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Dealing With A Toxic Boss B Case Study Analysis

Background and Facts

Dealing With A Toxic Boss B an office materials seller for tiny and also average sized businesses has lately been involved in planning for a merger with its rival House Deport, which has affected effectiveness levels in departmentswith the senior manager involved in legal difficulties put forth by the federal Profession Payment. With the Advertising and marketing Head putting forward 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 role in the near future. With obstacles in the kind of a potential cultural modification as well as low staff member spirits, the company is in need of a complete reengineering initiative at the advertising division.

Problem Statement

The prospective social adjustment at the advertising division of Dealing With A Toxic Boss B is increasing uncertainty in the working environment resulting in different difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing tactical choices given that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Trade Payment's intervention while doing so. Given the truth that the shop has an international presence with branches in UK, USA, Canada and Germany, political consider each of these countries might be able to influence performance or tactical objectives. Federal Trade Payment's antitrust fit against the merger took up beneficial time of the company's senior monitoring recommending that 'political' factors can have major implications for a global company.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide circumstance recommend that Dealing With A Toxic Boss B is growing in an atmosphere where there is prospective growth of businesses. In addition to this, reality that store consumers are primarily looking for office materials for office recommends that the marketplace has an increasing pattern of entrepreneurs as well as online services.

Social factors: Social trends in the economy show that customers are seeking ease along with eye-catching rates. Market research shows how the consumer for Dealing With A Toxic Boss B does not have understanding concerning locating services which can provide a mix of comfort and inexpensive.

Technological factors: Technology plays an important duty in Dealing With A Toxic Boss B's company strategy specifically as the company is piloting Innovation facilities which would certainly supply innovation sales and assistance in the form of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and Symptoms.

Numerous underlying Business Actions problems can be seen in Dealing With A Toxic Boss B's case as highlighted in this area.

Apprehensions concerning cultural modification: There is uneasiness about a cultural modification that would occur once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with the majority of the personnel already showing unhappiness over this prospective step. This anticipated change has produced stress in the office which has been paired with the past stress of preparing the firm for a prospective merging with Residence Deport.

Stressful Task Atmosphere for Newcomers: There is lack of employees that can match the stressful setting of a busy organization. Not only does this result in difficulty in locating the right individuals, it places tension on new hires as can not withstand the pace and also pressure that the company anticipates them to bear.

Double Reporting Lines: Newbies locate this business culture cumbersome and hard to deal with specifically as dotted line partnerships are indicated to be weak in general as well as unbiased setting as well as efficiency analysis is still done by the strong line manager. This indicates that newcomers might shed clearness regarding their respective roles as well as goals especially as populated line reporting does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been hypothesized that the latter would certainly take Krasnow's setting came as a strike to her morale. Lewis may have been qualified and also appropriate for the work however the truth that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Anxiety and insecurity can be identified as 2 major worries that Lewis would be handling especially as the merger has currently be cancelled as well as two elderly execs of the advertising and marketing division would certainly be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would not just supervise of brining about a cultural change yet would certainly likewise have to prove herself in her new role.

Incompatible Monitoring Style of Leader: Lewis's management design and its incompatibility with the advertising and marketing division's role can likewise be viewed as an OB challenge specifically as she has actually been utilized to taking care of problems in the operations division where personnel are shown to concentrate on procedures and also get them right. The marketing department on the various other hand can be seen as a team of people that are used to being nurtured by Krasnow who concentrated a lot more on output than procedures.

Interdepartmental Differences: Interdepartmental arguments in between three departments, advertising and marketing, merchandizing and procedures specifically over the allowance of the advertising mix can be determined as another OB worry. The advertising department does not share the same vision as the other two divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allocation among one an additional either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising departments can be determined as another OB issue which can need more attention. The reality that the advertising and marketing areas in the advertising department are disconnected is protecting against both divisions from acquiring from each other's experience as well as expertise. Combination of marketing with merchandising and also procedures would come to be more difficult if the advertising division itself is broken down which can be another possible OB worry.

