Attorney Client Privilege Case Study Help


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Attorney Client Privilege Case Study Help

Background and Facts

Attorney Client Privilege a workplace products seller for little and average sized businesses has just recently been associated with preparing for a merging with its competitor Residence Deport, which has affected performance degrees in departmentswith the elderly manager associated with lawful complications presented by the federal Profession Commission. With the Advertising Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the near future. With difficulties in the type of a possible social modification as well as low staff member spirits, the company wants a complete reengineering initiative at the advertising and marketing department.

Trouble Statement

The potential social modification at the marketing department of Attorney Client Privilege is raising uncertainty in the working environment causing 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 function in influencing critical choices given that Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Commission's treatment at the same time. Provided the reality that the shop has a global visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might have the ability to affect efficiency or critical objectives. Federal Profession Commission's antitrust fit against the merging used up beneficial time of the company's elderly management recommending that 'political' factors can have significant effects for a global service.

Economic Factors: Financial factors such as the appearance of local business in the global situation recommend that Attorney Client Privilege is prospering in an environment where there is prospective growth of businesses. In addition to this, reality that store customers are mostly searching for workplace materials for home offices recommends that the marketplace has an increasing pattern of business owners as well as home based companies.

Social factors: Social trends in the economic climate show that clients are trying to find benefit in addition to appealing costs. Market research demonstrates how the customer for Attorney Client Privilege lacks understanding about locating solutions which can supply a mix of ease as well as affordable.

Technological factors: Innovation plays an essential duty in Attorney Client Privilege's company technique especially as the organization is piloting Modern technology centers which would supply modern technology sales and assistance in the type of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Actions concerns can be seen in Attorney Client Privilege's case as highlighted in this area.

Apprehensions concerning cultural modification: There is concern regarding a social modification that would take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with a lot of the employee currently showing unhappiness over this possible step. This predicted adjustment has created stress and anxiety in the workplace which has actually been paired with the previous tension of preparing the firm for a possible merging with Residence Deport.

Difficult Task Environment for Newcomers: There is scarcity of personnel that can match the difficult setting of a fast-paced company. Not only does this bring about problem in finding the best individuals, it places stress and anxiety on new hires as can not stand up to the pace and also stress that the company expects them to bear.

Twin Coverage Lines: Newcomers discover this organizational society difficult as well as challenging to manage especially as populated line partnerships are indicated to be weak generally and objective setting as well as efficiency examination is still done by the strong line supervisor. This indicates that novices could shed quality about their particular functions and purposes especially as dotted line coverage does not maintain them in straight interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's position came as an impact to her spirits. Lewis might have been qualified and also appropriate for the work but the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Task Instability: Concern and instability can be identified as two significant issues that Lewis would certainly be taking care of especially as the merger has currently be cancelled and 2 elderly executives of the advertising and marketing department would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would not just be in charge of brining about a social modification but would additionally have to confirm herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style and its incompatibility with the marketing division's function can also be seen as an OB obstacle specifically as she has actually been used to managing problems in the procedures department where personnel are instructed to focus on processes as well as obtain them. The advertising division on the various other hand can be seen as a group of people who are utilized to being supported by Krasnow who concentrated more on result than procedures.

Interdepartmental Differences: Interdepartmental differences in between three divisions, advertising and marketing, merchandizing and operations respectively over the allocation of the advertising and marketing mix can be determined as an additional OB worry. The advertising department does not share the same vision as the various other 2 divisions regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and procedures divisions do not agree over the advertising mix allocation amongst one another either.

Fragmentation in Marketing Division: Fragmentation between the marketing and advertising divisions can be determined as another OB concern which could need additional interest. The reality that the marketing and advertising sections in the marketing division are disconnected is preventing both divisions from getting from each various other's experience as well as expertise. Assimilation of advertising and marketing with merchandising and also procedures would certainly become more difficult if the advertising department itself is disintegrated which can be one more prospective OB problem.

