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The Trois Fois Louise Duchamp V 125 Case Study Analysis

Background and Facts

The Trois Fois Louise Duchamp V 125 a workplace supplies seller for small and average sized businesses has just recently been involved in preparing for a merging with its competitor House Deport, which has actually affected effectiveness levels in departmentswith the elderly supervisor involved in legal difficulties put forth by the government Profession Commission. With the Advertising and marketing Head advancing the information of his departure from the business in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the near future. With obstacles in the type of a potential cultural change and reduced staff member morale, the organization is in need of a complete reengineering effort at the advertising and marketing division.

Issue Statement

The possible social adjustment at the advertising department of The Trois Fois Louise Duchamp V 125 is increasing unpredictability in the working environment bring about different challenges for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting strategic decisions given that Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Trade Payment's intervention in the process. Provided the reality that the store has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these nations may have the ability to impact efficiency or tactical objectives. Federal Profession Payment's antitrust match against the merger used up important time of the organization's elderly monitoring suggesting that 'political' factors can have major effects for a worldwide company.

Economic Factors: Economic factors such as the appearance of small businesses in the international situation suggest that The Trois Fois Louise Duchamp V 125 is thriving in a setting where there is potential growth of services. In addition to this, truth that shop consumers are primarily looking for workplace supplies for office recommends that the marketplace has a rising fad of business owners and home based companies.

Social factors: Social fads in the economic climate reveal that consumers are looking for convenience as well as appealing prices. Market research demonstrates how the client for The Trois Fois Louise Duchamp V 125 does not have recognition concerning discovering remedies which can provide a combination of benefit as well as inexpensive.

Technical factors: Technology plays an essential role in The Trois Fois Louise Duchamp V 125's company technique especially as the organization is piloting Innovation centers which would use modern technology sales and also support in the form of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Behavior concerns can be seen in The Trois Fois Louise Duchamp V 125's case as highlighted in this area.

Worries regarding social change: There is apprehension concerning a social modification that would certainly occur when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with a lot of the employee already revealing unhappiness over this prospective step. This predicted modification has developed anxiety in the workplace which has been combined with the previous tension of preparing the firm for a potential merging with Residence Deport.

Difficult Work Environment for Newcomers: There is lack of employees that can match the stressful setting of a busy company. Not just does this bring about difficulty in finding the appropriate individuals, it puts anxiety on brand-new hires as can not endure the rate and pressure that the organization anticipates them to bear.

Twin Reporting Lines: Newbies locate this business society troublesome and tough to handle especially as dotted line connections are suggested to be weaker as a whole and also unbiased setting as well as performance examination is still done by the solid line manager. This means that newbies could shed quality concerning their particular duties as well as purposes especially as populated line coverage does not maintain them in straight communication 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 take Krasnow's placement came as an impact to her spirits. Lewis might have been capable and ideal for the work yet the reality that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Concern & Task Insecurity: Fear and instability can be recognized as 2 major issues that Lewis would certainly be dealing with particularly as the merging has actually currently be terminated and two senior execs of the advertising and marketing department would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a social adjustment yet would certainly also need to show herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's administration design and its incompatibility with the marketing department's function can also be viewed as an OB challenge particularly as she has been made use of to dealing with problems in the operations division where personnel are taught to concentrate on procedures as well as obtain them right. The marketing division on the other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow who focused extra on outcome than processes.

Interdepartmental Disputes: Interdepartmental arguments between three departments, advertising and marketing, merchandizing and operations respectively over the appropriation of the advertising and marketing mix can be recognized as another OB worry. The advertising division does not share the exact same vision as the other two departments concerning the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not concur over the advertising and marketing mix allowance among one an additional either.

Disintegration in Advertising Department: Disintegration between the marketing and advertising divisions can be determined as another OB concern which can require additional focus. The fact that the marketing and advertising sections in the marketing department are detached is avoiding both departments from acquiring from each various other's experience and also knowledge. Assimilation of advertising and marketing with retailing as well as procedures would come to be harder if the marketing department itself is disintegrated which can be another possible OB issue.

