Western Southern Enterprise Case Study Solution


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Background and Facts

Western Southern Enterprise an office materials retailer for small and medium sized organisations has just recently been involved in planning for a merging with its rival Residence Deport, which has influenced performance degrees in departmentswith the senior manager associated with lawful issues put forth by the government Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the near future. With obstacles in the form of a possible social modification and low worker morale, the organization requires a total reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural modification at the marketing department of Western Southern Enterprise is boosting unpredictability in the working environment resulting in various difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting critical choices since Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Trade Payment's treatment while doing so. Provided the reality that the store has an international visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these countries may be able to affect efficiency or calculated objectives. Federal Trade Commission's antitrust fit versus the merger occupied valuable time of the company's senior monitoring recommending that 'political' factors can have severe ramifications for a global company.

Economic Factors: Financial factors such as the appearance of local business in the international circumstance suggest that Western Southern Enterprise is growing in an environment where there is potential development of companies. Truth that store clients are mainly looking for workplace materials for home offices recommends that the market has a climbing trend of business owners and home based companies.

Social factors: Social patterns in the economic climate reveal that consumers are trying to find convenience in addition to appealing rates. Marketing research shows how the client for Western Southern Enterprise does not have understanding about locating solutions which can use a combination of benefit and affordable.

Technical factors: Modern technology plays a crucial role in Western Southern Enterprise's company method particularly as the organization is piloting Innovation centers which would certainly offer technology sales and also support in the type of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Business Behavior problems can be seen in Western Southern Enterprise's case as highlighted in this section.

Concerns about cultural adjustment: There is worry concerning a social change that would certainly occur when Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with a lot of the team member already revealing discontent over this potential relocation. This anticipated modification has developed stress and anxiety in the workplace which has actually been coupled with the past anxiety of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is shortage of workers that can match the difficult environment of a fast-paced organization. Not only does this result in trouble in locating the best people, it places stress and anxiety on new hires as can not hold up against the speed and also pressure that the organization anticipates them to birth.

Double Coverage Lines: Beginners locate this business culture cumbersome and also challenging to deal with particularly as dotted line connections are meant to be weaker as a whole as well as objective setup and also efficiency assessment is still done by the strong line manager. This indicates that novices might lose quality about their respective duties as well as purposes especially as dotted line coverage does not keep them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and appropriate for the work yet the reality that Kransnow's separation would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Job Instability: Fear and also insecurity can be recognized as 2 major concerns that Lewis would certainly be handling particularly as the merging has actually now be cancelled as well as two elderly executives of the advertising and marketing department would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders who would certainly not simply be in charge of brining about a social change but would additionally have to verify herself in her new role.

Incompatible Administration Design of Leader: Lewis's monitoring design and also its incompatibility with the advertising and marketing division's role can likewise be viewed as an OB challenge particularly as she has actually been made use of to dealing with concerns in the procedures division where personnel are educated to concentrate on processes and obtain them right. The marketing division on the other hand can be viewed as a group of people who are made use of to being supported by Krasnow that focused much more on outcome than processes.

Interdepartmental Differences: Interdepartmental differences in between three divisions, marketing, merchandizing and also operations respectively over the appropriation of the marketing mix can be determined as an additional OB problem. The advertising division does not share the exact same vision as the various other two departments relating to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures departments do not agree over the marketing mix appropriation among one an additional either.

Fragmentation in Marketing Division: Disintegration in between the marketing and advertising departments can be identified as an additional OB problem which could require more attention. The truth that the advertising and marketing areas in the advertising department are separated is preventing both departments from gaining from each various other's experience as well as know-how. Assimilation of advertising with retailing as well as procedures would become more difficult if the marketing division itself is disintegrated which can be one more possible OB issue.

Western Southern Enterprise Analysis

Different concepts have been used to clarify the circumstances to get additional quality regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are passive and lazy, have little aspiration as well as withstand adjustment. The situation at Western Southern Enterprise is not totally following Concept X, it can be seen that new hires are finding this environment rather stressful which might eventually lead to a better inclination of the management towards Concept X. Even while evaluating Lewis's management style, concept X might have been ideal in the procedures department to some extent but the Advertising and marketing division would require dependence on Theory Y in order to obtain the imagination and originality from the groups.

