Thomas Cook Group On The Brink B Transformation Year 1 Results Case Study Analysis


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Thomas Cook Group On The Brink B Transformation Year 1 Results Case Study Solution

Background and Facts

Thomas Cook Group On The Brink B Transformation Year 1 Results an office products seller for small as well as average sized services has just recently been associated with planning for a merging with its rival House Deport, which has actually influenced performance degrees in departmentswith the elderly manager involved in lawful difficulties put forth by the federal Profession Commission. With the Advertising and marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With difficulties in the type of a potential social change as well as low employee spirits, the company requires a full reengineering initiative at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective social change at the marketing department of Thomas Cook Group On The Brink B Transformation Year 1 Results is raising uncertainty in the workplace resulting in various challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting critical choices given that Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Trade Payment's intervention at the same time. Provided the fact that the store has an international visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries might have the ability to impact efficiency or calculated objectives. Federal Trade Payment's antitrust fit versus the merger occupied beneficial time of the organization's elderly management recommending that 'political' factors can have significant implications for a worldwide company.

Economic Factors: Economic factors such as the appearance of small companies in the international situation suggest that Thomas Cook Group On The Brink B Transformation Year 1 Results is prospering in a setting where there is possible development of organisations. In addition to this, reality that store consumers are primarily seeking workplace products for home offices suggests that the market has an increasing trend of business owners and also online organisations.

Social factors: Social trends in the economy show that clients are trying to find comfort as well as eye-catching prices. Market research shows how the consumer for Thomas Cook Group On The Brink B Transformation Year 1 Results lacks recognition about finding solutions which can supply a mix of benefit and affordable.

Technical factors: Innovation plays an essential duty in Thomas Cook Group On The Brink B Transformation Year 1 Results's organisation strategy particularly as the organization is piloting Modern technology facilities which would certainly use technology sales as well as support in the type of memory upgrades, outer installments. (Summary of PARASITE in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Business Actions issues can be seen in Thomas Cook Group On The Brink B Transformation Year 1 Results's case as highlighted in this area.

Worries concerning social modification: There is concern regarding a social adjustment that would take place as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with the majority of the personnel already showing unhappiness over this prospective step. This expected adjustment has produced anxiety in the office which has actually been coupled with the past stress of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of employees that can match the stressful environment of a busy organization. Not just does this lead to difficulty in finding the ideal people, it places anxiety on brand-new hires as can not endure the rate and also pressure that the company expects them to bear.

Double Coverage Lines: Beginners find this organizational culture cumbersome and challenging to deal with especially as dotted line connections are implied to be weak generally as well as unbiased setup as well as performance assessment is still done by the solid line supervisor. This suggests that novices could lose clarity concerning their particular roles as well as objectives especially as dotted line coverage does not maintain them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had been speculated that the latter would take Krasnow's position came as a blow to her morale. Lewis may have been capable and suitable for the job but the truth that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Concern and also instability can be identified as two major problems that Lewis would certainly be dealing with specifically as the merger has actually currently be terminated and also 2 senior executives of the marketing division would be leaving. The whole duty of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining about a cultural adjustment however would certainly likewise have to prove herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's management design and also its incompatibility with the advertising and marketing department's duty can additionally be seen as an OB challenge specifically as she has actually been made use of to managing concerns in the procedures department where employees are educated to concentrate on procedures as well as obtain them right. The advertising and marketing department on the other hand can be viewed as a group of people who are utilized to being nurtured by Krasnow who concentrated a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between three divisions, marketing, merchandizing as well as procedures respectively over the allowance of the advertising mix can be recognized as one more OB issue. Although the advertising and marketing department does not share the same vision as the other 2 divisions regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allotment among one another either.

Disintegration in Advertising Division: Disintegration between the marketing and advertising divisions can be identified as one more OB problem which might require additional attention. The truth that the advertising and marketing areas in the marketing department are detached is protecting against both departments from getting from each various other's experience as well as expertise. Assimilation of marketing with merchandising and procedures would certainly come to be more difficult if the marketing division itself is broken down which can be another possible OB worry.

Thomas Cook Group On The Brink B Transformation Year 1 Results Analysis

Various theories have actually been utilized to discuss the situations to obtain further clarity regarding the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that staffs are easy as well as careless, have little passion and also stand up to adjustment. The circumstance at Thomas Cook Group On The Brink B Transformation Year 1 Results is not entirely complying with Theory X, it can be seen that brand-new hires are discovering this atmosphere rather stressful which might ultimately lead to a higher disposition of the monitoring towards Concept X. Even while analyzing Lewis's administration design, theory X might have been suitable in the operations division to some extent yet the Advertising division would certainly call for reliance on Concept Y in order to obtain the creative thinking and also originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's worry about bringing harmony between the advertising and marketing and advertising division is worried, this would at first lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the marketing as well as marketing department's work, there might be the exact same preliminary separate which could lead to the 2nd phase of 'storming' where the groups test one another.

