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White Mountain Health Care Case Study Solution

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Background and Facts

White Mountain Health Care an office products merchant for tiny as well as medium sized services has actually recently been involved in preparing for a merging with its competitor Residence Deport, which has impacted effectiveness degrees in departmentswith the elderly supervisor involved in legal problems presented by the federal Trade Payment. With the Advertising Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the near future. With challenges in the form of a prospective cultural modification as well as low employee spirits, the organization requires a total reengineering effort at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The potential social adjustment at the advertising and marketing division of White Mountain Health Care is enhancing uncertainty in the workplace leading to different challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting tactical decisions considering that Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Profession Commission's intervention while doing so. Given the reality that the store has a worldwide presence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may be able to influence efficiency or critical objectives. Federal Profession Payment's antitrust match versus the merger used up valuable time of the company's senior management suggesting that 'political' factors can have significant ramifications for a worldwide business.

Economic Factors: Economic factors such as the emergence of small businesses in the global scenario recommend that White Mountain Health Care is thriving in an environment where there is possible growth of companies. In addition to this, fact that shop clients are mostly seeking workplace supplies for office recommends that the market has a rising trend of entrepreneurs as well as home based organisations.

Social factors: Social patterns in the economy show that customers are seeking comfort in addition to attractive rates. Market research shows how the consumer for White Mountain Health Care lacks recognition about locating services which can offer a combination of comfort as well as affordable.

Technical factors: Modern technology plays a vital role in White Mountain Health Care's organisation method specifically as the company is piloting Modern technology centers which would certainly offer innovation sales and support in the form of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Organizational Behavior issues can be seen in White Mountain Health Care's case as highlighted in this area.

Concerns about social adjustment: There is worry concerning a cultural modification that would certainly happen as soon as Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with a lot of the personnel currently showing unhappiness over this prospective move. This anticipated change has actually produced anxiety in the work environment which has been coupled with the past tension of preparing the firm for a potential merging with Residence Deport.
Pest Analysis
Stressful Job Setting for Newcomers: There is lack of employees that can match the stressful atmosphere of a busy organization. Not only does this result in problem in finding the ideal people, it places stress and anxiety on brand-new hires as can not hold up against the speed and also pressure that the organization anticipates them to bear.

Dual Reporting Lines: Newcomers locate this organizational culture troublesome and challenging to handle particularly as populated line partnerships are meant to be weak in general and unbiased setup and also performance assessment is still done by the solid line manager. This implies that beginners can shed quality concerning their corresponding functions and also objectives specifically as populated line coverage does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's setting came as a strike to her morale. Lewis might have been qualified and also suitable for the job yet the truth that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Task Insecurity: Anxiety as well as insecurity can be recognized as 2 major concerns that Lewis would certainly be handling specifically as the merging has now be cancelled and two elderly executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural modification yet would certainly additionally have to prove herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's monitoring style and its conflict with the advertising division's duty can also be seen as an OB difficulty especially as she has actually been utilized to taking care of problems in the operations division where personnel are instructed to focus on processes and also get them. The advertising department on the various other hand can be viewed as a team of individuals that are used to being nurtured by Krasnow that focused more on result than procedures.

Interdepartmental Arguments: Interdepartmental differences between 3 departments, advertising and marketing, merchandizing and procedures respectively over the allowance of the advertising mix can be recognized as one more OB problem. Although the advertising and marketing division does not share the exact same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing as well as operations divisions do not agree over the advertising mix allowance amongst one another either.

Disintegration in Marketing Department: Disintegration between the marketing and advertising departments can be recognized as another OB problem which could require further interest. The reality that the advertising and marketing areas in the advertising and marketing department are disconnected is preventing both departments from getting from each various other's experience and also experience. Assimilation of advertising with retailing as well as procedures would become harder if the marketing department itself is broken down which can be another potential OB issue.

White Mountain Health Care Analysis

Numerous concepts have actually been utilized to describe the conditions to get further clearness about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers think that juniors are easy and careless, have little aspiration and withstand adjustment. The situation at White Mountain Health Care is not totally following Theory X, it can be seen that brand-new hires are discovering this environment rather stressful which might ultimately lead to a higher inclination of the monitoring in the direction of Concept X. Also while assessing Lewis's monitoring design, concept X may have been suitable in the operations department to some level but the Advertising division would call for reliance on Theory Y in order to obtain the creativity and creativity from the groups.

