Blair Howard Developing An Exceptional Presentation A Case Study Solution


Home >> Ivey >> Blair Howard Developing An Exceptional Presentation A >>

Blair Howard Developing An Exceptional Presentation A Case Study Solution

Background and Facts

Blair Howard Developing An Exceptional Presentation A an office materials retailer for tiny as well as average sized companies has actually lately been involved in planning for a merger with its competitor House Deport, which has actually influenced effectiveness degrees in departmentswith the elderly manager involved in lawful issues presented by the federal Profession Payment. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With challenges in the form of a potential cultural change and also low staff member spirits, the company wants a total reengineering initiative at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising department of Blair Howard Developing An Exceptional Presentation A is raising uncertainty in the workplace bring about various difficulties for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical decisions considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Payment's treatment at the same time. Offered the reality that the store has a worldwide presence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations may have the ability to affect efficiency or calculated objectives. Federal Trade Compensation's antitrust fit against the merger occupied useful time of the organization's senior administration suggesting that 'political' factors can have severe implications for a global company.

Economic Factors: Economic factors such as the appearance of small companies in the global circumstance recommend that Blair Howard Developing An Exceptional Presentation A is thriving in a setting where there is prospective development of businesses. Truth that shop consumers are mostly looking for office supplies for residence offices suggests that the market has a climbing trend of business owners as well as home based companies.

Social factors: Social trends in the economic situation reveal that clients are trying to find benefit along with appealing rates. Market research demonstrates how the consumer for Blair Howard Developing An Exceptional Presentation A lacks recognition concerning locating options which can offer a mix of ease and affordable.

Technical factors: Innovation plays an important function in Blair Howard Developing An Exceptional Presentation A's company method specifically as the company is piloting Innovation centers which would offer technology sales and support in the type of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Habits problems can be seen in Blair Howard Developing An Exceptional Presentation A's case as highlighted in this section.

Worries about cultural modification: There is apprehension concerning a cultural modification that would certainly occur once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with the majority of the employee already showing discontent over this potential step. This expected change has created stress in the office which has been coupled with the past stress and anxiety of preparing the company for a potential merging with House Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is lack of workers that can match the stressful environment of a hectic organization. Not only does this result in problem in finding the appropriate individuals, it puts tension on new hires as can not stand up to the rate as well as stress that the organization anticipates them to bear.

Double Coverage Lines: Newbies locate this organizational culture cumbersome as well as challenging to cope with especially as dotted line connections are suggested to be weaker in general and also unbiased setting as well as performance assessment is still done by the solid line manager. This indicates that novices could lose clearness regarding their respective functions as well as objectives specifically as populated line reporting does not keep them in straight interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had actually been speculated that the last would certainly take Krasnow's setting came as a blow to her spirits. Lewis may have been capable and appropriate for the task yet the reality that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Fear and insecurity can be identified as 2 major issues that Lewis would be taking care of specifically as the merger has now be cancelled and also 2 elderly executives of the marketing division would be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders who would certainly not simply be in charge of brining concerning a social adjustment however would also have to show herself in her new role.

Inappropriate Management Design of Leader: Lewis's management style and also its incompatibility with the advertising and marketing department's function can additionally be seen as an OB difficulty specifically as she has actually been utilized to taking care of concerns in the procedures division where employees are instructed to focus on procedures as well as obtain them right. The advertising and marketing department on the other hand can be viewed as a group of individuals that are utilized to being supported by Krasnow who concentrated much more on result than procedures.

Interdepartmental Differences: Interdepartmental differences in between 3 divisions, marketing, merchandizing as well as operations specifically over the allowance of the advertising and marketing mix can be determined as another OB issue. The advertising division does not share the very same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promos and advertsing, the merchandizing as well as procedures departments do not concur over the marketing mix allowance among one an additional either.

Disintegration in Advertising And Marketing Department: Disintegration in between the advertising and marketing departments can be recognized as an additional OB issue which might require additional attention. The fact that the marketing and advertising sections in the advertising and marketing department are separated is protecting against both departments from acquiring from each other's experience and also expertise. Integration of advertising with merchandising and also operations would certainly become harder if the marketing division itself is degenerated which can be an additional potential OB worry.

