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Texas Gulf Sulphur The Timmins Ontario Mine Case Study Help

CASE 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 supplies seller for small as well as average sized companies has actually lately been involved in preparing for a merging with its rival Residence Deport, which has impacted performance degrees in departmentswith the senior manager involved in lawful difficulties put forth by the federal Profession Payment. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the future. With challenges in the form of a potential social change and also low staff member morale, the organization wants a full reengineering effort at the advertising and marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing division of Texas Gulf Sulphur The Timmins Ontario Mine is increasing unpredictability in the working environment leading to various challenges 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 major role in impacting critical decisions given that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's treatment at the same time. Provided the truth that the shop has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations might be able to affect performance or strategic goals. Federal Trade Compensation's antitrust match versus the merger used up valuable time of the organization's senior monitoring suggesting that 'political' factors can have severe implications for a global service.

Economic Factors: Economic factors such as the introduction of small businesses in the global situation suggest that Texas Gulf Sulphur The Timmins Ontario Mine is growing in an environment where there is possible development of businesses. Fact that store clients are mostly looking for office supplies for house workplaces recommends that the market has a rising fad of entrepreneurs and residence based companies.

Social factors: Social trends in the economic climate show that consumers are trying to find convenience as well as eye-catching prices. Marketing research demonstrates how the client for Texas Gulf Sulphur The Timmins Ontario Mine lacks awareness about locating services which can offer a mix of comfort and inexpensive.

Technical factors: Innovation plays a crucial duty in Texas Gulf Sulphur The Timmins Ontario Mine's organisation approach particularly as the company is piloting Technology facilities which would certainly use innovation sales and assistance in the type of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and Symptoms.

A number of underlying Organizational Actions concerns can be seen in Texas Gulf Sulphur The Timmins Ontario Mine's case as highlighted in this area.

Concerns regarding cultural adjustment: There is concern concerning a social change that would happen when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with a lot of the team member already showing discontent over this possible move. This predicted change has produced stress and anxiety in the workplace which has actually been combined with the previous anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of personnel that can match the stressful setting of a hectic organization. Not just does this cause trouble in finding the best people, it places stress and anxiety on brand-new hires as can not withstand the rate and also pressure that the organization anticipates them to bear.

Twin Reporting Lines: Newbies discover this organizational society troublesome as well as difficult to cope with particularly as dotted line partnerships are indicated to be weaker in general and unbiased setting and efficiency analysis is still done by the solid line supervisor. This implies that newcomers can lose quality concerning their particular duties and also goals particularly as populated line reporting does not maintain them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had been speculated that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis may have been capable and also ideal for the work but the fact that Kransnow's departure would make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Worry & Task Insecurity: Concern and also insecurity can be recognized as 2 major concerns that Lewis would certainly be taking care of particularly as the merging has now be cancelled as well as 2 elderly execs of the advertising division would be leaving. The entire duty of the department would be falling on Lewis's shoulders that would not simply be in charge of brining concerning a cultural modification yet would additionally have to show herself in her brand-new role.

Inappropriate Management Design of Leader: Lewis's administration design as well as its conflict with the advertising department's role can additionally be seen as an OB difficulty particularly as she has actually been used to dealing with problems in the operations division where employees are instructed to concentrate on procedures and also get them. The advertising and marketing department on the various other hand can be seen as a team of individuals who are utilized to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Arguments: Interdepartmental disputes in between three departments, advertising and marketing, merchandizing and operations specifically over the allotment of the advertising and marketing mix can be determined as an additional OB problem. The advertising department does not share the very same vision as the various other two departments relating to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations divisions do not concur over the marketing mix allocation among one another either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising divisions can be determined as an additional OB problem which might need additional interest. The reality that the advertising and marketing areas in the marketing department are separated is stopping both departments from acquiring from each various other's experience as well as proficiency. Integration of advertising with merchandising and procedures would become harder if the marketing department itself is broken down which can be one more possible OB problem.

Texas Gulf Sulphur The Timmins Ontario Mine Analysis

Various theories have actually been made use of to discuss the situations to get additional clearness about the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers believe that staffs are passive and careless, have little passion as well as withstand change. The hard variation of this concept emphasized coercion, limited controls, hazards and penalties. Gradually it generates low performance, refined sabotage and rivalry (Offer, 2003). The situation at Texas Gulf Sulphur The Timmins Ontario Mine is not entirely adhering to Theory X, it can be seen that brand-new hires are locating this setting rather demanding which may at some point lead to a better inclination of the management towards Theory X. According to McGregor's promoted sight, which he called Theory Y, the important task of the management is to set up organizational problems to make sure that people can attain their very own objectives best by guiding their efforts in the direction of organizational incentives. If people locate no satisfaction in their work, the management would certainly have little option however to count on theory X and also exterior control (Bargain, 2003). Even while assessing Lewis's management design, theory X may have been suitable in the procedures department to some extent but the Advertising division would certainly call for reliance on Concept Y so as to get the creativity as well as creativity from the groups.

