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Sub Micron Devices Inc Case Study Analysis

Background and Facts

Sub Micron Devices Inc a workplace products seller for tiny and also medium sized organisations has actually recently been involved in planning for a merging with its rival Home Deport, which has actually affected efficiency degrees in departmentswith the elderly supervisor involved in legal difficulties put forth by the government Profession Compensation. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the future. With challenges in the type of a potential cultural adjustment and low staff member morale, the company wants a total reengineering initiative at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social modification at the advertising department of Sub Micron Devices Inc is enhancing uncertainty in the workplace leading to various obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing critical decisions considering that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Profession Payment's treatment in the process. Provided the reality that the shop has an international existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations may be able to influence efficiency or tactical goals. Federal Trade Payment's antitrust match versus the merger took up beneficial time of the company's elderly management recommending that 'political' factors can have severe ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of small businesses in the global scenario recommend that Sub Micron Devices Inc is growing in an atmosphere where there is prospective growth of organisations. In addition to this, fact that store customers are primarily trying to find office supplies for office suggests that the market has a rising pattern of entrepreneurs as well as home businesses.

Social factors: Social trends in the economic climate reveal that clients are trying to find comfort as well as attractive prices. Market research demonstrates how the customer for Sub Micron Devices Inc lacks recognition about discovering services which can supply a combination of benefit and also affordable.

Technical factors: Technology plays an important function in Sub Micron Devices Inc's organisation method particularly as the company is piloting Modern technology facilities which would use technology sales and assistance in the kind of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Behavior issues can be seen in Sub Micron Devices Inc's case as highlighted in this section.

Worries concerning cultural adjustment: There is uneasiness about a social modification that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with the majority of the staff members already showing unhappiness over this prospective action. This expected modification has produced tension in the work environment which has been coupled with the past anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is shortage of personnel that can match the stressful environment of a fast-paced company. Not just does this cause problem in discovering the appropriate individuals, it places anxiety on new hires as can not stand up to the speed and also stress that the company anticipates them to bear.

Double Reporting Lines: Novices discover this business culture difficult as well as difficult to manage particularly as dotted line relationships are implied to be weaker generally and unbiased setting as well as performance evaluation is still done by the solid line supervisor. This implies that beginners might shed quality concerning their particular roles and purposes specifically as populated line coverage does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been guessed that the latter would take Krasnow's position came as an impact to her spirits. Lewis might have been capable as well as proper for the job but the truth that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Worry and also insecurity can be determined as 2 significant issues that Lewis would be taking care of especially as the merger has currently be cancelled as well as two senior execs of the marketing division would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders that would not just be in charge of brining regarding a cultural adjustment however would likewise have to prove herself in her brand-new role.

Inappropriate Management Style of Leader: Lewis's management style and its conflict with the marketing division's duty can additionally be seen as an OB challenge particularly as she has actually been used to dealing with concerns in the operations division where workers are educated to focus on procedures and get them. The advertising department on the other hand can be seen as a group of people that are used to being supported by Krasnow who focused much more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements between 3 divisions, advertising and marketing, merchandizing and also procedures respectively over the allotment of the marketing mix can be identified as another OB worry. The advertising division does not share the exact same vision as the other 2 departments regarding the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix allowance among one another either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing divisions can be identified as another OB problem which could require additional interest. The truth that the marketing and advertising sections in the advertising and marketing division are detached is protecting against both divisions from acquiring from each other's experience as well as proficiency. Integration of marketing with retailing and procedures would end up being more difficult if the advertising and marketing division itself is broken down which can be an additional prospective OB concern.

Sub Micron Devices Inc Analysis

Various theories have been utilized to clarify the situations to get additional quality concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are easy and lazy, have little passion and stand up to adjustment. The circumstance at Sub Micron Devices Inc is not entirely adhering to Theory X, it can be seen that brand-new hires are discovering this atmosphere rather stressful which might eventually lead to a higher disposition of the administration towards Concept X. Also while assessing Lewis's management style, concept X might have been appropriate in the procedures division to some degree however the Advertising department would require reliance on Concept Y in order to get the creativity and also creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's concern regarding bringing harmony in between the marketing and marketing department is concerned, this would initially lead to conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. By incorporating the marketing as well as advertising and marketing division's work, there may be the same initial disconnect which can lead to the second stage of 'storming' where the teams challenge one another.

