Waltham Motors Division Case Study Solution


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Waltham Motors Division Case Study Solution

Background and Facts

Waltham Motors Division an office products merchant for tiny and medium sized businesses has actually just recently been associated with preparing for a merger with its competitor House Deport, which has actually affected efficiency levels in departmentswith the senior manager associated with lawful problems presented by the federal Profession Compensation. With the Advertising and marketing Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the future. With challenges in the form of a potential cultural modification as well as reduced worker spirits, the organization needs a total reengineering effort at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The prospective social change at the advertising and marketing division of Waltham Motors Division is boosting uncertainty in the working environment causing numerous 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 function in impacting calculated choices since Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's treatment in the process. Given the fact that the shop has a worldwide presence with branches in UK, USA, Canada as well as Germany, political consider each of these nations might be able to influence performance or strategic objectives. Federal Profession Compensation's antitrust suit versus the merging took up valuable time of the organization's senior management suggesting that 'political' factors can have major implications for a global organisation.

Economic Factors: Economic factors such as the emergence of local business in the international situation recommend that Waltham Motors Division is growing in an environment where there is prospective growth of companies. Reality that shop consumers are mainly looking for workplace supplies for home offices recommends that the market has a rising pattern of entrepreneurs as well as home based services.

Social factors: Social fads in the economic situation show that consumers are looking for comfort in addition to eye-catching costs. Market research demonstrates how the customer for Waltham Motors Division lacks awareness about discovering remedies which can supply a mix of comfort and inexpensive.

Technical factors: Technology plays an essential function in Waltham Motors Division's business technique specifically as the organization is piloting Modern technology centers which would provide innovation sales and also assistance in the type of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Actions issues can be seen in Waltham Motors Division's case as highlighted in this section.

Worries about social adjustment: There is apprehension regarding a social modification that would happen as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with the majority of the staff members already showing discontent over this prospective action. This predicted adjustment has developed stress in the workplace which has been paired with the previous anxiety of preparing the company for a possible merger with Home Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is lack of personnel that can match the demanding setting of a hectic company. Not only does this result in trouble in discovering the ideal individuals, it places tension on brand-new hires as can not withstand the pace and also pressure that the company anticipates them to bear.

Double Coverage Lines: Newbies find this organizational culture troublesome as well as difficult to manage especially as dotted line partnerships are indicated to be weaker in general and also unbiased setup and performance evaluation is still done by the strong line supervisor. This means that novices might lose quality regarding their respective duties and also purposes especially as populated line reporting does not maintain them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and suitable for the work yet the reality that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Job Insecurity: Anxiety and also insecurity can be determined as 2 major worries that Lewis would certainly be dealing with particularly as the merging has actually now be cancelled and two elderly executives of the marketing department would be leaving. The entire obligation of the department would be dropping on Lewis's shoulders that would not simply be in charge of brining concerning a social change yet would certainly likewise have to confirm herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's monitoring design as well as its incompatibility with the advertising division's duty can additionally be seen as an OB difficulty particularly as she has actually been utilized to managing concerns in the operations department where personnel are shown to concentrate on processes and obtain them. The advertising and marketing division on the other hand can be seen as a team of people that are made use of to being nurtured by Krasnow who focused much more on output than procedures.

Interdepartmental Differences: Interdepartmental arguments between three divisions, advertising and marketing, merchandizing and also operations specifically over the allocation of the advertising and marketing mix can be recognized as another OB problem. Although the advertising and marketing department does not share the exact same vision as the various other 2 departments relating to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as procedures divisions do not agree over the marketing mix appropriation among one another either.

Fragmentation in Advertising Division: Fragmentation between the advertising and marketing divisions can be recognized as another OB concern which might require additional attention. The reality that the advertising and marketing areas in the marketing department are separated is preventing both divisions from obtaining from each various other's experience and also know-how. Combination of marketing with merchandising and operations would come to be harder if the marketing department itself is broken down which can be an additional possible OB issue.

