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Ultra The Quest For Leadership A Case Study Analysis

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Ultra The Quest For Leadership A Case Study Analysis

Background and Facts

Ultra The Quest For Leadership A an office materials merchant for tiny and moderate sized companies has lately been associated with preparing for a merging with its rival Home Deport, which has actually affected effectiveness levels in departmentswith the senior manager associated with lawful problems presented by the federal Profession Commission. With the Advertising and marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With challenges in the type of a potential social adjustment and also reduced employee spirits, the organization is in need of a complete reengineering initiative at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural modification at the advertising division of Ultra The Quest For Leadership A is raising unpredictability in the working environment resulting in numerous challenges for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting tactical choices considering that Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Trade Payment's treatment at the same time. Provided the fact that the store has a global existence with branches in UK, USA, Canada and Germany, political factors in each of these nations might have the ability to affect efficiency or critical objectives. Federal Profession Payment's antitrust fit versus the merging took up valuable time of the company's senior administration suggesting that 'political' factors can have serious ramifications for a worldwide business.

Economic Factors: Economic factors such as the appearance of local business in the worldwide scenario recommend that Ultra The Quest For Leadership A is growing in a setting where there is possible development of organisations. Along with this, fact that shop customers are mostly searching for office products for office recommends that the market has a rising pattern of business owners and also home based businesses.

Social factors: Social fads in the economic situation reveal that consumers are searching for convenience along with attractive prices. Market research demonstrates how the customer for Ultra The Quest For Leadership A does not have understanding regarding locating options which can use a mix of benefit and also affordable.

Technical factors: Innovation plays an important function in Ultra The Quest For Leadership A's business strategy especially as the organization is piloting Innovation facilities which would offer technology sales and also assistance in the type of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues as well as Effects.

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

Worries regarding social change: There is apprehension concerning a cultural adjustment that would occur as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Marketing with a lot of the personnel currently showing unhappiness over this possible relocation. This predicted adjustment has actually created tension in the office which has been paired with the previous tension of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is lack of employees that can match the stressful environment of a busy company. Not just does this bring about problem in finding the ideal individuals, it places anxiety on new hires as can not endure the speed and also pressure that the organization anticipates them to birth.

Twin Reporting Lines: Newcomers discover this organizational culture difficult and hard to handle particularly as dotted line relationships are meant to be weak generally and objective setup as well as efficiency analysis is still done by the strong line supervisor. This means that newcomers could shed quality regarding their particular duties as well as purposes particularly as populated line coverage does not keep them in direct interaction with the solid line managers.

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

Concern & Job Instability: Concern as well as instability can be identified as two major concerns that Lewis would certainly be handling especially as the merging has now be terminated and 2 elderly executives of the advertising division would certainly be leaving. The whole obligation of the department would be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a social modification but would also need to prove herself in her new duty.

Incompatible Administration Design of Leader: Lewis's management style and its conflict with the advertising division's function can likewise be seen as an OB obstacle specifically as she has been utilized to dealing with issues in the operations department where employees are shown to focus on processes and obtain them. The advertising and marketing department on the other hand can be seen as a team of individuals that are utilized to being supported by Krasnow that focused much more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental differences in between 3 divisions, advertising, merchandizing and procedures specifically over the allocation of the marketing mix can be determined as one more OB problem. Although the advertising and marketing department does not share the same vision as the other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and procedures departments do not agree over the marketing mix allotment among each other either.

Disintegration in Advertising And Marketing Department: Disintegration in between the advertising and marketing divisions can be recognized as another OB issue which can need more focus. The fact that the marketing and advertising sections in the marketing department are disconnected is protecting against both divisions from getting from each other's experience as well as proficiency. Integration of advertising with merchandising and procedures would become harder if the marketing division itself is disintegrated which can be another potential OB concern.

