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CASE ANALYSIS

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University Of Trent Case Study Solution

Background and Facts

University Of Trent an office materials retailer for tiny and also average sized services has lately been involved in preparing for a merger with its competitor Home Deport, which has affected performance degrees in departmentswith the senior manager involved in legal issues put forth by the government Trade Compensation. With the 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 future. With challenges in the form of a potential social adjustment as well as reduced employee morale, the company requires a total reengineering effort at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising and marketing division of University Of Trent is boosting unpredictability in the working environment resulting in different challenges 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 function in influencing critical decisions since Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Trade Payment's intervention while doing so. Given the reality that the shop has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries might be able to impact performance or strategic goals. Federal Trade Compensation's antitrust match against the merging used up important time of the organization's elderly management recommending that 'political' factors can have serious effects for a global service.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide circumstance suggest that University Of Trent is thriving in a setting where there is potential growth of businesses. In addition to this, truth that shop customers are primarily looking for office supplies for office suggests that the market has a climbing pattern of business owners and home businesses.

Social factors: Social patterns in the economy show that clients are seeking convenience in addition to appealing rates. Market research demonstrates how the client for University Of Trent does not have understanding about discovering options which can use a mix of convenience and affordable.

Technological factors: Innovation plays an important duty in University Of Trent's company method particularly as the organization is piloting Technology centers which would certainly provide innovation sales as well as support in the form of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues as well as Effects.

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

Worries regarding cultural modification: There is apprehension concerning a social modification that would occur once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with the majority of the personnel already showing discontent over this possible relocation. This expected modification has actually produced tension in the office which has been paired with the past tension of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is shortage of personnel that can match the difficult setting of a busy organization. Not just does this result in problem in locating the appropriate people, it places tension on new hires as can not withstand the pace as well as pressure that the organization expects them to bear.

Dual Coverage Lines: Beginners discover this organizational society difficult and tough to handle specifically as dotted line partnerships are meant to be weaker generally as well as unbiased setting as well as efficiency analysis is still done by the solid line supervisor. This means that beginners could shed clarity concerning their corresponding roles and also goals especially as populated line reporting does not keep them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been speculated that the last would take Krasnow's setting came as an impact to her spirits. Lewis might have been qualified as well as appropriate for the task however the truth that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Task Insecurity: Concern and insecurity can be recognized as 2 major problems that Lewis would be managing specifically as the merger has currently be cancelled and also 2 senior executives of the advertising and marketing division would be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders who would not simply be in charge of brining about a social modification but would certainly also have to confirm herself in her brand-new role.

Inappropriate Administration Design of Leader: Lewis's management style as well as its conflict with the advertising division's role can also be seen as an OB difficulty especially as she has been utilized to managing problems in the procedures department where personnel are taught to concentrate on processes as well as obtain them right. The advertising and marketing department on the various other hand can be seen as a team of people who are utilized to being nurtured by Krasnow who focused a lot more on result than procedures.

Interdepartmental Disagreements: Interdepartmental differences between 3 divisions, advertising, merchandizing and procedures respectively over the allotment of the advertising and marketing mix can be determined as one more OB worry. The advertising and marketing division does not share the very same vision as the other two divisions relating to the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the advertising and marketing divisions can be identified as one more OB problem which might need more attention. The truth that the marketing and advertising areas in the marketing department are separated is stopping both divisions from gaining from each various other's experience and proficiency. Assimilation of advertising and marketing with merchandising and procedures would certainly come to be more difficult if the advertising and marketing department itself is degenerated which can be one more possible OB worry.

