United Way Of Southeastern New England Uwsene Case Study Solution


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United Way Of Southeastern New England Uwsene Case Study Help

Background and Facts

United Way Of Southeastern New England Uwsene an office materials merchant for tiny as well as moderate sized companies has recently been involved in planning for a merger with its rival Home Deport, which has influenced efficiency levels in departmentswith the senior manager associated with legal difficulties put forth by the federal Trade Payment. With the Marketing Head advancing the information of his departure from the company 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 form of a prospective cultural change as well as low staff member spirits, the organization wants a complete reengineering effort at the marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social modification at the advertising division of United Way Of Southeastern New England Uwsene is raising unpredictability in the working environment resulting in 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 influencing tactical choices considering that Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Payment's treatment while doing so. Offered the truth that the shop has a global existence with branches in UK, USA, Canada and also Germany, political consider each of these nations might be able to affect performance or calculated objectives. Federal Trade Commission's antitrust suit against the merger took up important time of the company's senior management recommending that 'political' factors can have significant implications for an international organisation.

Economic Factors: Financial factors such as the appearance of local business in the global circumstance recommend that United Way Of Southeastern New England Uwsene is prospering in an atmosphere where there is possible growth of organisations. Along with this, reality that store customers are primarily looking for office products for home offices recommends that the marketplace has a climbing pattern of business owners and home based businesses.

Social factors: Social fads in the economy show that consumers are looking for ease along with attractive costs. Market research shows how the client for United Way Of Southeastern New England Uwsene does not have awareness regarding locating services which can supply a combination of benefit as well as low costs.

Technological factors: Innovation plays an essential duty in United Way Of Southeastern New England Uwsene's organisation technique especially as the organization is piloting Innovation centers which would certainly supply modern technology sales as well as assistance in the type of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Actions concerns can be seen in United Way Of Southeastern New England Uwsene's case as highlighted in this section.

Worries regarding social adjustment: There is concern concerning a social change that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with the majority of the staff members currently showing unhappiness over this potential relocation. This predicted change has actually created tension in the office which has actually been combined with the past stress and anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a fast-paced company. Not just does this lead to trouble in finding the best individuals, it puts anxiety on new hires as can not hold up against the speed as well as stress that the organization anticipates them to birth.

Double Reporting Lines: Beginners discover this business culture cumbersome and also tough to handle particularly as populated line partnerships are implied to be weak as a whole and also objective setup as well as efficiency examination is still done by the solid line supervisor. This indicates that novices can shed quality regarding their respective roles as well as goals specifically as dotted line reporting does not maintain them in straight communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had actually been guessed that the last would certainly take Krasnow's position came as a strike to her morale. Lewis might have been qualified and appropriate for the job but the truth that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Fear & Job Instability: Concern and instability can be identified as two major concerns that Lewis would certainly be handling especially as the merger has now be cancelled as well as 2 elderly execs of the advertising division would certainly be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders who would certainly not just be in charge of brining about a cultural change yet would also need to confirm herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's management style and also its conflict with the advertising department's duty can also be seen as an OB obstacle specifically as she has actually been utilized to managing issues in the operations department where personnel are instructed to concentrate on procedures as well as obtain them. The marketing department on the other hand can be viewed as a group of individuals that are used to being supported by Krasnow who focused much more on output than processes.

Interdepartmental Differences: Interdepartmental arguments in between three divisions, advertising, merchandizing and procedures specifically over the allowance of the marketing mix can be recognized as another OB issue. The marketing division does not share the exact same vision as the other two departments regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations divisions do not concur over the advertising and marketing mix allotment amongst one another either.

Disintegration in Marketing Department: Fragmentation between the advertising and marketing departments can be identified as another OB problem which could require more focus. The reality that the advertising and marketing areas in the advertising division are detached is avoiding both divisions from gaining from each various other's experience as well as knowledge. Assimilation of advertising with retailing and operations would certainly end up being more difficult if the advertising department itself is disintegrated which can be an additional prospective OB concern.

