Writing To Reflect Mindful Leadership In The Face Of Change Case Study Analysis


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Background and Facts

Writing To Reflect Mindful Leadership In The Face Of Change an office supplies store for small and also moderate sized organisations has recently been associated with planning for a merging with its rival Home Deport, which has influenced performance levels in departmentswith the senior manager associated with legal issues put forth by the federal Profession Compensation. With the Marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the near future. With obstacles in the kind of a potential cultural adjustment and reduced staff member spirits, the company needs a total reengineering initiative at the advertising division.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective social change at the marketing division of Writing To Reflect Mindful Leadership In The Face Of Change is raising unpredictability in the working environment resulting in numerous obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing tactical choices considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Commission's treatment at the same time. Offered the fact that the store has a global visibility with branches in UK, USA, Canada and Germany, political consider each of these nations might be able to affect performance or tactical objectives. Federal Profession Commission's antitrust fit versus the merging took up useful time of the company's elderly management suggesting that 'political' factors can have significant effects for a worldwide service.

Economic Factors: Financial factors such as the introduction of small companies in the worldwide scenario recommend that Writing To Reflect Mindful Leadership In The Face Of Change is growing in an environment where there is prospective development of services. Along with this, fact that shop customers are mainly trying to find office products for office suggests that the market has a climbing fad of business owners and home services.

Social factors: Social trends in the economic climate show that consumers are trying to find benefit along with appealing prices. Market research shows how the client for Writing To Reflect Mindful Leadership In The Face Of Change lacks recognition regarding discovering services which can provide a combination of ease and low costs.

Technical factors: Innovation plays an essential function in Writing To Reflect Mindful Leadership In The Face Of Change's company method particularly as the company is piloting Innovation centers which would provide innovation sales as well as assistance in the kind of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Actions issues can be seen in Writing To Reflect Mindful Leadership In The Face Of Change's case as highlighted in this section.

Uneasiness regarding social change: There is worry concerning a cultural change that would certainly occur once Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with the majority of the employee currently showing unhappiness over this potential move. This predicted modification has actually produced stress and anxiety in the workplace which has been coupled with the past tension of preparing the company for a prospective merger with House Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a busy organization. Not just does this bring about trouble in discovering the ideal individuals, it puts tension on new hires as can not hold up against the rate as well as stress that the organization expects them to birth.

Twin Coverage Lines: Novices locate this organizational culture troublesome as well as hard to deal with particularly as dotted line partnerships are suggested to be weak in general and also unbiased setting and also efficiency examination is still done by the solid line supervisor. This suggests that newbies might shed quality about their particular functions and objectives especially as populated line coverage does not keep them in direct communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been guessed that the last would take Krasnow's placement came as a strike to her spirits. Lewis may have been capable and ideal for the task however the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Instability: Anxiety as well as insecurity can be recognized as 2 significant problems that Lewis would certainly be handling especially as the merger has currently be terminated and two elderly executives of the marketing department would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders who would not simply supervise of brining concerning a cultural modification but would certainly additionally need to prove herself in her new role.

Incompatible Management Style of Leader: Lewis's management design as well as its incompatibility with the advertising division's duty can additionally be seen as an OB challenge especially as she has been made use of to dealing with concerns in the procedures department where employees are shown to concentrate on processes and also obtain them. The marketing division on the various other hand can be viewed as a group of people who are made use of to being nurtured by Krasnow that concentrated much more on result than processes.

Interdepartmental Arguments: Interdepartmental arguments between 3 divisions, advertising and marketing, merchandizing and procedures respectively over the allowance of the advertising and marketing mix can be identified as an additional OB problem. Although the marketing department does not share the exact same vision as the other 2 divisions concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as operations divisions do not agree over the advertising and marketing mix appropriation among one another either.

Disintegration in Marketing Department: Fragmentation in between the marketing and advertising divisions can be identified as one more OB problem which could require more attention. The reality that the marketing and advertising sections in the advertising department are detached is preventing both divisions from getting from each various other's experience as well as proficiency. Assimilation of advertising with retailing as well as operations would come to be more difficult if the marketing department itself is degenerated which can be another possible OB concern.

