Executive Women At Linkcom Case Study Solution


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Executive Women At Linkcom Case Study Analysis

Background and Facts

Executive Women At Linkcom a workplace products merchant for little as well as moderate sized companies has lately been associated with planning for a merging with its competitor House Deport, which has influenced performance degrees in departmentswith the elderly manager involved in legal issues presented by the federal Trade Commission. With the Advertising and marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the near future. With challenges in the type of a potential social modification as well as low employee spirits, the company wants a complete reengineering effort at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing division of Executive Women At Linkcom is boosting uncertainty in the workplace resulting in different challenges 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 major role in affecting tactical decisions given that Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention while doing so. Offered the fact that the store has an international existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may have the ability to affect efficiency or calculated goals. Federal Trade Payment's antitrust suit versus the merger took up useful time of the company's senior monitoring suggesting that 'political' factors can have severe ramifications for a worldwide service.

Economic Factors: Financial factors such as the appearance of local business in the worldwide circumstance suggest that Executive Women At Linkcom is flourishing in a setting where there is potential growth of services. In addition to this, truth that shop customers are mostly searching for office supplies for home offices recommends that the marketplace has a climbing pattern of business owners and also online businesses.

Social factors: Social trends in the economic situation reveal that consumers are looking for ease along with attractive costs. Marketing research demonstrates how the client for Executive Women At Linkcom does not have understanding about discovering options which can use a combination of comfort and also low costs.

Technical factors: Modern technology plays an essential role in Executive Women At Linkcom's organisation technique especially as the organization is piloting Technology facilities which would offer technology sales and support in the type of memory upgrades, peripheral installments. (Recap of PEST in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Habits problems can be seen in Executive Women At Linkcom's case as highlighted in this section.

Concerns regarding social modification: There is uneasiness concerning a social adjustment that would certainly happen when Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with a lot of the personnel already revealing unhappiness over this prospective action. This expected adjustment has actually produced stress in the workplace which has been combined with the previous stress of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is scarcity of employees that can match the demanding environment of a busy company. Not only does this lead to trouble in finding the right individuals, it places tension on new hires as can not stand up to the rate and also stress that the organization expects them to birth.

Twin Reporting Lines: Newcomers locate this organizational society difficult as well as hard to deal with specifically as dotted line relationships are implied to be weaker in general as well as objective setup as well as performance assessment is still done by the strong line manager. This indicates that newbies could lose clearness concerning their corresponding duties as well as purposes especially as populated line reporting does not maintain them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and proper for the work however the reality that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Worry & Job Insecurity: Fear and also instability can be identified as two major concerns that Lewis would be taking care of specifically as the merger has currently be cancelled as well as 2 elderly execs of the advertising and marketing division would certainly be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a cultural adjustment yet would also have to show herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's monitoring style and also its incompatibility with the marketing department's duty can additionally be seen as an OB obstacle specifically as she has been utilized to taking care of concerns in the procedures department where workers are instructed to concentrate on processes and get them. The advertising division on the various other hand can be seen as a team of people that are made use of to being supported by Krasnow who concentrated much more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental differences in between 3 departments, marketing, merchandizing and operations specifically over the allotment of the advertising and marketing mix can be determined as another OB worry. Although the advertising division does not share the very same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations divisions do not concur over the advertising and marketing mix allocation amongst one another either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising departments can be identified as an additional OB concern which might require more attention. The reality that the advertising and marketing sections in the marketing department are separated is preventing both divisions from getting from each other's experience and also proficiency. Combination of advertising with retailing and procedures would certainly come to be harder if the marketing division itself is degenerated which can be one more potential OB problem.

Executive Women At Linkcom Analysis

Different concepts have actually been utilized to clarify the scenarios to obtain more clarity concerning the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that subordinates are easy and also careless, have little passion as well as stand up to modification. The circumstance at Executive Women At Linkcom is not entirely following Concept X, it can be seen that brand-new hires are discovering this setting instead difficult which might ultimately lead to a better inclination of the administration towards Theory X. Also while evaluating Lewis's management style, concept X might have been ideal in the operations division to some degree yet the Marketing department would certainly call for reliance on Theory Y in order to obtain the imagination and creativity from the teams.

