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Buckeye Power And Light Company Case Study Analysis

Background and Facts

Buckeye Power And Light Company an office materials store for little and also moderate sized businesses has actually recently been involved in planning for a merger with its rival Home Deport, which has actually affected efficiency levels in departmentswith the elderly manager involved in legal difficulties presented by the government Profession Payment. With the Marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the future. With challenges in the kind of a potential social change as well as reduced employee spirits, the company wants a total reengineering initiative at the advertising and marketing department.

Trouble Declaration

The prospective cultural adjustment at the advertising department of Buckeye Power And Light Company is raising unpredictability in the working environment resulting in different difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting critical decisions because Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Commission's intervention while doing so. Offered the fact that the store has an international existence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries might be able to impact performance or strategic goals. Federal Trade Payment's antitrust match against the merging took up beneficial time of the organization's senior management recommending that 'political' factors can have major ramifications for a global company.

Economic Factors: Financial factors such as the appearance of small businesses in the worldwide situation recommend that Buckeye Power And Light Company is flourishing in a setting where there is possible growth of businesses. Fact that shop consumers are mainly looking for workplace supplies for home offices recommends that the market has an increasing fad of entrepreneurs and home based organisations.

Social factors: Social fads in the economic climate show that clients are looking for benefit in addition to appealing prices. Marketing research shows how the client for Buckeye Power And Light Company does not have understanding regarding discovering remedies which can use a mix of convenience and inexpensive.

Technological factors: Technology plays an essential role in Buckeye Power And Light Company's business approach specifically as the organization is piloting Technology facilities which would certainly offer modern technology sales and support in the type of memory upgrades, outer setups. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Organizational Habits concerns can be seen in Buckeye Power And Light Company's case as highlighted in this area.

Apprehensions regarding social adjustment: There is concern about a social adjustment that would happen when Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with a lot of the employee already showing unhappiness over this possible step. This predicted adjustment has created stress in the workplace which has actually been coupled with the past stress and anxiety of preparing the firm for a prospective merging with House Deport.

Stressful Task Atmosphere for Newcomers: There is lack of employees that can match the stressful setting of a hectic company. Not only does this cause problem in discovering the best people, it places tension on new hires as can not hold up against the rate and also stress that the company anticipates them to bear.

Double Reporting Lines: Newcomers discover this business culture cumbersome as well as hard to handle especially as dotted line partnerships are suggested to be weaker as a whole and also objective setting and also efficiency examination is still done by the strong line supervisor. This implies that newbies might lose clarity regarding their respective roles and also objectives especially as populated line coverage does not keep them in direct communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been capable and also ideal for the task however the reality that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Job Instability: Worry and also instability can be identified as 2 major issues that Lewis would be taking care of especially as the merger has now be cancelled and two elderly executives of the marketing department would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining about a social adjustment however would certainly likewise have to show herself in her brand-new function.

Inappropriate Monitoring Style of Leader: Lewis's management design as well as its conflict with the advertising department's duty can additionally be seen as an OB challenge especially as she has been utilized to dealing with concerns in the operations department where personnel are taught to focus on procedures and also obtain them. The advertising department on the various other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow that concentrated much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental differences in between 3 divisions, advertising and marketing, merchandizing as well as operations respectively over the allowance of the advertising and marketing mix can be identified as one more OB concern. Although the advertising division does not share the exact same vision as the other two departments pertaining to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not concur over the marketing mix allocation amongst each other either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the advertising and marketing divisions can be identified as one more OB concern which could require more focus. The truth that the advertising and marketing areas in the marketing department are detached is stopping both divisions from getting from each other's experience and competence. Integration of advertising and marketing with retailing and also procedures would certainly become more difficult if the advertising division itself is disintegrated which can be another possible OB concern.

Buckeye Power And Light Company Analysis

Different concepts have actually been utilized to explain the conditions to get further quality concerning the scenario available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that juniors are passive and lazy, have little passion and also withstand modification. The hard variation of this theory highlighted coercion, limited controls, dangers as well as penalties. With time it creates low productivity, subtle sabotage and also competition (Bargain, 2003). Although the scenario at Buckeye Power And Light Company is not totally complying with Concept X, it can be seen that new hires are locating this setting rather difficult which may eventually lead to a better inclination of the monitoring in the direction of Theory X. As per McGregor's supported view, which he called Concept Y, the important job of the management is to arrange business conditions so that individuals can achieve their own goals best by directing their efforts in the direction of organizational incentives. If people discover no complete satisfaction in their work, the monitoring would certainly have little selection but to count on concept X and also external control (Offer, 2003). Also while assessing Lewis's administration style, theory X may have appropriated in the procedures department somewhat yet the Advertising and marketing department would need dependence on Concept Y in order to get the creativity as well as originality from the groups.

