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Sub Micron Devices Inc Case Study Analysis

CASE ANALYSIS

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Sub Micron Devices Inc Case Study Solution

Background and Facts

Sub Micron Devices Inc an office supplies merchant for tiny and also average sized companies has just recently been involved in planning for a merging with its rival Residence Deport, which has impacted effectiveness degrees in departmentswith the elderly supervisor involved in lawful problems put forth by the federal Profession Compensation. With the Marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the future. With challenges in the form of a possible social adjustment and also low staff member morale, the company requires a full reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural change at the marketing department of Sub Micron Devices Inc is enhancing unpredictability in the workplace causing different difficulties for the Jeannie Lewis that would certainly 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 given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Commission's intervention in the process. Offered the fact that the shop has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may have the ability to impact performance or calculated goals. Federal Profession Compensation's antitrust fit against the merger occupied useful time of the company's senior management recommending that 'political' factors can have major effects for a global service.

Economic Factors: Economic factors such as the development of small companies in the international situation suggest that Sub Micron Devices Inc is prospering in an environment where there is prospective growth of businesses. Along with this, reality that store consumers are mostly looking for office supplies for home offices recommends that the marketplace has a climbing fad of business owners as well as home based services.

Social factors: Social patterns in the economic situation show that clients are trying to find convenience along with attractive rates. Marketing research demonstrates how the client for Sub Micron Devices Inc does not have awareness regarding finding services which can offer a combination of comfort and inexpensive.

Technological factors: Modern technology plays a crucial role in Sub Micron Devices Inc's organisation approach especially as the organization is piloting Technology facilities which would certainly use modern technology sales and also assistance in the kind of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Numerous underlying Business Habits problems can be seen in Sub Micron Devices Inc's case as highlighted in this section.

Apprehensions regarding social modification: There is concern regarding a cultural adjustment that would happen when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with a lot of the employee currently showing discontent over this prospective action. This anticipated change has created stress and anxiety in the office which has actually been combined with the past stress of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is lack of employees that can match the stressful setting of a fast-paced organization. Not just does this cause trouble in locating the ideal individuals, it places anxiety on brand-new hires as can not hold up against the speed and also stress that the company expects them to bear.

Twin Reporting Lines: Novices find this organizational culture difficult as well as hard to deal with particularly as dotted line connections are suggested to be weak in general as well as objective setup as well as efficiency evaluation is still done by the strong line manager. This implies that beginners can lose clarity regarding their corresponding roles as well as goals particularly as populated line coverage does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had been speculated that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis might have been capable and also suitable for the work yet the fact that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Work Insecurity: Anxiety and also instability can be determined as 2 major problems that Lewis would be handling especially as the merger has actually currently be cancelled as well as 2 elderly executives of the marketing division would certainly be leaving. The entire responsibility of the department would certainly be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a social change yet would additionally need to show herself in her brand-new duty.

Inappropriate Management Style of Leader: Lewis's administration design as well as its incompatibility with the advertising division's role can additionally be seen as an OB difficulty specifically as she has actually been made use of to dealing with problems in the procedures division where employees are taught to focus on procedures and also obtain them. The marketing division on the other hand can be viewed as a team of people who are made use of to being nurtured by Krasnow who focused much more on result than processes.

Interdepartmental Disputes: Interdepartmental disputes between 3 departments, advertising and marketing, merchandizing and also procedures respectively over the allocation of the advertising and marketing mix can be recognized as another OB problem. Although the advertising and marketing department does not share the same vision as the various other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allocation among each other either.

Fragmentation in Advertising Department: Fragmentation in between the marketing and advertising departments can be determined as an additional OB issue which could require additional focus. The fact that the advertising and marketing areas in the advertising and marketing division are separated is stopping both divisions from gaining from each various other's experience and also know-how. Integration of marketing with merchandising as well as operations would certainly come to be more difficult if the advertising and marketing department itself is disintegrated which can be an additional potential OB worry.

