A Costly Train Journey B Case Study Analysis


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A Costly Train Journey B Case Study Help

Background and Facts

A Costly Train Journey B a workplace products retailer for small and moderate sized services has just recently been associated with preparing for a merger with its rival Home Deport, which has impacted efficiency levels in departmentswith the elderly manager associated with legal difficulties put forth by the government Profession Commission. With the Advertising and marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the future. With difficulties in the kind of a potential cultural adjustment and also low worker morale, the company wants a total reengineering effort at the advertising and marketing department.

Trouble Declaration

The prospective cultural modification at the marketing division of A Costly Train Journey B is boosting uncertainty in the working environment resulting in different difficulties for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical decisions considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Commission's treatment while doing so. Given the reality that the store has a global visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations may have the ability to impact efficiency or strategic objectives. Federal Trade Commission's antitrust suit against the merger occupied beneficial time of the company's elderly administration recommending that 'political' factors can have serious ramifications for a global organisation.

Economic Factors: Economic factors such as the development of small companies in the worldwide situation recommend that A Costly Train Journey B is growing in a setting where there is prospective growth of organisations. Along with this, reality that shop consumers are mainly trying to find office materials for office recommends that the market has a rising trend of business owners and also home services.

Social factors: Social fads in the economic climate show that clients are seeking benefit along with eye-catching costs. Market research shows how the customer for A Costly Train Journey B does not have recognition about locating options which can offer a mix of ease as well as low costs.

Technological factors: Technology plays an important function in A Costly Train Journey B's business strategy particularly as the organization is piloting Technology facilities which would certainly supply modern technology sales as well as support in the type of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Actions concerns can be seen in A Costly Train Journey B's case as highlighted in this area.

Worries regarding social modification: There is worry concerning a cultural modification that would certainly take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with the majority of the staff members already showing unhappiness over this potential step. This expected change has actually produced stress in the workplace which has been paired with the previous stress and anxiety of preparing the company for a potential merging with Home Deport.

Demanding Work Atmosphere for Newcomers: There is scarcity of employees that can match the demanding setting of a fast-paced company. Not just does this lead to trouble in finding the ideal people, it puts stress and anxiety on new hires as can not hold up against the rate and also pressure that the company expects them to birth.

Twin Reporting Lines: Novices discover this organizational society troublesome as well as tough to manage specifically as populated line relationships are meant to be weaker in general as well as unbiased setting and efficiency evaluation is still done by the solid line supervisor. This implies that newbies could shed quality concerning their corresponding duties as well as objectives particularly as populated line coverage does not keep them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had been hypothesized that the last would certainly take Krasnow's position came as an impact to her morale. Lewis might have been capable and also suitable for the job however the truth that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Job Instability: Concern and also instability can be determined as two significant issues that Lewis would certainly be managing specifically as the merger has actually currently be cancelled and also two senior executives of the marketing department would 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 cultural adjustment however would certainly additionally have to prove herself in her brand-new role.

Inappropriate Administration Style of Leader: Lewis's monitoring style as well as its conflict with the advertising and marketing department's function can also be seen as an OB obstacle particularly as she has been utilized to dealing with issues in the operations department where employees are instructed to concentrate on processes and obtain them right. The advertising and marketing department on the other hand can be viewed as a group of people that are utilized to being nurtured by Krasnow who focused extra on result than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between three departments, marketing, merchandizing and also operations respectively over the appropriation of the advertising mix can be determined as one more OB worry. Although the marketing division does not share the very same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and procedures divisions do not agree over the advertising mix allowance amongst one another either.

Fragmentation in Marketing Department: Disintegration in between the advertising and marketing divisions can be determined as another OB concern which could require further focus. The fact that the advertising and marketing sections in the advertising division are disconnected is stopping both divisions from gaining from each various other's experience as well as competence. Integration of marketing with merchandising as well as operations would end up being harder if the marketing department itself is disintegrated which can be an additional potential OB problem.

A Costly Train Journey B Analysis

Different theories have been used to discuss the conditions to get further clarity concerning the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that subordinates are easy as well as lazy, have little passion and also resist change. The difficult version of this concept stressed browbeating, tight controls, dangers and also penalties. In time it generates low performance, refined sabotage as well as rivalry (Deal, 2003). Although the scenario at A Costly Train Journey B is not entirely complying with Theory X, it can be seen that brand-new hires are discovering this setting instead demanding which may at some point cause a higher inclination of the administration towards Concept X. According to McGregor's promoted sight, which he called Theory Y, the crucial task of the administration is to prepare business conditions to make sure that individuals can achieve their very own goals best by guiding their initiatives towards business rewards. If individuals find no complete satisfaction in their work, the management would certainly have little choice however to rely upon theory X and exterior control (Deal, 2003). Even while analyzing Lewis's management style, concept X might have been suitable in the procedures division somewhat however the Marketing department would require dependence on Concept Y to get the creativity and also originality from the groups.

