Texas Gulf Sulphur The Timmins Ontario Mine Case Study Analysis


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Texas Gulf Sulphur The Timmins Ontario Mine Case Study Analysis

Background and Facts

Texas Gulf Sulphur The Timmins Ontario Mine an office materials retailer for little and also moderate sized organisations has recently been involved in planning for a merging with its competitor Residence Deport, which has actually impacted efficiency degrees in departmentswith the elderly supervisor associated with lawful complications presented by the government Trade Commission. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the future. With difficulties in the type of a possible cultural change and reduced worker morale, the organization requires a full reengineering effort at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the advertising division of Texas Gulf Sulphur The Timmins Ontario Mine is raising uncertainty in the workplace causing various obstacles for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting tactical choices considering that Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Trade Payment's intervention while doing so. Offered the fact that the shop has an international visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might have the ability to influence efficiency or tactical objectives. Federal Trade Payment's antitrust match against the merging used up important time of the organization's senior management recommending that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Financial factors such as the introduction of local business in the worldwide scenario recommend that Texas Gulf Sulphur The Timmins Ontario Mine is prospering in an environment where there is potential growth of companies. Truth that store consumers are mostly looking for workplace supplies for house offices recommends that the market has a rising trend of business owners as well as home based services.

Social factors: Social trends in the economic situation reveal that consumers are looking for ease as well as eye-catching costs. Marketing research shows how the client for Texas Gulf Sulphur The Timmins Ontario Mine does not have understanding regarding finding options which can provide a mix of ease and affordable.

Technical factors: Innovation plays an important function in Texas Gulf Sulphur The Timmins Ontario Mine's business approach specifically as the company is piloting Technology facilities which would certainly offer innovation sales as well as support in the kind of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and Effects.

Several underlying Business Habits issues can be seen in Texas Gulf Sulphur The Timmins Ontario Mine's case as highlighted in this section.

Uneasiness about social adjustment: There is worry concerning a cultural adjustment that would occur when Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with most of the staff members already showing discontent over this potential relocation. This anticipated modification has produced tension in the office which has actually been coupled with the previous anxiety of preparing the company for a possible merging with House Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is scarcity of workers that can match the difficult setting of a fast-paced company. Not only does this result in trouble in locating the appropriate individuals, it places anxiety on new hires as can not stand up to the speed and also pressure that the company anticipates them to bear.

Twin Reporting Lines: Beginners locate this business society cumbersome and hard to manage specifically as populated line relationships are implied to be weaker as a whole and objective setting as well as performance assessment is still done by the strong line manager. This implies that newbies might lose clearness regarding their particular duties as well as objectives particularly as populated line coverage does not keep them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had actually been hypothesized that the last would take Krasnow's setting came as an impact to her spirits. Lewis might have been qualified and suitable for the work but the truth that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Job Instability: Worry as well as instability can be determined as two significant concerns that Lewis would be managing specifically as the merger has actually currently be cancelled and two elderly execs of the advertising department would certainly be leaving. The entire obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining concerning a social adjustment but would certainly additionally need to prove herself in her brand-new duty.

Inappropriate Management Design of Leader: Lewis's administration design and its incompatibility with the advertising and marketing department's duty can likewise be viewed as an OB difficulty particularly as she has been made use of to dealing with problems in the procedures division where employees are instructed to concentrate on processes as well as obtain them right. The advertising and marketing department on the other hand can be viewed as a group of individuals who are made use of to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Arguments: Interdepartmental differences in between three divisions, advertising and marketing, merchandizing as well as operations respectively over the allocation of the marketing mix can be identified as another OB problem. Although the advertising division does not share the exact same vision as the other 2 divisions pertaining to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and procedures departments do not agree over the marketing mix allowance amongst one another either.

Disintegration in Advertising Division: Disintegration between the advertising and marketing departments can be recognized as another OB issue which might need more attention. The fact that the marketing and advertising areas in the advertising and marketing division are disconnected is preventing both divisions from acquiring from each other's experience and also competence. Combination of marketing with merchandising as well as procedures would become harder if the advertising department itself is disintegrated which can be another prospective OB worry.

