Ultra The Quest For Leadership A Case Study Solution


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Background and Facts

Ultra The Quest For Leadership A an office supplies merchant for little and also average sized organisations has recently been involved in planning for a merging with its competitor Residence Deport, which has affected effectiveness levels in departmentswith the senior supervisor associated with legal problems put forth by the government Profession Compensation. With the Marketing Head advancing the information 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 near future. With obstacles in the kind of a possible cultural adjustment as well as reduced employee spirits, the organization requires a full reengineering initiative at the advertising and marketing department.

Problem Declaration

The possible social modification at the marketing division of Ultra The Quest For Leadership A is raising uncertainty in the workplace resulting in numerous difficulties for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting strategic choices considering that Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's intervention while doing so. Provided the fact that the shop has a worldwide existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries might have the ability to affect efficiency or critical objectives. Federal Trade Commission's antitrust suit against the merger used up beneficial time of the organization's senior administration suggesting that 'political' factors can have significant effects for an international service.

Economic Factors: Economic factors such as the development of local business in the global scenario recommend that Ultra The Quest For Leadership A is growing in a setting where there is potential growth of businesses. Truth that store clients are mainly looking for office products for residence offices recommends that the market has a climbing pattern of entrepreneurs and also house based organisations.

Social factors: Social fads in the economic climate reveal that clients are trying to find ease in addition to appealing prices. Market research demonstrates how the client for Ultra The Quest For Leadership A does not have understanding about discovering solutions which can provide a mix of benefit and also affordable.

Technical factors: Modern technology plays an essential duty in Ultra The Quest For Leadership A's service strategy especially as the organization is piloting Modern technology centers which would offer modern technology sales and assistance in the kind of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Business Actions problems can be seen in Ultra The Quest For Leadership A's case as highlighted in this area.

Uneasiness regarding social change: There is uneasiness regarding a social adjustment that would take place when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with the majority of the employee currently showing unhappiness over this prospective action. This anticipated change has developed stress and anxiety in the office which has actually been coupled with the past stress of preparing the company for a prospective merging with House Deport.

Stressful Job Atmosphere for Newcomers: There is lack of employees that can match the difficult atmosphere of a busy company. Not only does this result in difficulty in discovering the ideal individuals, it puts anxiety on brand-new hires as can not hold up against the speed and stress that the organization expects them to bear.

Twin Reporting Lines: Newcomers find this organizational culture difficult and challenging to cope with particularly as dotted line connections are meant to be weaker in general and unbiased setting and performance evaluation is still done by the strong line manager. This means that newcomers might lose clarity about their corresponding roles and goals particularly as populated line coverage does not keep them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's placement came as a blow to her morale. Lewis may have been capable and proper for the work however the reality that Kransnow's departure would make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Job Instability: Worry and insecurity can be recognized as 2 significant concerns that Lewis would be handling specifically as the merger has actually now be terminated as well as two elderly executives of the advertising and marketing division would certainly be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not just be in charge of brining concerning a cultural adjustment however would certainly also have to prove herself in her brand-new function.

Incompatible Administration Style of Leader: Lewis's monitoring design as well as its conflict with the advertising division's function can additionally be seen as an OB challenge particularly as she has actually been made use of to taking care of problems in the operations division where employees are instructed to focus on procedures as well as get them right. The advertising and marketing division on the various other hand can be viewed as a team of people that are made use of to being supported by Krasnow who concentrated more on output than procedures.

Interdepartmental Differences: Interdepartmental disputes in between 3 departments, advertising and marketing, merchandizing as well as procedures specifically over the appropriation of the advertising and marketing mix can be recognized as an additional OB worry. The advertising division does not share the very same vision as the other 2 divisions concerning the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and procedures departments do not agree over the advertising and marketing mix appropriation amongst one another either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the advertising and marketing departments can be determined as an additional OB issue which could need additional focus. The truth that the marketing and advertising areas in the advertising and marketing department are detached is preventing both divisions from gaining from each various other's experience and also competence. Combination of marketing with merchandising as well as procedures would end up being more difficult if the advertising division itself is degenerated which can be an additional possible OB worry.

Ultra The Quest For Leadership A Analysis

Various theories have actually been utilized to describe the conditions to get additional clearness concerning the circumstance at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that subordinates are passive as well as lazy, have little ambition as well as stand up to change. The difficult version of this concept emphasized threat, tight controls, risks and also punishments. Gradually it creates low productivity, refined sabotage and competition (Offer, 2003). The scenario at Ultra The Quest For Leadership A is not completely adhering to Theory X, it can be seen that new hires are locating this environment instead demanding which may eventually lead to a higher inclination of the management towards Concept X. As per McGregor's advocated sight, which he called Theory Y, the important task of the administration is to set up organizational conditions to ensure that people can accomplish their own objectives best by guiding their initiatives towards business incentives. If individuals find no complete satisfaction in their job, the administration would certainly have little selection yet to count on concept X as well as outside control (Offer, 2003). Even while examining Lewis's management style, theory X might have been suitable in the procedures department somewhat yet the Advertising and marketing department would call for dependence on Theory Y so as to get the creative thinking and also originality from the groups.

