The Kursk Submarine Rescue Mission Case Study Help


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The Kursk Submarine Rescue Mission Case Study Help

Background and Facts

The Kursk Submarine Rescue Mission a workplace supplies store for little as well as moderate sized companies has lately been involved in preparing for a merger with its rival Home Deport, which has actually affected efficiency levels in departmentswith the senior supervisor involved in legal problems presented by the government Trade Compensation. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the future. With obstacles in the form of a potential cultural modification and also low worker morale, the company needs a total reengineering effort at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural change at the advertising and marketing division of The Kursk Submarine Rescue Mission is enhancing uncertainty in the workplace causing different 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 affecting tactical choices given that Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Profession Payment's intervention in the process. Offered the truth that the shop has a worldwide existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries might have the ability to impact efficiency or calculated goals. Federal Trade Commission's antitrust fit versus the merging took up important time of the organization's elderly administration suggesting that 'political' factors can have significant ramifications for a worldwide business.

Economic Factors: Financial factors such as the development of small businesses in the worldwide circumstance suggest that The Kursk Submarine Rescue Mission is thriving in an environment where there is potential development of businesses. Reality that store customers are mostly looking for office supplies for house offices recommends that the market has a rising pattern of entrepreneurs and home based services.

Social factors: Social fads in the economy show that clients are seeking benefit as well as eye-catching prices. Market research demonstrates how the client for The Kursk Submarine Rescue Mission does not have recognition regarding discovering remedies which can supply a combination of ease as well as low costs.

Technical factors: Modern technology plays an important duty in The Kursk Submarine Rescue Mission's organisation strategy particularly as the organization is piloting Modern technology facilities which would certainly offer modern technology sales as well as assistance in the form of memory upgrades, peripheral installments. (Summary of PEST in appendix 2).

OB Issues as well as Manifestations.

Several underlying Organizational Actions issues can be seen in The Kursk Submarine Rescue Mission's case as highlighted in this section.

Concerns concerning cultural adjustment: There is apprehension about a cultural change that would certainly occur when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with the majority of the personnel currently showing unhappiness over this potential move. This expected adjustment has actually developed tension in the work environment which has actually been paired with the previous stress of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is scarcity of workers that can match the demanding environment of a busy organization. Not just does this lead to problem in finding the ideal people, it places stress on new hires as can not endure the rate as well as stress that the organization anticipates them to birth.

Twin Coverage Lines: Newbies find this organizational culture cumbersome and challenging to manage specifically as populated line connections are indicated to be weaker generally and objective setup as well as performance analysis is still done by the strong line manager. This suggests that newcomers might lose clarity regarding their respective duties and purposes particularly as populated line coverage does not keep them in direct interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles even though it had been speculated that the last would take Krasnow's position came as a blow to her morale. Lewis might have been capable as well as proper for the job but the fact that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Fear & Job Instability: Worry as well as insecurity can be identified as two major concerns that Lewis would certainly be taking care of specifically as the merger has currently be cancelled as well as two elderly execs of the advertising and marketing department would certainly be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining concerning a social adjustment but would certainly likewise have to verify herself in her new role.

Inappropriate Management Design of Leader: Lewis's management design and also its conflict with the advertising division's function can also be viewed as an OB challenge particularly as she has actually been used to managing problems in the procedures department where workers are shown to concentrate on processes and also get them right. The advertising division on the other hand can be seen as a group of people that are utilized to being supported by Krasnow that focused much more on output than processes.

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

Fragmentation in Marketing Division: Fragmentation in between the marketing and advertising departments can be determined as one more OB concern which might need more attention. The truth that the marketing and advertising areas in the marketing division are disconnected is protecting against both departments from gaining from each other's experience and competence. Combination of marketing with merchandising and operations would end up being more difficult if the marketing division itself is disintegrated which can be another prospective OB issue.

The Kursk Submarine Rescue Mission Analysis

Numerous theories have actually been utilized to explain the scenarios to get additional quality concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are easy as well as lazy, have little passion and stand up to modification. The difficult variation of this theory stressed browbeating, limited controls, threats and also punishments. Over time it creates reduced productivity, subtle sabotage and also rivalry (Bargain, 2003). The circumstance at The Kursk Submarine Rescue Mission is not totally complying with Concept X, it can be seen that brand-new hires are discovering this setting rather demanding which might ultimately lead to a higher inclination of the monitoring in the direction of Theory X. According to McGregor's advocated view, which he called Concept Y, the crucial task of the monitoring is to set up business problems to ensure that people can achieve their own goals best by directing their efforts in the direction of organizational incentives. If individuals find no contentment in their work, the administration would have little selection however to count on concept X and also exterior control (Deal, 2003). Also while analyzing Lewis's management style, concept X may have been suitable in the procedures division somewhat however the Advertising department would call for reliance on Concept Y so as to get the creative thinking and also originality from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's concern regarding bringing consistency in between the marketing and advertising department is concerned, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, during the preliminary phase of team growth, people may not bond, as they are active discovering their area in the team. By incorporating the marketing and advertising division's job, there may be the same first disconnect which can lead to the 2nd stage of 'storming' where the teams challenge each other. Nonetheless, it is just throughout the 3rd stage or 'norming' when they would integrate to share ideas prior to the group can bring about synergy in the 4th phase 'doing'.

