Susan Griffin Formulation Of A Long Term Investment Strategy Case Study Analysis


Home >> Harvard >> Susan Griffin Formulation Of A Long Term Investment Strategy >>

Susan Griffin Formulation Of A Long Term Investment Strategy Case Study Solution

Background and Facts

Susan Griffin Formulation Of A Long Term Investment Strategy an office supplies seller for small and moderate sized services has actually just recently been associated with planning for a merging with its competitor Home Deport, which has impacted efficiency levels in departmentswith the senior supervisor involved in lawful difficulties presented by the government Trade 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 possible cultural adjustment and low staff member spirits, the organization wants a complete reengineering effort at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social modification at the advertising and marketing department of Susan Griffin Formulation Of A Long Term Investment Strategy is boosting unpredictability in the workplace bring about numerous obstacles for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting tactical choices since Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Compensation's intervention while doing so. Offered the reality that the shop has a worldwide existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations may have the ability to affect efficiency or critical goals. Federal Profession Payment's antitrust fit versus the merger occupied useful time of the organization's elderly monitoring recommending that 'political' factors can have major ramifications for a global company.

Economic Factors: Financial factors such as the emergence of local business in the international situation recommend that Susan Griffin Formulation Of A Long Term Investment Strategy is flourishing in an atmosphere where there is possible development of organisations. Along with this, reality that shop consumers are mostly trying to find workplace materials for home offices recommends that the marketplace has an increasing fad of entrepreneurs and also home based companies.

Social factors: Social trends in the economic situation reveal that clients are looking for comfort in addition to appealing rates. Market research shows how the consumer for Susan Griffin Formulation Of A Long Term Investment Strategy does not have awareness concerning discovering remedies which can use a mix of ease and also inexpensive.

Technological factors: Modern technology plays an essential function in Susan Griffin Formulation Of A Long Term Investment Strategy's business method especially as the company is piloting Technology facilities which would certainly offer modern technology sales and also assistance in the form of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Habits problems can be seen in Susan Griffin Formulation Of A Long Term Investment Strategy's case as highlighted in this section.

Worries regarding cultural modification: There is worry regarding a social adjustment that would happen once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with most of the employee already showing unhappiness over this potential action. This anticipated change has actually developed anxiety in the workplace which has actually been paired with the past anxiety of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is scarcity of workers that can match the demanding setting of a hectic company. Not just does this cause problem in discovering the right people, it puts anxiety on new hires as can not hold up against the rate and stress that the company expects them to bear.

Twin Coverage Lines: Novices locate this business society cumbersome as well as difficult to handle specifically as dotted line relationships are suggested to be weak generally and also objective setup as well as efficiency examination is still done by the solid line supervisor. This indicates that novices could shed quality about their particular functions and objectives especially as populated line reporting 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 even though it had actually been guessed that the last would certainly take Krasnow's position came as an impact to her morale. Lewis may have been qualified and also ideal for the task but the fact that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Anxiety & Job Insecurity: Worry and insecurity can be recognized as two major issues that Lewis would certainly be managing especially as the merger has actually now be cancelled and two senior executives of the advertising and marketing department would certainly be leaving. The whole obligation of the department would be falling on Lewis's shoulders who would not just be in charge of brining about a social modification but would certainly likewise need to verify herself in her new function.

Inappropriate Management Style of Leader: Lewis's monitoring design as well as its incompatibility with the advertising and marketing department's function can additionally be seen as an OB obstacle particularly as she has actually been used to handling concerns in the procedures division where employees are taught to concentrate on procedures and get them right. The advertising and marketing department on the other hand can be viewed as a team of individuals who are used to being nurtured by Krasnow who concentrated extra on result than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements between 3 departments, marketing, merchandizing and operations respectively over the allowance of the marketing mix can be determined as one more OB concern. The marketing department does not share the exact same vision as the other two departments concerning the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures divisions do not concur over the advertising and marketing mix allowance amongst one another either.

Disintegration in Marketing Division: Disintegration in between the advertising and marketing divisions can be determined as another OB concern which could require more focus. The fact that the marketing and advertising areas in the marketing department are detached is avoiding both departments from getting from each various other's experience and also competence. Integration of marketing with merchandising and procedures would certainly become more difficult if the marketing department itself is broken down which can be an additional possible OB concern.

