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The University Of Notre Dame Endowment Case Study Solution

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The University Of Notre Dame Endowment Case Study Analysis

Background and Facts

The University Of Notre Dame Endowment an office products retailer for small as well as moderate sized services has actually recently been involved in planning for a merger with its competitor Home Deport, which has actually influenced efficiency degrees in departmentswith the elderly manager involved in legal issues put forth by the federal Profession Payment. With the Marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the near future. With obstacles in the type of a prospective social modification as well as low staff member morale, the company needs a full reengineering effort at the advertising department.

Issue Declaration

The potential social adjustment at the advertising department of The University Of Notre Dame Endowment is raising unpredictability in the working environment causing various difficulties for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting calculated decisions since Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Profession Compensation's intervention in the process. Given the fact that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may have the ability to affect performance or tactical objectives. Federal Trade Compensation's antitrust match versus the merging took up important time of the organization's elderly management recommending that 'political' factors can have severe ramifications for a global organisation.

Economic Factors: Economic factors such as the appearance of small businesses in the international scenario suggest that The University Of Notre Dame Endowment is thriving in an environment where there is potential development of businesses. Along with this, reality that shop clients are mostly looking for office materials for office recommends that the marketplace has an increasing pattern of entrepreneurs and home companies.

Social factors: Social fads in the economic situation reveal that customers are searching for comfort in addition to appealing costs. Market research shows how the customer for The University Of Notre Dame Endowment does not have awareness about finding solutions which can offer a combination of convenience and low costs.

Technological factors: Technology plays a vital duty in The University Of Notre Dame Endowment's service approach specifically as the company is piloting Innovation facilities which would offer innovation sales and also assistance in the type of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues and Symptoms.

Numerous underlying Business Habits issues can be seen in The University Of Notre Dame Endowment's case as highlighted in this section.

Concerns concerning social change: There is concern concerning a cultural change that would happen once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with most of the staff members already revealing unhappiness over this potential move. This expected modification has produced tension in the work environment which has actually been combined with the past stress and anxiety of preparing the firm for a possible merger with House Deport.

Stressful Work Setting for Newcomers: There is shortage of personnel that can match the stressful atmosphere of a fast-paced company. Not just does this lead to difficulty in discovering the appropriate individuals, it places stress and anxiety on brand-new hires as can not stand up to the speed and also pressure that the organization anticipates them to bear.

Twin Reporting Lines: Newbies find this organizational society difficult and also tough to handle specifically as populated line connections are implied to be weak in general and also unbiased setup as well as performance evaluation is still done by the strong line supervisor. This implies that newbies can lose quality concerning their particular duties and also purposes especially as dotted line reporting does not keep them in direct interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles even though it had actually been speculated that the latter would take Krasnow's setting came as an impact to her spirits. Lewis might have been qualified and also suitable for the work however the reality that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Concern and insecurity can be identified as two major worries that Lewis would be taking care of especially as the merging has now be terminated as well as two senior executives of the advertising and marketing department would be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders who would certainly not just supervise of brining about a cultural adjustment yet would certainly additionally need to verify herself in her new function.

Incompatible Management Design of Leader: Lewis's management style as well as its conflict with the advertising and marketing division's function can likewise be viewed as an OB obstacle specifically as she has actually been made use of to managing concerns in the operations division where personnel are instructed to focus on processes and also obtain them right. The advertising and marketing department on the other hand can be viewed as a team of people that are used to being supported by Krasnow who focused extra on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between three divisions, advertising, merchandizing and also operations specifically over the allotment of the marketing mix can be recognized as one more OB problem. Although the marketing department does not share the exact same vision as the other 2 departments concerning the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not concur over the advertising mix allotment amongst each other either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing departments can be recognized as one more OB concern which could require further interest. The truth that the advertising and marketing areas in the advertising and marketing department are detached is stopping both divisions from getting from each various other's experience and also proficiency. Assimilation of advertising and marketing with retailing and also procedures would come to be harder if the marketing division itself is disintegrated which can be an additional potential OB problem.

The University Of Notre Dame Endowment Analysis

Different theories have actually been made use of to describe the situations to obtain additional clearness about the situation available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that subordinates are easy and also careless, have little passion and withstand change. The situation at The University Of Notre Dame Endowment is not entirely adhering to Concept X, it can be seen that new hires are discovering this environment instead stressful which might eventually lead to a better inclination of the management towards Concept X. Also while evaluating Lewis's administration style, concept X might have been appropriate in the procedures department to some level yet the Marketing division would require dependence on Concept Y in order to get the creativity as well as originality from the teams.

