Dependable Equipment Ltd The Popcorn Predicament Case Study Solution


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Dependable Equipment Ltd The Popcorn Predicament Case Study Analysis

Background and Facts

Dependable Equipment Ltd The Popcorn Predicament a workplace products seller for little as well as medium sized organisations has recently been involved in preparing for a merger with its competitor House Deport, which has actually impacted performance degrees in departmentswith the senior supervisor associated with lawful issues presented by the federal Trade Commission. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the near future. With difficulties in the kind of a possible social change and reduced staff member spirits, the company is in need of a full reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural change at the advertising and marketing department of Dependable Equipment Ltd The Popcorn Predicament is increasing uncertainty in the working environment leading to various obstacles 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 role in influencing strategic choices considering that Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Profession Payment's intervention while doing so. Provided the reality that the shop has an international existence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may be able to influence performance or calculated goals. Federal Trade Commission's antitrust fit against the merger took up beneficial time of the organization's senior monitoring suggesting that 'political' factors can have serious effects for a global business.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide circumstance suggest that Dependable Equipment Ltd The Popcorn Predicament is growing in an atmosphere where there is potential growth of companies. Reality that store clients are mostly looking for workplace materials for residence workplaces suggests that the market has a rising pattern of entrepreneurs and home based companies.

Social factors: Social trends in the economy reveal that consumers are seeking comfort in addition to appealing prices. Marketing research demonstrates how the client for Dependable Equipment Ltd The Popcorn Predicament does not have awareness about finding options which can use a combination of comfort and low costs.

Technological factors: Modern technology plays a vital duty in Dependable Equipment Ltd The Popcorn Predicament's organisation strategy particularly as the organization is piloting Modern technology facilities which would use modern technology sales and assistance in the kind of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Actions issues can be seen in Dependable Equipment Ltd The Popcorn Predicament's case as highlighted in this area.

Uneasiness regarding social change: There is uneasiness about a cultural adjustment that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with the majority of the personnel currently showing unhappiness over this prospective action. This predicted modification has developed stress and anxiety in the office which has actually been combined with the past anxiety of preparing the firm for a potential merging with Residence Deport.
Pest Analysis
Stressful Work Setting for Newcomers: There is scarcity of personnel that can match the stressful setting of a hectic company. Not only does this cause problem in discovering the ideal individuals, it places stress on new hires as can not stand up to the pace as well as stress that the company anticipates them to bear.

Dual Reporting Lines: Novices locate this business society troublesome and also hard to handle particularly as populated line relationships are meant to be weaker generally as well as unbiased setting and also performance examination is still done by the strong line supervisor. This implies that novices could shed clearness about their respective duties and also purposes especially as populated line coverage does not maintain them in direct interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had been speculated that the last would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been qualified as well as proper for the work but the truth that Kransnow's departure would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Anxiety as well as insecurity can be identified as two major issues that Lewis would certainly be managing specifically as the merging has currently be terminated as well as 2 elderly execs of the marketing department would be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would not just be in charge of brining regarding a cultural change yet would additionally need to confirm herself in her new function.

Incompatible Administration Style of Leader: Lewis's management style and also its conflict with the advertising division's duty can also be seen as an OB obstacle particularly as she has actually been utilized to handling problems in the operations department where workers are shown to concentrate on procedures as well as get them. The advertising and marketing department on the other hand can be viewed as a team of individuals that are used to being supported by Krasnow who concentrated more on result than processes.

Interdepartmental Disagreements: Interdepartmental disputes between three departments, marketing, merchandizing and also operations respectively over the allowance of the advertising mix can be identified as an additional OB issue. Although the advertising department does not share the exact same vision as the various other two divisions regarding the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and procedures departments do not concur over the advertising mix allowance among each other either.

Disintegration in Advertising Department: Fragmentation in between the advertising and marketing departments can be determined as one more OB problem which can need more attention. The reality that the advertising and marketing areas in the advertising division are detached is protecting against both divisions from gaining from each various other's experience and experience. Combination of advertising with retailing and also procedures would become harder if the advertising and marketing department itself is broken down which can be another possible OB worry.

Dependable Equipment Ltd The Popcorn Predicament Analysis

Numerous theories have actually been used to describe the scenarios to obtain additional clearness regarding the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that staffs are easy and also lazy, have little aspiration and also withstand modification. The tough variation of this concept emphasized threat, limited controls, hazards and also penalties. With time it generates reduced productivity, refined sabotage and also competition (Bargain, 2003). Although the circumstance at Dependable Equipment Ltd The Popcorn Predicament is not entirely complying with Concept X, it can be seen that new hires are discovering this setting instead stressful which might ultimately cause a higher disposition of the management towards Concept X. Based on McGregor's advocated view, which he called Concept Y, the vital task of the monitoring is to arrange business problems to ensure that individuals can achieve their very own objectives best by directing their efforts towards business rewards. If people locate no contentment in their job, the management would certainly have little choice however to count on concept X as well as external control (Bargain, 2003). Even while assessing Lewis's administration design, theory X might have been suitable in the operations division somewhat but the Advertising and marketing department would certainly require dependence on Theory Y in order to get the creativity and originality from the teams.

