Understand Your Network And Let Knowledge Flow Case Study Solution


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Understand Your Network And Let Knowledge Flow Case Study Help

Background and Facts

Understand Your Network And Let Knowledge Flow an office materials retailer for small and average sized services has actually lately been associated with preparing for a merging with its rival Residence Deport, which has actually impacted effectiveness degrees in departmentswith the senior manager associated with lawful complications presented by the government Trade Payment. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With challenges in the kind of a prospective social modification and low employee morale, the company wants a full reengineering initiative at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The potential social change at the advertising department of Understand Your Network And Let Knowledge Flow is increasing unpredictability in the working environment resulting in various difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing strategic choices given that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Profession Payment's treatment in the process. Provided the fact that the store has a worldwide visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might have the ability to impact efficiency or strategic objectives. Federal Trade Commission's antitrust fit against the merging took up useful time of the organization's elderly management recommending that 'political' factors can have severe ramifications for a global organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the international scenario suggest that Understand Your Network And Let Knowledge Flow is thriving in an environment where there is prospective growth of companies. Along with this, fact that store consumers are primarily searching for office materials for office suggests that the marketplace has a rising trend of business owners and home based services.

Social factors: Social fads in the economic climate reveal that clients are seeking comfort along with attractive costs. Market research shows how the consumer for Understand Your Network And Let Knowledge Flow does not have recognition about locating options which can provide a combination of comfort and affordable.

Technological factors: Innovation plays an essential function in Understand Your Network And Let Knowledge Flow's business strategy specifically as the company is piloting Innovation centers which would certainly provide technology sales as well as assistance in the form of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and Symptoms.

Numerous underlying Business Behavior concerns can be seen in Understand Your Network And Let Knowledge Flow's case as highlighted in this section.

Worries regarding cultural change: There is worry regarding a social change that would certainly take place as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with most of the personnel already showing discontent over this potential relocation. This predicted modification has developed tension in the office which has actually been combined with the previous anxiety of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is shortage of employees that can match the demanding atmosphere of a hectic organization. Not just does this lead to trouble in locating the ideal individuals, it puts stress on brand-new hires as can not stand up to the pace and stress that the organization anticipates them to bear.

Dual Coverage Lines: Newcomers locate this business culture cumbersome and also tough to deal with particularly as dotted line partnerships are suggested to be weak in general as well as unbiased setting and performance examination is still done by the solid line supervisor. This means that beginners could shed quality concerning their corresponding functions as well as objectives particularly as dotted line reporting does not keep them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had been guessed that the latter would certainly take Krasnow's placement came as a blow to her spirits. Lewis might have been qualified and ideal for the work however the reality that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Concern & Task Insecurity: Concern and also insecurity can be recognized as two significant problems that Lewis would be managing specifically as the merger has currently be cancelled and also two elderly execs of the advertising and marketing department would certainly be leaving. The entire obligation of the division would be falling on Lewis's shoulders who would not simply supervise of brining about a cultural modification yet would likewise need to verify herself in her new duty.

Incompatible Monitoring Style of Leader: Lewis's management design as well as its incompatibility with the advertising and marketing division's function can also be viewed as an OB difficulty especially as she has actually been used to dealing with concerns in the procedures department where employees are shown to concentrate on processes and also get them right. The advertising and marketing department on the other hand can be viewed as a group of individuals who are made use of to being nurtured by Krasnow that focused more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between three departments, marketing, merchandizing as well as procedures specifically over the allowance of the advertising and marketing mix can be recognized as another OB issue. Although the advertising and marketing division does not share the very same vision as the other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not agree over the advertising mix appropriation among one another either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing divisions can be identified as an additional OB concern which could require further attention. The fact that the advertising and marketing sections in the marketing department are separated is avoiding both divisions from obtaining from each various other's experience as well as competence. Combination of advertising with merchandising as well as operations would become more difficult if the advertising and marketing department itself is degenerated which can be one more possible OB worry.

