Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions Case Study Analysis


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Background and Facts

Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions a workplace products store for small and moderate sized companies has lately been involved in preparing for a merging with its rival Residence Deport, which has affected performance levels in departmentswith the elderly supervisor associated with lawful issues presented by the government Trade Payment. With the Advertising and marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the near future. With obstacles in the form of a possible cultural adjustment and low worker spirits, the organization requires a full reengineering effort at the marketing department.

Issue Declaration

The possible social change at the marketing division of Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is enhancing unpredictability in the workplace bring about numerous obstacles for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting critical decisions since Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Profession Payment's intervention while doing so. Provided the truth that the store has an international existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might have the ability to influence performance or strategic objectives. Federal Trade Payment's antitrust match against the merger took up valuable time of the company's senior management suggesting that 'political' factors can have severe implications for a global business.

Economic Factors: Financial factors such as the appearance of local business in the worldwide circumstance suggest that Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is growing in a setting where there is potential growth of businesses. Fact that store customers are mostly looking for office supplies for house offices recommends that the market has a rising trend of entrepreneurs and residence based organisations.

Social factors: Social trends in the economy show that clients are searching for ease along with appealing prices. Marketing research demonstrates how the consumer for Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions lacks awareness about locating options which can provide a combination of comfort and also low costs.

Technological factors: Innovation plays a vital role in Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions's organisation strategy especially as the company is piloting Innovation centers which would certainly supply innovation sales as well as support in the type of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Actions issues can be seen in Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions's case as highlighted in this section.

Uneasiness regarding social modification: There is uneasiness about a cultural adjustment that would certainly occur when Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with a lot of the employee currently revealing discontent over this prospective step. This anticipated change has actually produced stress in the office which has actually been coupled with the past anxiety of preparing the firm for a prospective merging with Residence Deport.

Stressful Work Setting for Newcomers: There is lack of employees that can match the demanding atmosphere of a busy company. Not only does this bring about problem in discovering the best people, it puts anxiety on brand-new hires as can not stand up to the speed as well as pressure that the company expects them to bear.

Twin Reporting Lines: Newcomers locate this business society cumbersome as well as difficult to handle especially as populated line partnerships are indicated to be weaker generally as well as unbiased setting and also efficiency examination is still done by the strong line manager. This suggests that beginners can lose clearness concerning their respective functions and goals particularly as populated line reporting does not maintain them in direct communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the last would take Krasnow's position came as an impact to her spirits. Lewis may have been capable and appropriate for the work however the reality that Kransnow's separation would make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Job Insecurity: Worry and also instability can be identified as two major concerns that Lewis would certainly be dealing with specifically as the merging has actually now be terminated and also two senior executives of the advertising division would be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining about a cultural adjustment yet would likewise have to confirm herself in her new function.

Incompatible Administration Style of Leader: Lewis's monitoring style and its incompatibility with the advertising division's duty can also be viewed as an OB obstacle particularly as she has actually been made use of to handling issues in the procedures department where workers are educated to focus on processes and get them right. The advertising division on the various other hand can be seen as a team of people who are utilized to being nurtured by Krasnow that concentrated a lot more on output than processes.

Interdepartmental Arguments: Interdepartmental disputes in between three divisions, advertising and marketing, merchandizing and procedures specifically over the appropriation of the marketing mix can be determined as another OB concern. The advertising and marketing division does not share the same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not concur over the marketing mix allowance among one an additional either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising departments can be identified as one more OB concern which could need additional attention. The fact that the advertising and marketing sections in the advertising and marketing department are disconnected is preventing both divisions from obtaining from each other's experience and expertise. Integration of marketing with retailing and also procedures would certainly come to be more difficult if the marketing division itself is degenerated which can be one more prospective OB problem.

Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions Analysis

Various theories have been used to clarify the conditions to obtain additional quality concerning the situation at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that juniors are easy and also careless, have little ambition and stand up to modification. The hard variation of this theory highlighted browbeating, limited controls, dangers and also penalties. With time it generates low performance, subtle sabotage as well as rivalry (Offer, 2003). Although the situation at Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is not totally complying with Theory X, it can be seen that brand-new hires are discovering this setting rather difficult which might at some point cause a better disposition of the administration towards Concept X. As per McGregor's promoted sight, which he called Concept Y, the crucial job of the management is to set up business problems so that individuals can achieve their very own objectives best by guiding their initiatives towards organizational benefits. If people locate no complete satisfaction in their work, the administration would certainly have little choice but to rely upon theory X and also exterior control (Deal, 2003). Also while analyzing Lewis's administration design, theory X might have appropriated in the procedures department somewhat however the Advertising and marketing department would need dependence on Theory Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Team effort Theory: As much as Lewis's problem regarding bringing consistency in between the advertising as well as advertising and marketing department is worried, this would initially lead to clash as reviewed by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and marketing and also advertising and marketing department's work, there may be the very same initial separate which could lead to the second phase of 'storming' where the teams challenge one an additional.