Tuckman's Synergy Theory: Regarding Lewis's problem regarding bringing harmony between the marketing and advertising division is worried, this would at first cause clash as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the preliminary phase of group advancement, individuals might not bond, as they are busy finding their location in the team. By integrating the advertising and marketing division's job, there might be the same initial separate which could bring about the second stage of 'storming' where the groups test one another. It is only during the 3rd phase or 'norming' when they would certainly come with each other to share ideas before the group can bring about harmony in the fourth stage 'doing'.

Bridges' Transition Design: Based On William Bridge's theory (appendix 4), individuals are quite unpleasant with modification, which is obvious by the situation at Western Southern Enterprise The situation can be viewed as a normal course of life if is studied as per Bridge's theory where he discusses that individuals experience three stages of transition when they experience change. 'Closing, shedding as well as Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they get in phase one and so there might be emotions like unhappiness, unpredictability, aggravation, rage, anxiety, rejection and also disorientation.The circumstance at the advertising and marketing division of Western Southern Enterprise is similar so Lewis can obtain comfy with the suggestion that it is not phenomenal behavior. In the second phase, there may be a requirement to bridge the space in between the brand-new and old society so Lewis may have to encounter this challenge as soon as Krasnow leaves. There may be low morale and also reduced performance at this stage which ought to not be taken as a setback. It is throughout this stage that Lewis will have to offer guidance to the division to make sure that they can find an orientation. It can be seen just how Krasnow has actually already made this shift less complicated by making Lewis obtain associated with the department a year before his real separation. Based on Bridges' Model, phase three will bring about visibility to discovering, High energy and also dedication as individuals will accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the significance of 'protection requires as being a reduced degree demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and secure as well as out of danger' is at the 2nd level of needs. Prior to an employee can be made to establish psychologically, he requires to have his 'Physiological 'as well as 'Security' needs met.

SWOT Analysis for Western Southern Enterprise Case Study

Ramification of Analysis.

The OB analysis has actually looked at numerous theories to recognize just how to cope with the existing scenario available. The complying with three choices have actually been proposed to aid Lewis deal with the organizational challenges in the advertising and marketing department. Each of these choices has been recommended for alleviating the shift required to bring the advertising division in accordance with the requirements of the marketplace and also for making the social modification that would follow as soon as the present leader leaves.

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

Assessment of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has knowledge in business-to-business advertising along with agency and retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both marketing as well as marketing features.

The benefit of this approach is that it will integrate the two features while minimizing the requirement for hiring an added source for advertising. In addition to this, Lewis would certainly be heading the marketing department and in any case her substitute would certainly be required for the present role that she is performing. The drawback of this option is that external hiring might produce bitterness from internal workers that might be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Provided the competitive pressures and high top quality work called for from the advertising and marketing company, it is advised that Lewis must permit the manufacturing system to be a separate function from the marketing system. Because most advertising and marketing agencies had these two functions as different devices, it makes more feeling to comply with the standard.

Assimilation of Marketing with Workflows: Considering that Lewis is currently taking care of the marketing as well as operations departments concurrently; it makes feeling to incorporate the two features because she has actually been successfully taking care of both ends. The reality that Lewis has to adapt her monitoring style for the marketing division recommends that these 2 divisions would be culturally varied.


An evaluation of the 3 choices suggests that combination of marketing as well as operations would not be a viable action due to the substantial distinctions between the two divisions despite the fact that presently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a desirable relocation for the marketing department, the truth that it would suggest positioning a third feature under Lewis's wing means this must be stayed clear of.

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

Advertising and Marketing functions would certainly be combined.

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

Production feature will certainly continue to be component of advertising under marketing feature.

Lewis will divide herself from procedures.

An autonomous leadership style with staff member empowerment will certainly be made use of in marketing division.

Open up door policy as well as emphasis on cross departmental communication will certainly be aimed at getting rid of dissonance.

Backup plan.

If the assimilation does not exercise as intended, a contingency strategy would follow which would divide the production feature from the marketing feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production feature will definitely be separated by putting it under an SVP production.