Tuckman's Synergy Concept: As for Lewis's worry concerning bringing consistency between the advertising and marketing division is worried, this would at first result in clash as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the first phase of team growth, people may not bond, as they are busy locating their location in the team. By incorporating the marketing and advertising department's work, there might be the same initial disconnect which could lead to the second phase of 'storming' where the teams test one another. It is just during the third stage or 'norming' when they would certainly come together to share suggestions before the team can bring about harmony in the fourth phase 'doing'.

Bridges' Shift Model: As per William Bridge's theory (appendix 4), people are rather uneasy with modification, which is evident by the scenario at White Mountain Health Care The scenario can be viewed as a typical training course of life if is researched based on Bridge's concept where he explains that individuals experience three phases of transition when they experience adjustment. 'Ending, shedding and also Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals exist with change, they enter phase one therefore there may be emotions like sadness, uncertainty, disappointment, anger, fear, denial as well as disorientation.The situation at the advertising and marketing department of White Mountain Health Care is similar so Lewis can obtain comfortable with the concept that it is not amazing habits. In the second stage, there might be a need to link the gap between the new and also old society so Lewis might have to encounter this ordeal once Krasnow leaves. There may be low morale and low efficiency at this stage which should not be taken as a trouble. It is during this phase that Lewis will need to provide advice to the department so that they can discover a sense of direction. It can be seen exactly how Krasnow has currently made this transition less complicated by making Lewis get involved in the department a year before his actual departure. According to Bridges' Version, phase three will certainly bring about openness to knowing, High power as well as commitment as people will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB issue pertaining to instability at the workplace has actually been activated first of all by the adjustment in management and also second of all by the reality that the merger will no longer be initiated. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the importance of 'protection needs as being a lower level need of a human for causing motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to feel safe as well as out of danger' is at the second level of needs. Before a staff member can be made to create emotionally, he requires to have his 'Physical 'and also 'Safety' requires fulfilled. This suggests that unless the workers are made to feel safe about their existing work status in White Mountain Health Care they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for White Mountain Health Care Case Study



Implication of Analysis.

The OB analysis has looked at various theories to recognize how to manage the current situation handy. The adhering to three choices have been recommended to aid Lewis handle the business obstacles in the advertising division. Each of these options has been recommended for relieving the shift required to bring the advertising and marketing department in accordance with the needs of the marketplace and also for making the cultural change that would follow when the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting and Production features. Integration of Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has knowledge in business-to-business advertising and marketing along with company and also retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both advertising and marketing as well as advertising and marketing features.

The benefit of this approach is that it will incorporate the two functions while minimizing the requirement for working with an added source for advertising and marketing. Along with this, Lewis would be heading the advertising and marketing division as well as all the same her replacement would certainly be required for the current duty that she is executing. The downside of this option is that external hiring might bring about bitterness from interior employees that may be considering the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Production: Given the competitive pressures as well as premium quality work needed from the ad agency, it is recommended that Lewis must permit the manufacturing unit to be a different feature from the marketing device. Given that a lot of ad agency had these two features as different devices, it makes more feeling to comply with the norm. Both functions might be able to concentrate on their core triggers much more efficiently. The downside of this method would be that extra expenses would have to be borne for establishing up different production functions. Along with this, a manufacturing head might need to be worked with which can raise overheads for the organization.

Assimilation of Advertising And Marketing with Procedures: Because Lewis is currently caring for the marketing and also procedures divisions all at once; it makes sense to integrate the two features considering that she has actually been effectively looking after both ends. The reality that both divisions already have major distinctions over appropriation of resources recommends that this integration might have the ability to produce consistency especially as Lewis would be heading both ends.However there are numerous disadvantages of this relocation especially as it would put too much concern over Lewis's shoulders. The fact that Lewis needs to adapt her monitoring design for the advertising division recommends that these two divisions would certainly be culturally varied. Along with this, Lewis may not have the ability to use one kind of leadership design to both departments which could lead to ineffectiveness in either one of both features.

Referral.



An assessment of the 3 options indicates that assimilation of advertising and procedures would certainly not be a practical relocation due to the vast distinctions between the two divisions despite the fact that currently Lewis is taking care of both. While separation of the manufacturing function may have been a beneficial relocation for the advertising and marketing division, the reality that it would imply putting a 3rd function under Lewis's wing suggests this should be avoided.

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

Marketing and advertising features would be merged.

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

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

Lewis will certainly divide herself from operations.

A democratic leadership style with worker empowerment will be made use of in advertising division.

Open up door plan as well as emphasis on cross departmental interaction will certainly be focused on removing dissonance.

Contingency plan.

If the integration does not exercise as planned, a backup plan would adhere to which would certainly divide the production feature from the advertising and marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising division without an SVP. In that case the production function will absolutely be divided by putting it under an SVP manufacturing.