Dealing With A Toxic Boss B Analysis

Various concepts have been used to clarify the conditions to get more clearness concerning the scenario available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors believe that juniors are passive and careless, have little aspiration and withstand change. The hard version of this concept stressed browbeating, limited controls, dangers as well as punishments. Gradually it generates low productivity, subtle sabotage and competition (Bargain, 2003). The situation at Dealing With A Toxic Boss B is not totally adhering to Theory X, it can be seen that new hires are finding this setting rather difficult which may at some point lead to a better inclination of the management in the direction of Concept X. Based on McGregor's advocated sight, which he called Concept Y, the crucial task of the administration is to arrange organizational conditions to ensure that individuals can attain their own goals best by directing their efforts in the direction of organizational benefits. If people find no satisfaction in their job, the administration would certainly have little selection yet to count on theory X and also outside control (Bargain, 2003). Also while analyzing Lewis's monitoring design, concept X might have been suitable in the procedures department somewhat but the Advertising department would certainly need dependence on Concept Y in order to get the imagination as well as creativity from the teams.

Tuckman's Synergy Concept: As much as Lewis's worry concerning bringing consistency in between the advertising and marketing division is concerned, this would at first lead to clash as talked about by Bruce Tuckman in his 'Team effort Theory'. By incorporating the marketing and also marketing division's work, there may be the very same initial detach which can lead to the 2nd phase of 'storming' where the groups test one an additional.

When individuals are provided with change, they get in stage one and also so there might be feelings like sadness, unpredictability, disappointment, rage, worry, denial and disorientation.The situation at the marketing department of Dealing With A Toxic Boss B is similar so Lewis can get comfy with the suggestion that it is not amazing habits. It is during this phase that Lewis will certainly have to offer support to the department so that they can discover a sense of instructions. It can be seen just how Krasnow has actually already made this transition easier by making Lewis get involved in the division a year before his actual departure.

Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the importance of 'security needs as being a reduced level demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe as well as out of risk' is at the second degree of needs. Before an employee can be made to establish mentally, he needs to have his 'Physical 'and also 'Safety and security' needs satisfied.

SWOT Analysis for Dealing With A Toxic Boss B Case Study



Ramification of Analysis.

The OB analysis has taken a look at numerous concepts to understand just how to manage the current situation at hand. The adhering to three alternatives have been recommended to assist Lewis manage the organizational difficulties in the advertising and marketing department. Each of these choices has actually been recommended for easing the change needed to bring the advertising department in accordance with the demands of the marketplace as well as for making the cultural adjustment that would adhere to once the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting and Manufacturing functions. Assimilation of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The internal advertising agency of Dealing With A Toxic Boss B is already strength for the company in terms of saving up on overheads associated with marketing and promotion. Because no brand-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 function, this is a favorable opportunity for incorporating the marketing and advertising features. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business advertising and marketing together with company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing functions.

The advantage of this technique is that it will integrate the two features while decreasing the requirement for employing an extra source for marketing. Lewis would be heading the advertising and marketing division and in any case her replacement would be required for the existing role that she is executing. The downside of this alternative is that exterior hiring may produce resentment from interior employees that might be considering the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Manufacturing: Provided the affordable stress and also high quality work needed from the advertising agency, it is suggested that Lewis ought to enable the production device to be a different feature from the marketing unit. Since most ad agency had these 2 features as different systems, it makes more sense to adhere to the norm. Both functions might be able to focus on their core triggers a lot more effectively. The disadvantage of this method would certainly be that extra prices would certainly have to be borne for establishing up separate manufacturing functions. Along with this, a manufacturing head may have to be employed which can increase overheads for the company.

Assimilation of Advertising with Operations: Since Lewis is already taking treatment of the advertising and marketing and operations divisions all at once; it makes sense to incorporate the 2 features given that she has actually been efficiently taking care of both ends. The truth that Lewis has to adjust her management style for the marketing division recommends that these 2 divisions would certainly be culturally varied.

Referral.



An evaluation of the three choices shows that assimilation of advertising and marketing and procedures would certainly not be a possible action due to the huge distinctions in between the two departments although that currently Lewis is dealing with both. While separation of the manufacturing feature may have been a beneficial step for the advertising and marketing department, the truth that it would certainly indicate positioning a 3rd feature under Lewis's wing implies this should be stayed clear of. The combination of the advertising division is the most effective alternative in terms of obtaining the ideal arise from the division. An activity plan for this choice is talked about below.

Activity Plan.

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

Advertising and Marketing features would certainly be merged.

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

Manufacturing function will certainly stay component of advertising and marketing under advertising and marketing feature.

Lewis will separate herself from procedures.

An autonomous management design with worker empowerment will certainly be utilized in marketing division.

Open door policy as well as emphasis on cross department communication will be aimed at removing disharmony.

Contingency strategy.

If the assimilation does not work out as prepared, a contingency plan would certainly comply with which would separate the manufacturing function from the advertising feature to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will absolutely be separated by placing it under an SVP production.