Bridges' Transition Model: As per William Bridge's concept (appendix 4), people are rather uncomfortable with change, which is apparent by the circumstance at Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions The circumstance can be seen as a normal program of life if is examined as per Bridge's theory where he clarifies that people undergo 3 stages of shift when they experience adjustment. 'Ending, losing and Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they enter stage one and so there may be feelings like despair, unpredictability, aggravation, temper, concern, rejection and disorientation.The scenario at the advertising and marketing department of Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is comparable so Lewis can obtain comfy with the suggestion that it is not remarkable behavior. In the 2nd stage, there may be a need to connect the gap in between the brand-new and old culture so Lewis may have to encounter this ordeal once Krasnow leaves. There may be low spirits as well as low efficiency at this stage which must not be taken as a setback. It is during this stage that Lewis will have to offer assistance to the division to make sure that they can find a sense of direction. It can be seen how Krasnow has currently made this transition simpler by making Lewis obtain associated with the department a year before his actual separation. Based on Bridges' Version, phase three will certainly cause visibility to discovering, High energy and commitment as people will embrace the modification (Bridges, 2004).

Maslow's Need power structure: The OB issue pertaining to insecurity at the work environment has actually been triggered first of all by the modification in monitoring as well as secondly by the reality that the merging will no longer be launched. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has discusses the significance of 'security needs as being a lower level need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel protected as well as safe' is at the second level of needs. Prior to a staff member can be made to create mentally, he needs to have his 'Physiological 'and also 'Safety and security' needs satisfied. This shows that unless the workers are made to feel safe and secure concerning their current employment status in Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions Case Study

Effects of Analysis.

The OB analysis has looked at numerous theories to understand how to cope with the present situation at hand. The following 3 alternatives have been proposed to aid Lewis manage the organizational obstacles in the marketing department. Each of these alternatives has actually been proposed for easing the transition required to bring the marketing department in accordance with the requirements of the marketplace and also for making the social change that would adhere to when the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting as well as Manufacturing features. Combination of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Assimilation of Advertising And Marketing & Marketing Functions: The in-house marketing firm of Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is already stamina for the company in regards to conserving up on expenses connected to marketing and also promo. Given that 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 chance for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business marketing together with company and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both advertising and marketing features.

The advantage of this approach is that it will integrate the two functions while decreasing the requirement for hiring an added resource for advertising and marketing. Lewis would certainly be heading the marketing department and also in any kind of case her replacement would be required for the current function that she is doing. The disadvantage of this alternative is that outside hiring might produce animosity from interior workers that may be eying the setting of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Manufacturing: Provided the affordable pressures and also high quality job required from the advertising agency, it is recommended that Lewis needs to allow the manufacturing device to be a separate feature from the marketing system. Considering that the majority of advertising agencies had these 2 features as separate units, it makes more sense to adhere to the norm. In addition to this, both features might be able to concentrate on their core turns on more successfully. The disadvantage of this approach would certainly be that additional costs would certainly have to be birthed for setting up separate manufacturing features. Along with this, a manufacturing head might need to be hired which could increase overheads for the company.

Integration of Advertising with Workflows: Given that Lewis is currently caring for the advertising and operations departments all at once; it makes good sense to integrate both functions considering that she has actually been successfully looking after both ends. The fact that both divisions already have major differences over allocation of resources suggests that this assimilation may have the ability to produce consistency especially as Lewis would be heading both ends.However there are different drawbacks of this action particularly as it would put excessive problem over Lewis's shoulders. The truth that Lewis needs to adapt her administration design for the marketing division suggests that these two divisions would be culturally diverse. Lewis might not be able to use one type of management style to both departments which can result in inadequacy in either one of the two features.


An analysis of the 3 alternatives suggests that integration of advertising and also procedures would certainly not be a feasible move due to the substantial distinctions in between the two departments despite the reality that currently Lewis is handling both. While separation of the production function may have been a favorable relocation for the advertising division, the reality that it would certainly mean putting a third function under Lewis's wing implies this ought to be avoided.

Action Plan.

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

Marketing and advertising functions would be merged.

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

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

Lewis will divide herself from operations.

A democratic leadership design with employee empowerment will certainly be made use of in marketing division.

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

Contingency strategy.

If the integration does not exercise as intended, a backup strategy would certainly follow which would certainly divide the production feature from the advertising and marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production function will most definitely be separated by positioning it under an SVP production.