United Way Of Southeastern New England Uwsene Analysis

Various concepts have been utilized to clarify the conditions to get more clarity regarding the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors believe that juniors are easy and also lazy, have little ambition as well as stand up to modification. The difficult variation of this concept emphasized coercion, tight controls, hazards as well as punishments. With time it generates low productivity, refined sabotage and rivalry (Offer, 2003). Although the situation at United Way Of Southeastern New England Uwsene is not totally following Concept X, it can be seen that brand-new hires are locating this setting instead stressful which may at some point bring about a better disposition of the administration towards Concept X. According to McGregor's advocated view, which he called Concept Y, the vital job of the monitoring is to prepare business problems so that people can achieve their own goals best by directing their efforts in the direction of business benefits. If individuals locate no contentment in their job, the monitoring would certainly have little selection but to depend on concept X and exterior control (Bargain, 2003). Also while evaluating Lewis's administration design, theory X may have been suitable in the procedures department somewhat but the Advertising and marketing department would need reliance on Concept Y so as to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Theory: As for Lewis's concern about bringing harmony between the marketing and advertising department is worried, this would originally cause clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, during the preliminary phase of group advancement, individuals might not bond, as they are hectic finding their place in the team. By integrating the advertising and marketing division's work, there may be the same initial disconnect which can bring about the 2nd stage of 'storming' where the groups test one another. Nevertheless, it is just throughout the third phase or 'norming' when they would collaborate to share ideas before the team can bring about harmony in the 4th phase 'carrying out'.

When people are offered with adjustment, they enter phase one as well as so there may be feelings like despair, unpredictability, stress, rage, fear, rejection and disorientation.The situation at the marketing department of United Way Of Southeastern New England Uwsene is similar so Lewis can obtain comfortable with the suggestion that it is not phenomenal actions. It is during this stage that Lewis will have to provide support to the division so that they can locate a feeling of direction. It can be seen just how Krasnow has already made this shift less complicated by making Lewis obtain involved in the department a year before his real separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the importance of 'security needs as being a lower degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel protected and also out of threat' is at the 2nd level of requirements. Before a staff member can be made to create mentally, he needs to have his 'Physical 'as well as 'Safety' needs satisfied.

SWOT Analysis for United Way Of Southeastern New England Uwsene Case Study

Implication of Analysis.

The OB analysis has looked at numerous theories to recognize how to cope with the present scenario handy. The complying with 3 options have actually been proposed to aid Lewis handle the business difficulties in the advertising department. Each of these options has actually been proposed for reducing the shift needed to bring the marketing division in accordance with the requirements of the marketplace as well as for making the cultural adjustment that would certainly adhere to as soon as the existing leader leaves.

Combination of marketing and advertising features. Dividing Adverting as well as Production features. Combination of Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merger days has knowledge in business-to-business advertising and marketing along with company as well as retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both marketing and also advertising features.

The advantage of this strategy is that it will certainly integrate the two functions while lowering the need for working with an additional source for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising division and in any case her replacement would be required for the present duty that she is carrying out. The drawback of this choice is that exterior hiring may bring about animosity from internal workers that might be looking at the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Production: Given the competitive stress as well as high quality job needed from the advertising company, it is recommended that Lewis should enable the manufacturing system to be a separate feature from the advertising device. Because many advertising firms had these two functions as separate systems, it makes more feeling to follow the standard.

Combination of Advertising And Marketing with Workflows: Since Lewis is currently taking care of the marketing as well as procedures divisions all at once; it makes sense to integrate the 2 functions since she has actually been successfully taking care of both ends. The truth that Lewis has to adjust her management design for the advertising division suggests that these 2 divisions would certainly be culturally diverse.


An analysis of the 3 alternatives indicates that integration of advertising as well as operations would certainly not be a viable relocation as a result of the large distinctions in between both divisions despite the fact that presently Lewis is handling both. While splitting up of the production feature may have been a favorable step for the advertising division, the truth that it would certainly indicate putting a third function under Lewis's wing means this ought to be stayed clear of also. The combination of the advertising division is the best alternative in regards to getting the ideal results from the department. An activity plan for this alternative is discussed below.

Activity Strategy.
Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

Production function will certainly stay component of marketing under marketing function.

Lewis will divide herself from operations.

A democratic management design with worker empowerment will be used in advertising department.

Open door plan and also focus on cross departmental interaction will certainly be focused on eliminating discord.

Backup plan.

If the integration does not work out as intended, a contingency strategy would follow which would certainly divide the production function from the advertising feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing function will definitely be separated by placing it under an SVP production.