University Of Trent Analysis

Different concepts have been used to explain the situations to obtain further clarity regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers think that subordinates are passive and careless, have little passion and withstand change. The difficult variation of this theory highlighted browbeating, tight controls, threats as well as punishments. Gradually it produces reduced performance, refined sabotage and competition (Offer, 2003). The scenario at University Of Trent is not totally adhering to Concept X, it can be seen that new hires are finding this environment rather difficult which may at some point lead to a higher inclination of the management in the direction of Theory X. According to McGregor's promoted sight, which he called Concept Y, the important job of the monitoring is to organize organizational problems to make sure that people can accomplish their very own goals best by directing their initiatives in the direction of business incentives. If people find no satisfaction in their job, the management would have little option however to count on theory X as well as exterior control (Offer, 2003). Also while assessing Lewis's administration style, theory X might have appropriated in the procedures department somewhat but the Advertising and marketing department would certainly call for dependence on Theory Y in order to get the creative thinking as well as originality from the groups.

Tuckman's Synergy Concept: As far as Lewis's issue about bringing consistency in between the advertising and marketing as well as advertising department is concerned, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing as well as advertising and marketing division's job, there might be the same preliminary separate which can lead to the second stage of 'storming' where the teams test one another.

When people are offered with adjustment, they enter stage one and so there may be feelings like despair, uncertainty, disappointment, temper, concern, denial and disorientation.The situation at the advertising and marketing department of University Of Trent is comparable so Lewis can get comfy with the suggestion that it is not phenomenal habits. It is throughout this stage that Lewis will certainly have to provide guidance to the department so that they can locate a feeling of direction. It can be seen just how Krasnow has already made this shift easier by making Lewis get involved in the department a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the importance of 'safety and security requires as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel safe and secure and also out of danger' is at the 2nd level of demands. Prior to a worker can be made to develop psychologically, he requires to have his 'Physical 'and also 'Safety' needs satisfied.

SWOT Analysis for University Of Trent Case Study



Ramification of Analysis.

The OB analysis has checked out numerous theories to comprehend just how to cope with the existing scenario handy. The following 3 alternatives have actually been suggested to aid Lewis take care of the business challenges in the advertising department. Each of these options has been recommended for easing the change required to bring the marketing department according to the needs of the market and for making the social adjustment that would follow once the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting as well as Manufacturing features. Combination of Advertising And Marketing with Operations.

Examination of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business advertising along with agency as well as retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and marketing and also marketing features.

The advantage of this approach is that it will certainly incorporate both features while lowering the need for employing an additional resource for marketing. In addition to this, Lewis would be heading the advertising and marketing division and also regardless her replacement would be required for the current function that she is doing. The disadvantage of this alternative is that external hiring might produce bitterness from internal workers that might be eying the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Production: Offered the affordable pressures as well as high quality work required from the advertising agency, it is advised that Lewis needs to enable the production device to be a different feature from the advertising device. Given that most advertising and marketing companies had these two functions as separate units, it makes even more sense to follow the standard.

Combination of Advertising And Marketing with Workflows: Given that Lewis is currently looking after the advertising and marketing and also operations divisions concurrently; it makes sense to incorporate the two features given that she has actually been efficiently looking after both ends. The fact that both divisions already have significant differences over allowance of sources suggests that this combination might be able to bring about consistency especially as Lewis would be heading both ends.However there are various downsides of this step particularly as it would certainly put too much worry over Lewis's shoulders. The fact that Lewis has to adapt her administration design for the marketing division suggests that these 2 divisions would certainly be culturally diverse. Lewis may not be able to use one kind of management style to both departments which might result in inadequacy in either one of the two features.

Referral.



An analysis of the three choices shows that assimilation of advertising and marketing and also operations would certainly not be a viable action due to the substantial distinctions in between the 2 divisions in spite of the truth that presently Lewis is handling both. While splitting up of the manufacturing function might have been a positive move for the advertising and marketing division, the truth that it would suggest putting a 3rd function under Lewis's wing suggests this must be prevented.

Action Plan.
Recommendation
Lewis will take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Production feature will certainly stay component of advertising and marketing under advertising function.

Lewis will certainly separate herself from procedures.

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

Open door plan and focus on cross departmental interaction will be targeted at removing discord.

Backup plan.

If the assimilation does not exercise as intended, a contingency plan would follow which would certainly separate the production function from the advertising and marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. In that case the production feature will certainly be separated by positioning it under an SVP production.