Waltham Motors Division Analysis

Various concepts have actually been used to describe the situations to get further clarity about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers think that subordinates are easy and careless, have little ambition as well as resist adjustment. The circumstance at Waltham Motors Division is not entirely complying with Concept X, it can be seen that brand-new hires are finding this environment instead stressful which might eventually lead to a better disposition of the administration in the direction of Concept X. Also while analyzing Lewis's administration style, concept X might have been appropriate in the procedures division to some degree yet the Advertising department would certainly call for reliance on Concept Y in order to obtain the creativity and also creativity from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's worry regarding bringing consistency between the marketing and advertising department is worried, this would at first lead to contrast as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, throughout the initial phase of team advancement, people might not bond, as they are busy discovering their place in the team. By integrating the marketing and advertising division's job, there may be the same first detach which might lead to the 2nd phase of 'storming' where the teams challenge each other. Nonetheless, it is only throughout the third phase or 'norming' when they would certainly collaborate to share concepts before the team can bring about synergy in the 4th phase 'executing'.

When individuals are provided with change, they go into stage one as well as so there might be feelings like unhappiness, uncertainty, disappointment, temper, fear, rejection and also disorientation.The situation at the advertising division of Waltham Motors Division is comparable so Lewis can obtain comfy with the idea that it is not amazing habits. It is throughout this stage that Lewis will certainly have to offer guidance to the division so that they can discover a sense of instructions. It can be seen just how Krasnow has already made this transition simpler by making Lewis obtain included in the division a year before his real departure.
Vrio Analysis
Maslow's Need hierarchy: The OB issue pertaining to instability at the office has been caused first of all by the adjustment in administration as well as second of all by the reality that the merging will no longer be initiated. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has goes over the relevance of 'security requires as being a lower level demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel safe and secure as well as untouched' goes to the 2nd degree of demands. Prior to a staff member can be made to develop emotionally, he needs to have his 'Physiological 'as well as 'Security' requires fulfilled. This suggests that unless the workers are made to really feel secure concerning their existing work status in Waltham Motors Division they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Waltham Motors Division Case Study

Effects of Analysis.

The OB analysis has actually taken a look at various theories to recognize how to cope with the present scenario handy. The following 3 alternatives have been proposed to help Lewis deal with the organizational challenges in the advertising division. Each of these choices has been recommended for alleviating the shift required to bring the advertising and marketing department in line with the demands of the marketplace and also for making the social adjustment that would follow when the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting and Manufacturing features. Assimilation of Advertising And Marketing with Operations.

Analysis of Alternatives.

Integration of Advertising And Marketing & Marketing Functions: The internal marketing firm of Waltham Motors Division is already toughness for the company in terms of conserving up on overheads associated with advertising and marketing and also promotion. Considering that no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the advertising and marketing function, this is a positive possibility for integrating the advertising and marketing features. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has competence in business-to-business advertising together with firm and retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing and advertising functions.

The benefit of this strategy is that it will certainly incorporate the two features while lowering the need for employing an additional resource for marketing. Along with this, Lewis would be heading the marketing department and in any case her substitute would be required for the existing role that she is executing. The disadvantage of this alternative is that outside hiring might bring about resentment from internal employees who may be eying the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Manufacturing: Provided the competitive pressures as well as excellent quality work required from the advertising agency, it is advised that Lewis ought to allow the production device to be a separate function from the marketing device. Since most advertising agencies had these two features as separate units, it makes more sense to follow the norm. Along with this, both features may have the ability to concentrate on their core activates more successfully. The drawback of this method would be that added expenses would certainly have to be birthed for setting up separate manufacturing features. Along with this, a production head may need to be worked with which could enhance expenses for the company.

Integration of Advertising And Marketing with Operations: Since Lewis is already taking treatment of the marketing and also procedures divisions simultaneously; it makes sense to integrate the 2 features given that she has actually been efficiently taking treatment of both ends. The fact that Lewis has to adapt her administration style for the advertising department recommends that these two departments would certainly be culturally diverse.


An assessment of the three options shows that combination of marketing as well as procedures would certainly not be a possible action due to the vast differences in between the two divisions regardless of the truth that presently Lewis is taking care of both. While separation of the production feature might have been a positive move for the marketing division, the reality that it would certainly mean placing a 3rd feature under Lewis's wing means this must be prevented.

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

Advertising and Marketing features would be combined.

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

Manufacturing function will remain part of advertising and marketing under advertising and marketing feature.

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will certainly be utilized in advertising and marketing division.

Open door plan and emphasis on cross department interaction will be focused on eliminating dissonance.

Contingency plan.

If the combination does not exercise as planned, a backup strategy would certainly follow which would certainly separate the production feature from the advertising and marketing function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing function will most definitely be divided by placing it under an SVP manufacturing.