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What Can A Mosquito Do To An Elephant D Case Study Analysis

Background and Facts

What Can A Mosquito Do To An Elephant D a workplace supplies store for little and average sized organisations has recently been involved in planning for a merger with its competitor House Deport, which has affected effectiveness degrees in departmentswith the senior manager associated with legal issues presented by the federal Profession Payment. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the near future. With obstacles in the form of a prospective social adjustment and low worker spirits, the company wants a full reengineering initiative at the advertising department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing division of What Can A Mosquito Do To An Elephant D is enhancing unpredictability in the working environment resulting in different difficulties 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 influencing critical choices given that Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Trade Compensation's treatment while doing so. Given the reality that the shop has a global presence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations might have the ability to influence performance or strategic objectives. Federal Trade Payment's antitrust suit against the merging used up important time of the company's elderly monitoring recommending that 'political' factors can have significant ramifications for an international company.

Economic Factors: Financial factors such as the development of small businesses in the international circumstance recommend that What Can A Mosquito Do To An Elephant D is growing in a setting where there is prospective growth of businesses. Along with this, fact that shop customers are mainly looking for office materials for home offices recommends that the marketplace has an increasing fad of entrepreneurs and home businesses.

Social factors: Social trends in the economic climate show that clients are looking for comfort in addition to attractive costs. Market research demonstrates how the consumer for What Can A Mosquito Do To An Elephant D lacks understanding concerning locating options which can supply a combination of convenience and inexpensive.

Technological factors: Modern technology plays an important function in What Can A Mosquito Do To An Elephant D's organisation technique especially as the organization is piloting Innovation facilities which would certainly supply technology sales and also support in the kind of memory upgrades, outer installations. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Actions concerns can be seen in What Can A Mosquito Do To An Elephant D's case as highlighted in this area.

Worries regarding social modification: There is uneasiness regarding a social adjustment that would certainly take place once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the team member currently showing unhappiness over this possible relocation. This expected adjustment has actually produced stress in the office which has been paired with the past tension of preparing the company for a possible merging with Home Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is lack of workers that can match the difficult environment of a hectic company. Not just does this result in problem in locating the best people, it puts stress on brand-new hires as can not endure the speed and also stress that the organization anticipates them to birth.

Double Coverage Lines: Beginners find this organizational culture cumbersome and tough to handle especially as dotted line connections are implied to be weak generally and objective setup as well as performance examination is still done by the solid line manager. This means that beginners could lose clarity regarding their respective duties as well as goals specifically as populated line reporting does not maintain them in direct interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been hypothesized that the latter would take Krasnow's placement came as a blow to her spirits. Lewis may have been capable and also appropriate for the work but the reality that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Anxiety and insecurity can be identified as two major worries that Lewis would certainly be taking care of especially as the merging has actually currently be cancelled and two senior execs of the marketing division would be leaving. The whole responsibility of the department would certainly be falling on Lewis's shoulders that would certainly not simply be in charge of brining about a cultural adjustment however would certainly likewise need to verify herself in her new duty.

Incompatible Administration Style of Leader: Lewis's administration design as well as its conflict with the advertising department's function can likewise be viewed as an OB challenge specifically as she has actually been utilized to dealing with problems in the operations department where workers are shown to concentrate on processes as well as get them right. The advertising and marketing department on the various other hand can be seen as a team of individuals who are utilized to being nurtured by Krasnow who concentrated extra on result than processes.

Interdepartmental Disputes: Interdepartmental arguments in between 3 departments, advertising, merchandizing and also procedures respectively over the allotment of the marketing mix can be identified as an additional OB problem. Although the advertising and marketing department does not share the same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allotment amongst each other either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising divisions can be identified as another OB problem which might require more attention. The reality that the marketing and advertising sections in the advertising division are detached is preventing both departments from obtaining from each other's experience and proficiency. Integration of marketing with retailing and operations would end up being more difficult if the advertising division itself is degenerated which can be one more prospective OB problem.