The Trois Fois Louise Duchamp V 125 Analysis

Numerous theories have actually been utilized to describe the situations to obtain further quality regarding the scenario at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that subordinates are passive and also careless, have little passion and withstand modification. The tough variation of this theory stressed coercion, tight controls, dangers as well as punishments. In time it generates low productivity, refined sabotage as well as competition (Bargain, 2003). The situation at The Trois Fois Louise Duchamp V 125 is not completely complying with Theory X, it can be seen that brand-new hires are discovering this environment rather difficult which may eventually lead to a better inclination of the management towards Theory X. According to McGregor's advocated sight, which he called Theory Y, the essential task of the management is to arrange business conditions to make sure that individuals can accomplish their own goals best by directing their initiatives towards organizational benefits. If individuals discover no satisfaction in their work, the administration would have little selection however to depend on concept X and also exterior control (Offer, 2003). Even while analyzing Lewis's monitoring design, theory X might have been suitable in the operations division to some extent however the Advertising and marketing division would call for dependence on Concept Y so as to get the creativity and also originality from the teams.

Tuckman's Team effort Theory: As far as Lewis's worry about bringing consistency in between the marketing and advertising department is concerned, this would initially bring about contrast as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the first stage of group growth, people may not bond, as they are hectic finding their location in the team. By combining the marketing and advertising department's job, there might coincide initial separate which can lead to the second stage of 'storming' where the teams challenge each other. It is only during the third phase or 'norming' when they would come together to share suggestions prior to the group can bring around synergy in the fourth phase 'carrying out'.

When individuals are provided with change, they enter phase one and also so there might be emotions like despair, unpredictability, frustration, anger, fear, denial and also disorientation.The situation at the marketing department of The Trois Fois Louise Duchamp V 125 is similar so Lewis can get comfy with the concept that it is not phenomenal actions. It is throughout this stage that Lewis will have to offer support to the division so that they can find a sense of instructions. It can be seen how Krasnow has currently made this transition simpler by making Lewis obtain involved in the department a year prior to his actual separation.

Maslow's Requirement power structure: The OB concern related to insecurity at the office has actually been triggered to start with by the adjustment in administration and second of all by the reality that the merging will no longer be launched. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the importance of 'safety and security requires as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to feel safe and also untouched' goes to the 2nd degree of requirements. Before a worker can be made to develop psychologically, he needs to have his 'Physical 'and 'Security' needs fulfilled. This suggests that unless the employees are made to feel safe about their current employment status in The Trois Fois Louise Duchamp V 125 they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Trois Fois Louise Duchamp V 125 Case Study

Implication of Analysis.

The OB analysis has looked at various concepts to recognize just how to deal with the current circumstance at hand. The following three choices have actually been suggested to help Lewis manage the organizational challenges in the advertising department. Each of these alternatives has actually been suggested for reducing the transition needed to bring the marketing division in line with the requirements of the marketplace as well as for making the cultural change that would adhere to once the current leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has competence in business-to-business advertising and marketing along with company as well as retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing and marketing functions.

The advantage of this approach is that it will certainly integrate both functions while reducing the demand for hiring an additional source for advertising. In addition to this, Lewis would certainly be heading the advertising division and also all the same her substitute would certainly be needed for the existing role that she is carrying out. The disadvantage of this choice is that outside hiring might produce bitterness from internal personnel that may be eying the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Manufacturing: Offered the competitive pressures as well as high top quality job called for from the marketing company, it is suggested that Lewis needs to enable the production unit to be a separate function from the advertising and marketing system. Given that most advertising companies had these 2 features as different units, it makes even more feeling to adhere to the standard.

Combination of Advertising And Marketing with Procedures: Since Lewis is currently taking care of the marketing as well as operations departments at the same time; it makes sense to integrate the two features given that she has actually been effectively taking care of both ends. The fact that Lewis has to adjust her administration style for the advertising and marketing division suggests that these two departments would certainly be culturally diverse.


An assessment of the three alternatives suggests that combination of advertising and marketing as well as procedures would not be a viable relocation as a result of the vast distinctions between both departments although that presently Lewis is managing both. While splitting up of the manufacturing function might have been a desirable step for the advertising department, the fact that it would imply positioning a third function under Lewis's wing suggests this need to be avoided. The combination of the marketing division is the best option in terms of obtaining the ideal results from the department. An action plan for this alternative is gone over listed below.

Activity Plan.

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

Marketing and advertising functions would be combined.

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

Production feature will certainly stay part of marketing under advertising and marketing feature.

Lewis will certainly divide herself from procedures.

A democratic management style with worker empowerment will certainly be used in advertising and marketing department.

Open up door policy and also focus on cross department communication will certainly be aimed at getting rid of disharmony.

Contingency plan.

If the integration does not exercise as planned, a contingency strategy would comply with which would certainly divide the production feature from the advertising function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the production feature will most definitely be separated by placing it under an SVP manufacturing.