Tuckman's Team effort Theory: As for Lewis's worry regarding bringing consistency in between the marketing and advertising division is concerned, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the first phase of team growth, people may not bond, as they are busy discovering their location in the team. By integrating the marketing and advertising department's work, there might coincide preliminary separate which might cause the 2nd stage of 'storming' where the groups challenge one another. However, it is only during the third phase or 'norming' when they would certainly collaborate to share suggestions prior to the group can cause synergy in the fourth phase 'performing'.

Bridges' Change Model: As per William Bridge's theory (appendix 4), people are fairly uncomfortable with change, which is apparent by the circumstance at Dependable Equipment Ltd The Popcorn Predicament The situation can be seen as a normal course of life if is researched based on Bridge's theory where he describes that individuals undergo 3 stages of change when they experience modification. 'End, losing and also Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people exist with modification, they get in stage one and so there may be emotions like despair, uncertainty, stress, anger, fear, rejection and also disorientation.The situation at the marketing division of Dependable Equipment Ltd The Popcorn Predicament is similar so Lewis can get comfortable with the idea that it is not extraordinary habits. In the second stage, there may be a need to bridge the space in between the brand-new and also old society so Lewis might have to face this challenge as soon as Krasnow leaves. There might be low spirits and reduced efficiency at this phase which ought to not be taken as a setback. It is throughout this stage that Lewis will certainly have to give assistance to the division to make sure that they can find an orientation. It can be seen just how Krasnow has actually currently made this shift easier by making Lewis obtain associated with the division a year prior to his real departure. As per Bridges' Model, phase three will produce visibility to understanding, High power as well as dedication as individuals will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB problem related to insecurity at the work environment has actually been set off first of all by the adjustment in administration as well as second of all by the fact that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the value of 'safety and security requires as being a lower level demand of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel protected as well as safe' is at the 2nd degree of needs. Prior to a staff member can be made to create mentally, he needs to have his 'Physiological 'as well as 'Security' requires fulfilled. This shows that unless the personnel are made to really feel protected concerning their existing work condition in Dependable Equipment Ltd The Popcorn Predicament they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Dependable Equipment Ltd The Popcorn Predicament Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous theories to understand how to manage the present circumstance at hand. The complying with 3 alternatives have been suggested to assist Lewis take care of the organizational obstacles in the marketing division. Each of these options has actually been proposed for alleviating the transition required to bring the advertising department in accordance with the demands of the market and for making the cultural change that would certainly adhere to as soon as the existing leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and Production functions. Assimilation of Advertising with Operations.

Examination of Alternatives.

Integration of Advertising & Advertising Functions: The internal advertising firm of Dependable Equipment Ltd The Popcorn Predicament is already strength for the company in regards to conserving up on overheads connected to marketing as well as promo. Since no brand-new recruitment has actually been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the marketing feature, this is a beneficial chance for incorporating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising together with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ 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 incorporate both functions while decreasing the demand for employing an additional resource for marketing. Lewis would certainly be heading the advertising and marketing division as well as in any kind of case her replacement would certainly be required for the current role that she is doing. The downside of this choice is that external hiring may cause bitterness from internal employees who may be considering the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Manufacturing: Provided the affordable pressures as well as high quality work called for from the advertising agency, it is suggested that Lewis needs to allow the production system to be a different feature from the advertising and marketing unit. Considering that a lot of advertising firms had these two features as different devices, it makes more sense to follow the norm.

Combination of Marketing with Procedures: Because Lewis is currently dealing with the advertising and marketing as well as procedures divisions all at once; it makes good sense to integrate both functions considering that she has been effectively caring for both ends. The reality that the two divisions currently have major distinctions over allocation of sources recommends that this assimilation may be able to bring about harmony especially as Lewis would certainly be heading both ends.However there are various negative aspects of this step particularly as it would place way too much concern over Lewis's shoulders. The truth that Lewis has to adapt her administration style for the advertising department recommends that these 2 departments would certainly be culturally diverse. Along with this, Lewis might not have the ability to apply one sort of leadership style to both divisions which might cause inefficiency in either among both features.


An analysis of the three choices shows that assimilation of marketing and also operations would certainly not be a feasible relocation due to the large distinctions between both divisions despite the fact that presently Lewis is dealing with both. While separation of the manufacturing function might have been a positive action for the advertising and marketing department, the truth that it would imply placing a 3rd function under Lewis's wing suggests this should be avoided also. The combination of the marketing department is the most effective alternative in terms of getting the optimal results from the division. An action prepare for this alternative is reviewed listed below.

Action Plan.
Lewis will certainly take over the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will certainly separate herself from operations.

A democratic management style with staff member empowerment will be used in advertising and marketing department.

Open door plan as well as focus on cross department communication will be focused on removing disharmony.

Contingency plan.

If the combination does not exercise as prepared, a contingency strategy would certainly adhere to which would certainly separate the manufacturing feature from the advertising feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will absolutely be divided by putting it under an SVP production.