Ultra The Quest For Leadership B Case Study Help


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Ultra The Quest For Leadership B Case Study Solution

Background and Facts

Ultra The Quest For Leadership B an office materials retailer for little and also average sized businesses has actually just recently been involved in preparing for a merging with its competitor Residence Deport, which has actually impacted efficiency degrees in departmentswith the senior manager involved in lawful problems put forth by the government Trade Payment. With the Marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the future. With difficulties in the kind of a possible cultural change and also reduced staff member morale, the organization needs a total reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social change at the advertising and marketing division of Ultra The Quest For Leadership B is boosting unpredictability in the workplace bring about different challenges for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting tactical choices given that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Commission's intervention while doing so. Provided the fact that the store has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries might have the ability to influence efficiency or strategic objectives. Federal Profession Payment's antitrust match against the merging occupied useful time of the company's senior management suggesting that 'political' factors can have serious implications for a global business.

Economic Factors: Economic factors such as the introduction of local business in the worldwide scenario recommend that Ultra The Quest For Leadership B is thriving in an atmosphere where there is prospective development of organisations. In addition to this, reality that shop customers are mainly searching for workplace products for office suggests that the market has an increasing trend of entrepreneurs and online services.

Social factors: Social fads in the economic situation reveal that customers are trying to find comfort in addition to eye-catching rates. Market research shows how the customer for Ultra The Quest For Leadership B does not have awareness about finding options which can use a combination of benefit as well as affordable.

Technological factors: Technology plays a crucial duty in Ultra The Quest For Leadership B's organisation approach specifically as the organization is piloting Technology centers which would offer modern technology sales as well as assistance in the kind of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Business Actions problems can be seen in Ultra The Quest For Leadership B's case as highlighted in this section.

Apprehensions concerning social modification: There is worry concerning a social adjustment that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with most of the team member already revealing unhappiness over this possible step. This expected change has created stress and anxiety in the office which has been coupled with the past stress of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is shortage of workers that can match the stressful environment of a busy company. Not just does this lead to trouble in locating the ideal people, it puts anxiety on new hires as can not hold up against the speed and pressure that the company anticipates them to birth.

Twin Coverage Lines: Beginners find this business culture troublesome and challenging to manage especially as dotted line connections are implied to be weaker in general and objective setup as well as performance analysis is still done by the strong line manager. This indicates that beginners can shed clarity concerning their corresponding roles as well as purposes especially as dotted line reporting does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had actually been speculated that the latter would certainly take Krasnow's position came as an impact to her spirits. Lewis might have been capable as well as appropriate for the task but the reality that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Worry & Work Insecurity: Concern as well as insecurity can be determined as 2 significant problems that Lewis would be taking care of especially as the merging has currently be terminated as well as 2 elderly execs of the marketing department would certainly be leaving. The entire responsibility of the department would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining regarding a social modification yet would certainly also need to confirm herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's monitoring style and its incompatibility with the advertising division's function can likewise be seen as an OB challenge specifically as she has been made use of to taking care of concerns in the procedures division where employees are educated to focus on procedures and also get them. The advertising division on the various other hand can be seen as a team of people that are utilized to being nurtured by Krasnow that concentrated more on output than processes.

Interdepartmental Arguments: Interdepartmental arguments in between 3 divisions, advertising, merchandizing and procedures respectively over the appropriation of the marketing mix can be determined as another OB issue. Although the advertising and marketing division does not share the very same vision as the various other two divisions relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing as well as procedures divisions do not concur over the marketing mix allotment among one another either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing departments can be identified as another OB concern which can require further attention. The reality that the marketing and advertising areas in the marketing department are detached is avoiding both divisions from getting from each other's experience and knowledge. Combination of advertising and marketing with retailing as well as procedures would come to be more difficult if the marketing division itself is disintegrated which can be another potential OB worry.

Ultra The Quest For Leadership B Analysis

Different concepts have been used to discuss the circumstances to get additional clarity regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that juniors are easy and also careless, have little passion and withstand change. The difficult variation of this concept stressed threat, limited controls, risks and penalties. In time it produces low productivity, subtle sabotage as well as rivalry (Bargain, 2003). Although the situation at Ultra The Quest For Leadership B is not entirely complying with Theory X, it can be seen that brand-new hires are locating this atmosphere instead demanding which might ultimately result in a higher disposition of the management in the direction of Concept X. Based on McGregor's supported view, which he called Theory Y, the essential job of the administration is to arrange organizational problems so that people can achieve their very own goals best by routing their initiatives in the direction of business benefits. If individuals discover no contentment in their work, the administration would certainly have little selection yet to count on theory X as well as exterior control (Deal, 2003). Also while assessing Lewis's administration design, theory X might have been suitable in the procedures division to some extent however the Marketing department would certainly call for reliance on Theory Y to get the creative thinking and originality from the groups.

