Western Chemical Corp Divisional Performance Measurement C Case Study Analysis


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Western Chemical Corp Divisional Performance Measurement C Case Study Help

Background and Facts

Western Chemical Corp Divisional Performance Measurement C an office products merchant for little and average sized services has actually recently been involved in planning for a merging with its rival Home Deport, which has impacted efficiency levels in departmentswith the senior supervisor associated with legal problems put forth by the federal Profession Compensation. With the Advertising Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the future. With difficulties in the kind of a prospective cultural modification and low staff member morale, the company wants a complete reengineering effort at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing department of Western Chemical Corp Divisional Performance Measurement C is boosting uncertainty in the working environment bring about different challenges for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing strategic decisions given that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention at the same time. Given the reality that the store has an international existence with branches in UK, USA, Canada and also Germany, political consider each of these countries might be able to impact performance or strategic goals. Federal Trade Payment's antitrust fit versus the merging occupied valuable time of the organization's senior management recommending that 'political' factors can have serious implications for a global company.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide circumstance recommend that Western Chemical Corp Divisional Performance Measurement C is thriving in an atmosphere where there is prospective growth of services. Fact that store consumers are primarily looking for office materials for home workplaces suggests that the market has a rising pattern of business owners and home based services.

Social factors: Social patterns in the economy show that customers are trying to find comfort in addition to eye-catching prices. Marketing research demonstrates how the consumer for Western Chemical Corp Divisional Performance Measurement C lacks awareness regarding discovering solutions which can use a mix of convenience and also inexpensive.

Technological factors: Modern technology plays a crucial duty in Western Chemical Corp Divisional Performance Measurement C's business method particularly as the company is piloting Technology facilities which would supply technology sales and support in the form of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Actions problems can be seen in Western Chemical Corp Divisional Performance Measurement C's case as highlighted in this area.

Uneasiness about social modification: There is concern concerning a social change that would occur when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with a lot of the personnel already revealing discontent over this potential relocation. This predicted modification has actually created tension in the workplace which has actually been coupled with the previous anxiety of preparing the company for a possible merging with House Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is lack of workers that can match the difficult setting of a busy company. Not only does this lead to trouble in finding the appropriate people, it places stress on brand-new hires as can not endure the rate and also pressure that the company expects them to bear.

Dual Coverage Lines: Newcomers discover this business culture difficult as well as challenging to handle specifically as populated line connections are implied to be weak as a whole and unbiased setup and also performance assessment is still done by the solid line supervisor. This means that beginners can shed clearness about their respective duties as well as objectives specifically as populated line reporting does not maintain them in straight interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been guessed that the latter would take Krasnow's placement came as a strike to her morale. Lewis might have been capable and appropriate for the work but the reality that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Worry as well as instability can be recognized as two significant worries that Lewis would be managing specifically as the merging has now be terminated and also two elderly execs of the marketing division would be leaving. The whole duty of the division would be dropping on Lewis's shoulders that would not simply be in charge of brining about a social change but would additionally need to verify herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's monitoring style and also its incompatibility with the marketing division's duty can also be seen as an OB obstacle particularly as she has actually been utilized to dealing with problems in the operations department where workers are taught to focus on procedures and also obtain them. The marketing department on the various other hand can be seen as a team of individuals that are made use of to being nurtured by Krasnow who focused much more on result than processes.

Interdepartmental Arguments: Interdepartmental differences between 3 divisions, advertising, merchandizing and operations respectively over the allocation of the advertising and marketing mix can be identified as an additional OB worry. Although the marketing department does not share the same vision as the other two divisions relating to the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and procedures departments do not concur over the advertising mix allowance among each other either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing departments can be recognized as one more OB issue which can need additional attention. The truth that the marketing and advertising areas in the advertising division are disconnected is avoiding both divisions from gaining from each other's experience as well as knowledge. Integration of advertising and marketing with retailing and procedures would come to be more difficult if the marketing department itself is broken down which can be one more potential OB problem.

Western Chemical Corp Divisional Performance Measurement C Analysis

Various theories have been used to describe the conditions to get further quality about the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are easy as well as lazy, have little aspiration as well as stand up to change. The circumstance at Western Chemical Corp Divisional Performance Measurement C is not totally following Concept X, it can be seen that new hires are finding this environment instead stressful which may eventually lead to a greater inclination of the administration in the direction of Theory X. Even while assessing Lewis's management style, concept X might have been suitable in the operations department to some level yet the Advertising and marketing department would require dependence on Concept Y in order to get the imagination and creativity from the groups.