Tuckman's Synergy Theory: As much as Lewis's issue concerning bringing consistency in between the advertising as well as advertising and marketing department is concerned, this would at first lead to conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising and also advertising and marketing division's work, there may be the very same first detach which can lead to the 2nd stage of 'storming' where the groups test one another.

Bridges' Transition Model: According To William Bridge's theory (appendix 4), people are rather awkward with adjustment, which is apparent by the situation at Buckeye Power And Light Company The circumstance can be viewed as a regular program of life if is examined according to Bridge's theory where he discusses that people go through three stages of shift when they experience adjustment. 'Closing, shedding and also Releasing', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they go into stage one and so there might be feelings like unhappiness, unpredictability, aggravation, anger, fear, rejection as well as disorientation.The situation at the advertising and marketing department of Buckeye Power And Light Company is similar so Lewis can obtain comfy with the idea that it is not amazing habits. In the 2nd phase, there might be a need to bridge the gap in between the brand-new as well as old society so Lewis might need to face this experience when Krasnow leaves. There may be reduced morale and low productivity at this phase which should not be taken as a setback. It is during this phase that Lewis will certainly need to provide support to the division so that they can find a sense of direction. It can be seen how Krasnow has actually currently made this change much easier by making Lewis get associated with the division a year prior to his actual departure. According to Bridges' Model, phase three will bring about openness to discovering, High power and also commitment as individuals will certainly embrace the change (Bridges, 2004).

Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has goes over the importance of 'safety needs as being a reduced level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel secure as well as out of danger' is at the 2nd level of requirements. Prior to an employee can be made to establish mentally, he needs to have his 'Physiological 'as well as 'Safety' requires met.

SWOT Analysis for Buckeye Power And Light Company Case Study



Ramification of Analysis.

The OB analysis has actually looked at numerous concepts to recognize exactly how to deal with the present circumstance handy. The complying with 3 choices have been recommended to aid Lewis deal with the organizational obstacles in the advertising division. Each of these options has been recommended for reducing the change needed to bring the advertising division according to the requirements of the marketplace and also for making the social change that would certainly follow when the current leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting as well as Production functions. Combination of Advertising And Marketing with Procedures.

Assessment of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal marketing agency of Buckeye Power And Light Company is already toughness for the organization in terms of saving up on overheads related to advertising and also promo. Since no new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising and marketing feature, this is a desirable opportunity for incorporating the advertising and marketing features. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with company and retail 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 benefit of this strategy is that it will certainly integrate the two functions while minimizing the need for employing an additional resource for advertising and marketing. In addition to this, Lewis would certainly be heading the marketing department as well as regardless her replacement would be needed for the current duty that she is performing. The disadvantage of this alternative is that outside hiring might produce bitterness from inner employees that might be eying the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Manufacturing: Provided the competitive stress and also premium quality work required from the advertising agency, it is advised that Lewis must allow the production system to be a separate feature from the marketing system. Since many advertising agencies had these 2 functions as separate devices, it makes more sense to follow the norm. Along with this, both features might be able to focus on their core triggers a lot more efficiently. Nonetheless, the negative aspect of this approach would certainly be that added costs would certainly need to be birthed for establishing separate manufacturing functions. A manufacturing head may have to be hired which might boost overheads for the organization.

Combination of Advertising with Workflows: Considering that Lewis is already looking after the marketing and also procedures departments simultaneously; it makes sense to integrate the two features given that she has actually been effectively taking care of both ends. The reality that both divisions currently have major distinctions over appropriation of sources suggests that this combination may be able to bring about harmony especially as Lewis would certainly be heading both ends.However there are different downsides of this relocation particularly as it would put excessive problem over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring style for the advertising division suggests that these 2 departments would certainly be culturally varied. In addition to this, Lewis might not have the ability to apply one kind of leadership style to both departments which could lead to inefficiency in either among both features.

Referral.



An analysis of the 3 alternatives indicates that combination of advertising and operations would certainly not be a possible action as a result of the vast differences in between both divisions despite the fact that currently Lewis is managing both. While separation of the manufacturing function might have been a beneficial step for the advertising division, the reality that it would suggest putting a third feature under Lewis's wing implies this must be stayed clear of also. The combination of the advertising and marketing division is the most effective choice in terms of obtaining the optimum results from the department. An activity plan for this choice is discussed below.

Action Plan.

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

Advertising and Marketing functions would be combined.

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

Production function will certainly remain part of marketing under marketing feature.

Lewis will certainly separate herself from operations.

An autonomous leadership design with employee empowerment will certainly be used in advertising and marketing division.

Open door plan and emphasis on cross department interaction will be aimed at removing disharmony.

Contingency strategy.

If the assimilation does not exercise as intended, a backup strategy would follow which would divide the production feature from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing feature will most definitely be separated by putting it under an SVP production.