The Cs Robinson Ford Merger Case Study Help


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The Cs Robinson Ford Merger Case Study Help

Background and Facts

The Cs Robinson Ford Merger an office supplies seller for little and also moderate sized businesses has actually lately been associated with planning for a merger with its rival Home Deport, which has impacted performance degrees in departmentswith the elderly manager involved in legal problems presented by the federal Profession Compensation. With the Marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the near future. With difficulties in the form of a prospective cultural modification and reduced staff member spirits, the organization wants a complete reengineering initiative at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing department of The Cs Robinson Ford Merger is raising uncertainty in the workplace bring about various challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting critical choices because Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Payment's treatment while doing so. Given the fact that the shop has an international presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may have the ability to impact efficiency or critical objectives. Federal Profession Payment's antitrust fit against the merging occupied useful time of the company's elderly management suggesting that 'political' factors can have significant ramifications for a global organisation.

Economic Factors: Economic factors such as the development of small businesses in the international circumstance recommend that The Cs Robinson Ford Merger is prospering in a setting where there is prospective development of organisations. Along with this, fact that store consumers are mostly looking for workplace products for home offices suggests that the market has a rising trend of business owners as well as online services.

Social factors: Social patterns in the economic situation reveal that customers are looking for benefit along with appealing costs. Market research demonstrates how the client for The Cs Robinson Ford Merger lacks recognition about locating options which can use a combination of convenience and also inexpensive.

Technical factors: Technology plays an important function in The Cs Robinson Ford Merger's organisation approach especially as the organization is piloting Innovation centers which would use technology sales and also support in the type of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Business Habits concerns can be seen in The Cs Robinson Ford Merger's case as highlighted in this area.

Uneasiness regarding cultural change: There is concern about a social change that would take place once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with a lot of the team member already showing unhappiness over this possible action. This anticipated adjustment has developed tension in the work environment which has been coupled with the previous anxiety of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is scarcity of personnel that can match the difficult setting of a hectic organization. Not only does this lead to difficulty in discovering the best individuals, it places anxiety on brand-new hires as can not stand up to the pace as well as stress that the company anticipates them to bear.

Dual Coverage Lines: Novices find this organizational culture difficult as well as tough to cope with specifically as dotted line partnerships are indicated to be weaker as a whole and also unbiased setting and also efficiency evaluation is still done by the solid line supervisor. This suggests that beginners could shed quality regarding their corresponding roles and also goals specifically as populated line reporting does not maintain them in straight communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis might have been qualified and suitable for the task but the reality that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Job Insecurity: Fear and also insecurity can be identified as 2 major problems that Lewis would certainly be managing especially as the merger has actually now be cancelled as well as two elderly executives of the advertising and marketing department would certainly be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a social adjustment however would likewise need to verify herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's management design and also its incompatibility with the advertising department's role can also be viewed as an OB difficulty specifically as she has been utilized to taking care of concerns in the operations division where workers are shown to focus on procedures and obtain them right. The marketing department on the various other hand can be seen as a team of individuals that are utilized to being supported by Krasnow who concentrated more on outcome than processes.

Interdepartmental Differences: Interdepartmental disputes between three divisions, marketing, merchandizing and operations specifically over the allotment of the marketing mix can be recognized as another OB issue. The advertising department does not share the exact same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also operations divisions do not concur over the advertising and marketing mix allotment among one another either.

Fragmentation in Marketing Department: Disintegration between the marketing and advertising divisions can be determined as an additional OB issue which might need more attention. The reality that the advertising and marketing sections in the marketing department are detached is protecting against both divisions from acquiring from each various other's experience and experience. Assimilation of advertising and marketing with merchandising and procedures would certainly become harder if the advertising and marketing department itself is degenerated which can be an additional prospective OB worry.

