Menu

University Of Trent Case Study Help

CASE SOLUTION

Home >> Harvard >> University Of Trent >>

University Of Trent Case Study Analysis

Background and Facts

University Of Trent an office supplies seller for tiny and also moderate sized organisations has actually just recently been involved in preparing for a merging with its rival Home Deport, which has actually impacted efficiency levels in departmentswith the elderly supervisor involved in lawful problems presented by the government Trade Payment. With the Marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With difficulties in the type of a possible cultural change and also low worker spirits, the organization needs a full reengineering initiative at the advertising and marketing department.

Problem Declaration

The possible social modification at the advertising and marketing division of University Of Trent is increasing uncertainty in the working environment leading to different obstacles for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting calculated decisions considering that Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Profession Payment's intervention in the process. Provided the truth that the store has a global existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may be able to impact performance or calculated goals. Federal Trade Compensation's antitrust suit against the merging used up valuable time of the company's senior monitoring suggesting that 'political' factors can have severe effects for a worldwide business.

Economic Factors: Economic factors such as the emergence of small companies in the global situation recommend that University Of Trent is growing in a setting where there is possible growth of organisations. Along with this, reality that shop clients are mainly trying to find workplace products for home offices suggests that the market has a climbing fad of entrepreneurs as well as online services.

Social factors: Social trends in the economic situation reveal that consumers are seeking ease along with eye-catching rates. Market research shows how the customer for University Of Trent does not have understanding concerning finding remedies which can provide a combination of comfort as well as inexpensive.

Technological factors: Modern technology plays an important duty in University Of Trent's service technique particularly as the organization is piloting Modern technology centers which would provide modern technology sales as well as assistance in the type of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues as well as Manifestations.

Several underlying Organizational Behavior problems can be seen in University Of Trent's case as highlighted in this area.

Concerns about social modification: There is uneasiness regarding a cultural adjustment that would certainly take place as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with most of the team member currently revealing unhappiness over this potential action. This expected change has created stress in the work environment which has actually been paired with the previous tension of preparing the firm for a possible merging with Home Deport.

Difficult Job Setting for Newcomers: There is shortage of workers that can match the stressful environment of a fast-paced organization. Not just does this cause 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 expects them to birth.

Dual Coverage Lines: Beginners find this business society cumbersome and also difficult to handle especially as populated line connections are implied to be weaker as a whole as well as unbiased setting and also performance evaluation is still done by the strong line manager. This suggests that novices might shed clarity about their particular duties as well as goals specifically as populated line coverage does not maintain them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been speculated that the last would take Krasnow's position came as a strike to her morale. Lewis might have been capable as well as suitable for the job but the fact that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Instability: Worry and also instability can be recognized as 2 major problems that Lewis would certainly be handling specifically as the merging has now be terminated and also two elderly executives of the marketing department would be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining concerning a social adjustment but would certainly additionally need to confirm herself in her brand-new role.

Inappropriate Management Style of Leader: Lewis's monitoring style as well as its conflict with the advertising and marketing department's duty can likewise be seen as an OB difficulty especially as she has actually been used to handling issues in the procedures department where personnel are instructed to concentrate on procedures as well as get them. The marketing division on the various other hand can be viewed as a team of individuals who are used to being supported by Krasnow that concentrated a lot more on result than processes.

Interdepartmental Disagreements: Interdepartmental arguments in between three divisions, advertising and marketing, merchandizing and operations specifically over the allowance of the advertising mix can be determined as one more OB issue. Although the advertising department does not share the same vision as the various other 2 departments concerning the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and procedures departments do not agree over the marketing mix appropriation among each other either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the marketing and advertising divisions can be determined as one more OB concern which might require additional attention. The reality that the marketing and advertising areas in the advertising department are disconnected is preventing both departments from gaining from each various other's experience and knowledge. Combination of advertising and marketing with merchandising and procedures would certainly end up being harder if the advertising division itself is broken down which can be one more potential OB problem.

University Of Trent Analysis

Numerous concepts have been used to discuss the scenarios to get more clearness concerning the circumstance available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that staffs are passive and also lazy, have little aspiration and resist modification. The difficult version of this theory emphasized browbeating, limited controls, dangers and punishments. With time it produces low performance, subtle sabotage and competition (Bargain, 2003). Although the situation at University Of Trent is not entirely complying with Theory X, it can be seen that new hires are discovering this setting rather difficult which may at some point result in a higher disposition of the monitoring in the direction of Concept X. According to McGregor's supported view, which he called Concept Y, the vital task of the management is to arrange business conditions to ensure that individuals can accomplish their very own goals best by routing their efforts towards organizational benefits. If people discover no satisfaction in their work, the administration would have little selection but to rely upon concept X and also outside control (Bargain, 2003). Also while evaluating Lewis's management design, theory X may have been suitable in the procedures division somewhat however the Advertising division would certainly call for dependence on Theory Y to get the creativity and also creativity from the teams.

