Texas Gulf Sulphur The Timmins Ontario Mine Case Study Solution


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Texas Gulf Sulphur The Timmins Ontario Mine Case Study Help

Background and Facts

Texas Gulf Sulphur The Timmins Ontario Mine a workplace products seller for small and average sized organisations has lately been involved in preparing for a merger with its competitor Residence Deport, which has affected efficiency levels in departmentswith the elderly manager involved in lawful issues put forth by the federal Trade Payment. With the Marketing Head putting forward the news of his separation from the company 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 kind of a possible social adjustment and also low worker morale, the company needs a total reengineering effort at the advertising and marketing department.

Problem Statement

The prospective social change at the advertising division of Texas Gulf Sulphur The Timmins Ontario Mine is increasing uncertainty in the working environment causing various difficulties for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing critical choices because Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Payment's intervention at the same time. Provided the truth that the store has a global existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might have the ability to affect performance or strategic objectives. Federal Trade Payment's antitrust fit versus the merger used up beneficial time of the organization's senior management suggesting that 'political' factors can have major ramifications for an international company.

Economic Factors: Financial factors such as the appearance of small businesses in the worldwide circumstance recommend that Texas Gulf Sulphur The Timmins Ontario Mine is flourishing in a setting where there is potential development of services. Truth that store clients are mainly looking for workplace materials for home offices recommends that the market has an increasing fad of entrepreneurs and also home based businesses.

Social factors: Social trends in the economy show that clients are looking for benefit along with appealing rates. Marketing research demonstrates how the client for Texas Gulf Sulphur The Timmins Ontario Mine does not have recognition concerning discovering services which can use a combination of benefit and also low costs.

Technical factors: Technology plays an important role in Texas Gulf Sulphur The Timmins Ontario Mine's company approach particularly as the company is piloting Innovation centers which would supply technology sales and also assistance in the type of memory upgrades, peripheral installments. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

A number of underlying Business Behavior concerns can be seen in Texas Gulf Sulphur The Timmins Ontario Mine's case as highlighted in this section.

Concerns concerning cultural change: There is concern concerning a cultural adjustment that would certainly happen when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with most of the personnel currently revealing unhappiness over this possible move. This anticipated change has actually developed tension in the work environment which has been paired with the past tension of preparing the firm for a possible merging with House Deport.

Demanding Work Setting for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a busy organization. Not just does this bring about difficulty in finding the best people, it puts stress and anxiety on new hires as can not withstand the pace and stress that the company expects them to birth.

Dual Reporting Lines: Novices find this organizational culture cumbersome as well as hard to deal with especially as populated line relationships are suggested to be weak generally and also unbiased setup and performance examination is still done by the strong line manager. This suggests that newcomers might lose clarity about their particular functions as well as objectives especially as dotted line coverage does not keep them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's setting came as a strike to her morale. Lewis may have been capable and suitable for the work however the truth that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Fear as well as insecurity can be recognized as 2 major issues that Lewis would be managing specifically as the merging has now be terminated and 2 elderly executives of the advertising and marketing division would be leaving. The whole duty of the department would be falling on Lewis's shoulders that would certainly not simply be in charge of brining concerning a cultural change but would certainly also need to prove herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's monitoring design as well as its incompatibility with the advertising and marketing division's duty can likewise be seen as an OB difficulty specifically as she has actually been used to dealing with concerns in the operations division where personnel are shown to focus on procedures and obtain them. The advertising division on the other hand can be seen as a team of individuals that are used to being nurtured by Krasnow that focused extra on output than procedures.

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

Fragmentation in Advertising Department: Disintegration between the advertising and marketing divisions can be determined as one more OB problem which can require further attention. The fact that the marketing and advertising sections in the marketing division are separated is stopping both departments from acquiring from each various other's experience and also know-how. Combination of advertising and marketing with retailing and also procedures would end up being more difficult if the marketing department itself is disintegrated which can be an additional prospective OB problem.