Tuckman's Synergy Theory: Regarding Lewis's issue regarding bringing consistency in between the advertising and marketing department is worried, this would originally result in clash as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the preliminary phase of group advancement, individuals may not bond, as they are hectic locating their area in the team. By combining the advertising and marketing division's job, there might coincide initial detach which can result in the 2nd stage of 'storming' where the groups challenge one another. Nonetheless, it is just throughout the 3rd phase or 'norming' when they would come together to share ideas prior to the group can cause synergy in the fourth phase 'doing'.

Bridges' Transition Version: According To William Bridge's concept (appendix 4), people are rather unpleasant with modification, which is apparent by the scenario at Texas Gulf Sulphur The Timmins Ontario Mine The circumstance can be viewed as a normal training course of life if is examined based on Bridge's theory where he describes that people go through three stages of change when they experience adjustment. 'Ending, shedding and also Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people are presented with change, they get in phase one and so there may be feelings like sadness, unpredictability, stress, anger, anxiety, rejection as well as disorientation.The scenario at the marketing division of Texas Gulf Sulphur The Timmins Ontario Mine is comparable so Lewis can obtain comfy with the idea that it is not phenomenal actions. In the second stage, there might be a requirement to bridge the void in between the brand-new as well as old culture so Lewis might need to encounter this ordeal when Krasnow leaves. There might be reduced morale and also low performance at this stage which must not be taken as an obstacle. It is during this stage that Lewis will need to provide assistance to the division so that they can discover a sense of direction. It can be seen how Krasnow has actually already made this change easier by making Lewis obtain associated with the division a year before his real separation. According to Bridges' Design, stage three will certainly cause visibility to discovering, High energy as well as commitment as people will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the relevance of 'safety and security needs as being a reduced degree demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe and also out of threat' is at the 2nd level of needs. Before a staff member can be made to develop emotionally, he needs to have his 'Physiological 'and 'Safety' requires met.

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



Implication of Analysis.

The OB analysis has looked at numerous concepts to understand how to cope with the current circumstance at hand. The following 3 alternatives have actually been suggested to help Lewis handle the organizational difficulties in the advertising division. Each of these choices has been suggested for reducing the change needed to bring the advertising division in accordance with the requirements of the marketplace and also for making the social adjustment that would follow as soon as the present leader leaves.

Combination of marketing and advertising features. Separating Adverting and Manufacturing features. Assimilation of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

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

The advantage of this strategy is that it will certainly incorporate both functions while minimizing the demand for hiring an additional source for advertising. Lewis would certainly be heading the marketing department as well as in any kind of case her replacement would certainly be needed for the existing function that she is carrying out. The drawback of this option is that exterior hiring might cause animosity from inner personnel who might be eying the placement of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Manufacturing: Given the competitive stress and also top quality job required from the ad agency, it is recommended that Lewis must permit the production unit to be a different feature from the advertising and marketing device. Considering that a lot of advertising agencies had these two features as different units, it makes more sense to comply with the norm. Both functions may be able to concentrate on their core activates more successfully. Nevertheless, the drawback of this approach would be that additional prices would certainly need to be borne for setting up different production functions. A production head might have to be hired which can enhance expenses for the company.

Integration of Advertising with Operations: Because Lewis is currently dealing with the advertising and procedures divisions all at once; it makes good sense to integrate the two functions considering that she has actually been effectively dealing with both ends. The fact that both departments currently have major distinctions over allocation of resources recommends that this combination might be able to produce harmony particularly as Lewis would be heading both ends.However there are numerous disadvantages of this relocation especially as it would certainly put way too much worry over Lewis's shoulders. The reality that Lewis needs to adapt her management style for the marketing department suggests that these two departments would be culturally varied. In addition to this, Lewis may not be able to apply one sort of management design to both divisions which can cause inadequacy in either among the two functions.

Referral.



An examination of the 3 options suggests that combination of advertising and marketing as well as operations would certainly not be a possible relocation due to the large distinctions in between the two departments in spite of the fact that presently Lewis is handling both. While separation of the production feature might have been a positive move for the advertising and marketing department, the reality that it would certainly mean placing a third function under Lewis's wing suggests this need to be avoided.

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

Advertising and Marketing features would certainly be merged.

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

Production function will certainly remain component of advertising and marketing under advertising feature.

Lewis will certainly separate herself from operations.

A democratic leadership style with employee empowerment will be used in marketing department.

Open up door policy and also focus on cross departmental communication will be aimed at removing disharmony.

Contingency plan.

If the integration does not exercise as intended, a backup strategy would comply with which would certainly separate the manufacturing feature from the marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising department without an SVP. In that case the manufacturing feature will absolutely be divided by placing it under an SVP production.