Sub Micron Devices Inc Analysis

Different theories have actually been used to clarify the situations to get more clearness about the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are passive and also lazy, have little ambition and withstand adjustment. The circumstance at Sub Micron Devices Inc is not totally adhering to Theory X, it can be seen that new hires are locating this atmosphere rather stressful which might ultimately lead to a better disposition of the monitoring towards Theory X. Also while examining Lewis's monitoring design, concept X might have been ideal in the procedures department to some level but the Advertising department would certainly require reliance on Concept Y in order to get the creativity and creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's worry regarding bringing harmony in between the advertising and marketing division is worried, this would originally bring about clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, throughout the preliminary phase of group advancement, people may not bond, as they are busy finding their location in the team. By incorporating the advertising and marketing department's work, there might coincide first disconnect which could cause the 2nd stage of 'storming' where the groups test one another. It is just throughout the third stage or 'norming' when they would come together to share concepts before the team can bring about harmony in the fourth stage 'executing'.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), individuals are rather uneasy with adjustment, which is obvious by the circumstance at Sub Micron Devices Inc The circumstance can be viewed as a typical training course of life if is researched based on Bridge's theory where he discusses that individuals experience 3 phases of change when they experience modification. 'Closing, shedding as well as Releasing', The Neutral Area and also 'The New Starting' (Bridges, 2004). When people are presented with change, they go into phase one therefore there might be emotions like despair, unpredictability, stress, rage, concern, denial as well as disorientation.The scenario at the advertising and marketing division of Sub Micron Devices Inc is comparable so Lewis can obtain comfortable with the suggestion that it is not phenomenal actions. In the second stage, there might be a requirement to bridge the gap in between the new as well as old culture so Lewis might need to face this ordeal once Krasnow leaves. There may be reduced spirits and low performance at this phase which need to not be taken as an obstacle. It is during this stage that Lewis will certainly have to give advice to the department so that they can locate a sense of direction. It can be seen how Krasnow has actually currently made this transition easier by making Lewis obtain associated with the department a year before his actual separation. As per Bridges' Version, phase 3 will produce openness to understanding, High energy as well as dedication as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the significance of 'protection needs as being a lower level requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel secure and also out of danger' is at the 2nd level of requirements. Before a staff member can be made to establish emotionally, he requires to have his 'Physiological 'and 'Security' requires met.

SWOT Analysis for Sub Micron Devices Inc Case Study



Ramification of Analysis.

The OB analysis has checked out different theories to comprehend just how to deal with the present situation at hand. The complying with three choices have been recommended to aid Lewis manage the business obstacles in the advertising department. Each of these choices has actually been recommended for relieving the shift required to bring the marketing department according to the requirements of the marketplace and also for making the cultural modification that would adhere to once the present leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Manufacturing functions. Integration of Marketing with Procedures.

Assessment of Alternatives.

Combination of Marketing & Marketing Functions: The internal advertising and marketing company of Sub Micron Devices Inc is currently strength for the organization in terms of saving up on overheads related to advertising as well as promo. Since no brand-new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the marketing feature, this is a positive possibility for integrating the advertising and marketing features. Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merger days has knowledge in business-to-business marketing in addition to firm and also retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both marketing and advertising functions.

The benefit of this strategy is that it will certainly integrate both features while minimizing the requirement for working with an additional resource for marketing. Lewis would certainly be heading the marketing division and also in any kind of case her substitute would certainly be required for the present function that she is carrying out. The downside of this option is that exterior hiring might cause resentment from interior workers that may be considering the position of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and Production: Offered the competitive pressures and premium quality job called for from the ad agency, it is advised that Lewis should allow the production unit to be a separate feature from the advertising and marketing device. Because most advertising agencies had these 2 functions as different units, it makes even more feeling to follow the standard. Both features may be able to focus on their core triggers a lot more efficiently. However, the downside of this method would certainly be that additional expenses would certainly have to be borne for establishing separate manufacturing features. Along with this, a production head may need to be hired which can boost overheads for the organization.

Combination of Advertising with Operations: Because Lewis is already taking care of the marketing as well as operations divisions concurrently; it makes sense to incorporate the two features given that she has actually been effectively taking care of both ends. The reality that both divisions currently have major differences over allowance of sources suggests that this assimilation might have the ability to cause harmony particularly as Lewis would be heading both ends.However there are different downsides of this relocation particularly as it would put excessive worry over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring design for the advertising division suggests that these two departments would be culturally varied. Lewis may not be able to use one kind of management style to both departments which might result in inefficiency in either one of the 2 features.

Recommendation.



An assessment of the three choices shows that assimilation of marketing and procedures would not be a possible step due to the large differences in between the two divisions despite the truth that presently Lewis is taking care of both. While splitting up of the production feature might have been a beneficial move for the marketing department, the reality that it would certainly mean placing a 3rd function under Lewis's wing suggests this must be stayed clear of.

Activity Strategy.
Recommendation
Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Production function will certainly stay part of advertising under advertising function.

Lewis will divide herself from procedures.

An autonomous management style with staff member empowerment will certainly be utilized in advertising division.

Open door plan as well as focus on cross department communication will be targeted at getting rid of disharmony.

Contingency plan.

If the combination does not work out as prepared, a contingency plan would certainly comply with which would certainly separate the manufacturing function from the marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. In that case the manufacturing feature will most definitely be divided by putting it under an SVP production.