Texas Gulf Sulphur The Timmins Ontario Mine Analysis

Different concepts have actually been made use of to explain the scenarios to get additional clearness concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that subordinates are easy and lazy, have little ambition and also withstand modification. The tough version of this concept highlighted coercion, tight controls, dangers as well as punishments. Gradually it produces reduced efficiency, subtle sabotage and also competition (Offer, 2003). Although the situation at Texas Gulf Sulphur The Timmins Ontario Mine is not totally complying with Concept X, it can be seen that brand-new hires are locating this setting instead difficult which may at some point bring about a better disposition of the management in the direction of Concept X. As per McGregor's promoted sight, which he called Theory Y, the necessary job of the administration is to set up organizational problems to ensure that individuals can accomplish their own goals best by guiding their initiatives towards organizational incentives. If people find no fulfillment in their job, the management would certainly have little selection yet to depend on theory X and also outside control (Offer, 2003). Even while examining Lewis's monitoring style, concept X may have been suitable in the procedures department to some extent however the Marketing department would require reliance on Theory Y in order to get the creative thinking and originality from the groups.

Tuckman's Team effort Theory: As for Lewis's concern regarding bringing harmony in between the advertising and marketing department is worried, this would originally bring about conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, during the preliminary phase of team advancement, people might not bond, as they are hectic discovering their area in the team. By incorporating the marketing and advertising department's work, there may be the same first disconnect which might result in the second phase of 'storming' where the groups test one another. However, it is just throughout the third phase or 'norming' when they would certainly come together to share concepts prior to the team can cause synergy in the 4th phase 'executing'.

When individuals are offered with change, they enter stage one and so there may be emotions like despair, unpredictability, disappointment, temper, worry, rejection as well as disorientation.The scenario at the advertising and marketing department of Texas Gulf Sulphur The Timmins Ontario Mine is similar so Lewis can get comfy with the idea that it is not phenomenal behavior. It is during this phase that Lewis will have to provide support to the division so that they can find a feeling of instructions. It can be seen how Krasnow has actually currently made this change less complicated by making Lewis get included in the department a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has talks about the importance of 'protection needs as being a reduced degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel secure and out of threat' is at the 2nd degree of demands. Prior to a worker can be made to develop psychologically, he requires to have his 'Physiological 'and also 'Safety' needs fulfilled.

SWOT Analysis for Texas Gulf Sulphur The Timmins Ontario Mine Case Study

Ramification of Analysis.

The OB analysis has looked at numerous concepts to comprehend how to manage the existing situation handy. The complying with three options have been recommended to aid Lewis handle the organizational difficulties in the marketing department. Each of these options has actually been proposed for reducing the transition required to bring the advertising department in accordance with the needs of the market and also for making the cultural adjustment that would certainly adhere to as soon as the existing leader leaves.

Combination of marketing and advertising features. Dividing Adverting and also Manufacturing features. Combination of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Combination of Marketing & Advertising And Marketing Functions: The in-house marketing agency of Texas Gulf Sulphur The Timmins Ontario Mine is currently toughness for the company in terms of conserving up on expenses connected to advertising and also promotion. Considering that no brand-new employment has been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the advertising and marketing function, this is a desirable opportunity for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business advertising along with agency as well as retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both marketing and advertising features.

The benefit of this method is that it will integrate both features while minimizing the demand for employing an additional resource for marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and all the same her substitute would be needed for the current role that she is doing. The negative aspect of this option is that exterior hiring might bring about bitterness from inner employees that might be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Given the affordable pressures and excellent quality job called for from the advertising agency, it is advised that Lewis ought to enable the production device to be a different feature from the advertising system. Considering that most advertising agencies had these 2 features as separate devices, it makes even more sense to comply with the standard. Along with this, both functions might be able to concentrate on their core turns on extra effectively. However, the drawback of this strategy would certainly be that additional costs would need to be borne for establishing different production features. A manufacturing head might have to be worked with which might raise expenses for the company.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is currently taking care of the marketing and procedures divisions all at once; it makes feeling to incorporate the two functions because she has actually been effectively taking care of both ends. The fact that Lewis has to adapt her administration style for the advertising department recommends that these 2 departments would certainly be culturally diverse.


An analysis of the 3 choices indicates that combination of marketing and procedures would certainly not be a possible relocation due to the vast differences between both divisions although that currently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a desirable relocation for the advertising division, the fact that it would certainly indicate placing a third function under Lewis's wing indicates this need to be avoided. The combination of the advertising department is the very best option in terms of obtaining the optimal results from the department. An activity prepare for this alternative is talked about below.

Action Strategy.
Lewis will take over the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Manufacturing function will certainly continue to be component of advertising under advertising feature.

Lewis will divide herself from procedures.

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

Open door plan as well as emphasis on cross departmental interaction will be targeted at eliminating discord.

Backup plan.

If the combination does not work out as prepared, a contingency strategy would certainly adhere to which would divide the manufacturing function from the marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will most definitely be separated by putting it under an SVP manufacturing.