Tears With Them Tears Without Onion Prices Make India Cry Case Study Solution


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Tears With Them Tears Without Onion Prices Make India Cry Case Study Solution

Background and Facts

Tears With Them Tears Without Onion Prices Make India Cry an office materials seller for little and moderate sized organisations has lately been associated with planning for a merger with its rival Residence Deport, which has actually affected efficiency levels in departmentswith the elderly manager associated with legal difficulties presented by the federal Profession Commission. With the Marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the future. With obstacles in the kind of a potential social adjustment and also low employee spirits, the company is in need of a full reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing division of Tears With Them Tears Without Onion Prices Make India Cry is boosting unpredictability in the workplace leading to numerous obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing critical choices considering that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Payment's treatment at the same time. Offered the truth that the shop has an international presence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries may be able to impact efficiency or calculated objectives. Federal Profession Compensation's antitrust fit against the merger used up important time of the organization's elderly management recommending that 'political' factors can have major implications for a worldwide business.

Economic Factors: Financial factors such as the emergence of small businesses in the international scenario recommend that Tears With Them Tears Without Onion Prices Make India Cry is prospering in an environment where there is prospective development of services. Along with this, fact that shop clients are primarily seeking workplace materials for home offices recommends that the marketplace has a climbing fad of entrepreneurs and also home businesses.

Social factors: Social fads in the economy reveal that clients are searching for benefit along with attractive costs. Marketing research shows how the customer for Tears With Them Tears Without Onion Prices Make India Cry does not have recognition regarding locating services which can supply a combination of benefit and low costs.

Technical factors: Innovation plays a crucial role in Tears With Them Tears Without Onion Prices Make India Cry's business approach particularly as the company is piloting Technology centers which would supply technology sales as well as support in the form of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Business Habits issues can be seen in Tears With Them Tears Without Onion Prices Make India Cry's case as highlighted in this area.

Apprehensions regarding cultural adjustment: There is worry regarding a social modification that would certainly happen as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with a lot of the staff members currently showing unhappiness over this possible action. This anticipated modification has developed stress in the workplace which has been coupled with the previous tension of preparing the company for a possible merger with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is lack of personnel that can match the stressful setting of a fast-paced organization. Not only does this cause problem in locating the right people, it places tension on new hires as can not withstand the speed and also pressure that the company anticipates them to birth.

Dual Coverage Lines: Beginners discover this business society troublesome and also tough to cope with especially as dotted line partnerships are implied to be weak in general as well as objective setup as well as efficiency evaluation is still done by the solid line supervisor. This implies that novices could lose clarity about their respective duties and also purposes particularly as populated line reporting does not keep them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been speculated that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis might have been qualified and also appropriate for the work yet the truth that Kransnow's separation would make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Task Insecurity: Worry and instability can be identified as 2 major problems that Lewis would certainly be taking care of particularly as the merging has currently be cancelled and also two senior executives of the advertising department would be leaving. The entire responsibility of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining concerning a cultural change yet would also need to confirm herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's management style and its conflict with the advertising and marketing division's role can also be seen as an OB difficulty particularly as she has actually been used to managing problems in the operations division where employees are shown to concentrate on procedures and get them right. The marketing division on the various other hand can be seen as a group of individuals that are utilized to being supported by Krasnow that focused much more on outcome than processes.

Interdepartmental Arguments: Interdepartmental disputes between three departments, advertising and marketing, merchandizing and also procedures respectively over the appropriation of the advertising mix can be identified as another OB issue. The marketing department does not share the exact same vision as the various other 2 departments concerning the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as operations divisions do not agree over the marketing mix appropriation among one another either.

Disintegration in Advertising And Marketing Division: Disintegration in between the advertising and marketing departments can be recognized as an additional OB concern which might need more attention. The fact that the advertising and marketing sections in the marketing division are disconnected is stopping both departments from obtaining from each other's experience as well as proficiency. Combination of advertising with retailing and also procedures would come to be harder if the marketing division itself is broken down which can be an additional possible OB concern.