Tuckman's Team effort Theory: As for Lewis's worry concerning bringing consistency between the advertising and marketing division is worried, this would at first lead to clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the preliminary stage of team advancement, people may not bond, as they are hectic finding their location in the team. By integrating the advertising and marketing division's job, there may coincide initial separate which could lead to the 2nd stage of 'storming' where the groups test one another. Nonetheless, it is just during the third stage or 'norming' when they would certainly come together to share suggestions before the team can bring about synergy in the 4th stage 'executing'.

When people are provided with modification, they enter phase one and so there might be emotions like despair, uncertainty, disappointment, temper, worry, rejection and disorientation.The scenario at the advertising and marketing department of A Costly Train Journey B is comparable so Lewis can get comfy with the concept that it is not phenomenal habits. It is throughout this stage that Lewis will certainly have to offer guidance to the department so that they can find a feeling of direction. It can be seen how Krasnow has actually already made this change easier by making Lewis obtain included in the department a year prior to his real separation.

Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has talks about the significance of 'protection needs as being a lower degree demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure and also out of threat' is at the second level of demands. Before a staff member can be made to establish mentally, he requires to have his 'Physical 'as well as 'Safety and security' requires fulfilled.

SWOT Analysis for A Costly Train Journey B Case Study

Implication of Analysis.

The OB analysis has actually checked out different concepts to comprehend exactly how to cope with the existing scenario handy. The following three alternatives have been recommended to aid Lewis handle the organizational challenges in the advertising and marketing division. Each of these alternatives has been suggested for reducing the change needed to bring the marketing department according to the requirements of the marketplace and for making the social modification that would adhere to as soon as the present leader leaves.

Combination of marketing and advertising features. Dividing Adverting and Production features. Integration of Advertising with Operations.

Analysis of Alternatives.

Combination of Advertising & Marketing Functions: The internal advertising and marketing firm of A Costly Train Journey B is already strength for the organization in terms of conserving up on expenses connected to marketing as well as promo. Because no new recruitment has been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the marketing feature, this is a beneficial opportunity for integrating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merger days has competence in business-to-business advertising in addition to agency and retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing features.

The advantage of this method is that it will certainly integrate both features while minimizing the requirement for working with an added source for advertising. Lewis would be heading the marketing division and in any case her substitute would be needed for the existing duty that she is performing. The disadvantage of this alternative is that external hiring may produce resentment from interior employees that may be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Production: Given the affordable pressures as well as premium quality job required from the ad agency, it is suggested that Lewis must permit the manufacturing device to be a different function from the advertising and marketing system. Considering that many advertising agencies had these 2 functions as different devices, it makes more feeling to follow the standard. In addition to this, both features might be able to focus on their core turns on extra successfully. Nevertheless, the negative aspect of this method would certainly be that extra prices would certainly have to be birthed for setting up different production functions. A manufacturing head might have to be worked with which could enhance overheads for the organization.

Combination of Advertising with Procedures: Because Lewis is currently looking after the advertising and marketing and also procedures divisions at the same time; it makes good sense to integrate both features because she has been effectively caring for both ends. The fact that both divisions currently have significant distinctions over allowance of resources suggests that this integration may have the ability to produce consistency particularly as Lewis would certainly be heading both ends.However there are numerous negative aspects of this relocation particularly as it would certainly put excessive concern over Lewis's shoulders. The truth that Lewis has to adjust her administration design for the advertising department recommends that these 2 divisions would certainly be culturally diverse. Lewis might not be able to apply one type of management design to both divisions which can result in inefficiency in either one of the two features.


An assessment of the 3 options indicates that combination of advertising and also operations would not be a possible action due to the huge differences between the two departments regardless of the reality that currently Lewis is handling both. While separation of the manufacturing function may have been a positive step for the marketing division, the truth that it would imply positioning a third feature under Lewis's wing means this ought to be avoided.

Action Plan.

Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

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

Lewis will divide herself from operations.

A democratic management style with worker empowerment will certainly be utilized in advertising and marketing division.

Open up door plan as well as focus on cross departmental communication will certainly be focused on removing disharmony.

Backup strategy.

If the combination does not exercise as intended, a backup strategy would comply with which would certainly divide the production function from the marketing function to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing division without an SVP. In that case the production feature will definitely be divided by placing it under an SVP production.