Tru Fit Parts Inc Case Study Solution


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Tru Fit Parts Inc Case Study Solution

Background and Facts

Tru Fit Parts Inc a workplace supplies seller for tiny as well as average sized businesses has actually lately been associated with planning for a merger with its competitor Home Deport, which has actually influenced efficiency degrees in departmentswith the elderly manager involved in legal complications presented by the government Profession Compensation. With the Advertising and marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the future. With challenges in the form of a potential cultural change and reduced employee morale, the company requires a full reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective social modification at the advertising division of Tru Fit Parts Inc is boosting unpredictability in the workplace leading to numerous challenges for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting calculated choices because Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention while doing so. Given the fact that the shop has a global visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries might have the ability to affect performance or strategic objectives. Federal Profession Payment's antitrust match against the merger took up useful time of the company's elderly management suggesting that 'political' factors can have major effects for an international business.

Economic Factors: Financial factors such as the appearance of small companies in the global scenario suggest that Tru Fit Parts Inc is growing in a setting where there is prospective development of companies. Along with this, fact that shop customers are primarily seeking workplace products for home offices recommends that the marketplace has a rising trend of entrepreneurs and home companies.

Social factors: Social fads in the economic climate show that customers are looking for ease in addition to attractive costs. Marketing research shows how the client for Tru Fit Parts Inc does not have understanding concerning finding services which can provide a combination of convenience as well as low costs.

Technological factors: Modern technology plays an important role in Tru Fit Parts Inc's service technique specifically as the organization is piloting Technology centers which would certainly use modern technology sales and support in the form of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Organizational Actions concerns can be seen in Tru Fit Parts Inc's case as highlighted in this section.

Apprehensions regarding social modification: There is apprehension regarding a cultural modification that would certainly take place once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the team member already revealing unhappiness over this potential relocation. This anticipated change has produced stress and anxiety in the work environment which has been paired with the previous stress of preparing the company for a possible merger with Home Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is lack of workers that can match the demanding setting of a hectic organization. Not only does this cause difficulty in finding the appropriate people, it puts stress on brand-new hires as can not stand up to the rate and also stress that the organization anticipates them to birth.

Dual Reporting Lines: Beginners discover this organizational culture difficult as well as hard to manage specifically as dotted line partnerships are meant to be weaker as a whole and also objective setting and also performance analysis is still done by the strong line manager. This implies that beginners can lose clearness regarding their respective roles as well as objectives specifically as populated line coverage does not keep them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been speculated that the latter would certainly take Krasnow's position came as an impact to her spirits. Lewis might have been capable and also appropriate for the task but the fact that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Concern and instability can be determined as 2 significant worries that Lewis would certainly be handling specifically as the merger has currently be cancelled and also two senior executives of the marketing division would certainly be leaving. The whole duty of the department would be falling on Lewis's shoulders that would not just supervise of brining about a cultural change but would also have to prove herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's monitoring design as well as its conflict with the marketing division's function can likewise be viewed as an OB challenge especially as she has actually been utilized to handling problems in the procedures department where employees are shown to concentrate on procedures and obtain them right. The marketing department on the various other hand can be viewed as a group of individuals that are utilized to being supported by Krasnow who concentrated more on result than procedures.

Interdepartmental Arguments: Interdepartmental disagreements between three divisions, advertising, merchandizing as well as procedures respectively over the allowance of the marketing mix can be recognized as an additional OB problem. Although the advertising and marketing division does not share the exact same vision as the other two departments regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations departments do not agree over the advertising mix appropriation amongst one another either.

Disintegration in Advertising And Marketing Department: Disintegration in between the advertising and marketing divisions can be identified as one more OB concern which could need additional attention. The fact that the marketing and advertising sections in the advertising and marketing department are detached is stopping both departments from gaining from each various other's experience and know-how. Combination of advertising and marketing with retailing and also operations would certainly come to be more difficult if the marketing division itself is degenerated which can be an additional potential OB concern.

