Time Incs Entry Into The Entertainment Industry B Case Study Solution


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Time Incs Entry Into The Entertainment Industry B Case Study Analysis

Background and Facts

Time Incs Entry Into The Entertainment Industry B a workplace supplies seller for tiny and also medium sized businesses has recently been involved in planning for a merger with its competitor Home Deport, which has influenced effectiveness degrees in departmentswith the elderly manager associated with legal issues put forth by the federal Profession Payment. With the Advertising Head advancing the information of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the near future. With challenges in the form of a potential cultural adjustment and low worker spirits, the organization needs a complete reengineering effort at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective social modification at the marketing department of Time Incs Entry Into The Entertainment Industry B is raising uncertainty in the working environment causing numerous difficulties for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting critical choices because Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Commission's intervention while doing so. Given the truth that the store has a worldwide existence with branches in UK, USA, Canada as well as Germany, political consider each of these nations might have the ability to influence efficiency or tactical goals. Federal Profession Payment's antitrust fit versus the merging took up beneficial time of the organization's senior management recommending that 'political' factors can have serious implications for a worldwide business.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide situation suggest that Time Incs Entry Into The Entertainment Industry B is growing in a setting where there is prospective development of services. Reality that shop consumers are primarily looking for workplace products for home offices suggests that the market has a climbing trend of business owners and house based companies.

Social factors: Social trends in the economic situation reveal that customers are seeking ease in addition to attractive rates. Market research shows how the client for Time Incs Entry Into The Entertainment Industry B lacks understanding about finding solutions which can provide a mix of comfort and inexpensive.

Technical factors: Modern technology plays an important role in Time Incs Entry Into The Entertainment Industry B's business method particularly as the organization is piloting Innovation facilities which would provide innovation sales and support in the type of memory upgrades, outer installments. (Recap of BUG in appendix 2).

OB Issues and Manifestations.

Numerous underlying Business Behavior problems can be seen in Time Incs Entry Into The Entertainment Industry B's case as highlighted in this section.

Uneasiness regarding social modification: There is concern regarding a social adjustment that would certainly take place when Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with most of the staff members currently showing unhappiness over this prospective action. This predicted adjustment has developed stress in the office which has actually been coupled with the previous stress of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is lack of personnel that can match the difficult setting of a hectic organization. Not only does this bring about problem in locating the ideal people, it puts stress and anxiety on new hires as can not hold up against the speed and stress that the company expects them to birth.

Twin Reporting Lines: Novices find this business society cumbersome and difficult to cope with specifically as populated line connections are meant to be weak in general and unbiased setting and performance evaluation is still done by the solid line manager. This indicates that newcomers could lose clearness about their particular functions as well as goals especially as populated line coverage does not maintain them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been hypothesized that the latter would take Krasnow's position came as a strike to her morale. Lewis might have been qualified and also appropriate for the work however the truth that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Instability: Worry and instability can be determined as two major problems that Lewis would certainly be dealing with especially as the merger has currently be cancelled and also 2 elderly execs of the marketing division would be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining concerning a social modification yet would likewise need to verify herself in her new role.

Inappropriate Management Style of Leader: Lewis's management design as well as its conflict with the advertising department's function can also be seen as an OB obstacle specifically as she has been used to dealing with problems in the operations division where employees are shown to concentrate on processes as well as get them. The marketing division on the other hand can be seen as a team of people who are used to being nurtured by Krasnow that focused much more on result than procedures.

Interdepartmental Disputes: Interdepartmental disputes in between three departments, advertising, merchandizing and procedures specifically over the allowance of the advertising and marketing mix can be identified as one more OB problem. The marketing department does not share the same vision as the various other two departments relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix allowance amongst one an additional either.

Fragmentation in Advertising Division: Fragmentation in between the marketing and advertising divisions can be identified as one more OB issue which could need additional attention. The truth that the advertising and marketing areas in the marketing division are disconnected is protecting against both departments from getting from each various other's experience as well as competence. Assimilation of marketing with merchandising as well as procedures would become harder if the marketing department itself is disintegrated which can be an additional possible OB concern.

