Ultra The Quest For Leadership B Case Study Solution


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Ultra The Quest For Leadership B Case Study Analysis

Background and Facts

Ultra The Quest For Leadership B an office supplies store for little and moderate sized businesses has lately been associated with preparing for a merger with its competitor Residence Deport, which has actually impacted effectiveness levels in departmentswith the senior supervisor associated with legal problems put forth by the government Profession Compensation. With the Advertising Head advancing the information of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the future. With challenges in the kind of a potential cultural adjustment and also reduced employee spirits, the company is in need of a full reengineering initiative at the advertising division.

Trouble Declaration

The possible social adjustment at the marketing division of Ultra The Quest For Leadership B is raising unpredictability in the working environment bring about numerous difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting calculated choices because Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's intervention while doing so. Provided the reality that the shop has a global presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries may have the ability to influence efficiency or tactical goals. Federal Profession Compensation's antitrust match against the merging took up useful time of the organization's senior management suggesting that 'political' factors can have severe effects for an international service.

Economic Factors: Financial factors such as the appearance of small companies in the international situation suggest that Ultra The Quest For Leadership B is thriving in a setting where there is possible growth of organisations. Along with this, truth that store clients are mostly seeking workplace products for office recommends that the market has a rising trend of business owners as well as home companies.

Social factors: Social fads in the economic climate show that consumers are trying to find benefit as well as appealing prices. Market research shows how the customer for Ultra The Quest For Leadership B does not have awareness regarding finding solutions which can provide a combination of benefit and also low costs.

Technological factors: Modern technology plays a crucial duty in Ultra The Quest For Leadership B's service approach especially as the organization is piloting Innovation centers which would supply technology sales and assistance in the type of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues as well as Symptoms.

Several underlying Business Habits concerns can be seen in Ultra The Quest For Leadership B's case as highlighted in this area.

Apprehensions regarding social change: There is worry regarding a cultural change that would certainly take place as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with most of the team member already revealing discontent over this prospective move. This expected change has actually created stress and anxiety in the work environment which has been paired with the past tension of preparing the firm for a possible merger with Home Deport.

Stressful Job Atmosphere for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a fast-paced organization. Not just does this lead to problem in finding the ideal people, it puts stress on new hires as can not withstand the rate as well as stress that the company anticipates them to birth.

Double Coverage Lines: Newbies locate this organizational culture cumbersome and difficult to cope with particularly as populated line connections are implied to be weaker as a whole and unbiased setting and also performance evaluation is still done by the solid line manager. This implies that beginners can shed quality regarding their respective roles and also objectives particularly as populated line reporting does not keep them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had been speculated that the latter would take Krasnow's position came as a blow to her spirits. Lewis might have been capable as well as ideal for the task yet the reality that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Fear as well as instability can be determined as two major concerns that Lewis would be handling especially as the merging has now be cancelled and also two elderly executives of the advertising division would certainly be leaving. The entire responsibility of the department would certainly be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a cultural change but would likewise have to prove herself in her brand-new function.

Inappropriate Administration Style of Leader: Lewis's management design and its incompatibility with the advertising division's function can likewise be seen as an OB obstacle especially as she has been used to dealing with issues in the operations division where workers are educated to focus on processes as well as obtain them. The marketing department on the various other hand can be viewed as a group of individuals who are used to being nurtured by Krasnow who focused a lot more on output than processes.

Interdepartmental Arguments: Interdepartmental differences in between three divisions, advertising, merchandizing and operations specifically over the allotment of the advertising mix can be recognized as an additional OB worry. The advertising department does not share the exact same vision as the various other 2 departments pertaining to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allotment among one another either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising divisions can be determined as another OB problem which might require additional interest. The truth that the advertising and marketing sections in the marketing division are disconnected is protecting against both divisions from acquiring from each various other's experience and also knowledge. Combination of advertising with retailing and operations would certainly come to be harder if the marketing department itself is degenerated which can be another potential OB concern.

Ultra The Quest For Leadership B Analysis

Numerous theories have actually been used to explain the circumstances to obtain additional clarity concerning the circumstance handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that juniors are easy and careless, have little passion and also stand up to adjustment. The situation at Ultra The Quest For Leadership B is not completely following Theory X, it can be seen that new hires are finding this setting instead demanding which may at some point lead to a better inclination of the management towards Concept X. Also while analyzing Lewis's monitoring style, theory X may have been ideal in the procedures division to some level yet the Marketing department would call for dependence on Theory Y in order to obtain the creative thinking as well as creativity from the teams.

