Menu

Waltham Motors Division Case Study Help

CASE HELP

Home >> Harvard >> Waltham Motors Division >>

Waltham Motors Division Case Study Help

Background and Facts

Waltham Motors Division an office products store for little and also average sized organisations has just recently been associated with planning for a merger with its rival Home Deport, which has influenced efficiency degrees in departmentswith the elderly supervisor involved in legal issues presented by the government Trade Compensation. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the future. With obstacles in the type of a prospective social change and reduced staff member spirits, the company requires a full reengineering effort at the marketing division.

Issue Declaration

The prospective cultural change at the marketing division of Waltham Motors Division is increasing unpredictability in the working environment resulting in numerous obstacles for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting critical choices considering that Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Commission's intervention in the process. Provided the reality that the shop has a worldwide presence with branches in UK, USA, Canada and Germany, political factors in each of these nations may be able to impact efficiency or critical goals. Federal Profession Commission's antitrust suit versus the merging occupied useful time of the organization's senior monitoring suggesting that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide situation suggest that Waltham Motors Division is growing in an atmosphere where there is possible growth of businesses. Fact that store customers are mainly looking for workplace products for house offices suggests that the market has a climbing trend of entrepreneurs and also residence based organisations.

Social factors: Social fads in the economic climate reveal that clients are seeking convenience in addition to attractive prices. Marketing research demonstrates how the customer for Waltham Motors Division does not have awareness regarding locating services which can offer a combination of benefit and also inexpensive.

Technological factors: Modern technology plays a crucial function in Waltham Motors Division's company technique particularly as the organization is piloting Technology facilities which would use technology sales and assistance in the kind of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Actions problems can be seen in Waltham Motors Division's case as highlighted in this area.

Concerns regarding social adjustment: There is worry regarding a cultural adjustment that would happen as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with the majority of the personnel currently revealing discontent over this prospective step. This predicted adjustment has actually created tension in the work environment which has actually been combined with the previous tension of preparing the firm for a potential merging with Home Deport.

Stressful Work Environment for Newcomers: There is shortage of personnel that can match the difficult setting of a busy company. Not just does this lead to problem in discovering the best people, it places stress and anxiety on brand-new hires as can not withstand the pace as well as stress that the organization expects them to birth.

Dual Reporting Lines: Newcomers locate this organizational society troublesome and also difficult to deal with particularly as dotted line partnerships are indicated to be weaker generally as well as unbiased setup and performance evaluation is still done by the solid line manager. This means that newcomers can lose quality about their corresponding roles and also goals especially as populated line reporting does not maintain them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been guessed that the last would certainly take Krasnow's placement came as a blow to her morale. Lewis may have been qualified and also suitable for the job yet the truth that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Work Insecurity: Anxiety as well as instability can be identified as 2 significant concerns that Lewis would certainly be taking care of particularly as the merging has actually currently be cancelled and also two senior executives of the advertising and marketing division would certainly be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders that would certainly not just supervise of brining regarding a social change however would certainly additionally need to prove herself in her new role.

Inappropriate Monitoring Design of Leader: Lewis's management design and its incompatibility with the advertising division's function can likewise be seen as an OB obstacle especially as she has actually been utilized to handling issues in the procedures division where employees are taught to concentrate on procedures and also obtain them. The advertising and marketing division on the other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow that focused a lot more on result than procedures.

Interdepartmental Arguments: Interdepartmental arguments in between three departments, advertising and marketing, merchandizing as well as procedures respectively over the allowance of the marketing mix can be determined as an additional OB problem. The marketing division does not share the exact same vision as the other two departments concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also procedures divisions do not agree over the advertising mix allocation amongst one another either.

Fragmentation in Marketing Division: Disintegration in between the advertising and marketing divisions can be identified as one more OB concern which could need more attention. The truth that the marketing and advertising sections in the marketing division are separated is avoiding both departments from gaining from each other's experience as well as expertise. Assimilation of marketing with merchandising as well as procedures would certainly end up being harder if the advertising division itself is disintegrated which can be an additional prospective OB worry.

Waltham Motors Division Analysis

Various concepts have actually been made use of to discuss the conditions to obtain further clearness about the situation at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors believe that staffs are easy and lazy, have little ambition as well as resist adjustment. The scenario at Waltham Motors Division is not entirely complying with Concept X, it can be seen that new hires are finding this atmosphere instead difficult which might ultimately lead to a higher disposition of the management towards Concept X. Also while analyzing Lewis's administration style, concept X might have been appropriate in the operations division to some degree but the Marketing division would certainly need dependence on Concept Y in order to obtain the creative thinking as well as creativity from the groups.

