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Ultra The Quest For Leadership C Case Study Analysis

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Ultra The Quest For Leadership C Case Study Analysis

Background and Facts

Ultra The Quest For Leadership C a workplace products retailer for tiny and also medium sized services has actually recently been associated with preparing for a merger with its competitor Home Deport, which has actually affected effectiveness levels in departmentswith the senior manager involved in legal difficulties presented by the federal Profession Payment. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the future. With obstacles in the type of a prospective cultural adjustment as well as reduced worker morale, the organization requires a total reengineering initiative at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The possible social change at the marketing division of Ultra The Quest For Leadership C is raising unpredictability in the working environment bring about numerous difficulties for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing calculated choices considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Payment's treatment while doing so. Given the truth that the store has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations may have the ability to impact efficiency or calculated goals. Federal Profession Payment's antitrust suit versus the merger occupied valuable time of the organization's elderly administration recommending that 'political' factors can have serious ramifications for an international business.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide situation suggest that Ultra The Quest For Leadership C is thriving in an environment where there is potential growth of businesses. Along with this, reality that store customers are primarily seeking office materials for home offices recommends that the marketplace has a climbing pattern of business owners as well as home businesses.

Social factors: Social trends in the economic climate show that clients are trying to find comfort in addition to attractive costs. Market research demonstrates how the client for Ultra The Quest For Leadership C does not have recognition concerning finding services which can supply a mix of benefit and affordable.

Technical factors: Innovation plays an essential role in Ultra The Quest For Leadership C's service method particularly as the organization is piloting Modern technology centers which would supply modern technology sales and also assistance in the form of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Habits concerns can be seen in Ultra The Quest For Leadership C's case as highlighted in this area.

Worries about social modification: There is uneasiness concerning a social modification that would happen 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 discontent over this possible move. This expected adjustment has actually produced anxiety in the work environment which has actually been combined with the past stress of preparing the company for a prospective merging with House Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is scarcity of personnel that can match the demanding setting of a hectic organization. Not only does this result in problem in finding the ideal individuals, it places stress on new hires as can not withstand the rate and also stress that the organization expects them to bear.

Twin Reporting Lines: Beginners locate this business culture cumbersome and also tough to handle especially as dotted line connections are indicated to be weaker generally and unbiased setting and also performance assessment is still done by the solid line supervisor. This suggests that novices can shed quality concerning their corresponding roles and goals particularly as dotted line coverage does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's setting came as an impact 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 record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Insecurity: Anxiety as well as insecurity can be identified as two major concerns that Lewis would be taking care of particularly as the merging has currently be cancelled as well as two senior executives of the marketing division would be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders that would not just supervise of brining about a cultural change however would also need to show herself in her brand-new role.

Inappropriate Management Design of Leader: Lewis's administration design and also its incompatibility with the advertising and marketing department's role can likewise be viewed as an OB obstacle especially as she has been used to dealing with issues in the procedures division where employees are taught to concentrate on procedures as well as get them right. The advertising department on the other hand can be viewed as a team of people who are used to being supported by Krasnow that focused extra on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between three departments, advertising and marketing, merchandizing and also operations respectively over the appropriation of the advertising mix can be determined as an additional OB worry. The advertising and marketing department does not share the same vision as the other 2 departments pertaining to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing as well as procedures divisions do not concur over the advertising mix allotment among one an additional either.

Disintegration in Marketing Department: Fragmentation between the marketing and advertising divisions can be identified as one more OB problem which can need additional interest. The reality that the advertising and marketing sections in the marketing department are detached is protecting against both divisions from acquiring from each other's experience as well as proficiency. Integration of marketing with merchandising and also operations would certainly end up being harder if the marketing division itself is disintegrated which can be one more possible OB concern.

Ultra The Quest For Leadership C Analysis

Different theories have actually been utilized to describe the situations to obtain more clearness concerning the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that subordinates are passive as well as lazy, have little ambition and also stand up to modification. The situation at Ultra The Quest For Leadership C is not entirely following Theory X, it can be seen that new hires are finding this setting rather difficult which might eventually lead to a greater disposition of the management in the direction of Theory X. Even while analyzing Lewis's administration style, concept X might have been suitable in the procedures division to some degree yet the Advertising division would certainly call for reliance on Theory Y in order to obtain the creativity and creativity from the teams.