The Cs Robinson Ford Merger Analysis

Numerous concepts have been made use of to discuss the conditions to get further clarity regarding the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that juniors are passive and also careless, have little aspiration and also withstand modification. The circumstance at The Cs Robinson Ford Merger is not entirely complying with Concept X, it can be seen that new hires are finding this environment instead stressful which may eventually lead to a better inclination of the management in the direction of Theory X. Even while analyzing Lewis's monitoring style, concept X may have been ideal in the procedures department to some extent but the Advertising division would call for dependence on Theory Y in order to obtain the imagination and creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's concern concerning bringing harmony in between the advertising and marketing department is worried, this would originally lead to contrast as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the first phase of group growth, individuals might not bond, as they are active finding their area in the team. By incorporating the advertising and marketing department's job, there may coincide preliminary disconnect which could cause the second stage of 'storming' where the teams challenge each other. However, it is only during the 3rd stage or 'norming' when they would certainly integrate to share suggestions before the group can cause synergy in the 4th stage 'carrying out'.

Bridges' Transition Version: According To William Bridge's theory (appendix 4), people are rather unpleasant with change, which is apparent by the situation at The Cs Robinson Ford Merger The scenario can be viewed as a normal program of life if is studied as per Bridge's concept where he explains that individuals experience three phases of shift when they experience modification. 'Ending, losing and also Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people exist with change, they enter phase one and so there may be feelings like sadness, uncertainty, aggravation, anger, worry, rejection and also disorientation.The scenario at the advertising and marketing department of The Cs Robinson Ford Merger is similar so Lewis can get comfortable with the idea that it is not phenomenal habits. In the 2nd phase, there might be a requirement to connect the space in between the brand-new and also old society so Lewis might need to face this experience once Krasnow leaves. There may be low spirits as well as low efficiency at this phase which should not be taken as a setback. It is throughout this phase that Lewis will certainly need to give assistance to the division to ensure that they can locate an orientation. It can be seen just how Krasnow has currently made this change much easier by making Lewis obtain involved in the department a year before his real departure. Based on Bridges' Version, phase 3 will certainly bring about visibility to understanding, High power and also commitment as people will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has reviews the importance of 'safety and security needs as being a reduced degree requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and secure as well as out of danger' is at the second degree of needs. Before a staff member can be made to create mentally, he requires to have his 'Physiological 'as well as 'Safety and security' needs satisfied.

SWOT Analysis for The Cs Robinson Ford Merger Case Study

Ramification of Analysis.

The OB analysis has checked out different theories to recognize how to manage the existing situation handy. The complying with 3 options have been proposed to help Lewis take care of the organizational difficulties in the marketing division. Each of these choices has been recommended for reducing the transition required to bring the advertising division in line with the demands of the market and for making the cultural modification that would comply with as soon as the present leader leaves.

Integration of marketing and advertising features. Separating Adverting and also Manufacturing features. Combination of Marketing with Operations.

Examination of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business marketing along with agency and retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing and advertising features.

The benefit of this method is that it will incorporate the two features while lowering the need for hiring an added source for advertising and marketing. Lewis would be heading the advertising department and in any kind of case her substitute would be required for the current function that she is performing. The negative aspect of this choice is that outside hiring may produce bitterness from inner employees who might be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Provided the competitive stress as well as high quality work required from the marketing firm, it is suggested that Lewis needs to enable the production unit to be a different function from the advertising unit. Since the majority of advertising and marketing firms had these two features as different devices, it makes more feeling to adhere to the norm.

Integration of Marketing with Workflows: Since Lewis is already taking treatment of the advertising and procedures divisions concurrently; it makes sense to incorporate the 2 features since she has actually been efficiently taking care of both ends. The truth that Lewis has to adjust her monitoring style for the advertising division recommends that these 2 divisions would certainly be culturally diverse.


An analysis of the 3 alternatives suggests that combination of marketing as well as procedures would certainly not be a feasible step due to the vast differences between the two divisions regardless of the truth that presently Lewis is handling both. While separation of the manufacturing feature may have been a positive step for the marketing division, the reality that it would certainly mean putting a third function under Lewis's wing indicates this need to be avoided.

Action Plan.
Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Manufacturing function will continue to be component of advertising under advertising and marketing function.

Lewis will divide herself from procedures.

A democratic leadership design with staff member empowerment will certainly be used in advertising and marketing department.

Open up door policy as well as focus on cross department communication will certainly be focused on eliminating dissonance.

Contingency plan.

If the assimilation does not exercise as intended, a backup plan would certainly comply with which would divide the manufacturing feature from the marketing feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing feature will certainly be divided by putting it under an SVP manufacturing.