Tuckman's Synergy Concept: As much as Lewis's issue regarding bringing harmony between the advertising and marketing as well as advertising department is concerned, this would originally lead to conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. By combining the marketing and marketing division's work, there may be the same first separate which might lead to the second phase of 'storming' where the teams challenge one another.

Bridges' Change Version: Based On William Bridge's theory (appendix 4), individuals are fairly uncomfortable with change, which is noticeable by the situation at Ultra The Quest For Leadership B The circumstance can be viewed as a normal program of life if is studied based on Bridge's concept where he describes that people undergo 3 phases of shift when they experience adjustment. 'Ending, shedding and also Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people are presented with modification, they enter phase one therefore there may be emotions like despair, unpredictability, disappointment, anger, fear, denial and disorientation.The situation at the marketing department of Ultra The Quest For Leadership B is comparable so Lewis can get comfortable with the idea that it is not remarkable behavior. In the second stage, there may be a requirement to connect the void between the brand-new and also old society so Lewis might need to face this ordeal as soon as Krasnow leaves. There may be low spirits and also reduced performance at this phase which should not be taken as a problem. It is during this phase that Lewis will have to give support to the department to make sure that they can locate a sense of direction. It can be seen exactly how Krasnow has currently made this shift easier by making Lewis obtain associated with the division a year before his actual departure. Based on Bridges' Version, phase 3 will bring about visibility to discovering, High energy and commitment as individuals will certainly embrace the modification (Bridges, 2004).

Maslow's Need power structure: The OB problem related to instability at the workplace has actually been activated to start with by the modification in monitoring as well as secondly by the fact that the merger will no longer be started. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has reviews the value of 'safety and security needs as being a lower degree need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel safe as well as safe' goes to the 2nd level of needs. Before a worker can be made to establish psychologically, he needs to have his 'Physiological 'as well as 'Security' needs fulfilled. This indicates that unless the personnel are made to feel safe about their present employment standing in Ultra The Quest For Leadership B they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Ultra The Quest For Leadership B Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at different concepts to recognize exactly how to cope with the existing situation available. The complying with three options have been proposed to help Lewis handle the business difficulties in the advertising and marketing department. Each of these choices has actually been suggested for relieving the shift required to bring the advertising department in line with the requirements of the marketplace and for making the cultural change that would certainly comply with as soon as the current leader leaves.

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

Assessment of Alternatives.

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

The advantage of this technique is that it will incorporate both functions while reducing the demand for employing an added source for advertising. Lewis would certainly be heading the advertising division as well as in any case her substitute would certainly be needed for the present role that she is carrying out. The drawback of this option is that exterior hiring might produce animosity from inner personnel who may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Provided the competitive pressures and top quality work required from the ad agency, it is advised that Lewis must permit the production unit to be a separate feature from the marketing device. Because the majority of advertising agencies had these 2 features as different systems, it makes more feeling to comply with the norm. In addition to this, both features might have the ability to concentrate on their core triggers more successfully. Nonetheless, the drawback of this strategy would certainly be that added costs would have to be borne for establishing different production features. In addition to this, a manufacturing head may have to be worked with which can boost overheads for the company.

Combination of Advertising with Workflows: Since Lewis is currently taking care of the marketing and operations divisions all at once; it makes sense to integrate the two features because she has been effectively taking treatment of both ends. The fact that Lewis has to adjust her management style for the advertising and marketing division suggests that these two divisions would certainly be culturally diverse.


An analysis of the three choices shows that combination of marketing and procedures would not be a practical relocation due to the vast differences between the 2 divisions regardless of the fact that currently Lewis is handling both. While separation of the manufacturing function may have been a favorable action for the advertising and marketing division, the truth that it would certainly mean putting a 3rd function under Lewis's wing indicates this must be avoided.

Action Strategy.

Lewis will take control of the role of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be combined.

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

Manufacturing feature will stay part of marketing under marketing feature.

Lewis will separate herself from procedures.

An autonomous management style with worker empowerment will be used in marketing division.

Open door policy as well as focus on cross departmental interaction will be focused on removing disharmony.

Contingency strategy.

If the assimilation does not exercise as planned, a backup plan would certainly adhere to which would separate the manufacturing function from the marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will most definitely be divided by positioning it under an SVP production.