Time Incs Entry Into The Entertainment Industry B Analysis

Different concepts have been utilized to explain the situations to obtain more clearness regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that subordinates are passive and also careless, have little aspiration as well as resist modification. The situation at Time Incs Entry Into The Entertainment Industry B is not entirely adhering to Concept X, it can be seen that new hires are discovering this setting instead difficult which might at some point lead to a greater inclination of the monitoring towards Concept X. Also while assessing Lewis's management design, theory X may have been suitable in the operations department to some level however the Advertising department would certainly call for dependence on Concept Y in order to get the imagination and also originality from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's issue concerning bringing consistency in between the marketing and advertising division is worried, this would originally bring about conflict 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 advancement, individuals might not bond, as they are hectic locating their area in the team. By incorporating the marketing and advertising department's job, there might coincide first disconnect which could lead to the second stage of 'storming' where the teams challenge one another. It is only during the 3rd phase or 'norming' when they would come with each other to share concepts prior to the group can bring about synergy in the 4th phase 'doing'.

When people are offered with adjustment, they get in stage one and so there may be emotions like despair, uncertainty, stress, rage, concern, denial as well as disorientation.The scenario at the advertising department of Time Incs Entry Into The Entertainment Industry B is comparable so Lewis can obtain comfy with the concept that it is not extraordinary behavior. It is during this phase that Lewis will certainly have to offer guidance to the division so that they can locate a sense of instructions. It can be seen how Krasnow has currently made this transition easier by making Lewis obtain entailed in the department a year before his real departure.
Vrio Analysis
Maslow's Need pecking order: The OB concern related to instability at the office has been set off first of all by the modification in administration as well as secondly by the truth that the merging will no more be launched. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has goes over the relevance of 'security needs as being a lower degree need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel safe as well as safe' is at the second level of requirements. Prior to a staff member can be made to create mentally, he requires to have his 'Physical 'and also 'Safety and security' needs satisfied. This shows that unless the employees are made to feel protected regarding their current work condition in Time Incs Entry Into The Entertainment Industry B they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Time Incs Entry Into The Entertainment Industry B Case Study

Effects of Analysis.

The OB analysis has actually looked at various theories to comprehend how to manage the existing situation available. The complying with 3 alternatives have been proposed to aid Lewis manage the organizational difficulties in the marketing department. Each of these options has actually been proposed for reducing the change needed to bring the advertising and marketing division in accordance with the requirements of the marketplace and for making the social adjustment that would follow when the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting as well as Production features. Integration of Advertising And Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business marketing along with firm and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both marketing and advertising and marketing functions.

The advantage of this approach is that it will certainly integrate both functions while minimizing the requirement for employing an additional source for advertising and marketing. In addition to this, Lewis would be heading the advertising department and in any case her substitute would certainly be required for the present duty that she is doing. The negative aspect of this alternative is that exterior hiring may cause animosity from interior personnel who might be looking at the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Offered the competitive pressures and also high top quality job called for from the advertising agency, it is suggested that Lewis should allow the production system to be a separate function from the marketing system. Given that the majority of marketing agencies had these 2 functions as separate units, it makes more feeling to adhere to the norm.

Assimilation of Advertising And Marketing with Workflows: Considering that Lewis is already caring for the advertising and marketing as well as procedures divisions concurrently; it makes good sense to incorporate the two features since she has actually been successfully taking care of both ends. The truth that both divisions currently have major differences over allotment of resources recommends that this assimilation may have the ability to cause harmony specifically as Lewis would be heading both ends.However there are various drawbacks of this step particularly as it would certainly put too much concern over Lewis's shoulders. The reality that Lewis has to adapt her management style for the advertising department recommends that these 2 divisions would be culturally diverse. Along with this, Lewis might not be able to use one sort of management design to both divisions which might cause ineffectiveness in either among the two functions.


An analysis of the three options indicates that integration of advertising and marketing and procedures would certainly not be a feasible move due to the substantial distinctions in between the two departments regardless of the reality that presently Lewis is dealing with both. While separation of the manufacturing function may have been a desirable move for the marketing department, the reality that it would suggest putting a third feature under Lewis's wing means this should be stayed clear of.

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

Advertising and Marketing features would be merged.

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

Production feature will stay component of advertising under marketing feature.

Lewis will separate herself from procedures.

An autonomous leadership style with worker empowerment will be utilized in marketing department.

Open up door plan as well as emphasis on cross departmental communication will certainly be targeted at eliminating discord.

Contingency plan.

If the combination does not work out as prepared, a backup plan would comply with which would divide the manufacturing function from the advertising and marketing function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the marketing department without an SVP. In that case the production function will certainly be separated by putting it under an SVP production.