Attorney Client Privilege Analysis

Numerous concepts have been made use of to discuss the scenarios to obtain more clarity about the circumstance available.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that subordinates are passive and lazy, have little ambition and stand up to adjustment. The circumstance at Attorney Client Privilege is not totally following Theory X, it can be seen that brand-new hires are finding this environment instead demanding which may at some point lead to a greater inclination of the management in the direction of Theory X. Even while evaluating Lewis's monitoring style, concept X might have been ideal in the operations department to some level however the Advertising division would certainly need dependence on Concept Y in order to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's problem regarding bringing harmony between the marketing and advertising division is concerned, this would initially result in conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the initial phase of team advancement, individuals may not bond, as they are hectic finding their place in the team. By combining the advertising and marketing department's job, there might coincide preliminary separate which might bring about the 2nd stage of 'storming' where the groups challenge one another. Nevertheless, it is just during the 3rd phase or 'norming' when they would certainly collaborate to share concepts before the group can cause synergy in the fourth stage 'doing'.

When individuals are provided with modification, they go into phase one and so there may be feelings like sadness, uncertainty, irritation, rage, fear, denial and also disorientation.The scenario at the advertising and marketing department of Attorney Client Privilege is comparable so Lewis can obtain comfortable with the idea that it is not extraordinary habits. It is throughout this phase that Lewis will have to provide support to the department so that they can locate a feeling of instructions. It can be seen just how Krasnow has actually currently made this transition less complicated by making Lewis get involved in the department a year prior to his real departure.

Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has reviews the value of 'safety needs as being a lower degree need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel protected and also out of threat' is at the 2nd level of requirements. Before a worker can be made to develop emotionally, he requires to have his 'Physiological 'as well as 'Safety' requires fulfilled.

SWOT Analysis for Attorney Client Privilege Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous theories to recognize exactly how to cope with the current scenario available. The complying with three choices have actually been recommended to aid Lewis manage the business challenges in the marketing department. Each of these alternatives has actually been proposed for reducing the transition needed to bring the advertising division according to the requirements of the market and for making the social adjustment that would follow once the existing leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and Production functions. Combination of Advertising with Workflow.

Evaluation of Alternatives.

Combination of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising agency of Attorney Client Privilege is currently toughness for the organization in regards to conserving up on expenses related to advertising and promotion. Given that no new employment has actually been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the advertising and marketing feature, this is a beneficial opportunity for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing along with agency and also retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing and advertising features.

The benefit of this strategy is that it will incorporate the two functions while minimizing the demand for working with an added resource for marketing. In addition to this, Lewis would be heading the advertising department as well as regardless her substitute would be needed for the existing duty that she is doing. The disadvantage of this option is that exterior hiring may bring about bitterness from internal workers who might be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Manufacturing: Provided the competitive pressures as well as high quality work called for from the marketing company, it is advised that Lewis ought to permit the production unit to be a separate feature from the advertising unit. Because many advertising companies had these 2 functions as different units, it makes even more sense to comply with the norm.

Combination of Marketing with Operations: Since Lewis is currently caring for the marketing and also operations departments concurrently; it makes good sense to integrate both functions considering that she has actually been effectively looking after both ends. The truth that both divisions currently have major differences over allowance of sources suggests that this combination might have the ability to cause consistency specifically as Lewis would be heading both ends.However there are numerous negative aspects of this move especially as it would put excessive problem over Lewis's shoulders. The reality that Lewis needs to adjust her monitoring design for the advertising division recommends that these two divisions would certainly be culturally diverse. Along with this, Lewis may not be able to apply one kind of leadership style to both divisions which can lead to inefficiency in either among both features.


An examination of the three options indicates that combination of marketing as well as procedures would certainly not be a feasible move as a result of the large distinctions between the two divisions although that presently Lewis is handling both. While separation of the production function may have been a desirable step for the advertising and marketing division, the truth that it would indicate putting a 3rd function under Lewis's wing implies this need to be avoided. The combination of the advertising department is the best choice in terms of getting the optimum results from the department. An activity plan for this alternative is discussed below.

Action Plan.

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

Advertising and Marketing features would be combined.

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

Production function will certainly remain part of advertising under advertising function.

Lewis will certainly separate herself from operations.

A democratic management design with staff member empowerment will be utilized in advertising department.

Open up door plan as well as emphasis on cross department interaction will be targeted at eliminating discord.

Contingency strategy.

If the combination does not exercise as planned, a contingency plan would comply with which would separate the manufacturing function from the advertising and marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production feature will definitely be divided by positioning it under an SVP production.