Ultra The Quest For Leadership A Analysis

Numerous theories have actually been utilized to describe the conditions to get further quality concerning the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are passive and also careless, have little passion and resist modification. The hard version of this theory stressed coercion, tight controls, risks and penalties. Gradually it produces reduced efficiency, refined sabotage and competition (Deal, 2003). The situation at Ultra The Quest For Leadership A is not totally complying with Concept X, it can be seen that new hires are finding this atmosphere instead demanding which might ultimately lead to a better disposition of the administration in the direction of Concept X. According to McGregor's supported sight, which he called Theory Y, the vital task of the monitoring is to organize organizational problems so that individuals can attain their own goals best by directing their initiatives in the direction of organizational benefits. If individuals locate no fulfillment in their work, the administration would have little choice but to depend on theory X and also outside control (Deal, 2003). Even while assessing Lewis's monitoring design, concept X may have appropriated in the procedures division to some extent but the Marketing department would certainly call for dependence on Theory Y so as to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Theory: As much as Lewis's concern concerning bringing consistency between the marketing as well as advertising and marketing department is worried, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing and also advertising and marketing division's work, there may be the very same first detach which might lead to the second stage of 'storming' where the teams challenge one an additional.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), people are rather unpleasant with modification, which is apparent by the circumstance at Ultra The Quest For Leadership A The situation can be seen as a regular course of life if is researched according to Bridge's concept where he describes that people undergo three phases of transition when they experience change. 'Closing, losing and also Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people are presented with change, they get in phase one and so there may be emotions like despair, uncertainty, frustration, rage, worry, rejection and disorientation.The scenario at the advertising and marketing department of Ultra The Quest For Leadership A is comparable so Lewis can get comfy with the idea that it is not phenomenal behavior. In the 2nd phase, there may be a requirement to link the space between the new and also old society so Lewis may have to encounter this challenge as soon as Krasnow leaves. There might be reduced spirits as well as low performance at this phase which must not be taken as an obstacle. It is during this stage that Lewis will certainly have to provide guidance to the department to make sure that they can discover an orientation. It can be seen just how Krasnow has currently made this shift less complicated by making Lewis obtain involved in the department a year prior to his real separation. According to Bridges' Model, stage three will certainly cause openness to discovering, High power and dedication as people will embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB issue related to instability at the office has actually been activated to start with by the change in monitoring as well as secondly by the reality that the merger will no more be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the significance of 'safety and security needs as being a lower level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected as well as out of danger' is at the 2nd level of requirements. Before a worker can be made to develop emotionally, he requires to have his 'Physical 'and 'Security' requires satisfied. This suggests that unless the employees are made to really feel protected about their existing employment status in Ultra The Quest For Leadership A they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Ultra The Quest For Leadership A Case Study



Effects of Analysis.

The OB analysis has looked at numerous concepts to recognize just how to deal with the present scenario available. The complying with three options have actually been suggested to help Lewis handle the business difficulties in the marketing department. Each of these choices has been suggested for relieving the transition required to bring the advertising and marketing department according to the requirements of the marketplace and also for making the social change that would certainly follow once the existing leader leaves.

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

Assessment of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business marketing along with company and also retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both advertising and marketing and advertising functions.

The advantage of this technique is that it will integrate both features while minimizing the need for working with an added source for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and also in any case her replacement would be required for the present role that she is performing. The downside of this choice is that exterior hiring may produce resentment from internal personnel that may be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Manufacturing: Given the affordable pressures as well as excellent quality work needed from the ad agency, it is suggested that Lewis ought to allow the manufacturing unit to be a separate feature from the advertising system. Because a lot of advertising agencies had these 2 features as separate units, it makes even more feeling to follow the standard. Both features may be able to focus on their core triggers much more effectively. The drawback of this technique would certainly be that added prices would certainly have to be borne for establishing up different production functions. A production head may have to be employed which might raise overheads for the company.

Assimilation of Advertising And Marketing with Workflows: Considering that Lewis is currently taking care of the advertising and also procedures divisions at the same time; it makes feeling to incorporate the 2 features since she has been efficiently taking care of both ends. The fact that Lewis has to adapt her monitoring style for the marketing division suggests that these 2 departments would certainly be culturally varied.

Suggestion.



An examination of the three options shows that integration of advertising and marketing as well as operations would not be a practical action due to the vast differences between the two divisions regardless of the truth that presently Lewis is managing both. While splitting up of the manufacturing feature may have been a favorable step for the advertising and marketing division, the truth that it would mean putting a third feature under Lewis's wing implies this ought to be stayed clear of.

Action Strategy.
Recommendation
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

Production function will stay component of advertising and marketing under advertising function.

Lewis will separate herself from procedures.

An autonomous management design with staff member empowerment will certainly be made use of in advertising and marketing division.

Open up door plan and focus on cross departmental communication will be focused on removing disharmony.

Contingency plan.

If the combination does not work out as planned, a contingency strategy would certainly comply with which would divide the manufacturing function from the advertising function to decrease 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 manufacturing feature will absolutely be separated by positioning it under an SVP production.