Writing To Reflect Mindful Leadership In The Face Of Change Analysis

Various concepts have been made use of to explain the circumstances to get more clarity concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that subordinates are easy and also careless, have little aspiration and also resist change. The tough version of this concept stressed threat, limited controls, hazards as well as penalties. In time it generates reduced productivity, subtle sabotage and competition (Bargain, 2003). Although the scenario at Writing To Reflect Mindful Leadership In The Face Of Change is not completely complying with Concept X, it can be seen that new hires are finding this environment instead stressful which may at some point lead to a higher disposition of the monitoring in the direction of Concept X. According to McGregor's advocated sight, which he called Theory Y, the important job of the monitoring is to organize organizational conditions so that individuals can accomplish their very own goals best by guiding their efforts towards business benefits. If individuals locate no contentment in their work, the management would have little choice however to rely upon theory X as well as external control (Bargain, 2003). Also while evaluating Lewis's monitoring design, concept X may have appropriated in the procedures division somewhat but the Advertising and marketing department would certainly need reliance on Theory Y in order to get the imagination and originality from the teams.

Tuckman's Teamwork Concept: As much as Lewis's worry concerning bringing harmony between the advertising and marketing and also marketing division is worried, this would originally lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. By integrating the advertising and also marketing department's work, there might be the same first separate which could lead to the second phase of 'storming' where the groups challenge one an additional.

When people are presented with adjustment, they get in stage one as well as so there may be feelings like unhappiness, uncertainty, frustration, temper, worry, denial and disorientation.The situation at the marketing division of Writing To Reflect Mindful Leadership In The Face Of Change is similar so Lewis can obtain comfortable with the suggestion that it is not amazing habits. It is throughout this phase that Lewis will certainly have to offer advice to the department so that they can discover a sense of instructions. It can be seen how Krasnow has actually currently made this change less complicated by making Lewis obtain involved in the department a year before his actual departure.
Vrio Analysis
Maslow's Requirement power structure: The OB concern related to instability at the work environment has actually been activated firstly by the change in monitoring as well as secondly by the reality that the merging will no more be initiated. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has goes over the significance of 'security needs as being a reduced degree need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and secure and also safe' is at the 2nd degree of demands. Prior to an employee can be made to create psychologically, he requires to have his 'Physiological 'and also 'Security' needs met. This suggests that unless the personnel are made to really feel secure regarding their current employment condition in Writing To Reflect Mindful Leadership In The Face Of Change they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Writing To Reflect Mindful Leadership In The Face Of Change Case Study

Ramification of Analysis.

The OB analysis has checked out different theories to understand how to deal with the existing circumstance handy. The adhering to three choices have been recommended to help Lewis manage the organizational obstacles in the advertising and marketing division. Each of these choices has actually been proposed for alleviating the transition required to bring the marketing division according to the requirements of the market as well as for making the social adjustment that would adhere to as soon as the current leader leaves.

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

Assessment of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has experience in business-to-business marketing along with agency and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing functions.

The advantage of this technique is that it will incorporate the two features while reducing the need for hiring an additional source for marketing. In addition to this, Lewis would be heading the advertising department and regardless her replacement would certainly be required for the present duty that she is carrying out. The disadvantage of this choice is that external hiring may bring about bitterness from interior employees that might be considering the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Production: Offered the affordable stress and high top quality work called for from the advertising company, it is suggested that Lewis needs to enable the production unit to be a different feature from the advertising and marketing device. Given that the majority of advertising and marketing agencies had these 2 features as different units, it makes more sense to follow the standard.

Integration of Marketing with Workflows: Given that Lewis is already taking treatment of the advertising and operations departments simultaneously; it makes sense to incorporate the 2 features because she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adapt her management design for the advertising and marketing division suggests that these two departments would certainly be culturally diverse.


An evaluation of the 3 options indicates that assimilation of advertising and marketing and also operations would not be a possible step due to the substantial differences between the 2 departments in spite of the reality that presently Lewis is dealing with both. While separation of the production function might have been a positive move for the advertising and marketing department, the reality that it would imply placing a third function under Lewis's wing implies this must be avoided.

Action Plan.
Lewis will take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing function will certainly continue to be component of marketing under advertising function.

Lewis will separate herself from operations.

A democratic management design with worker empowerment will be used in advertising department.

Open door policy and focus on cross department interaction will certainly be focused on removing discord.

Contingency strategy.

If the assimilation does not work out as prepared, a contingency plan would certainly comply with which would certainly divide the production function from the advertising and marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising division without an SVP. Because case the manufacturing function will absolutely be divided by positioning it under an SVP production.