Tuckman's Synergy Concept: As for Lewis's concern regarding bringing consistency in between the marketing and advertising division is worried, this would at first result in conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the initial stage of group advancement, individuals might not bond, as they are active locating their place in the group. By combining the marketing and advertising department's job, there might coincide preliminary separate which might lead to the second phase of 'storming' where the groups test each other. It is just during the third phase or 'norming' when they would come with each other to share suggestions prior to the team can bring about harmony in the 4th phase 'doing'.

Bridges' Change Version: As per William Bridge's theory (appendix 4), individuals are rather uneasy with change, which is apparent by the circumstance at Western Chemical Corp Divisional Performance Measurement C The situation can be seen as a normal program of life if is examined based on Bridge's concept where he explains that people go through three phases of shift when they experience adjustment. 'Closing, shedding and also Letting go', The Neutral Area and 'The New Beginning' (Bridges, 2004). When individuals exist with change, they go into stage one therefore there may be emotions like sadness, uncertainty, frustration, anger, anxiety, rejection and disorientation.The circumstance at the advertising and marketing department of Western Chemical Corp Divisional Performance Measurement C is comparable so Lewis can get comfy with the suggestion that it is not extraordinary actions. In the 2nd phase, there may be a demand to bridge the space between the brand-new and old culture so Lewis might need to encounter this challenge when Krasnow leaves. There might be reduced spirits and reduced productivity at this stage which must not be taken as a setback. It is throughout this phase that Lewis will have to offer support to the department so that they can discover an orientation. It can be seen exactly how Krasnow has already made this transition easier by making Lewis get involved in the department a year prior to his real separation. Based on Bridges' Model, phase three will certainly bring about visibility to discovering, High energy and also commitment as individuals will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB problem pertaining to insecurity at the office has actually been set off firstly by the adjustment in monitoring and secondly by the fact that the merger will no longer be started. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the relevance of 'protection requires as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel protected and unharmed' is at the second degree of requirements. Prior to an employee can be made to create mentally, he needs to have his 'Physiological 'and also 'Safety' requires satisfied. This shows that unless the workers are made to really feel secure regarding their existing work status in Western Chemical Corp Divisional Performance Measurement C they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Western Chemical Corp Divisional Performance Measurement C Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous theories to comprehend just how to manage the existing situation available. The following three options have been proposed to assist Lewis take care of the organizational difficulties in the advertising and marketing division. Each of these alternatives has been proposed for relieving the change required to bring the marketing division in line with the needs of the marketplace as well as for making the cultural change that would certainly follow once the existing leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Manufacturing features. Assimilation of Marketing with Operations.

Evaluation of Alternatives.

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

The benefit of this approach is that it will incorporate both features while lowering the demand for working with an added source for marketing. Lewis would certainly be heading the advertising and marketing department as well as in any kind of case her substitute would be required for the current function that she is carrying out. The negative aspect of this option is that external hiring might cause animosity from inner workers that may be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Manufacturing: Given the affordable pressures and high quality job needed from the marketing company, it is suggested that Lewis ought to enable the production device to be a separate function from the advertising and marketing device. Since a lot of advertising agencies had these 2 features as different devices, it makes more feeling to follow the norm.

Assimilation of Advertising with Operations: Because Lewis is currently taking care of the advertising and also procedures departments simultaneously; it makes feeling to incorporate the two functions given that she has actually been successfully taking care of both ends. The reality that Lewis has to adjust her management style for the advertising division suggests that these 2 departments would certainly be culturally diverse.


An assessment of the three alternatives shows that integration of advertising and operations would not be a practical action due to the substantial distinctions in between the 2 divisions in spite of the fact that currently Lewis is managing both. While splitting up of the production function may have been a favorable move for the advertising department, the reality that it would certainly indicate placing a 3rd feature under Lewis's wing implies this must be avoided.

Action Strategy.
Lewis will certainly take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing function will certainly continue to be part of advertising and marketing under advertising feature.

Lewis will certainly separate herself from operations.

An autonomous leadership design with worker empowerment will certainly be used in advertising department.

Open door plan and also emphasis on cross departmental communication will be targeted at getting rid of dissonance.

Backup strategy.

If the assimilation does not exercise as intended, a backup strategy would certainly adhere to which would divide the production feature from the advertising function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing function will absolutely be divided by placing it under an SVP manufacturing.