Understand Your Network And Let Knowledge Flow Analysis

Different concepts have actually been used to clarify the scenarios to obtain more clarity concerning the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers think that subordinates are easy and lazy, have little aspiration and stand up to change. The difficult variation of this theory highlighted browbeating, limited controls, threats as well as penalties. In time it generates low performance, subtle sabotage and competition (Bargain, 2003). Although the circumstance at Understand Your Network And Let Knowledge Flow is not entirely following Concept X, it can be seen that brand-new hires are discovering this atmosphere rather stressful which may eventually cause a greater inclination of the administration in the direction of Theory X. According to McGregor's supported sight, which he called Concept Y, the vital task of the administration is to set up organizational problems to make sure that individuals can attain their own objectives best by directing their initiatives in the direction of organizational benefits. If people discover no satisfaction in their job, the monitoring would have little choice but to rely upon theory X and exterior control (Bargain, 2003). Even while assessing Lewis's monitoring design, concept X may have been suitable in the procedures department to some extent however the Advertising and marketing department would call for dependence on Concept Y so as to get the imagination as well as creativity from the groups.

Tuckman's Team effort Theory: Regarding Lewis's worry about bringing consistency between the marketing and advertising division is worried, this would initially bring about conflict as reviewed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, throughout the preliminary phase of team development, people may not bond, as they are active finding their location in the team. By integrating the advertising and marketing division's work, there may be the same initial separate which might cause the 2nd stage of 'storming' where the teams test one another. Nonetheless, it is just during the third stage or 'norming' when they would certainly collaborate to share concepts prior to the group can bring about harmony in the 4th phase 'performing'.

When individuals are presented with change, they go into phase one and so there might be emotions like sadness, unpredictability, aggravation, temper, fear, denial as well as disorientation.The scenario at the advertising and marketing department of Understand Your Network And Let Knowledge Flow is similar so Lewis can obtain comfy with the idea that it is not phenomenal habits. It is throughout this stage that Lewis will have to provide advice to the division so that they can discover a feeling of direction. It can be seen just how Krasnow has already made this transition less complicated by making Lewis obtain entailed in the division a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the importance of 'protection requires as being a reduced level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel secure as well as out of danger' is at the second degree of requirements. Before a worker can be made to establish mentally, he needs to have his 'Physiological 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Understand Your Network And Let Knowledge Flow Case Study

Effects of Analysis.

The OB analysis has actually considered different theories to comprehend exactly how to handle the existing scenario at hand. The complying with 3 options have actually been recommended to assist Lewis handle the organizational difficulties in the marketing department. Each of these alternatives has actually been proposed for easing the transition needed to bring the advertising department according to the needs of the marketplace and also for making the cultural modification that would certainly comply with once the existing leader leaves.

Integration of advertising and marketing features. Separating Adverting and Manufacturing features. Integration of Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has competence in business-to-business advertising along with company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to deal with both marketing and also advertising functions.

The advantage of this approach is that it will certainly incorporate the two features while decreasing the demand for employing an additional resource for advertising and marketing. Lewis would certainly be heading the marketing division and also in any kind of case her replacement would certainly be required for the current role that she is carrying out. The disadvantage of this option is that exterior hiring may produce resentment from inner personnel that might be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable stress and also top quality work needed from the ad agency, it is advised that Lewis ought to allow the production system to be a different function from the marketing system. Because the majority of advertising agencies had these 2 functions as separate systems, it makes more sense to adhere to the standard. Both functions might be able to focus on their core triggers more successfully. The drawback of this approach would certainly be that additional costs would have to be birthed for setting up separate manufacturing functions. Along with this, a production head may have to be worked with which could enhance overheads for the organization.

Assimilation of Marketing with Workflows: Because Lewis is currently caring for the advertising and also operations departments simultaneously; it makes good sense to incorporate both functions because she has been efficiently looking after both ends. The truth that both divisions currently have significant distinctions over allocation of resources suggests that this combination may be able to produce consistency specifically as Lewis would be heading both ends.However there are various negative aspects of this relocation specifically as it would certainly place excessive burden over Lewis's shoulders. The fact that Lewis needs to adjust her administration design for the marketing department suggests that these 2 divisions would be culturally diverse. In addition to this, Lewis may not have the ability to use one kind of leadership design to both departments which might result in inefficiency in either among both functions.


An evaluation of the three choices indicates that assimilation of marketing as well as operations would not be a possible action due to the substantial differences between the 2 divisions in spite of the fact that presently Lewis is managing both. While separation of the manufacturing function may have been a desirable step for the advertising and marketing department, the truth that it would indicate placing a third feature under Lewis's wing implies this should be prevented.

Action Strategy.
Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

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

Lewis will certainly divide herself from operations.

A democratic leadership style with employee empowerment will be used in marketing division.

Open door plan and also focus on cross department interaction will be aimed at eliminating dissonance.

Contingency plan.

If the integration does not work out as intended, a backup strategy would certainly comply with which would certainly divide the manufacturing function from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will certainly be separated by putting it under an SVP production.