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Yale University Investments Office June 2003 Case Study Analysis

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Yale University Investments Office June 2003 Case Study Solution

Background and Facts

Yale University Investments Office June 2003 an office materials store for little and also moderate sized businesses has actually just recently been involved in planning for a merging with its competitor Residence Deport, which has actually impacted performance levels in departmentswith the senior manager associated with lawful issues presented by the government Trade Compensation. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the future. With obstacles in the kind of a prospective cultural modification and also reduced staff member morale, the organization requires a full reengineering effort at the advertising and marketing division.

Problem Statement

The potential social change at the advertising and marketing division of Yale University Investments Office June 2003 is boosting unpredictability in the workplace leading to numerous 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 major role in affecting calculated decisions given that Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Profession Compensation's intervention in the process. Given the truth that the store has an international visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries may have the ability to impact performance or strategic objectives. Federal Trade Commission's antitrust match versus the merging occupied useful time of the organization's elderly monitoring recommending that 'political' factors can have serious ramifications for an international business.

Economic Factors: Economic factors such as the appearance of small companies in the worldwide circumstance recommend that Yale University Investments Office June 2003 is growing in an atmosphere where there is prospective growth of services. Truth that store clients are mainly looking for office materials for residence workplaces recommends that the market has an increasing trend of business owners and also home based companies.

Social factors: Social patterns in the economy show that customers are searching for ease along with eye-catching costs. Marketing research shows how the client for Yale University Investments Office June 2003 lacks recognition regarding discovering remedies which can use a mix of convenience and also low costs.

Technological factors: Technology plays a vital duty in Yale University Investments Office June 2003's company method particularly as the organization is piloting Innovation centers which would certainly provide technology sales and also assistance in the type of memory upgrades, outer setups. (Summary of PEST in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Habits issues can be seen in Yale University Investments Office June 2003's case as highlighted in this area.

Worries about cultural modification: There is uneasiness concerning a social change that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with most of the staff members already showing unhappiness over this prospective action. This anticipated adjustment has actually created tension in the work environment which has been paired with the past anxiety of preparing the company for a potential merger with Home Deport.

Demanding Work Atmosphere for Newcomers: There is shortage of workers that can match the stressful atmosphere of a hectic organization. Not only does this result in trouble in finding the right individuals, it places anxiety on new hires as can not withstand the rate as well as pressure that the organization anticipates them to bear.

Dual Coverage Lines: Beginners find this business society difficult as well as hard to handle particularly as populated line partnerships are suggested to be weak generally and objective setup as well as performance analysis is still done by the solid line supervisor. This means that beginners might shed clarity concerning their corresponding roles and also objectives specifically as dotted line coverage does not maintain them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been speculated that the latter would take Krasnow's setting came as a blow to her morale. Lewis might have been qualified and appropriate for the work yet the truth that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Concern and insecurity can be identified as 2 major issues that Lewis would certainly be managing particularly as the merging has actually currently be terminated and also two elderly executives of the advertising department would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a social adjustment yet would also need to prove herself in her brand-new role.

Incompatible Administration Style of Leader: Lewis's monitoring style as well as its incompatibility with the marketing department's role can also be viewed as an OB challenge particularly as she has actually been used to dealing with issues in the operations division where workers are shown to concentrate on processes and also get them right. The advertising department on the various other hand can be seen as a team of people who are used to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Disagreements: Interdepartmental arguments between three divisions, advertising, merchandizing and also operations specifically over the allotment of the advertising mix can be identified as an additional OB concern. The marketing department does not share the very same vision as the various other two divisions relating to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix allocation amongst one another either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising divisions can be determined as another OB concern which could require more interest. The reality that the marketing and advertising sections in the advertising department are detached is preventing both divisions from acquiring from each other's experience and also competence. Integration of marketing with merchandising as well as operations would become harder if the advertising and marketing department itself is broken down which can be another potential OB issue.

Yale University Investments Office June 2003 Analysis

Various theories have actually been used to discuss the circumstances to obtain further quality concerning the scenario available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that juniors are easy and lazy, have little aspiration and resist modification. The difficult variation of this theory highlighted threat, tight controls, dangers and punishments. With time it generates low productivity, refined sabotage as well as rivalry (Deal, 2003). The scenario at Yale University Investments Office June 2003 is not totally adhering to Concept X, it can be seen that new hires are discovering this atmosphere rather demanding which may at some point lead to a greater disposition of the management in the direction of Theory X. As per McGregor's promoted sight, which he called Theory Y, the vital task of the management is to arrange organizational problems to make sure that individuals can accomplish their very own objectives best by guiding their efforts towards organizational incentives. If people discover no fulfillment in their work, the management would have little option however to count on theory X and also outside control (Bargain, 2003). Also while examining Lewis's administration style, theory X may have been suitable in the operations department somewhat but the Advertising department would require dependence on Theory Y to get the creativity and originality from the teams.