Texas Gulf Sulphur The Timmins Ontario Mine Analysis

Various concepts have been made use of to clarify the circumstances to obtain further quality regarding the situation handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that subordinates are easy and also lazy, have little ambition as well as resist adjustment. The hard version of this concept highlighted coercion, limited controls, hazards and punishments. Gradually it creates low efficiency, subtle sabotage and competition (Offer, 2003). The situation at Texas Gulf Sulphur The Timmins Ontario Mine is not entirely following Concept X, it can be seen that brand-new hires are locating this atmosphere instead difficult which might ultimately lead to a higher inclination of the management towards Theory X. According to McGregor's supported sight, which he called Theory Y, the important task of the monitoring is to set up business problems to make sure that people can accomplish their own goals best by routing their initiatives in the direction of business rewards. If individuals discover no satisfaction in their job, the management would have little choice yet to rely on concept X and external control (Offer, 2003). Even while examining Lewis's management design, concept X might have been suitable in the procedures department to some extent however the Advertising and marketing department would need reliance on Theory Y in order to get the creative thinking and creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's concern concerning bringing consistency in between the advertising and marketing division is concerned, this would initially cause contrast as gone over by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the first phase of team growth, individuals might not bond, as they are hectic finding their location in the group. By combining the advertising and marketing division's work, there may coincide preliminary disconnect which might result in the second phase of 'storming' where the teams test one another. It is just throughout the third stage or 'norming' when they would certainly come with each other to share suggestions prior to the group can bring around synergy in the fourth stage 'performing'.

Bridges' Transition Model: Based On William Bridge's theory (appendix 4), individuals are rather uneasy with modification, which is obvious by the circumstance at Texas Gulf Sulphur The Timmins Ontario Mine The situation can be seen as a normal course of life if is examined as per Bridge's theory where he clarifies that people go through three phases of shift when they experience change. 'Closing, shedding and Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with modification, they enter phase one and so there might be feelings like sadness, uncertainty, stress, rage, fear, rejection and disorientation.The scenario at the advertising division of Texas Gulf Sulphur The Timmins Ontario Mine is similar so Lewis can obtain comfortable with the suggestion that it is not extraordinary actions. In the second phase, there might be a requirement to connect the gap between the brand-new as well as old society so Lewis might need to encounter this challenge when Krasnow leaves. There may be low morale and low efficiency at this stage which need to not be taken as a trouble. It is during this stage that Lewis will have to provide advice to the department to ensure that they can discover an orientation. It can be seen just how Krasnow has actually already made this shift less complicated by making Lewis obtain involved in the division a year before his real separation. Based on Bridges' Version, stage 3 will certainly cause openness to knowing, High energy and commitment as people will certainly accept the adjustment (Bridges, 2004).

Maslow's Demand power structure: The OB problem related to insecurity at the work environment has actually been activated first of all by the change in monitoring and second of all by the reality that the merging will no longer be started. Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the relevance of 'safety needs as being a lower degree demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel secure and also unharmed' is at the second degree of needs. Before a worker can be made to create mentally, he requires to have his 'Physiological 'as well as 'Security' requires met. This suggests that unless the workers are made to feel safe about their existing employment standing in Texas Gulf Sulphur The Timmins Ontario Mine they might not reach 'Self-Fulfillment'. (King, 2009).

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

Effects of Analysis.

The OB analysis has looked at various theories to comprehend exactly how to deal with the current scenario at hand. The adhering to three alternatives have actually been suggested to help Lewis handle the business obstacles in the marketing department. Each of these alternatives has actually been suggested for alleviating the shift required to bring the advertising and marketing department in line with the requirements of the market and for making the social modification that would certainly adhere to as soon as the present leader leaves.

Integration of marketing and advertising features. Separating Adverting and Manufacturing functions. Assimilation of Marketing with Workflow.

Examination of Alternatives.

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

The benefit of this approach is that it will certainly integrate the two functions while lowering the need for hiring an extra source for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising and marketing department and also regardless her substitute would be needed for the present function that she is executing. The drawback of this choice is that external hiring might cause bitterness from inner personnel that might be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Provided the affordable stress and also high quality job required from the advertising firm, it is recommended that Lewis should allow the manufacturing unit to be a different function from the advertising and marketing system. Because the majority of advertising and marketing firms had these two functions as different units, it makes more sense to comply with the norm.

Combination of Marketing with Workflows: Given that Lewis is currently taking treatment of the advertising and procedures departments concurrently; it makes sense to integrate the 2 features considering that she has been efficiently taking care of both ends. The fact that Lewis has to adapt her monitoring style for the advertising department recommends that these two departments would be culturally varied.


An examination of the 3 options suggests that combination of marketing as well as procedures would certainly not be a viable move due to the huge distinctions in between the 2 departments in spite of the truth that currently Lewis is handling both. While splitting up of the manufacturing function might have been a beneficial move for the advertising and marketing division, the truth that it would indicate putting a 3rd feature under Lewis's wing indicates this must be avoided.

Action Strategy.

Lewis will take over the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production feature will continue to be part of advertising and marketing under advertising function.

Lewis will certainly separate herself from procedures.

A democratic management style with staff member empowerment will be used in advertising division.

Open door plan and also focus on cross department interaction will be aimed at eliminating discord.

Backup plan.

If the integration does not exercise as prepared, a contingency strategy would certainly adhere to which would certainly separate the production function from the marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing department without an SVP. In that case the production feature will absolutely be divided by placing it under an SVP production.