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Executive Women At Linkcom Case Study Analysis

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Background and Facts

Executive Women At Linkcom a workplace products store for little as well as moderate sized companies has recently been associated with preparing for a merger with its rival House Deport, which has actually affected performance degrees in departmentswith the elderly manager involved in legal complications put forth by the federal Trade Commission. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With obstacles in the kind of a potential cultural adjustment as well as low employee morale, the organization requires a complete reengineering initiative at the marketing department.

Problem Statement

The prospective cultural modification at the advertising division of Executive Women At Linkcom is raising uncertainty in the working environment resulting in numerous challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting tactical decisions since Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's intervention in the process. Provided the fact that the store has a worldwide existence with branches in UK, USA, Canada and also Germany, political consider each of these countries may have the ability to influence efficiency or calculated objectives. Federal Profession Compensation's antitrust suit versus the merging took up important time of the company's elderly monitoring recommending that 'political' factors can have major ramifications for a global service.

Economic Factors: Financial factors such as the emergence of small companies in the global scenario suggest that Executive Women At Linkcom is growing in a setting where there is possible growth of companies. In addition to this, fact that shop consumers are primarily trying to find office products for office recommends that the market has a climbing fad of entrepreneurs and also home services.

Social factors: Social patterns in the economic climate reveal that customers are seeking comfort along with attractive prices. Marketing research shows how the client for Executive Women At Linkcom lacks understanding about finding services which can use a combination of convenience and inexpensive.

Technological factors: Technology plays a vital duty in Executive Women At Linkcom's service method specifically as the organization is piloting Technology centers which would certainly provide modern technology sales and assistance in the type of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues as well as Effects.

A number of underlying Business Actions problems can be seen in Executive Women At Linkcom's case as highlighted in this area.

Uneasiness concerning social modification: There is apprehension about a cultural change that would certainly take place once Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the team member currently revealing discontent over this prospective move. This expected change has actually produced stress in the workplace which has been paired with the past stress and anxiety of preparing the firm for a potential merger with Residence Deport.

Stressful Work Environment for Newcomers: There is shortage of personnel that can match the stressful environment of a busy company. Not only does this cause difficulty in finding the right people, it puts tension on new hires as can not hold up against the rate and stress that the company anticipates them to bear.

Twin Reporting Lines: Newcomers discover this organizational culture troublesome and tough to manage especially as dotted line relationships are implied to be weak as a whole and also unbiased setup and also performance analysis is still done by the solid line manager. This means that novices can lose clearness about their respective roles and goals especially as dotted line coverage does not keep them in straight interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had actually been guessed that the last would take Krasnow's setting came as a blow to her morale. Lewis might have been capable and proper for the task but the fact that Kransnow's separation would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Work Insecurity: Concern and insecurity can be identified as two major worries that Lewis would certainly be taking care of specifically as the merging has now be cancelled and also two elderly executives of the marketing division would be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural adjustment but would also have to show herself in her brand-new role.

Inappropriate Monitoring Design of Leader: Lewis's monitoring design as well as its conflict with the advertising and marketing division's duty can also be viewed as an OB obstacle particularly as she has actually been used to taking care of issues in the operations department where employees are educated to focus on processes as well as get them right. The marketing department on the other hand can be seen as a group of people that are used to being nurtured by Krasnow that concentrated more on result than procedures.

Interdepartmental Disagreements: Interdepartmental arguments in between 3 divisions, advertising, merchandizing as well as operations respectively over the allocation of the marketing mix can be identified as one more OB worry. The marketing department does not share the very same vision as the other 2 divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not agree over the advertising and marketing mix allocation amongst one an additional either.

Fragmentation in Advertising Department: Fragmentation between the advertising and marketing departments can be determined as another OB issue which can require additional attention. The truth that the advertising and marketing sections in the advertising division are separated is protecting against both departments from acquiring from each various other's experience as well as know-how. Combination of advertising with retailing and operations would certainly end up being harder if the marketing department itself is broken down which can be another prospective OB worry.

Executive Women At Linkcom Analysis

Different concepts have actually been utilized to describe the situations to get further clarity concerning the scenario available.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are easy and lazy, have little aspiration and also stand up to change. The situation at Executive Women At Linkcom is not totally adhering to Theory X, it can be seen that brand-new hires are discovering this setting instead stressful which might eventually lead to a greater inclination of the monitoring in the direction of Theory X. Even while assessing Lewis's monitoring design, concept X might have been appropriate in the operations division to some level yet the Advertising and marketing division would certainly require reliance on Concept Y in order to obtain the creative thinking and creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's concern concerning bringing consistency between the advertising and marketing division is worried, this would initially result in contrast as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the first phase of team development, people may not bond, as they are active locating their location in the team. By combining the advertising and marketing division's work, there might coincide initial separate which could cause the 2nd stage of 'storming' where the teams test each other. Nevertheless, it is only throughout the 3rd phase or 'norming' when they would certainly collaborate to share ideas prior to the group can bring about harmony in the fourth phase 'doing'.

