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


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

Background and Facts

Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions a workplace products retailer for small and also medium sized businesses has recently been associated with planning for a merging with its rival House Deport, which has actually affected effectiveness levels in departmentswith the elderly manager involved in lawful problems presented by the government Trade Commission. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the future. With challenges in the form of a prospective social modification and reduced worker morale, the organization wants a full reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing division of Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is increasing uncertainty in the working environment bring about different difficulties 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 significant duty in affecting calculated decisions since Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Payment's intervention at the same time. Offered the truth that the store has a worldwide visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations may be able to influence performance or calculated goals. Federal Profession Commission's antitrust fit against the merger took up useful time of the company's senior management recommending that 'political' factors can have significant ramifications for a global company.

Economic Factors: Economic factors such as the appearance of small businesses in the international situation recommend that Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is flourishing in an atmosphere where there is possible development of businesses. Truth that store clients are mostly looking for office products for residence workplaces recommends that the market has a rising pattern of business owners and also home based companies.

Social factors: Social fads in the economic situation reveal that customers are seeking ease in addition to attractive costs. Market research shows how the consumer for Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions lacks recognition about locating options which can supply a mix of convenience as well as inexpensive.

Technical factors: Technology plays an important function in Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions's organisation approach particularly as the organization is piloting Technology facilities which would certainly offer innovation sales as well as assistance in the form of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Actions concerns can be seen in Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions's case as highlighted in this area.

Worries about cultural change: There is uneasiness regarding a cultural adjustment that would take place once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with most of the personnel currently showing unhappiness over this prospective relocation. This expected change has actually developed tension in the workplace which has been paired with the past stress and anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Stressful Work Setting for Newcomers: There is scarcity of employees that can match the demanding environment of a fast-paced organization. Not only does this cause problem in discovering the right people, it puts anxiety on brand-new hires as can not hold up against the rate and also pressure that the company anticipates them to birth.

Double Coverage Lines: Newcomers locate this business society difficult and hard to handle specifically as populated line connections are suggested to be weaker as a whole and also unbiased setting and performance analysis is still done by the strong line supervisor. This means that newcomers could lose clearness about their corresponding functions and also objectives especially as populated line reporting does not keep them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles even though it had been hypothesized that the latter would take Krasnow's position came as an impact to her spirits. Lewis may have been capable and also ideal for the work however the truth that Kransnow's separation would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Task Insecurity: Worry as well as insecurity can be recognized as 2 significant worries that Lewis would be managing especially as the merging has now be terminated and two senior execs of the advertising and marketing division would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders who would not simply supervise of brining about a cultural adjustment but would certainly also need to verify herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's administration design and also its conflict with the marketing department's function can likewise be seen as an OB challenge particularly as she has actually been utilized to taking care of issues in the procedures division where employees are shown to focus on procedures as well as get them. The advertising department on the various other hand can be viewed as a team of individuals who are made use of to being supported by Krasnow who focused more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disputes between 3 departments, advertising, merchandizing and also operations respectively over the allotment of the advertising mix can be identified as one more OB issue. The advertising and marketing division does not share the very same vision as the other 2 departments regarding the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and operations divisions do not concur over the advertising mix allowance among one an additional either.

Fragmentation in Marketing Division: Fragmentation in between the marketing and advertising divisions can be determined as one more OB concern which can need further attention. The truth that the marketing and advertising areas in the advertising and marketing division are detached is preventing both departments from obtaining from each various other's experience as well as expertise. Assimilation of marketing with retailing and also procedures would certainly come to be harder if the advertising department itself is disintegrated which can be one more potential OB issue.

Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions Analysis

Numerous concepts have been used to explain the situations to obtain additional clarity concerning the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are passive and also lazy, have little aspiration as well as withstand adjustment. The difficult variation of this theory stressed coercion, tight controls, risks as well as punishments. In time it creates reduced efficiency, refined sabotage and also competition (Deal, 2003). The scenario at Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is not completely following Theory X, it can be seen that brand-new hires are discovering this environment rather demanding which may ultimately lead to a higher inclination of the management in the direction of Concept X. According to McGregor's advocated sight, which he called Theory Y, the vital job of the monitoring is to set up business conditions to ensure that people can accomplish their very own objectives best by directing their initiatives in the direction of organizational rewards. If people locate no satisfaction in their work, the management would have little selection however to depend on concept X as well as external control (Bargain, 2003). Even while analyzing Lewis's administration design, concept X might have been suitable in the procedures department somewhat yet the Marketing department would certainly call for reliance on Theory Y so as to get the creative thinking and also originality from the groups.