Bridges' Shift Version: According To William Bridge's theory (appendix 4), individuals are quite uncomfortable with modification, which is obvious by the scenario at Thomas Cook Group On The Brink B Transformation Year 1 Results The circumstance can be seen as a typical training course of life if is examined based on Bridge's concept where he clarifies that individuals undergo three stages of shift when they experience change. 'End, losing and Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with change, they get in stage one and so there might be feelings like unhappiness, uncertainty, stress, rage, worry, rejection and also disorientation.The scenario at the advertising and marketing department of Thomas Cook Group On The Brink B Transformation Year 1 Results is similar so Lewis can get comfortable with the suggestion that it is not phenomenal actions. In the 2nd phase, there might be a demand to link the space between the brand-new as well as old society so Lewis may have to face this ordeal as soon as Krasnow leaves. There may be reduced morale as well as low efficiency at this phase which ought to not be taken as a trouble. It is throughout this stage that Lewis will certainly need to offer support to the department so that they can locate a sense of direction. It can be seen how Krasnow has already made this shift much easier by making Lewis get associated with the department a year before his real departure. According to Bridges' Version, stage three will certainly produce openness to knowing, High power as well as dedication as people will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB issue pertaining to instability at the office has been caused firstly by the change in management as well as secondly by the reality that the merging will certainly no longer be initiated. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has discusses the value of 'protection needs as being a reduced level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe as well as out of danger' is at the second level of demands. Prior to an employee can be made to create mentally, he needs to have his 'Physical 'and 'Safety and security' requires fulfilled. This suggests that unless the workers are made to really feel secure concerning their existing employment status in Thomas Cook Group On The Brink B Transformation Year 1 Results they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Thomas Cook Group On The Brink B Transformation Year 1 Results Case Study

Implication of Analysis.

The OB analysis has actually taken a look at various concepts to comprehend just how to deal with the present circumstance handy. The following 3 alternatives have been proposed to assist Lewis manage the organizational challenges in the marketing division. Each of these alternatives has been recommended for alleviating the transition required to bring the marketing division according to the demands of the market and for making the social change that would certainly adhere to when the current leader leaves.

Assimilation of advertising and marketing features. Separating Adverting as well as Production functions. Assimilation of Advertising And Marketing with Procedures.

Assessment of Alternatives.

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

The benefit of this technique is that it will certainly integrate the two functions while minimizing the demand for employing an added resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing division and also in any case her substitute would certainly be needed for the current function that she is doing. The negative aspect of this choice is that external hiring may produce bitterness from inner workers that may be eying the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Manufacturing: Offered the competitive stress as well as premium quality work called for from the ad agency, it is suggested that Lewis ought to permit the manufacturing system to be a separate feature from the advertising and marketing unit. Since a lot of ad agency had these two functions as separate devices, it makes even more feeling to comply with the norm. In addition to this, both functions might be able to focus on their core turns on much more efficiently. However, the downside of this approach would certainly be that added costs would certainly have to be birthed for setting up different production features. In addition to this, a manufacturing head may have to be employed which might enhance overheads for the organization.

Integration of Marketing with Workflows: Considering that Lewis is already taking care of the advertising and marketing as well as procedures departments simultaneously; it makes feeling to integrate the 2 features since she has been successfully taking care of both ends. The reality that Lewis has to adjust her administration style for the advertising and marketing division suggests that these 2 departments would certainly be culturally diverse.


An examination of the 3 choices shows that assimilation of advertising and operations would not be a possible relocation due to the vast distinctions between the two departments regardless of the reality that presently Lewis is taking care of both. While splitting up of the production function might have been a beneficial action for the marketing division, the reality that it would certainly suggest placing a 3rd function under Lewis's wing implies this must be prevented.

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

Advertising and Marketing functions would be combined.

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

Manufacturing function will remain part of advertising under advertising feature.

Lewis will certainly separate herself from procedures.

A democratic management design with staff member empowerment will certainly be utilized in advertising division.

Open up door policy and also emphasis on cross departmental interaction will be focused on getting rid of disharmony.

Contingency strategy.

If the assimilation does not work out as planned, a contingency plan would follow which would certainly separate the production feature from the advertising and marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing function will certainly be separated by putting it under an SVP production.