Tuckman's Team effort Theory: As far as Lewis's concern concerning bringing harmony between the marketing and advertising department is concerned, this would initially cause contrast as reviewed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, throughout the preliminary phase of team advancement, people may not bond, as they are active locating their area in the team. By incorporating the advertising and marketing department's job, there may be the same initial disconnect which could cause the second phase of 'storming' where the groups test each other. It is only during the 3rd stage or 'norming' when they would come together to share suggestions prior to the team can bring around harmony in the 4th stage 'executing'.

Bridges' Shift Design: According To William Bridge's theory (appendix 4), people are rather unpleasant with modification, which is evident by the circumstance at Ultra The Quest For Leadership A The scenario can be viewed as a regular program of life if is researched as per Bridge's theory where he explains that individuals go through three stages of shift when they experience adjustment. 'End, shedding and also Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with change, they get in stage one therefore there may be feelings like despair, unpredictability, aggravation, rage, concern, rejection as well as disorientation.The circumstance at the advertising and marketing department of Ultra The Quest For Leadership A is comparable so Lewis can get comfortable with the concept that it is not extraordinary actions. In the 2nd phase, there may be a requirement to bridge the gap in between the brand-new and old culture so Lewis might have to encounter this challenge when Krasnow leaves. There might be reduced spirits and reduced efficiency at this stage which ought to not be taken as a problem. It is throughout this phase that Lewis will certainly have to give advice to the department to make sure that they can discover a sense of direction. It can be seen just how Krasnow has already made this change simpler by making Lewis get associated with the division a year before his real departure. According to Bridges' Version, phase three will certainly cause visibility to understanding, High power as well as dedication as individuals will certainly welcome the modification (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has reviews the significance of 'security requires as being a lower degree need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure as well as out of threat' is at the 2nd level of demands. Before a worker can be made to establish psychologically, he needs to have his 'Physiological 'as well as 'Safety' needs satisfied.

SWOT Analysis for Ultra The Quest For Leadership A Case Study

Implication of Analysis.

The OB analysis has taken a look at numerous theories to recognize just how to deal with the present circumstance available. The complying with 3 choices have been suggested to assist Lewis take care of the organizational obstacles in the advertising division. Each of these alternatives has actually been proposed for relieving the change needed to bring the advertising and marketing department according to the requirements of the marketplace and for making the cultural modification that would comply with as soon as the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Production functions. Integration of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Assimilation of Advertising & Advertising Functions: The in-house advertising firm of Ultra The Quest For Leadership A is currently toughness for the company in regards to conserving up on overheads connected to advertising and marketing as well as promo. Given that no new employment has actually been done after Bridget Cole's departure with the reporting line being straight assigned to Krasnow for the advertising and marketing function, this is a desirable opportunity for incorporating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with company and retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both advertising and marketing functions.

The advantage of this strategy is that it will certainly integrate both features while reducing the requirement for hiring an added resource for advertising and marketing. Lewis would be heading the marketing division and also in any kind of case her substitute would be required for the current function that she is carrying out. The drawback of this choice is that exterior hiring might cause resentment from interior employees who might be considering the setting of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Production: Offered the affordable pressures and also high quality work required from the marketing firm, it is advised that Lewis ought to allow the manufacturing unit to be a different function from the advertising and marketing device. Considering that the majority of advertising companies had these two features as different systems, it makes even more feeling to adhere to the norm.

Combination of Advertising with Procedures: Considering that Lewis is already dealing with the advertising and marketing and procedures departments simultaneously; it makes good sense to incorporate both functions given that she has been efficiently looking after both ends. The reality that both divisions currently have major differences over allotment of sources suggests that this assimilation might be able to bring about harmony particularly as Lewis would be heading both ends.However there are different downsides of this step especially as it would put excessive problem over Lewis's shoulders. The fact that Lewis has to adapt her monitoring style for the marketing department recommends that these 2 departments would be culturally diverse. Lewis might not be able to apply one type of leadership style to both divisions which might result in inadequacy in either one of the 2 features.


An assessment of the 3 alternatives suggests that integration of marketing and operations would certainly not be a feasible step due to the huge differences in between the two divisions in spite of the reality that currently Lewis is managing both. While separation of the manufacturing function might have been a desirable move for the advertising and marketing department, the fact that it would certainly indicate putting a 3rd feature under Lewis's wing suggests this need to be stayed clear of.

Action Plan.

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

Marketing and advertising features would be combined.

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

Production function will remain part of advertising under marketing feature.

Lewis will certainly separate herself from operations.

An autonomous management style with worker empowerment will certainly be utilized in advertising and marketing department.

Open up door plan as well as focus on cross department interaction will certainly be targeted at removing discord.

Contingency strategy.

If the integration does not work out as intended, a backup plan would adhere to which would certainly separate the manufacturing function from the advertising and marketing function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising department without an SVP. In that case the manufacturing function will absolutely be divided by placing it under an SVP production.