Tuckman's Teamwork Concept: As much as Lewis's problem concerning bringing consistency between the advertising and marketing and also advertising and marketing division is worried, this would originally lead to contrast as reviewed by Bruce Tuckman in his 'Synergy Theory'. By combining the marketing and marketing department's work, there may be the same preliminary detach which might lead to the 2nd stage of 'storming' where the teams challenge one an additional.

When individuals are provided with adjustment, they go into stage one and so there may be emotions like sadness, uncertainty, irritation, temper, fear, denial and disorientation.The situation at the advertising division of Yale University Investments Office June 2003 is similar so Lewis can get comfy with the concept that it is not amazing actions. It is throughout this phase that Lewis will have to offer support to the division so that they can discover a feeling of instructions. It can be seen how Krasnow has actually currently made this change simpler by making Lewis obtain entailed in the division a year prior to his actual departure.

Maslow's Demand pecking order: The OB concern related to insecurity at the work environment has actually been activated to start with by the adjustment in monitoring as well as second of all by the fact that the merger will certainly no longer be initiated. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has discusses the significance of 'security requires as being a reduced degree requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe and secure and also unharmed' goes to the 2nd degree of requirements. Prior to a staff member can be made to create mentally, he requires to have his 'Physical 'and also 'Security' requires met. This shows that unless the personnel are made to feel safe concerning their current employment standing in Yale University Investments Office June 2003 they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Yale University Investments Office June 2003 Case Study



Ramification of Analysis.

The OB analysis has actually taken a look at various concepts to recognize exactly how to deal with the present circumstance at hand. The adhering to 3 alternatives have been suggested to aid Lewis deal with the organizational challenges in the marketing department. Each of these alternatives has been recommended for alleviating the shift required to bring the advertising and marketing division according to the needs of the market and also for making the social modification that would certainly comply with as soon as the existing leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Manufacturing functions. Assimilation of Advertising with Procedures.

Evaluation of Alternatives.

Combination of Marketing & Marketing Functions: The in-house advertising agency of Yale University Investments Office June 2003 is already strength for the company in regards to conserving up on expenses related to advertising and marketing and promotion. Because no brand-new employment has been done after Bridget Cole's departure with the coverage line being straight designated to Krasnow for the marketing function, this is a beneficial chance for integrating the advertising and marketing functions. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business advertising in addition to company as well as retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both marketing and advertising features.

The advantage of this approach is that it will incorporate the two features while reducing the requirement for working with an added resource for advertising. In addition to this, Lewis would certainly be heading the marketing division and all the same her substitute would certainly be needed for the existing function that she is doing. The drawback of this alternative is that external hiring may produce resentment from interior employees that might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Offered the affordable stress and also premium quality job required from the ad agency, it is advised that Lewis needs to allow the manufacturing unit to be a different function from the marketing device. Since many advertising agencies had these 2 features as separate systems, it makes more feeling to adhere to the standard. Both functions may be able to concentrate on their core turns on a lot more successfully. Nevertheless, the negative aspect of this approach would be that extra expenses would need to be borne for setting up separate production functions. In addition to this, a manufacturing head may need to be worked with which can boost overheads for the organization.

Combination of Marketing with Operations: Since Lewis is already caring for the marketing and also operations divisions concurrently; it makes good sense to incorporate both features considering that she has been efficiently looking after both ends. The truth that the two departments already have significant distinctions over allocation of resources recommends that this integration might be able to cause consistency especially as Lewis would certainly be heading both ends.However there are various negative aspects of this action specifically as it would put too much problem over Lewis's shoulders. The truth that Lewis needs to adjust her management style for the marketing division recommends that these 2 divisions would certainly be culturally diverse. Lewis may not be able to use one type of leadership style to both departments which might result in ineffectiveness in either one of the two features.

Recommendation.



An analysis of the three options indicates that integration of marketing and procedures would not be a practical move due to the substantial distinctions between the two departments despite the reality that currently Lewis is managing both. While separation of the production feature might have been a favorable action for the advertising and marketing department, the reality that it would imply placing a 3rd function under Lewis's wing indicates this need to be stayed clear of.

Activity Strategy.

Lewis will take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

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

Lewis will certainly divide herself from operations.

An autonomous management design with employee empowerment will certainly be utilized in marketing department.

Open up door policy and also emphasis on cross departmental interaction will be targeted at getting rid of discord.

Backup plan.

If the combination does not exercise as intended, a contingency strategy would certainly comply with which would divide the manufacturing function from the marketing function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. Because case the production function will certainly be divided by placing it under an SVP manufacturing.