Tru Fit Parts Inc Analysis

Different theories have actually been used to describe the scenarios to get further clarity about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are easy as well as careless, have little passion and stand up to modification. The tough variation of this theory highlighted browbeating, limited controls, hazards and also penalties. Over time it creates low efficiency, refined sabotage and also rivalry (Offer, 2003). Although the scenario at Tru Fit Parts Inc is not entirely adhering to Theory X, it can be seen that new hires are finding this atmosphere instead stressful which might ultimately result in a greater inclination of the management in the direction of Theory X. According to McGregor's advocated sight, which he called Theory Y, the vital task of the administration is to set up business problems to ensure that people can achieve their own goals best by guiding their efforts towards business incentives. If individuals locate no complete satisfaction in their job, the monitoring would certainly have little selection but to depend on concept X as well as outside control (Deal, 2003). Even while evaluating Lewis's administration design, concept X may have been suitable in the operations department to some extent but the Marketing department would certainly need reliance on Theory Y so as to get the creativity and creativity from the teams.

Tuckman's Synergy Concept: As much as Lewis's problem about bringing consistency between the advertising and marketing and advertising division is worried, this would initially lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the marketing as well as advertising department's job, there might be the very same preliminary detach which might lead to the 2nd phase of 'storming' where the groups challenge one an additional.

When individuals are offered with modification, they get in phase one as well as so there may be emotions like unhappiness, unpredictability, aggravation, anger, anxiety, denial and also disorientation.The scenario at the marketing division of Tru Fit Parts Inc is comparable so Lewis can get comfy with the concept that it is not extraordinary habits. It is during this stage that Lewis will have to give assistance to the division so that they can discover a feeling of direction. It can be seen just how Krasnow has currently made this change easier by making Lewis get involved in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the value of 'security requires as being a reduced level requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected and out of danger' is at the second level of demands. Prior to an employee can be made to establish psychologically, he needs to have his 'Physical 'and also 'Safety' needs met.

SWOT Analysis for Tru Fit Parts Inc Case Study

Implication of Analysis.

The OB analysis has actually considered various concepts to comprehend just how to manage the existing scenario available. The complying with 3 choices have actually been proposed to help Lewis take care of the business obstacles in the advertising department. Each of these alternatives has actually been suggested for easing the transition needed to bring the advertising division in accordance with the needs of the market and also for making the social modification that would follow when the current leader leaves.

Combination of advertising and marketing functions. Separating Adverting as well as Manufacturing functions. Integration of Advertising with Operations.

Assessment of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has expertise in business-to-business advertising and marketing along with agency and retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both advertising and marketing as well as marketing features.

The benefit of this approach is that it will certainly integrate both functions while reducing the demand for employing an extra source for advertising. Along with this, Lewis would certainly be heading the advertising division and in any case her replacement would certainly be needed for the current role that she is doing. The drawback of this option is that outside hiring may cause bitterness from interior personnel who might be looking at the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Production: Provided the competitive stress as well as high quality job needed from the ad agency, it is recommended that Lewis needs to permit the manufacturing device to be a different function from the marketing device. Considering that most advertising agencies had these 2 features as different devices, it makes more feeling to follow the norm. Both functions may be able to focus on their core triggers a lot more efficiently. The disadvantage of this approach would be that added prices would certainly have to be borne for establishing up different production features. Along with this, a production head may need to be employed which might raise overheads for the organization.

Assimilation of Advertising And Marketing with Operations: Considering that Lewis is already taking care of the advertising and also procedures divisions at the same time; it makes feeling to integrate the 2 features given that she has actually been successfully taking treatment of both ends. The reality that Lewis has to adapt her management design for the advertising department suggests that these 2 divisions would certainly be culturally diverse.


An assessment of the 3 options shows that integration of advertising as well as operations would not be a possible step because of the huge differences between the two divisions although that presently Lewis is dealing with both. While splitting up of the production function may have been a favorable action for the marketing division, the reality that it would certainly indicate placing a 3rd function under Lewis's wing implies this must be stayed clear of also. The assimilation of the advertising and marketing division is the best alternative in terms of obtaining the optimal results from the department. An activity prepare for this choice is talked about listed below.

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

Advertising and Marketing functions would certainly be combined.

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

Manufacturing function will certainly remain part of advertising under advertising and marketing function.

Lewis will certainly separate herself from procedures.

An autonomous management style with staff member empowerment will certainly be utilized in marketing division.

Open up door policy and emphasis on cross departmental interaction will certainly be focused on eliminating dissonance.

Contingency plan.

If the combination does not work out as prepared, a contingency strategy would comply with which would separate the production function from the marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing feature will absolutely be divided by putting it under an SVP manufacturing.