E Business Transformation At The Crossroads Sears Dilemma Case Study Solution


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E Business Transformation At The Crossroads Sears Dilemma Case Study Solution

Background and Facts

E Business Transformation At The Crossroads Sears Dilemma an office products retailer for tiny as well as average sized organisations has actually lately been associated with preparing for a merging with its competitor Home Deport, which has actually impacted effectiveness levels in departmentswith the elderly manager involved in lawful issues presented by the federal Trade Compensation. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the future. With obstacles in the kind of a prospective cultural modification as well as reduced worker spirits, the organization is in need of a total reengineering initiative at the marketing department.

Problem Statement

The possible social modification at the advertising department of E Business Transformation At The Crossroads Sears Dilemma is boosting unpredictability in the workplace resulting in various obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting calculated choices since Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Trade Compensation's intervention in the process. Given the reality that the shop has an international presence with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries might have the ability to affect efficiency or calculated objectives. Federal Trade Compensation's antitrust fit against the merging occupied valuable time of the organization's senior management suggesting that 'political' factors can have serious implications for an international service.

Economic Factors: Financial factors such as the appearance of local business in the worldwide scenario suggest that E Business Transformation At The Crossroads Sears Dilemma is flourishing in an atmosphere where there is potential development of services. Along with this, truth that store clients are primarily looking for office supplies for home offices suggests that the market has an increasing pattern of entrepreneurs and also home services.

Social factors: Social patterns in the economy reveal that consumers are seeking ease in addition to appealing costs. Market research shows how the customer for E Business Transformation At The Crossroads Sears Dilemma lacks awareness regarding locating options which can provide a combination of benefit as well as affordable.

Technological factors: Innovation plays a vital role in E Business Transformation At The Crossroads Sears Dilemma's business method especially as the company is piloting Technology facilities which would supply technology sales as well as assistance in the type of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

Several underlying Organizational Actions issues can be seen in E Business Transformation At The Crossroads Sears Dilemma's case as highlighted in this section.

Apprehensions regarding social change: There is concern regarding a social change that would take place when Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with a lot of the staff members currently showing unhappiness over this possible move. This predicted adjustment has actually created stress in the work environment which has been coupled with the previous tension of preparing the company for a prospective merging with Residence Deport.

Stressful Work Atmosphere for Newcomers: There is shortage of employees that can match the difficult setting of a busy company. Not just does this lead to problem in finding the ideal people, it puts anxiety on new hires as can not hold up against the rate as well as pressure that the organization expects them to birth.

Double Reporting Lines: Beginners locate this business culture cumbersome and challenging to handle specifically as dotted line connections are implied to be weaker as a whole as well as objective setting and performance evaluation is still done by the solid line manager. This indicates that newbies could lose clarity about their corresponding functions as well as objectives specifically as populated line coverage does not maintain them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had actually been hypothesized that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been capable and also suitable for the work however the truth that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Work Insecurity: Worry as well as instability can be identified as 2 major issues that Lewis would be taking care of particularly as the merger has actually now be cancelled and also two elderly execs of the marketing division would certainly be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural modification however would likewise need to prove herself in her new duty.

Incompatible Management Design of Leader: Lewis's management design and also its conflict with the advertising division's role can likewise be seen as an OB obstacle especially as she has actually been utilized to handling problems in the operations department where workers are shown to concentrate on procedures and also obtain them right. The advertising division on the other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow who concentrated more on result than procedures.

Interdepartmental Disagreements: Interdepartmental differences between three divisions, advertising and marketing, merchandizing and also operations specifically over the allotment of the advertising mix can be recognized as an additional OB worry. Although the advertising and marketing department does not share the exact same vision as the other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and operations departments do not agree over the advertising mix appropriation amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the marketing and advertising departments can be determined as one more OB concern which can require further attention. The reality that the marketing and advertising sections in the marketing division are detached is stopping both divisions from gaining from each other's experience and expertise. Combination of advertising with retailing and operations would certainly become harder if the advertising division itself is degenerated which can be an additional possible OB worry.