Tuckman's Teamwork Concept: As far as Lewis's concern regarding bringing consistency in between the advertising and marketing division is concerned, this would initially cause contrast as gone over by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, throughout the preliminary phase of team development, individuals might not bond, as they are active discovering their place in the group. By integrating the marketing and advertising division's job, there might be the same preliminary separate which can result in the 2nd stage of 'storming' where the teams challenge each other. Nonetheless, it is just throughout the 3rd stage or 'norming' when they would collaborate to share ideas before the team can bring about harmony in the 4th phase 'doing'.

Bridges' Shift Version: According To William Bridge's concept (appendix 4), individuals are quite unpleasant with modification, which is obvious by the situation at The University Of Notre Dame Endowment The situation can be viewed as a normal training course of life if is researched as per Bridge's theory where he explains that people experience 3 phases of transition when they experience change. 'Ending, losing and also Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they enter stage one and so there may be emotions like sadness, unpredictability, irritation, rage, worry, denial and disorientation.The circumstance at the advertising and marketing division of The University Of Notre Dame Endowment is similar so Lewis can get comfortable with the idea that it is not phenomenal behavior. In the second stage, there might be a requirement to connect the gap in between the new and also old culture so Lewis might have to encounter this experience once Krasnow leaves. There may be low morale as well as reduced efficiency at this phase which ought to not be taken as a problem. It is during this stage that Lewis will certainly have to offer advice to the department so that they can locate a sense of direction. It can be seen how Krasnow has already made this shift easier by making Lewis get involved in the department a year prior to his real separation. As per Bridges' Design, phase 3 will cause visibility to knowing, High power and also commitment as people will certainly embrace the change (Bridges, 2004).

Maslow's Need hierarchy: The OB issue related to insecurity at the office has actually been triggered to start with by the modification in monitoring and also secondly by the fact that the merging will certainly no more be started. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has talks about the importance of 'protection requires as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and secure and also unharmed' is at the 2nd level of demands. Before an employee can be made to develop psychologically, he requires to have his 'Physiological 'and 'Safety' requires fulfilled. This suggests that unless the employees are made to feel safe and secure about their existing employment standing in The University Of Notre Dame Endowment they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The University Of Notre Dame Endowment Case Study



Ramification of Analysis.

The OB analysis has actually considered various concepts to understand how to manage the present situation at hand. The complying with 3 alternatives have been recommended to aid Lewis handle the business difficulties in the advertising and marketing department. Each of these choices has actually been suggested for relieving the change required to bring the advertising department in accordance with the requirements of the marketplace and for making the social adjustment that would follow once the current leader leaves.

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

Analysis of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The internal advertising agency of The University Of Notre Dame Endowment is currently toughness for the company in terms of saving up on expenses related to advertising and marketing and promotion. Considering that no new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising feature, this is a positive chance for integrating the advertising and marketing features. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business advertising along with company and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both advertising and marketing features.

The advantage of this strategy is that it will certainly incorporate the two features while minimizing the demand for working with an additional source for marketing. Lewis would be heading the marketing department as well as in any case her replacement would be needed for the existing duty that she is performing. The drawback of this choice is that outside hiring may cause bitterness from internal workers who might be looking at the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Offered the affordable stress and high quality job needed from the advertising company, it is suggested that Lewis must enable the production system to be a different function from the marketing device. Since a lot of advertising and marketing firms had these two features as separate systems, it makes more sense to comply with the standard.

Assimilation of Marketing with Operations: Because Lewis is currently taking care of the advertising and procedures divisions at the same time; it makes sense to integrate the 2 functions given that she has actually been efficiently taking care of both ends. The truth that Lewis has to adjust her monitoring style for the advertising and marketing division suggests that these 2 departments would be culturally diverse.

Recommendation.



An assessment of the three alternatives suggests that integration of advertising as well as operations would not be a possible action as a result of the huge distinctions in between the two divisions although that presently Lewis is managing both. While splitting up of the production feature may have been a favorable move for the advertising and marketing division, the truth that it would certainly imply placing a 3rd function under Lewis's wing means this ought to be prevented too. The integration of the marketing division is the most effective alternative in terms of obtaining the optimal results from the department. An action plan for this choice is talked about listed below.

Action Plan.

Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Manufacturing feature will continue to be component of marketing under advertising feature.

Lewis will certainly divide herself from operations.

An autonomous management design with staff member empowerment will be made use of in marketing department.

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

Contingency strategy.

If the integration does not work out as prepared, a backup strategy would certainly comply with which would certainly divide the production function from the advertising feature to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing division without an SVP. Because case the production function will absolutely be separated by positioning it under an SVP production.