Tuckman's Teamwork Theory: Regarding Lewis's problem concerning bringing harmony in between the advertising and marketing department is worried, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, during the preliminary phase of team advancement, individuals might not bond, as they are active locating their area in the group. By incorporating the marketing and advertising division's work, there might be the same initial separate which might lead to the second stage of 'storming' where the groups test each other. It is only during the 3rd stage or 'norming' when they would certainly come with each other to share suggestions before the team can bring around harmony in the fourth phase 'performing'.

When people are offered with adjustment, they go into stage one and also so there might be emotions like sadness, uncertainty, disappointment, rage, fear, denial as well as disorientation.The scenario at the advertising and marketing division of Ultra The Quest For Leadership C is comparable so Lewis can get comfortable with the concept that it is not phenomenal actions. It is throughout this phase that Lewis will have to give assistance to the department so that they can locate a sense of direction. It can be seen just how Krasnow has actually currently made this change simpler by making Lewis obtain entailed in the department a year before his actual departure.
Vrio Analysis
Maslow's Need hierarchy: The OB issue related to instability at the office has been triggered to start with by the adjustment in administration and also secondly by the fact that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has goes over the importance of 'safety and security needs as being a lower degree requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and also out of danger' goes to the 2nd degree of demands. Prior to an employee can be made to establish emotionally, he needs to have his 'Physiological 'and also 'Safety' needs met. This shows that unless the employees are made to feel protected concerning their present work status in Ultra The Quest For Leadership C they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Ultra The Quest For Leadership C Case Study



Implication of Analysis.

The OB analysis has actually considered different concepts to comprehend just how to deal with the current scenario handy. The following three alternatives have been proposed to assist Lewis deal with the business challenges in the marketing division. Each of these choices has actually been recommended for relieving the change needed to bring the advertising department according to the needs of the marketplace and for making the social change that would adhere to once the present leader leaves.

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

Examination of Alternatives.

Integration of Advertising And Marketing & Advertising Functions: The in-house advertising firm of Ultra The Quest For Leadership C is already strength for the company in regards to saving up on expenses related to advertising as well as promotion. Because no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the advertising and marketing function, this is a beneficial opportunity for integrating the advertising and marketing features. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing in addition to company and retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both marketing and advertising functions.

The benefit of this strategy is that it will incorporate the two functions while minimizing the requirement for working with an extra source for marketing. Along with this, Lewis would be heading the advertising division and also regardless her replacement would certainly be needed for the existing duty that she is carrying out. The negative aspect of this choice is that exterior hiring might produce resentment from inner employees that may be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Production: Offered the competitive stress and also premium quality work needed from the ad agency, it is advised that Lewis needs to allow the manufacturing system to be a separate feature from the marketing device. Considering that the majority of advertising agencies had these two functions as separate systems, it makes even more sense to comply with the standard. Along with this, both functions may have the ability to focus on their core activates a lot more successfully. Nonetheless, the negative aspect of this method would be that added prices would certainly have to be borne for establishing separate production functions. In addition to this, a manufacturing head may have to be hired which could enhance expenses for the organization.

Combination of Marketing with Workflows: Since Lewis is already dealing with the advertising and also procedures departments simultaneously; it makes good sense to integrate the two features because she has actually been effectively caring for both ends. The reality that the two divisions already have significant distinctions over appropriation of sources suggests that this assimilation might have the ability to cause harmony specifically as Lewis would certainly be heading both ends.However there are various disadvantages of this relocation especially as it would put excessive problem over Lewis's shoulders. The reality that Lewis has to adapt her administration style for the advertising department recommends that these two divisions would be culturally diverse. Lewis might not be able to apply one kind of management style to both departments which can result in inefficiency in either one of the 2 features.

Referral.



An examination of the 3 choices shows that integration of advertising as well as operations would not be a possible relocation due to the vast differences in between the two divisions although that currently Lewis is handling both. While separation of the production feature might have been a beneficial relocation for the advertising and marketing division, the fact that it would certainly indicate positioning a 3rd feature under Lewis's wing indicates this ought to be stayed clear of too. The combination of the advertising division is the most effective option in terms of getting the optimum arise from the department. An action plan for this alternative is talked about below.

Action Plan.
Recommendation
Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Manufacturing feature will certainly stay part of advertising and marketing under marketing function.

Lewis will certainly divide herself from procedures.

A democratic management design with staff member empowerment will be utilized in advertising and marketing department.

Open up door plan as well as emphasis on cross departmental interaction will be targeted at eliminating disharmony.

Backup strategy.

If the combination does not work out as intended, a backup plan would certainly adhere to which would certainly divide the manufacturing feature from the advertising feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will most definitely be separated by positioning it under an SVP manufacturing.