Tears With Them Tears Without Onion Prices Make India Cry Analysis

Different concepts have been made use of to discuss the scenarios to obtain further quality regarding the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are passive and also careless, have little ambition and stand up to modification. The hard version of this concept stressed threat, tight controls, hazards and penalties. Over time it generates low performance, subtle sabotage and also rivalry (Bargain, 2003). The scenario at Tears With Them Tears Without Onion Prices Make India Cry is not entirely following Concept X, it can be seen that new hires are finding this atmosphere rather difficult which might eventually lead to a better inclination of the monitoring towards Theory X. As per McGregor's advocated sight, which he called Concept Y, the vital job of the monitoring is to arrange organizational conditions so that people can achieve their very own goals best by guiding their initiatives in the direction of business incentives. If people discover no fulfillment in their work, the monitoring would certainly have little choice however to depend on concept X and exterior control (Bargain, 2003). Even while examining Lewis's monitoring design, theory X might have been suitable in the procedures division to some extent however the Advertising department would certainly need dependence on Concept Y to get the imagination and also creativity from the groups.

Tuckman's Team effort Concept: As much as Lewis's worry about bringing harmony in between the advertising and marketing as well as advertising and marketing department is worried, this would initially lead to contrast as reviewed by Bruce Tuckman in his 'Synergy Concept'. By incorporating the advertising and marketing as well as advertising and marketing division's job, there may be the very same preliminary separate which can lead to the 2nd stage of 'storming' where the groups challenge one another.

When people are provided with change, they enter stage one as well as so there may be feelings like unhappiness, uncertainty, irritation, rage, fear, rejection and disorientation.The circumstance at the marketing department of Tears With Them Tears Without Onion Prices Make India Cry is comparable so Lewis can obtain comfy with the suggestion that it is not phenomenal behavior. It is throughout this phase that Lewis will certainly have to provide guidance to the department so that they can find a sense of direction. It can be seen how Krasnow has already made this change simpler by making Lewis obtain included in the division a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has talks about the value of 'safety requires as being a lower level need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe and secure and also out of danger' is at the 2nd level of requirements. Prior to an employee can be made to establish emotionally, he needs to have his 'Physical 'and 'Safety and security' needs satisfied.

SWOT Analysis for Tears With Them Tears Without Onion Prices Make India Cry Case Study

Effects of Analysis.

The OB analysis has actually looked at numerous concepts to comprehend exactly how to cope with the current circumstance at hand. The following 3 choices have been recommended to aid Lewis manage the organizational difficulties in the advertising department. Each of these alternatives has been recommended for reducing the transition required to bring the marketing department in line with the needs of the marketplace and also for making the cultural change that would certainly comply with once the current leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Manufacturing features. Integration of Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has knowledge in business-to-business advertising and marketing along with firm as well as retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and also advertising and marketing functions.

The benefit of this approach is that it will incorporate both features while lowering the need for working with an additional source for advertising. Lewis would be heading the marketing department and also in any type of case her replacement would certainly be required for the present duty that she is executing. The negative aspect of this option is that exterior hiring may cause resentment from internal workers that might be eying the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Manufacturing: Offered the affordable stress and also high quality job needed from the ad agency, it is advised that Lewis should enable the production unit to be a separate feature from the advertising unit. Because many ad agency had these 2 functions as separate units, it makes more feeling to comply with the norm. Both features might be able to focus on their core triggers more efficiently. Nonetheless, the downside of this technique would be that extra prices would certainly need to be birthed for establishing different manufacturing features. A production head may have to be employed which can raise expenses for the organization.

Combination of Advertising with Operations: Since Lewis is currently caring for the marketing as well as procedures divisions concurrently; it makes good sense to incorporate both features given that she has been efficiently dealing with both ends. The fact that both divisions already have significant distinctions over allocation of resources recommends that this integration may have the ability to cause harmony specifically as Lewis would be heading both ends.However there are various disadvantages of this relocation particularly as it would certainly put way too much concern over Lewis's shoulders. The fact that Lewis has to adapt her management style for the advertising department suggests that these 2 departments would certainly be culturally varied. Along with this, Lewis may not have the ability to apply one type of management style to both departments which could result in ineffectiveness in either among both features.


An analysis of the 3 choices shows that assimilation of advertising and marketing and procedures would not be a possible step due to the vast distinctions between the 2 divisions in spite of the truth that currently Lewis is dealing with both. While splitting up of the production feature may have been a desirable step for the advertising and marketing division, the truth that it would imply putting a third feature under Lewis's wing means this should be stayed clear of.

Action Strategy.
Lewis will certainly take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

Production feature will certainly stay part of marketing under marketing feature.

Lewis will certainly divide herself from procedures.

A democratic management style with staff member empowerment will certainly be utilized in marketing division.

Open door plan and focus on cross departmental interaction will be aimed at removing dissonance.

Backup strategy.

If the combination does not work out as intended, a contingency plan would adhere to which would separate the manufacturing feature from the marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising division without an SVP. Because case the production function will most definitely be separated by putting it under an SVP manufacturing.