E Business Transformation At The Crossroads Sears Dilemma Analysis

Various theories have actually been made use of to discuss the circumstances to obtain further quality about the situation at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that juniors are easy as well as careless, have little ambition as well as resist change. The scenario at E Business Transformation At The Crossroads Sears Dilemma is not totally adhering to Theory X, it can be seen that brand-new hires are discovering this environment rather demanding which might eventually lead to a greater disposition of the monitoring towards Concept X. Even while assessing Lewis's management style, concept X might have been ideal in the operations division to some level however the Advertising and marketing division would certainly need reliance on Concept Y in order to get the imagination and originality from the teams.

Tuckman's Team effort Theory: As far as Lewis's problem concerning bringing consistency in between the advertising and marketing division is worried, this would initially cause contrast as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the preliminary stage of group advancement, individuals may not bond, as they are active finding their place in the team. By combining the advertising and marketing division's job, there might be the same initial separate which can bring about the 2nd phase of 'storming' where the groups test each other. However, it is only throughout the third phase or 'norming' when they would integrate to share concepts prior to the group can produce synergy in the 4th phase 'doing'.

When individuals are presented with adjustment, they get in stage one as well as so there may be emotions like despair, uncertainty, disappointment, temper, fear, rejection and also disorientation.The circumstance at the marketing department of E Business Transformation At The Crossroads Sears Dilemma is comparable so Lewis can get comfy with the suggestion that it is not amazing behavior. It is during this stage that Lewis will have to offer support to the division so that they can discover a sense of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis get included in the department a year before his real departure.

Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has reviews the relevance of 'safety needs as being a reduced level requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe and also out of danger' is at the second level of requirements. Before an employee can be made to develop mentally, he requires to have his 'Physical 'and 'Security' requires met.

SWOT Analysis for E Business Transformation At The Crossroads Sears Dilemma Case Study

Implication of Analysis.

The OB analysis has looked at different concepts to understand just how to manage the current scenario at hand. The following 3 options have been suggested to help Lewis manage the business challenges in the advertising and marketing division. Each of these alternatives has actually been suggested for reducing the shift required to bring the marketing department in accordance with the needs of the marketplace as well as for making the social adjustment that would follow once the current leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and Manufacturing features. Combination of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house marketing firm of E Business Transformation At The Crossroads Sears Dilemma is currently strength for the organization in regards to saving up on overheads associated with marketing and promotion. Since no brand-new employment has been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the marketing function, this is a desirable opportunity for integrating the advertising and marketing functions. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has competence in business-to-business marketing together with firm as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both marketing and advertising features.

The advantage of this technique is that it will incorporate both features while reducing the requirement for hiring an added source for marketing. Along with this, Lewis would be heading the advertising and marketing division and all the same her substitute would be needed for the present role that she is performing. The disadvantage of this choice is that exterior hiring might cause animosity from interior workers who may be looking at the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Manufacturing: Given the competitive stress and excellent quality job required from the advertising agency, it is advised that Lewis ought to enable the production device to be a separate feature from the advertising and marketing unit. Because most ad agency had these two functions as different devices, it makes even more feeling to follow the norm. Both features might be able to focus on their core triggers a lot more effectively. The disadvantage of this strategy would certainly be that extra costs would have to be borne for establishing up different production features. In addition to this, a production head might have to be worked with which might enhance expenses for the company.

Integration of Marketing with Workflows: Given that Lewis is currently taking treatment of the marketing and also operations departments simultaneously; it makes feeling to incorporate the 2 functions since she has been successfully taking care of both ends. The reality that Lewis has to adjust her monitoring style for the advertising department recommends that these two divisions would certainly be culturally diverse.


An assessment of the 3 options indicates that combination of advertising and also procedures would not be a practical move as a result of the substantial distinctions in between the two departments although that presently Lewis is managing both. While splitting up of the manufacturing function may have been a positive action for the advertising division, the fact that it would mean positioning a 3rd function under Lewis's wing means this should be stayed clear of too. The integration of the advertising and marketing department is the most effective alternative in regards to obtaining the ideal results from the division. An activity plan for this alternative is discussed below.

Activity Plan.

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

Marketing and advertising features would certainly be combined.

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

Production function will continue to be component of advertising and marketing under marketing function.

Lewis will certainly separate herself from operations.

A democratic leadership design with employee empowerment will certainly be used in advertising and marketing division.

Open up door plan and also focus on cross department communication will be aimed at removing disharmony.

Backup strategy.

If the combination does not exercise as prepared, a contingency plan would adhere to which would certainly separate the manufacturing function from the advertising and marketing feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production function will absolutely be divided by putting it under an SVP production.