What Can A Mosquito Do To An Elephant D Analysis

Various concepts have been used to explain the circumstances to get more quality about the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers think that subordinates are easy and lazy, have little passion and also withstand modification. The scenario at What Can A Mosquito Do To An Elephant D is not totally complying with Theory X, it can be seen that new hires are discovering this environment instead demanding which may at some point lead to a better inclination of the monitoring towards Concept X. Also while examining Lewis's administration design, concept X may have been appropriate in the procedures department to some level but the Marketing division would need dependence on Theory Y in order to get the imagination and originality from the groups.

Tuckman's Synergy Concept: As much as Lewis's concern regarding bringing consistency between the marketing and advertising division is concerned, this would originally lead to contrast as reviewed by Bruce Tuckman in his 'Team effort Concept'. By integrating the marketing and advertising and marketing division's work, there may be the very same first separate which can lead to the 2nd stage of 'storming' where the groups test one an additional.

When individuals are presented with modification, they go into phase one and so there may be emotions like unhappiness, unpredictability, irritation, rage, worry, denial and disorientation.The scenario at the marketing division of What Can A Mosquito Do To An Elephant D is similar so Lewis can get comfy with the concept that it is not amazing behavior. It is during this stage that Lewis will certainly have to give guidance to the department so that they can locate a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition simpler by making Lewis get entailed in the division a year prior to his actual departure.
Vrio Analysis
Maslow's Need power structure: The OB problem related to insecurity at the workplace has actually been activated to start with by the modification in management as well as secondly by the truth that the merger will no more be initiated. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has discusses the importance of 'security requires as being a reduced level demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected and also unharmed' goes to the 2nd degree of demands. Before an employee can be made to create emotionally, he requires to have his 'Physiological 'and 'Safety' requires met. This indicates that unless the employees are made to really feel secure concerning their current work standing in What Can A Mosquito Do To An Elephant D they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for What Can A Mosquito Do To An Elephant D Case Study

Effects of Analysis.

The OB analysis has considered different concepts to understand exactly how to handle the present circumstance at hand. The complying with three choices have been suggested to help Lewis deal with the organizational challenges in the marketing department. Each of these choices has been recommended for easing the transition required to bring the advertising department in line with the demands of the market and for making the social change that would comply with as soon as the present leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and Manufacturing functions. Assimilation of Advertising And Marketing with Workflow.

Examination of Alternatives.

Integration of Marketing & Marketing Functions: The internal advertising firm of What Can A Mosquito Do To An Elephant D is currently toughness for the company in terms of conserving up on expenses related to advertising and promotion. Since no new employment has been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the advertising function, this is a positive opportunity for incorporating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business marketing together with company and also retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both marketing and advertising functions.

The advantage of this method is that it will incorporate both functions while decreasing the demand for working with an added resource for advertising. Lewis would be heading the advertising division and in any case her substitute would certainly be needed for the current role that she is performing. The disadvantage of this alternative is that exterior hiring may bring about resentment from internal workers that might be eying the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Offered the affordable stress and also high quality work required from the marketing company, it is advised that Lewis should enable the manufacturing system to be a separate feature from the marketing unit. Considering that many marketing companies had these two functions as separate units, it makes even more feeling to follow the standard.

Assimilation of Advertising And Marketing with Procedures: Given that Lewis is currently taking care of the advertising and marketing and also procedures departments all at once; it makes feeling to incorporate the two functions given that she has been successfully taking care of both ends. The fact that Lewis has to adapt her administration style for the marketing division suggests that these 2 departments would certainly be culturally varied.


An analysis of the three options indicates that assimilation of advertising and procedures would not be a viable move due to the vast differences between the 2 departments despite the truth that currently Lewis is taking care of both. While separation of the production function may have been a favorable step for the marketing division, the fact that it would imply positioning a third function under Lewis's wing means this must be stayed clear of.

Activity Plan.
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

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

Lewis will certainly separate herself from procedures.

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

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

Contingency strategy.

If the integration does not work out as intended, a backup plan would adhere to which would separate the production function from the marketing function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. Because case the production function will definitely be divided by positioning it under an SVP production.