Tuckman's Synergy Concept: As for Lewis's concern about bringing consistency between the advertising and marketing department is worried, this would initially bring about clash as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, throughout the initial phase of group growth, people may not bond, as they are active locating their place in the group. By combining the advertising and marketing division's job, there may coincide first detach which could lead to the second stage of 'storming' where the teams challenge each other. However, it is just during the third stage or 'norming' when they would certainly come together to share ideas prior to the group can cause synergy in the fourth stage 'carrying out'.

Bridges' Shift Model: According To William Bridge's concept (appendix 4), people are rather uncomfortable with modification, which is noticeable by the scenario at Ultra The Quest For Leadership B The situation can be viewed as a typical course of life if is researched based on Bridge's theory where he clarifies that individuals experience 3 phases of change when they experience modification. 'End, losing as well as Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with adjustment, they get in phase one and so there might be emotions like sadness, unpredictability, frustration, rage, concern, denial as well as 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 extraordinary habits. In the second phase, there might be a requirement to bridge the space in between the brand-new and old culture so Lewis might have to encounter this challenge once Krasnow leaves. There might be low morale and low performance at this phase which should not be taken as a problem. It is during this stage that Lewis will have to provide support to the division to ensure that they can locate a sense of direction. It can be seen exactly how Krasnow has already made this shift much easier by making Lewis get involved in the department a year prior to his real departure. Based on Bridges' Model, stage 3 will bring about visibility to knowing, High power and dedication as people will embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has goes over the significance of 'safety and security requires as being a lower level requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel secure and also out of danger' is at the 2nd degree of requirements. Before a staff member can be made to establish psychologically, he needs to have his 'Physiological 'and also 'Security' requires fulfilled.

SWOT Analysis for Ultra The Quest For Leadership B Case Study

Ramification of Analysis.

The OB analysis has actually considered different theories to recognize just how to cope with the current situation handy. The following three options have actually been suggested to assist Lewis manage the organizational difficulties in the marketing division. Each of these choices has actually been suggested for reducing the change needed to bring the advertising division according to the demands of the market as well as for making the social adjustment that would adhere to as soon as the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Manufacturing functions. Assimilation of Advertising with Procedures.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has knowledge in business-to-business marketing along with firm as well as retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising as well as marketing features.

The advantage of this approach is that it will certainly integrate both features while minimizing the need for employing an added source for advertising and marketing. Lewis would certainly be heading the marketing department and in any kind of case her substitute would certainly be needed for the existing duty that she is performing. The disadvantage of this choice is that exterior hiring might produce resentment from interior workers who may be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Production: Offered the affordable pressures and also high quality job called for from the ad agency, it is advised that Lewis must enable the manufacturing system to be a separate feature from the advertising device. Since a lot of advertising agencies had these 2 features as separate devices, it makes even more sense to follow the norm. Both functions might be able to focus on their core activates more effectively. Nevertheless, the downside of this technique would be that extra costs would have to be borne for setting up different manufacturing functions. A production head may have to be worked with which could enhance expenses for the organization.

Combination of Advertising with Procedures: Since Lewis is already taking treatment of the marketing as well as operations departments all at once; it makes feeling to integrate the two functions considering that she has actually been effectively taking treatment of both ends. The truth that Lewis has to adjust her administration style for the advertising division recommends that these two departments would be culturally diverse.


An examination of the three alternatives indicates that integration of advertising and marketing and also operations would not be a possible relocation due to the huge distinctions in between both departments although that presently Lewis is managing both. While splitting up of the manufacturing function may have been a beneficial move for the advertising division, the truth that it would certainly mean positioning a 3rd feature under Lewis's wing indicates this should be prevented. The assimilation of the advertising and marketing department is the most effective alternative in regards to obtaining the ideal arise from the department. An activity prepare for this option is reviewed below.

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

Marketing and advertising functions would certainly be merged.

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

Production feature will continue to be part of marketing under marketing function.

Lewis will certainly divide herself from procedures.

A democratic leadership style with employee empowerment will certainly be made use of in advertising department.

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

Backup strategy.

If the integration does not work out as intended, a backup strategy would certainly follow which would certainly divide the manufacturing feature from the advertising and marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising division without an SVP. Because case the production function will absolutely be separated by putting it under an SVP manufacturing.