Susan Griffin Formulation Of A Long Term Investment Strategy Analysis

Numerous theories have been used to explain the circumstances to get more clearness regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that juniors are passive and careless, have little passion as well as stand up to modification. The difficult version of this concept highlighted threat, limited controls, hazards and punishments. With time it produces reduced performance, refined sabotage as well as competition (Bargain, 2003). Although the situation at Susan Griffin Formulation Of A Long Term Investment Strategy is not completely following Concept X, it can be seen that brand-new hires are locating this atmosphere instead difficult which may eventually lead to a greater disposition of the management in the direction of Concept X. As per McGregor's promoted view, which he called Theory Y, the essential task of the management is to prepare business conditions to make sure that individuals can achieve their very own goals best by guiding their initiatives in the direction of organizational incentives. If people locate no fulfillment in their job, the monitoring would have little option however to rely upon theory X and external control (Offer, 2003). Also while assessing Lewis's monitoring design, theory X might have been suitable in the operations division somewhat however the Advertising division would certainly need reliance on Concept Y in order to get the imagination and also creativity from the teams.

Tuckman's Synergy Concept: As much as Lewis's problem about bringing consistency between the marketing as well as marketing department is worried, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising and marketing and marketing department's work, there might be the very same preliminary separate which might lead to the 2nd stage of 'storming' where the teams test one an additional.

When people are provided with adjustment, they go into stage one and also so there may be feelings like sadness, uncertainty, aggravation, temper, anxiety, denial as well as disorientation.The scenario at the marketing department of Susan Griffin Formulation Of A Long Term Investment Strategy is similar so Lewis can obtain comfy with the suggestion that it is not amazing behavior. It is during this stage that Lewis will have to provide advice to the department so that they can discover a sense of instructions. 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 Theory of 'Needs Hierarchy' (appendix 5) has talks about the significance of 'safety requires as being a lower level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel secure as well as out of risk' is at the 2nd degree of requirements. Before an employee can be made to create emotionally, he needs to have his 'Physiological 'as well as 'Safety and security' needs fulfilled.

SWOT Analysis for Susan Griffin Formulation Of A Long Term Investment Strategy Case Study

Ramification of Analysis.

The OB analysis has looked at numerous concepts to recognize how to cope with the existing situation handy. The following three options have been recommended to assist Lewis handle the business obstacles in the advertising department. Each of these options has actually been proposed for alleviating the change required to bring the advertising and marketing department in accordance with the requirements of the marketplace as well as for making the social change that would certainly adhere to when the existing leader leaves.

Combination of advertising and marketing features. Dividing Adverting and Production functions. Assimilation of Advertising And Marketing with Operations.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merging days has knowledge in business-to-business advertising along with company and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both advertising and marketing as well as marketing functions.

The benefit of this strategy is that it will certainly integrate the two features while lowering the requirement for hiring an additional source for advertising. In addition to this, Lewis would be heading the advertising and marketing division and also all the same her substitute would be needed for the current function that she is performing. The disadvantage of this choice is that exterior hiring might cause bitterness from internal workers who might be looking at the setting of EVP after Lewis takes over Krasnow's placement.

Separating Adverting as well as Manufacturing: Provided the affordable stress and high quality job required from the advertising and marketing company, it is recommended that Lewis must permit the manufacturing system to be a separate function from the advertising system. Considering that many advertising companies had these 2 functions as separate systems, it makes more sense to adhere to the standard.

Assimilation of Advertising with Operations: Because Lewis is already caring for the advertising and marketing and procedures departments all at once; it makes good sense to incorporate both functions since she has actually been successfully looking after both ends. The fact that both departments already have major distinctions over allotment of sources recommends that this combination may have the ability to produce consistency particularly as Lewis would certainly be heading both ends.However there are numerous downsides of this step particularly as it would put too much worry over Lewis's shoulders. The truth that Lewis has to adapt her management design for the advertising department recommends that these 2 departments would be culturally varied. Lewis may not be able to use one type of leadership design to both departments which could result in inefficiency in either one of the 2 features.


An assessment of the 3 choices indicates that assimilation of advertising and marketing and also procedures would certainly not be a possible relocation due to the substantial distinctions between the two departments regardless of the fact that currently Lewis is handling both. While separation of the production function may have been a positive relocation for the marketing department, the truth that it would mean placing a third function under Lewis's wing means this ought to be prevented.

Action Strategy.
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Production function will certainly stay part of advertising and marketing under advertising feature.

Lewis will certainly divide herself from operations.

An autonomous leadership style with worker empowerment will be made use of in advertising and marketing department.

Open door policy as well as emphasis on cross departmental interaction will be aimed at eliminating disharmony.

Backup plan.

If the combination does not exercise as intended, a backup plan would follow which would certainly divide the production function from the marketing feature to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing division without an SVP. In that case the manufacturing function will definitely be divided by positioning it under an SVP production.