Going Digital Building International Sales In A Digital Economy Case Study Analysis


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Going Digital Building International Sales In A Digital Economy Case Study Help

Background and Facts

Going Digital Building International Sales In A Digital Economy a workplace materials seller for tiny as well as medium sized organisations has actually recently been associated with preparing for a merger with its rival Residence Deport, which has actually influenced performance levels in departmentswith the elderly manager associated with legal complications presented by the federal Profession Compensation. With the Advertising and marketing Head putting forward the information 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 difficulties in the type of a possible cultural adjustment and also reduced employee morale, the company wants a complete reengineering initiative at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing department of Going Digital Building International Sales In A Digital Economy is increasing unpredictability in the working environment resulting in numerous obstacles for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing calculated decisions since Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Trade Compensation's treatment in the process. Offered the truth 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 efficiency or critical goals. Federal Trade Payment's antitrust match versus the merging used up valuable time of the organization's senior management recommending that 'political' factors can have significant ramifications for an international service.

Economic Factors: Economic factors such as the introduction of small businesses in the international situation recommend that Going Digital Building International Sales In A Digital Economy is growing in a setting where there is possible development of companies. Truth that store consumers are mainly looking for workplace supplies for residence offices recommends that the market has a rising fad of business owners and also residence based companies.

Social factors: Social trends in the economic situation show that customers are seeking convenience as well as appealing rates. Marketing research demonstrates how the client for Going Digital Building International Sales In A Digital Economy lacks understanding about finding solutions which can offer a mix of ease and low costs.

Technological factors: Innovation plays a crucial role in Going Digital Building International Sales In A Digital Economy's business approach particularly as the company is piloting Technology facilities which would certainly offer modern technology sales as well as support in the kind of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Actions issues can be seen in Going Digital Building International Sales In A Digital Economy's case as highlighted in this section.

Concerns regarding social adjustment: There is apprehension regarding a social adjustment that would certainly occur as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising And Marketing with a lot of the staff members currently showing unhappiness over this potential relocation. This expected change has developed anxiety in the work environment which has actually been combined with the previous stress and anxiety of preparing the company for a prospective merger with Home Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is lack of workers that can match the demanding environment of a fast-paced organization. Not just does this result in trouble in finding the ideal individuals, it puts anxiety on new hires as can not hold up against the speed as well as pressure that the organization expects them to bear.

Dual Reporting Lines: Novices discover this organizational culture troublesome and difficult to handle particularly as dotted line partnerships are meant to be weak generally as well as objective setting and performance assessment is still done by the solid line supervisor. This implies that novices might lose clarity concerning their respective duties as well as purposes specifically as dotted line reporting does not maintain them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles even though it had been guessed that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis may have been qualified as well as appropriate for the work but the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Concern and also insecurity can be recognized as 2 significant worries that Lewis would certainly be managing especially as the merger has actually currently be terminated and two elderly executives of the advertising division would certainly be leaving. The entire obligation of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining concerning a cultural modification yet would additionally need to verify herself in her new role.

Inappropriate Administration Style of Leader: Lewis's management design and also its incompatibility with the advertising department's function can also be seen as an OB obstacle particularly as she has been made use of to handling problems in the procedures division where personnel are instructed to concentrate on procedures and also obtain them. The advertising and marketing department on the other hand can be viewed as a group of people who are made use of to being nurtured by Krasnow that focused extra on result than processes.

Interdepartmental Disputes: Interdepartmental disputes between three departments, marketing, merchandizing and also procedures respectively over the allocation of the advertising and marketing mix can be identified as an additional OB problem. The advertising and marketing department does not share the very same vision as the other two divisions pertaining to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and procedures departments do not concur over the marketing mix allotment amongst one another either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing divisions can be recognized as one more OB concern which could require further attention. The reality that the advertising and marketing sections in the advertising department are disconnected is protecting against both departments from gaining from each various other's experience and also know-how. Combination of advertising and marketing with merchandising and operations would certainly become harder if the marketing division itself is broken down which can be one more possible OB problem.

Going Digital Building International Sales In A Digital Economy Analysis

Numerous concepts have been utilized to clarify the conditions to get more clarity concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that juniors are easy as well as lazy, have little aspiration and also stand up to change. The difficult variation of this concept highlighted browbeating, tight controls, dangers as well as punishments. Over time it generates low productivity, subtle sabotage as well as competition (Deal, 2003). The circumstance at Going Digital Building International Sales In A Digital Economy is not totally complying with Theory X, it can be seen that new hires are finding this atmosphere instead demanding which may eventually lead to a better inclination of the administration towards Concept X. Based on McGregor's promoted view, which he called Theory Y, the vital task of the monitoring is to prepare business problems to make sure that people can achieve their own goals best by directing their initiatives in the direction of organizational rewards. If people locate no fulfillment in their job, the monitoring would have little selection but to rely on theory X and external control (Offer, 2003). Even while assessing Lewis's management design, concept X may have appropriated in the procedures department to some extent but the Marketing division would certainly call for reliance on Theory Y to get the creative thinking as well as originality from the teams.