Bridges' Change Model: Based On William Bridge's concept (appendix 4), people are rather uncomfortable with adjustment, which is obvious by the circumstance at The Kursk Submarine Rescue Mission The scenario can be viewed as a normal program of life if is examined as per Bridge's concept where he discusses that people go through 3 stages of change when they experience change. 'Ending, losing as well as Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with change, they get in stage one therefore there may be feelings like unhappiness, unpredictability, aggravation, temper, worry, denial as well as disorientation.The situation at the advertising department of The Kursk Submarine Rescue Mission is similar so Lewis can obtain comfy with the suggestion that it is not remarkable habits. In the second stage, there might be a requirement to link the space between the brand-new and old culture so Lewis may need to encounter this challenge once Krasnow leaves. There might be reduced morale and reduced performance at this stage which need to not be taken as a problem. It is throughout this phase that Lewis will have to offer support to the department to make sure that they can discover a sense of direction. It can be seen exactly how Krasnow has actually already made this shift much easier by making Lewis get associated with the department a year prior to his actual departure. Based on Bridges' Design, phase three will produce openness to learning, High energy as well as commitment as individuals will certainly accept the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB issue related to insecurity at the office has been activated firstly by the change in monitoring and secondly by the truth that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the significance of 'safety needs as being a lower level requirement of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel secure as well as safe' goes to the second degree of demands. Prior to an employee can be made to establish emotionally, he requires to have his 'Physical 'and 'Safety' needs satisfied. This suggests that unless the workers are made to feel safe concerning their present work status in The Kursk Submarine Rescue Mission they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Kursk Submarine Rescue Mission Case Study

Implication of Analysis.

The OB analysis has actually checked out various theories to comprehend exactly how to manage the existing circumstance at hand. The complying with three alternatives have actually been suggested to help Lewis manage the organizational challenges in the advertising and marketing department. Each of these options has actually been recommended for alleviating the shift required to bring the advertising and marketing division in accordance with the requirements of the marketplace and also for making the cultural adjustment that would certainly follow once the present leader leaves.

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

Assessment of Alternatives.

Integration of Marketing & Marketing Functions: The in-house advertising agency of The Kursk Submarine Rescue Mission is already toughness for the company in terms of saving up on expenses connected to advertising and promotion. Since no brand-new employment has been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the advertising and marketing feature, this is a favorable chance for incorporating the advertising and marketing features. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business marketing in addition to company and also retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing functions.

The benefit of this approach is that it will certainly incorporate the two functions while lowering the demand for hiring an extra resource for marketing. Lewis would certainly be heading the marketing division and in any type of case her replacement would be required for the existing role that she is executing. The downside of this option is that outside hiring might bring about animosity from interior employees that might be eying the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Production: Provided the affordable pressures and top quality job called for from the ad agency, it is suggested that Lewis ought to permit the manufacturing system to be a different feature from the advertising unit. Given that most ad agency had these 2 functions as separate units, it makes more feeling to adhere to the standard. Both features may be able to focus on their core activates more efficiently. The disadvantage of this technique would be that extra costs would certainly have to be birthed for establishing up different production functions. Along with this, a production head might need to be hired which could raise expenses for the company.

Combination of Marketing with Operations: Given that Lewis is already looking after the marketing and also operations departments at the same time; it makes sense to incorporate the two functions considering that she has actually been effectively caring for both ends. The reality that the two departments currently have significant distinctions over allocation of resources recommends that this combination may be able to produce harmony especially as Lewis would be heading both ends.However there are numerous downsides of this action specifically as it would certainly place too much burden over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring style for the advertising and marketing department suggests that these two departments would certainly be culturally varied. In addition to this, Lewis may not have the ability to apply one sort of management style to both divisions which can result in inadequacy in either one of the two features.


An examination of the 3 alternatives shows that assimilation of marketing and procedures would not be a feasible action because of the substantial differences in between both departments despite the fact that presently Lewis is managing both. While separation of the manufacturing feature might have been a desirable relocation for the advertising division, the truth that it would certainly imply positioning a third feature under Lewis's wing indicates this should be stayed clear of. The assimilation of the marketing department is the best choice in terms of getting the ideal arise from the division. An action prepare for this choice is reviewed below.

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

Marketing and advertising features would be combined.

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

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

Lewis will separate herself from operations.

A democratic management design with employee empowerment will be used in marketing department.

Open door policy as well as focus on cross departmental interaction will certainly be targeted at getting rid of disharmony.

Backup plan.

If the combination does not work out as intended, a backup strategy would certainly comply with which would certainly divide the manufacturing function from the marketing function to reduce 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. Because case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.