Blair Howard Developing An Exceptional Presentation A Analysis

Numerous theories have actually been made use of to clarify the scenarios to obtain more clarity about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that staffs are passive as well as lazy, have little ambition and withstand adjustment. The hard version of this theory stressed coercion, tight controls, dangers and punishments. With time it creates low productivity, subtle sabotage as well as competition (Offer, 2003). Although the scenario at Blair Howard Developing An Exceptional Presentation A is not entirely complying with Concept X, it can be seen that new hires are discovering this environment instead stressful which may eventually bring about a better disposition of the management towards Concept X. As per McGregor's promoted sight, which he called Theory Y, the vital task of the administration is to set up organizational conditions to ensure that people can achieve their very own goals best by directing their efforts towards business benefits. If individuals discover no contentment in their work, the management would certainly have little option but to rely on concept X and outside control (Offer, 2003). Also while evaluating Lewis's management style, theory X may have been suitable in the operations division to some extent but the Advertising department would certainly call for reliance on Concept Y so as to get the imagination as well as originality from the groups.

Tuckman's Team effort Theory: As far as Lewis's concern concerning bringing consistency between the advertising and marketing division is concerned, this would originally lead to clash as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, throughout the first phase of group advancement, people may not bond, as they are hectic finding their place in the team. By incorporating the marketing and advertising department's job, there might coincide preliminary disconnect which could cause the second stage of 'storming' where the groups challenge each other. It is only throughout the 3rd phase or 'norming' when they would certainly come with each other to share concepts before the team can bring about harmony in the fourth phase 'carrying out'.

Bridges' Change Model: Based On William Bridge's concept (appendix 4), people are quite unpleasant with adjustment, which is noticeable by the scenario at Blair Howard Developing An Exceptional Presentation A The circumstance can be viewed as a normal training course of life if is studied based on Bridge's concept where he clarifies that people experience three phases of transition when they experience modification. 'Ending, shedding and Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they go into phase one and so there might be feelings like sadness, unpredictability, aggravation, rage, anxiety, rejection and also disorientation.The circumstance at the marketing division of Blair Howard Developing An Exceptional Presentation A is similar so Lewis can get comfy with the concept that it is not extraordinary actions. In the second stage, there might be a need to link the gap between the new as well as old society so Lewis may have to face this ordeal as soon as Krasnow leaves. There might be reduced spirits as well as low efficiency at this phase which ought to not be taken as a problem. It is throughout this stage that Lewis will need to give support to the department so that they can discover a sense of direction. It can be seen exactly how Krasnow has currently made this change easier by making Lewis get involved in the department a year before his actual separation. Based on Bridges' Version, phase 3 will certainly cause visibility to learning, High energy and also dedication as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the importance of 'safety and security needs as being a reduced level demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel protected and out of risk' is at the 2nd degree of needs. Before a worker can be made to establish mentally, he needs to have his 'Physiological 'and 'Security' requires fulfilled.

SWOT Analysis for Blair Howard Developing An Exceptional Presentation A Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous concepts to comprehend just how to handle the present scenario handy. The adhering to 3 options have actually been recommended to aid Lewis deal with the business obstacles in the advertising and marketing department. Each of these choices has actually been proposed for reducing the change needed to bring the advertising and marketing division in accordance with the demands of the marketplace as well as for making the cultural modification that would certainly adhere to once the present leader leaves.

Integration of advertising and marketing features. Dividing Adverting as well as Production functions. Integration of Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis during the earlier merger days has competence in business-to-business marketing along with agency and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both advertising as well as marketing functions.

The advantage of this method is that it will certainly integrate the two features while lowering the demand for hiring an extra resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing division as well as in any case her replacement would certainly be required for the existing function that she is performing. The drawback of this alternative is that outside hiring might produce resentment from inner employees who might be looking at the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Given the competitive stress and high quality job required from the advertising firm, it is recommended that Lewis needs to enable the production unit to be a different feature from the marketing system. Given that many advertising and marketing companies had these two features as different systems, it makes even more sense to follow the standard.

Combination of Advertising with Operations: Considering that Lewis is already taking care of the advertising and procedures divisions all at once; it makes sense to incorporate the two features because she has been efficiently taking care of both ends. The truth that Lewis has to adjust her administration style for the advertising and marketing division suggests that these 2 divisions would be culturally varied.


An assessment of the 3 options indicates that combination of advertising and operations would not be a practical step due to the vast differences in between the two divisions in spite of the fact that presently Lewis is handling both. While splitting up of the manufacturing function might have been a favorable step for the advertising and marketing department, the fact that it would mean putting a third function under Lewis's wing implies this should be avoided.

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

Advertising and Marketing features would certainly be merged.

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

Manufacturing feature will certainly continue to be component of marketing under advertising and marketing feature.

Lewis will certainly separate herself from procedures.

An autonomous management design with worker empowerment will certainly be made use of in advertising and marketing department.

Open door policy and focus on cross department communication will be targeted at removing dissonance.

Contingency plan.

If the integration does not exercise as intended, a backup strategy would certainly comply with which would divide the manufacturing feature from the marketing function to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will most definitely be separated by positioning it under an SVP manufacturing.