Tuckman's Teamwork Theory: As far as Lewis's issue regarding bringing consistency in between the advertising and also marketing division is worried, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. By incorporating the marketing as well as advertising and marketing department's work, there may be the very same first disconnect which might lead to the second stage of 'storming' where the groups challenge one an additional.

Bridges' Transition Design: Based On William Bridge's theory (appendix 4), people are quite uneasy with change, which is obvious by the scenario at Going Digital Building International Sales In A Digital Economy The circumstance can be seen as a typical training course of life if is researched according to Bridge's concept where he discusses that people go through 3 phases of change when they experience change. 'End, losing and Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with adjustment, they get in stage one therefore there may be emotions like unhappiness, unpredictability, stress, rage, concern, denial and also disorientation.The circumstance at the marketing division of Going Digital Building International Sales In A Digital Economy is similar so Lewis can get comfortable with the suggestion that it is not amazing habits. In the 2nd phase, there may be a need to bridge the space between the new as well as old culture so Lewis may need to face this ordeal as soon as Krasnow leaves. There may be reduced morale as well as reduced efficiency at this phase which should not be taken as a trouble. It is throughout this phase that Lewis will have to provide assistance to the department so that they can find a sense of direction. It can be seen exactly how Krasnow has already made this transition easier by making Lewis obtain involved in the division a year before his actual separation. As per Bridges' Design, stage three will bring about openness to learning, High energy and also dedication as people will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the importance of 'safety needs as being a reduced level demand of a human for causing motivation. 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 threat' is at the second degree of demands. Before a staff member can be made to create psychologically, he requires to have his 'Physical 'and 'Safety' needs fulfilled.

SWOT Analysis for Going Digital Building International Sales In A Digital Economy Case Study

Ramification of Analysis.

The OB analysis has taken a look at different concepts to recognize exactly how to deal with the current situation available. The adhering to 3 alternatives have actually been suggested to assist Lewis handle the organizational challenges in the marketing division. Each of these alternatives has actually been proposed for easing the transition needed to bring the marketing department in accordance with the demands of the market and for making the social change that would certainly comply with as soon as the present leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and also Manufacturing features. Integration of Advertising with Operations.

Analysis of Alternatives.

Combination of Advertising & Marketing Functions: The in-house marketing firm of Going Digital Building International Sales In A Digital Economy is already toughness for the organization in terms of saving up on expenses related to advertising and marketing and also promo. Considering that no brand-new recruitment has been done after Bridget Cole's departure with the reporting line being directly designated to Krasnow for the marketing function, this is a favorable chance for integrating the advertising and marketing functions. Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merging days has competence in business-to-business advertising and marketing together with agency and also retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both advertising and marketing features.

The benefit of this approach is that it will certainly integrate both features while minimizing the need for hiring an additional source for advertising. Along with this, Lewis would be heading the marketing division and also all the same her replacement would certainly be needed for the present role that she is executing. The drawback of this option is that outside hiring might cause animosity from interior employees who may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Given the affordable pressures as well as premium quality job needed from the ad agency, it is advised that Lewis must enable the manufacturing device to be a separate feature from the advertising unit. Since a lot of advertising agencies had these 2 functions as different systems, it makes more feeling to follow the standard. Both features might be able to concentrate on their core activates extra efficiently. However, the negative aspect of this method would be that added expenses would certainly need to be birthed for setting up different production functions. A manufacturing head may have to be hired which might boost expenses for the organization.

Assimilation of Advertising with Workflows: Because Lewis is already taking care of the advertising and marketing as well as procedures departments at the same time; it makes good sense to integrate the two functions since she has been effectively dealing with both ends. The truth that both divisions already have significant distinctions over allotment of resources suggests that this assimilation may be able to bring about consistency specifically as Lewis would be heading both ends.However there are numerous drawbacks of this action specifically as it would certainly place way too much concern over Lewis's shoulders. The fact that Lewis needs to adjust her administration design for the advertising division suggests that these two divisions would be culturally varied. Lewis may not be able to apply one type of leadership style to both departments which can result in inadequacy in either one of the two functions.


An assessment of the 3 alternatives shows that integration of advertising and marketing and operations would not be a viable step due to the large differences between the 2 divisions in spite of the fact that currently Lewis is managing both. While separation of the production function may have been a desirable relocation for the marketing division, the reality that it would suggest putting a third feature under Lewis's wing implies this must be prevented.

Action Strategy.
Lewis will take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

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

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will be utilized in advertising department.

Open door policy as well as focus on cross department communication will be focused on eliminating dissonance.

Contingency plan.

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