Tuckman's Teamwork Theory: Regarding Lewis's worry concerning bringing harmony in between the marketing and advertising division is concerned, this would originally result in contrast as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, throughout the initial phase of group development, people may not bond, as they are active locating their location in the group. By integrating the advertising and marketing department's work, there might coincide initial separate which might cause the second stage of 'storming' where the groups challenge each other. It is just throughout the third phase or 'norming' when they would come with each other to share ideas before the group can bring around synergy in the fourth stage 'doing'.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), individuals are rather unpleasant with change, which is noticeable by the situation at Executive Women At Linkcom The scenario can be viewed as a typical training course of life if is studied according to Bridge's theory where he discusses that people experience three phases of change when they experience adjustment. 'End, losing and Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people are presented with modification, they enter phase one and so there might be emotions like unhappiness, unpredictability, irritation, anger, anxiety, rejection and also disorientation.The scenario at the advertising and marketing division of Executive Women At Linkcom is comparable so Lewis can get comfortable with the concept that it is not phenomenal habits. In the 2nd phase, there might be a need to bridge the space between the brand-new and old society so Lewis may have to encounter this challenge when Krasnow leaves. There might be reduced spirits as well as low productivity at this phase which should not be taken as a trouble. It is throughout this stage that Lewis will have to offer assistance to the department to make sure that they can discover a sense of direction. It can be seen just how Krasnow has already made this change simpler by making Lewis get involved in the division a year before his actual separation. As per Bridges' Model, phase three will certainly bring about visibility to knowing, High energy as well as commitment as people will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has talks about the relevance of 'safety and security 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 need to really feel protected and out of risk' is at the second degree of demands. Prior to a staff member can be made to establish emotionally, he needs to have his 'Physiological 'and 'Safety' requires met.

SWOT Analysis for Executive Women At Linkcom Case Study

Implication of Analysis.

The OB analysis has actually looked at various theories to understand just how to manage the existing scenario available. The complying with 3 alternatives have been proposed to aid Lewis take care of the business difficulties in the marketing department. Each of these alternatives has actually been proposed for easing the change required to bring the advertising division in accordance with the demands of the market as well as for making the social change that would adhere to once the current leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and also Production features. Integration of Marketing with Operations.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merger days has know-how in business-to-business marketing along with company as well as retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both advertising and marketing and also marketing features.

The advantage of this strategy is that it will certainly integrate both features while decreasing the need for working with an added resource for marketing. Along with this, Lewis would certainly be heading the marketing department as well as all the same her replacement would be required for the existing function that she is performing. The disadvantage of this alternative is that outside hiring may produce animosity from internal personnel that may be eying the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Offered the competitive pressures and high top quality job called for from the advertising and marketing agency, it is suggested that Lewis must permit the production device to be a separate function from the marketing unit. Considering that a lot of advertising companies had these 2 features as different units, it makes more feeling to follow the norm.

Combination of Advertising And Marketing with Procedures: Given that Lewis is currently looking after the advertising as well as operations divisions concurrently; it makes sense to integrate the two features considering that she has been efficiently dealing with both ends. The fact that both departments already have significant differences over appropriation of resources recommends that this combination might be able to bring about harmony especially as Lewis would be heading both ends.However there are numerous disadvantages of this action particularly as it would place excessive burden over Lewis's shoulders. The fact that Lewis has to adapt her management style for the marketing division recommends that these two departments would be culturally varied. In addition to this, Lewis may not be able to apply one sort of leadership design to both departments which might lead to inadequacy in either among the two features.


An evaluation of the three options shows that integration of advertising and also procedures would not be a practical move due to the vast differences between the 2 divisions in spite of the reality that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a beneficial relocation for the advertising division, the truth that it would suggest putting a third feature under Lewis's wing suggests this ought to be stayed clear of.

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

Advertising and Marketing features would be combined.

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

Production feature will continue to be part of advertising under marketing function.

Lewis will separate herself from procedures.

An autonomous leadership style with staff member empowerment will be used in marketing department.

Open door plan and emphasis on cross department interaction will certainly be focused on removing disharmony.

Backup plan.

If the integration does not work out as intended, a contingency plan would certainly adhere to which would divide the production function from the marketing feature to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising department without an SVP. In that case the manufacturing feature will certainly be separated by putting it under an SVP manufacturing.