Tuckman's Synergy Concept: As for Lewis's issue regarding bringing harmony in between the marketing and advertising department is worried, this would at first bring about conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the first stage of group advancement, individuals may not bond, as they are hectic locating their place in the group. By integrating the marketing and advertising division's job, there may be the same initial disconnect which can result in the second stage of 'storming' where the teams test each other. However, it is just during the third phase or 'norming' when they would certainly integrate to share suggestions prior to the group can bring about synergy in the 4th stage 'performing'.

When individuals are provided with adjustment, they go into phase one as well as so there might be emotions like unhappiness, unpredictability, frustration, temper, anxiety, rejection as well as disorientation.The situation at the marketing department of University Of Trent is comparable so Lewis can obtain comfortable with the concept that it is not amazing behavior. It is during this phase that Lewis will certainly have to provide support to the department so that they can locate a sense of instructions. It can be seen exactly how Krasnow has actually currently made this change much easier by making Lewis obtain entailed in the division a year prior to his real separation.

Maslow's Requirement hierarchy: The OB issue related to insecurity at the work environment has actually been activated to start with by the adjustment in administration and second of all by the fact that the merger will no more be started. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has discusses the importance of 'safety and security requires as being a lower degree need of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel secure as well as out of danger' goes to the 2nd degree of demands. Before an employee can be made to establish emotionally, he needs to have his 'Physical 'as well as 'Safety' requires satisfied. This shows that unless the personnel are made to feel safe concerning their present employment condition in University Of Trent they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for University Of Trent Case Study



Ramification of Analysis.

The OB analysis has actually taken a look at various theories to recognize how to deal with the current circumstance available. The following three alternatives have been recommended to aid Lewis deal with the business obstacles in the advertising department. Each of these choices has been proposed for alleviating the transition required to bring the marketing division according to the needs of the marketplace and also for making the cultural modification that would certainly follow as soon as the present leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Manufacturing functions. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Marketing Functions: The internal advertising and marketing company of University Of Trent is already stamina for the organization in terms of saving up on expenses related to advertising and marketing as well as promotion. Since no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the advertising and marketing feature, this is a desirable possibility for integrating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has competence in business-to-business marketing in addition to firm and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both marketing and advertising functions.

The advantage of this technique is that it will incorporate both functions while lowering the demand for employing an additional source for advertising. Along with this, Lewis would certainly be heading the marketing department as well as regardless her replacement would certainly be required for the existing function that she is performing. The disadvantage of this alternative is that exterior hiring might produce resentment from internal workers who may be eying the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Provided the competitive stress and premium quality job required from the advertising agency, it is recommended that Lewis ought to permit the production system to be a separate feature from the advertising and marketing device. Since most ad agency had these two functions as different devices, it makes more feeling to follow the norm. In addition to this, both functions may be able to concentrate on their core turns on extra successfully. The drawback of this technique would be that added prices would have to be birthed for setting up separate manufacturing features. A production head may have to be hired which could raise expenses for the organization.

Integration of Advertising And Marketing with Workflows: Given that Lewis is currently taking care of the advertising and marketing and operations divisions at the same time; it makes sense to integrate the 2 functions considering that she has actually been successfully taking treatment of both ends. The truth that Lewis has to adjust her administration design for the advertising and marketing division suggests that these 2 divisions would be culturally varied.

Referral.



An assessment of the 3 choices shows that combination of advertising and marketing and procedures would certainly not be a practical relocation due to the substantial differences between the two departments in spite of the fact that presently Lewis is taking care of both. While separation of the production feature might have been a desirable action for the advertising division, the fact that it would certainly imply putting a 3rd function under Lewis's wing means this must be avoided.

Activity Plan.

Lewis will take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

Production feature will stay part of advertising and marketing under marketing function.

Lewis will certainly divide herself from operations.

An autonomous management style with worker empowerment will certainly be utilized in marketing division.

Open door plan and also emphasis on cross departmental interaction will certainly be aimed at eliminating disharmony.

Backup plan.

If the assimilation does not exercise as intended, a contingency strategy would certainly comply with which would divide the production feature from the advertising function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing function will definitely be separated by positioning it under an SVP production.