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Ultra The Quest For Leadership B Case Study Analysis

Background and Facts

Ultra The Quest For Leadership B a workplace supplies retailer for small as well as moderate sized organisations has actually lately been involved in preparing for a merger with its competitor House Deport, which has actually impacted performance levels in departmentswith the elderly supervisor involved in lawful complications put forth by the government Profession Payment. With the Advertising and marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the near future. With difficulties in the type of a potential social change and reduced staff member spirits, the company needs a full reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural modification at the advertising department of Ultra The Quest For Leadership B is increasing unpredictability in the working environment causing different obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting calculated decisions considering that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Payment's intervention at the same time. Provided the fact that the shop has an international visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may be able to affect performance or strategic goals. Federal Profession Commission's antitrust match against the merger used up useful time of the company's senior management suggesting that 'political' factors can have serious effects for a worldwide company.

Economic Factors: Financial factors such as the introduction of small businesses in the global circumstance suggest that Ultra The Quest For Leadership B is thriving in an environment where there is potential growth of organisations. Along with this, reality that store consumers are primarily seeking office materials for office recommends that the market has a climbing pattern of business owners as well as home companies.

Social factors: Social trends in the economy reveal that customers are searching for comfort along with attractive prices. Market research shows how the consumer for Ultra The Quest For Leadership B does not have awareness regarding discovering remedies which can provide a combination of benefit and also low costs.

Technological factors: Modern technology plays an important function in Ultra The Quest For Leadership B's service approach particularly as the company is piloting Technology centers which would certainly supply innovation sales as well as assistance in the type of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

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

Concerns regarding social adjustment: There is uneasiness about a social modification that would certainly occur once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with most of the employee already showing unhappiness over this prospective move. This expected change has produced tension in the workplace which has been paired with the past stress of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is lack of workers that can match the difficult environment of a busy organization. Not only does this cause difficulty in discovering the appropriate individuals, it places stress on new hires as can not withstand the speed and stress that the company expects them to birth.

Dual Coverage Lines: Newcomers find this organizational society difficult and also tough to manage especially as populated line partnerships are suggested to be weaker as a whole and also unbiased setup as well as efficiency analysis is still done by the solid line manager. This implies that beginners might shed quality concerning their particular functions and also objectives specifically as populated line reporting does not maintain them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and ideal for the task yet the reality that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Fear & Job Instability: Anxiety as well as insecurity can be recognized as 2 significant problems that Lewis would certainly be taking care of particularly as the merging has actually currently be terminated as well as 2 elderly execs of the advertising department would certainly be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders who would not just supervise of brining concerning a cultural adjustment yet would certainly also have to verify herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's monitoring style and its incompatibility with the marketing department's function can likewise be seen as an OB difficulty specifically as she has been made use of to dealing with problems in the operations division where employees are educated to concentrate on processes and also obtain them. The advertising and marketing department on the other hand can be viewed as a team of people that are used to being supported by Krasnow that concentrated a lot more on result than processes.

Interdepartmental Arguments: Interdepartmental differences in between 3 divisions, advertising, merchandizing and procedures specifically over the allocation of the advertising mix can be identified as an additional OB problem. Although the marketing department does not share the exact same vision as the various other 2 departments relating to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allowance among each other either.

Disintegration in Advertising Division: Disintegration between the advertising and marketing departments can be recognized as another OB issue which can need more interest. The truth that the marketing and advertising sections in the advertising department are detached is avoiding both departments from obtaining from each other's experience as well as proficiency. Combination of marketing with merchandising and operations would end up being more difficult if the marketing division itself is broken down which can be another possible OB concern.

Ultra The Quest For Leadership B Analysis

Numerous concepts have been made use of to clarify the scenarios to get further quality concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers think that subordinates are passive and careless, have little aspiration as well as resist change. The situation at Ultra The Quest For Leadership B is not completely adhering to Concept X, it can be seen that new hires are discovering this atmosphere instead demanding which may eventually lead to a greater inclination of the administration in the direction of Theory X. Also while examining Lewis's management style, theory X might have been appropriate in the operations division to some level but the Advertising and marketing department would call for dependence on Concept Y in order to obtain the imagination and creativity from the groups.

Tuckman's Teamwork Theory: As far as Lewis's issue concerning bringing consistency in between the advertising and marketing and also advertising division is worried, this would at first lead to clash as reviewed by Bruce Tuckman in his 'Team effort Concept'. By combining the marketing and also advertising and marketing department's job, there may be the very same initial disconnect which can lead to the second stage of 'storming' where the groups test one an additional.

When people are provided with adjustment, they get in phase one as well as so there may be feelings like despair, uncertainty, frustration, temper, anxiety, rejection and disorientation.The circumstance at the advertising department of Ultra The Quest For Leadership B is comparable so Lewis can get comfortable with the concept that it is not phenomenal habits. It is throughout this phase that Lewis will have to offer advice to the division so that they can locate a sense of direction. It can be seen exactly how Krasnow has actually already made this change simpler by making Lewis get entailed in the division a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the value of 'safety needs as being a reduced level requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected and out of danger' is at the second degree of requirements. Before a worker can be made to create psychologically, he requires to have his 'Physiological 'as well as 'Safety' requires fulfilled.

SWOT Analysis for Ultra The Quest For Leadership B Case Study



Ramification of Analysis.

The OB analysis has looked at various theories to recognize exactly how to cope with the present situation available. The adhering to three alternatives have actually been suggested to aid Lewis deal with the business challenges in the advertising department. Each of these alternatives has been recommended for alleviating the transition required to bring the advertising department according to the demands of the market as well as for making the social adjustment that would follow as soon as the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and Manufacturing functions. Combination of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

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

The advantage of this technique is that it will certainly integrate the two features while lowering the requirement for working with an additional source for advertising. Lewis would be heading the advertising and marketing division as well as in any case her substitute would certainly be needed for the current duty that she is doing. The disadvantage of this alternative is that external hiring might bring about resentment from internal employees that might be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Given the competitive pressures as well as high quality job needed from the advertising company, it is recommended that Lewis ought to enable the manufacturing system to be a different function from the advertising device. Since most marketing companies had these two features as different units, it makes more sense to comply with the norm.

Assimilation of Advertising with Operations: Since Lewis is currently taking treatment of the advertising as well as operations departments concurrently; it makes sense to integrate the 2 features because she has been efficiently taking treatment of both ends. The fact that Lewis has to adjust her administration design for the advertising and marketing department suggests that these two divisions would certainly be culturally diverse.

Suggestion.



An analysis of the three choices shows that combination of advertising and operations would not be a possible move because of the huge distinctions between the two departments despite the fact that presently Lewis is handling both. While splitting up of the production function may have been a desirable step for the advertising division, the fact that it would certainly mean positioning a third feature under Lewis's wing means this need to be prevented. The combination of the advertising division is the best alternative in regards to obtaining the optimum arise from the department. An action prepare for this option is gone over below.

Activity Strategy.
Recommendation
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will continue to be part of advertising under advertising and marketing feature.

Lewis will certainly divide herself from operations.

A democratic leadership design with staff member empowerment will certainly be utilized in advertising department.

Open door policy and emphasis on cross departmental interaction will certainly be targeted at removing dissonance.

Backup strategy.

If the assimilation does not work out as prepared, a backup strategy would certainly comply with which would divide the manufacturing feature from the advertising feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising department without an SVP. In that case the production function will most definitely be separated by positioning it under an SVP manufacturing.