Lewis's wing implies this must be stayed clear of. The combination of the marketing department is the best choice in terms of obtaining the optimal results from the division. An activity plan for this choice is talked about below.

Activity Plan.
Recommendation
Lewis will certainly take over the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

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

Lewis will separate herself from procedures.

An autonomous management style with employee empowerment will be utilized in advertising and marketing division.

Open up door policy as well as emphasis on cross departmental interaction will be focused on removing dissonance.

Contingency plan.

If the integration does not work out as intended, a contingency strategy would certainly follow which would certainly separate the manufacturing feature from the marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing division without an SVP. Because case the production feature will absolutely be divided by putting it under an SVP manufacturing.