Tuckman's Synergy Concept: As much as Lewis's worry about bringing consistency in between the advertising and marketing and also marketing division is worried, this would originally lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. By combining the advertising and advertising and marketing department's work, there may be the very same preliminary detach which might lead to the second phase of 'storming' where the teams test one another.

When people are provided with change, they enter stage one as well as so there may be emotions like sadness, uncertainty, aggravation, temper, anxiety, denial as well as disorientation.The scenario at the marketing division of Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is comparable so Lewis can get comfortable with the suggestion that it is not remarkable habits. It is throughout this phase that Lewis will certainly have to offer assistance to the division so that they can locate a sense of instructions. It can be seen exactly how Krasnow has actually already made this change easier by making Lewis get entailed in the division a year before his real separation.
Vrio Analysis
Maslow's Demand hierarchy: The OB concern pertaining to instability at the office has actually been triggered firstly by the change in administration and also second of all by the reality that the merger will certainly no longer be initiated. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has reviews the value of 'safety and security needs as being a reduced level demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to feel safe and secure as well as untouched' is at the 2nd degree of needs. Prior to a staff member can be made to establish emotionally, he requires to have his 'Physical 'and 'Security' needs met. This suggests that unless the workers are made to really feel protected about their present work condition 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 taken a look at various concepts to understand just how to deal with the current circumstance handy. The complying with 3 choices have actually been suggested to help Lewis handle the organizational challenges in the advertising department. Each of these options has actually been suggested for reducing the change needed to bring the marketing department in line with the demands of the market as well as for making the cultural modification that would follow as soon as the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and also Manufacturing functions. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising company of Acquiring Intellect Managing The Integration Of Knowledge Intensive Acquisitions is currently strength for the company in regards to conserving up on expenses connected to advertising and also promo. Considering that no new employment has actually been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the advertising feature, this is a desirable chance for integrating the advertising and marketing functions. Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merging days has proficiency in business-to-business advertising and marketing together with firm and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both marketing and advertising functions.

The advantage of this approach is that it will certainly integrate both functions while minimizing the demand for working with an additional source for marketing. Lewis would be heading the marketing division and in any type of case her substitute would certainly be required for the present role that she is executing. The negative aspect of this alternative is that outside hiring might produce animosity from inner personnel who may be considering the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Provided the affordable stress as well as high quality job needed from the ad agency, it is advised that Lewis ought to allow the manufacturing unit to be a different function from the advertising and marketing system. Given that many advertising agencies had these 2 features as different systems, it makes more feeling to follow the standard. Along with this, both functions might have the ability to concentrate on their core triggers extra effectively. The drawback of this technique would certainly be that additional prices would have to be birthed for setting up different manufacturing features. A production head may have to be worked with which might boost expenses for the organization.

Integration of Advertising And Marketing with Operations: Considering that Lewis is currently taking care of the advertising and also procedures divisions simultaneously; it makes sense to incorporate the two features because she has been efficiently dealing with both ends. The truth that both departments already have significant differences over appropriation of sources recommends that this combination may be able to cause consistency especially as Lewis would be heading both ends.However there are various disadvantages of this step particularly as it would place too much concern over Lewis's shoulders. The fact that Lewis needs to adapt her administration style for the advertising department recommends that these two divisions would certainly be culturally diverse. Lewis might not be able to use one kind of leadership style to both departments which can result in inadequacy in either one of the 2 functions.


An evaluation of the three options shows that integration of marketing and also procedures would certainly not be a viable move due to the huge differences between the 2 divisions despite the truth that presently Lewis is taking care of both. While splitting up of the manufacturing function may have been a beneficial move for the advertising and marketing division, the truth that it would certainly mean positioning a third function under Lewis's wing means this ought to be prevented.

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

Advertising and Marketing functions would be merged.

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

Production function will continue to be part of advertising under advertising and marketing function.

Lewis will separate herself from procedures.

An autonomous leadership design with staff member empowerment will be utilized in advertising and marketing department.

Open door policy as well as focus on cross departmental interaction will certainly be aimed at getting rid of discord.

Backup plan.

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