Bridges' Shift Version: As per William Bridge's concept (appendix 4), individuals are rather uneasy with adjustment, which is evident by the circumstance at Executive Women At Linkcom The situation can be seen as a regular program of life if is researched according to Bridge's theory where he clarifies that people go through three phases of shift when they experience adjustment. 'End, shedding and also Releasing', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people exist with change, they enter phase one and so there might be feelings like despair, uncertainty, aggravation, temper, fear, denial and disorientation.The scenario at the advertising division of Executive Women At Linkcom is comparable so Lewis can obtain comfortable with the concept that it is not remarkable behavior. In the second stage, there might be a demand to bridge the gap between the brand-new and old culture so Lewis might have to face this experience once Krasnow leaves. There may be low spirits and also reduced efficiency at this stage which must not be taken as a problem. It is during this phase that Lewis will certainly have to provide support to the division to ensure that they can discover an orientation. It can be seen exactly how Krasnow has already made this transition much easier by making Lewis obtain associated with the division a year prior to his actual departure. According to Bridges' Design, phase three will certainly produce visibility to understanding, High power and dedication as people will welcome the adjustment (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has goes over the importance of 'safety and security requires as being a reduced degree demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and secure and out of danger' is at the 2nd degree of demands. Prior to an employee can be made to develop mentally, he requires to have his 'Physical 'as well as 'Safety' needs fulfilled.

SWOT Analysis for Executive Women At Linkcom Case Study



Implication of Analysis.

The OB analysis has actually considered various theories to recognize just how to handle the current situation at hand. The following three choices have been proposed to aid Lewis deal with the business obstacles in the marketing department. Each of these alternatives has been suggested for reducing the change required to bring the marketing department in line with the demands of the market as well as for making the social change that would follow once the current leader leaves.

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

Examination of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has know-how in business-to-business advertising along with firm and retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both advertising and marketing and also advertising and marketing functions.

The advantage of this strategy is that it will certainly incorporate both functions while minimizing the requirement for employing an added source for advertising. Along with this, Lewis would be heading the marketing department as well as all the same her substitute would be required for the present function that she is carrying out. The downside of this choice is that exterior hiring might bring about resentment from interior workers who may be looking at the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Manufacturing: Offered the competitive stress as well as premium quality work called for from the advertising agency, it is suggested that Lewis needs to enable the production unit to be a separate feature from the advertising unit. Because a lot of advertising agencies had these two functions as different systems, it makes even more feeling to follow the standard. Both functions may be able to concentrate on their core turns on much more effectively. Nevertheless, the drawback of this strategy would certainly be that added prices would certainly have to be birthed for establishing different manufacturing functions. A production head might have to be employed which could enhance overheads for the company.

Assimilation of Marketing with Procedures: Considering that Lewis is currently taking care of the advertising and marketing and also procedures divisions at the same time; it makes good sense to incorporate both features because she has actually been successfully dealing with both ends. The reality that both departments already have significant distinctions over appropriation of resources suggests that this combination may be able to bring about consistency particularly as Lewis would certainly be heading both ends.However there are numerous downsides of this step specifically as it would certainly place way too much worry over Lewis's shoulders. The reality that Lewis has to adjust her management style for the advertising department suggests that these two divisions would certainly be culturally diverse. In addition to this, Lewis may not be able to use one kind of leadership design to both departments which might lead to inadequacy in either among both features.

Referral.



An analysis of the 3 alternatives indicates that combination of advertising and also procedures would certainly not be a practical action due to the huge differences between the two departments regardless of the reality that currently Lewis is dealing with both. While separation of the manufacturing feature might have been a beneficial action for the marketing division, the truth that it would certainly indicate positioning a 3rd feature under Lewis's wing indicates this ought to be avoided.

Action Plan.

Lewis will certainly take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production function will remain component of advertising under marketing feature.

Lewis will divide herself from procedures.

A democratic leadership style with worker empowerment will certainly be utilized in marketing division.

Open up door policy and also focus on cross department interaction will be focused on removing discord.

Backup strategy.

If the combination does not exercise as planned, a backup plan would certainly follow which would certainly divide the manufacturing feature from the advertising and marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing division without an SVP. Because case the production function will absolutely be divided by putting it under an SVP manufacturing.