Tuckman's Teamwork Concept: Regarding Lewis's concern about bringing consistency in between the advertising and marketing department is worried, this would at first lead to contrast as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the preliminary phase of team advancement, people might not bond, as they are busy discovering their location in the team. By integrating the marketing and advertising department's job, there may coincide first detach which could result in the 2nd phase of 'storming' where the groups challenge each other. It is only during the third stage or 'norming' when they would come together to share suggestions before the group can bring about synergy in the fourth phase 'executing'.

Bridges' Shift Version: According To William Bridge's theory (appendix 4), individuals are quite unpleasant with change, which is obvious by the situation at Waltham Motors Division The scenario can be seen as a typical training course of life if is examined according to Bridge's theory where he clarifies that individuals go through three stages of change when they experience adjustment. 'End, shedding and also Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they enter stage one and so there may be feelings like sadness, unpredictability, irritation, rage, anxiety, denial as well as disorientation.The circumstance at the advertising department of Waltham Motors Division is comparable so Lewis can get comfortable with the suggestion that it is not remarkable actions. In the 2nd stage, there might be a requirement to connect the void in between the new as well as old society so Lewis might have to face this experience once Krasnow leaves. There may be reduced morale and also reduced productivity at this phase which must not be taken as a setback. It is throughout this stage that Lewis will have to offer support to the division so that they can discover a sense of direction. It can be seen how Krasnow has already made this shift much easier by making Lewis obtain involved in the division a year prior to his actual departure. According to Bridges' Design, phase 3 will certainly cause openness to knowing, High energy and also commitment as people will accept the modification (Bridges, 2004).

Maslow's Requirement power structure: The OB issue pertaining to insecurity at the work environment has been set off first of all by the change in management and also secondly by the reality that the merging will certainly no more be started. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has talks about the value of 'safety requires as being a lower level demand of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel protected and also unharmed' goes to the 2nd level of requirements. Prior to a worker can be made to create psychologically, he needs to have his 'Physiological 'as well as 'Security' needs fulfilled. This suggests that unless the personnel are made to really feel protected concerning their current employment status in Waltham Motors Division they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Waltham Motors Division Case Study



Implication of Analysis.

The OB analysis has taken a look at different concepts to understand how to manage the current scenario handy. The following three options have been proposed to assist Lewis handle the organizational obstacles in the marketing department. Each of these alternatives has been recommended for alleviating the shift needed to bring the advertising department in line with the requirements of the marketplace and 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 functions. Integration of Advertising with Procedures.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business advertising and marketing along with agency and retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing and marketing functions.

The advantage of this method is that it will integrate the two features while reducing the requirement for hiring an added resource for advertising. Along with this, Lewis would certainly be heading the advertising division as well as in any case her replacement would be needed for the existing function that she is carrying out. The drawback of this option is that external hiring might cause bitterness from inner workers who might be eying the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Manufacturing: Provided the affordable stress and high quality work needed from the advertising and marketing company, it is recommended that Lewis needs to allow the production unit to be a different feature from the marketing system. Because most marketing firms had these two features as different units, it makes even more sense to follow the norm.

Integration of Marketing with Workflows: Given that Lewis is currently looking after the advertising and marketing and also operations divisions simultaneously; it makes good sense to integrate the two functions since she has actually been efficiently caring for both ends. The reality that both departments already have significant distinctions over allotment of resources suggests that this assimilation might be able to bring about harmony specifically as Lewis would be heading both ends.However there are numerous downsides of this action particularly as it would certainly put excessive worry over Lewis's shoulders. The truth that Lewis has to adapt her monitoring design for the marketing division suggests that these two divisions would certainly be culturally diverse. Lewis might not be able to apply one kind of management style to both departments which could result in ineffectiveness in either one of the two functions.

Referral.



An examination of the three choices indicates that assimilation of marketing as well as operations would not be a feasible step due to the huge differences in between the 2 divisions despite the truth that currently Lewis is handling both. While separation of the production feature might have been a beneficial relocation for the advertising department, the truth that it would mean positioning a third function under Lewis's wing implies this ought to be avoided.

Action Strategy.

Lewis will take over the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Production feature will remain part of advertising under advertising feature.

Lewis will certainly divide herself from procedures.

A democratic management design with worker empowerment will be made use of in marketing department.

Open door plan as well as emphasis on cross departmental interaction will be targeted at getting rid of dissonance.

Backup strategy.

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