When people are offered with adjustment, they enter phase one and also so there may be emotions like unhappiness, uncertainty, aggravation, anger, anxiety, rejection and disorientation.The circumstance at the advertising and marketing division of Sub Micron Devices Inc is comparable so Lewis can get comfy with the suggestion that it is not amazing behavior. It is during this phase that Lewis will have to give assistance to the department so that they can discover a sense of direction. It can be seen just how Krasnow has actually currently made this change easier by making Lewis obtain entailed in the department a year prior to his actual departure.
Vrio Analysis
Maslow's Requirement hierarchy: The OB issue related to insecurity at the office has been activated firstly by the change in management as well as secondly by the fact that the merging will no longer be initiated. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the importance of 'safety and security requires as being a lower degree requirement of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to really feel protected and unharmed' is at the second degree of demands. Before a staff member can be made to develop psychologically, he needs to have his 'Physical 'as well as 'Security' needs satisfied. This suggests that unless the personnel are made to feel protected regarding their current work standing in Sub Micron Devices Inc they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Sub Micron Devices Inc Case Study

Ramification of Analysis.

The OB analysis has looked at various concepts to recognize exactly how to handle the existing situation handy. The adhering to 3 alternatives have actually been recommended to assist Lewis take care of the organizational obstacles in the advertising department. Each of these options has actually been recommended for alleviating the transition needed to bring the marketing department in line with the needs of the market and also for making the social modification that would certainly follow once the present leader leaves.

Combination of advertising and marketing features. Separating Adverting and also Manufacturing functions. Assimilation of Advertising with Operations.

Evaluation of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has competence in business-to-business advertising and marketing along with agency and retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both advertising and marketing as well as marketing functions.

The benefit of this method is that it will certainly incorporate both features while lowering the requirement for employing an additional resource for advertising and marketing. Lewis would be heading the advertising division and in any kind of case her substitute would certainly be required for the existing duty that she is carrying out. The negative aspect of this alternative is that exterior hiring might produce resentment from inner personnel that may be considering the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Provided the affordable pressures as well as high quality work required from the ad agency, it is recommended that Lewis ought to allow the production system to be a separate feature from the advertising device. Considering that a lot of ad agency had these two features as separate systems, it makes more feeling to comply with the norm. Along with this, both features may be able to concentrate on their core turns on much more efficiently. However, the negative aspect of this method would be that added prices would certainly need to be birthed for establishing different manufacturing features. A manufacturing head might have to be worked with which might raise overheads for the company.

Assimilation of Marketing with Workflows: Given that Lewis is already caring for the advertising as well as procedures departments all at once; it makes good sense to incorporate both features since she has actually been successfully looking after both ends. The reality that both divisions currently have major differences over allowance of resources suggests that this assimilation might be able to bring about consistency particularly as Lewis would certainly be heading both ends.However there are different negative aspects of this move especially as it would certainly put too much problem over Lewis's shoulders. The reality that Lewis needs to adjust her administration design for the advertising and marketing department suggests that these 2 divisions would certainly be culturally diverse. Lewis may not be able to use one kind of management design to both departments which might result in inefficiency in either one of the 2 features.


An examination of the three alternatives indicates that assimilation of advertising and marketing as well as operations would certainly not be a practical step due to the vast differences between the two divisions in spite of the reality that presently Lewis is managing both. While splitting up of the production feature might have been a desirable step for the marketing department, the truth that it would mean placing a 3rd function under Lewis's wing means this must be avoided.

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

Advertising and Marketing features would be merged.

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

Manufacturing function will certainly remain part of advertising under marketing function.

Lewis will separate herself from operations.

A democratic management style with worker empowerment will be made use of in marketing division.

Open door policy and focus on cross departmental communication will certainly be targeted at getting rid of dissonance.

Contingency strategy.

If the assimilation does not exercise as planned, a contingency strategy would adhere to which would separate the manufacturing feature from the advertising feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing function will absolutely be divided by positioning it under an SVP manufacturing.