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Jia Wu Goes West Case Study Analysis

Background and Facts

Jia Wu Goes West an office products seller for small and medium sized companies has lately been involved in planning for a merging with its rival Home Deport, which has actually impacted effectiveness levels in departmentswith the elderly supervisor involved in lawful problems presented by the government Trade Payment. With the Marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the future. With obstacles in the type of a potential cultural change and also reduced staff member spirits, the organization wants a full reengineering initiative at the advertising division.

Problem Declaration

The potential cultural modification at the marketing department of Jia Wu Goes West is enhancing uncertainty in the working environment resulting in different challenges for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical choices given that Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Compensation's intervention at the same time. Provided the reality that the store has a global existence with branches in UK, USA, Canada and also Germany, political consider each of these countries might be able to impact performance or critical objectives. Federal Trade Commission's antitrust suit against the merging used up valuable time of the organization's senior administration recommending that 'political' factors can have significant ramifications for a worldwide business.

Economic Factors: Financial factors such as the development of local business in the worldwide circumstance suggest that Jia Wu Goes West is thriving in an atmosphere where there is prospective growth of companies. Reality that shop customers are primarily looking for office products for residence offices suggests that the market has a rising trend of business owners and also residence based companies.

Social factors: Social trends in the economic situation show that clients are searching for convenience as well as appealing rates. Marketing research demonstrates how the customer for Jia Wu Goes West lacks recognition concerning discovering options which can offer a mix of benefit and affordable.

Technological factors: Innovation plays a crucial role in Jia Wu Goes West's company approach particularly as the company is piloting Technology centers which would offer modern technology sales as well as support in the kind of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and Manifestations.

Numerous underlying Business Habits problems can be seen in Jia Wu Goes West's case as highlighted in this area.

Worries concerning social modification: There is uneasiness regarding a social adjustment that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with the majority of the staff members already showing discontent over this potential move. This anticipated change has actually produced stress in the office which has been paired with the previous tension of preparing the company for a potential merging with House Deport.

Stressful Task Atmosphere for Newcomers: There is shortage of workers that can match the demanding environment of a fast-paced organization. Not only does this cause difficulty in locating the best people, it places tension on brand-new hires as can not withstand the pace as well as stress that the company expects them to birth.

Twin Reporting Lines: Beginners find this organizational culture difficult as well as challenging to manage specifically as dotted line relationships are suggested to be weak in general and also objective setting and performance assessment is still done by the strong line manager. This suggests that beginners might shed quality concerning their particular functions and also objectives especially as populated line reporting does not keep them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles despite the fact that it had been hypothesized that the last would take Krasnow's placement came as a blow to her spirits. Lewis may have been qualified and also appropriate for the work but the fact that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Fear and instability can be identified as two major problems that Lewis would certainly be taking care of especially as the merger has actually now be cancelled as well as two elderly executives of the advertising and marketing department would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders who would not just supervise of brining regarding a social adjustment but would also have to verify herself in her brand-new function.

Incompatible Administration Design of Leader: Lewis's management design and its incompatibility with the advertising department's duty can also be seen as an OB challenge especially as she has been made use of to dealing with issues in the procedures department where personnel are taught to focus on processes and obtain them right. The marketing division on the other hand can be seen as a group of individuals that are utilized to being nurtured by Krasnow who focused much more on result than processes.

Interdepartmental Arguments: Interdepartmental arguments between three divisions, marketing, merchandizing and also procedures respectively over the allocation of the advertising mix can be identified as one more OB concern. The marketing department does not share the exact same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not agree over the advertising and marketing mix allocation amongst one another either.

Disintegration in Marketing Department: Disintegration in between the marketing and advertising departments can be determined as another OB issue which might need more interest. The truth that the marketing and advertising sections in the marketing department are separated is stopping both departments from acquiring from each various other's experience as well as knowledge. Assimilation of advertising and marketing with merchandising and also procedures would become harder if the marketing department itself is broken down which can be an additional potential OB concern.

Jia Wu Goes West Analysis

Numerous theories have been utilized to describe the conditions to get further clearness concerning the scenario available.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers think that subordinates are passive and also lazy, have little aspiration as well as withstand change. The difficult version of this theory highlighted threat, tight controls, hazards as well as punishments. In time it produces low productivity, refined sabotage and rivalry (Offer, 2003). Although the circumstance at Jia Wu Goes West is not completely adhering to Theory X, it can be seen that brand-new hires are discovering this setting instead demanding which might eventually result in a better inclination of the monitoring towards Concept X. Based on McGregor's supported view, which he called Concept Y, the vital job of the monitoring is to set up organizational problems to ensure that individuals can attain their own goals best by routing their initiatives in the direction of business benefits. If individuals find no fulfillment in their job, the administration would certainly have little option but to rely upon theory X and outside control (Bargain, 2003). Even while assessing Lewis's management design, concept X may have been suitable in the operations division to some extent yet the Advertising division would certainly require dependence on Concept Y to get the imagination as well as creativity from the groups.

Tuckman's Teamwork Concept: As for Lewis's issue concerning bringing consistency in between the marketing and advertising department is concerned, this would originally bring about contrast as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, throughout the first stage of group growth, individuals might not bond, as they are hectic finding their location in the group. By integrating the marketing and advertising division's job, there might be the same initial disconnect which might result in the 2nd stage of 'storming' where the teams challenge one another. Nevertheless, it is only during the 3rd phase or 'norming' when they would integrate to share suggestions prior to the team can bring about synergy in the 4th stage 'carrying out'.

When individuals are offered with adjustment, they enter stage one as well as so there might be emotions like unhappiness, uncertainty, aggravation, anger, concern, rejection as well as disorientation.The scenario at the advertising and marketing division of Jia Wu Goes West is similar so Lewis can obtain comfortable with the idea that it is not phenomenal actions. It is during this stage that Lewis will certainly have to give assistance to the department so that they can find a sense of instructions. It can be seen exactly how Krasnow has actually already made this transition much easier by making Lewis obtain entailed in the division a year before his actual separation.

Maslow's Requirement hierarchy: The OB problem pertaining to instability at the workplace has been caused firstly by the modification in administration and second of all by the fact that the merger will certainly no longer be launched. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has goes over the relevance of 'protection requires as being a lower level need of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to feel protected and also out of danger' is at the 2nd level of requirements. Before a staff member can be made to develop emotionally, he requires to have his 'Physical 'and 'Security' needs fulfilled. This shows that unless the workers are made to feel safe and secure regarding their current work condition in Jia Wu Goes West they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Jia Wu Goes West Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous theories to understand how to deal with the present circumstance handy. The complying with 3 options have actually been suggested to help Lewis deal with the business obstacles in the marketing department. Each of these alternatives has been proposed for relieving the transition required to bring the advertising department according to the needs of the market as well as for making the cultural modification that would adhere to when the current leader leaves.

Integration of advertising and marketing functions. Separating Adverting and also Manufacturing features. Integration of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has competence in business-to-business advertising along with agency as well as retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both advertising as well as advertising features.

The advantage of this method is that it will incorporate both functions while reducing the need for hiring an added resource for advertising and marketing. Lewis would certainly be heading the marketing department and in any kind of case her substitute would certainly be needed for the current duty that she is doing. The downside of this alternative is that outside hiring might cause resentment from internal employees who may be eying the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Offered the competitive pressures as well as top quality job needed from the ad agency, it is suggested that Lewis should enable the production system to be a separate function from the advertising system. Considering that many ad agency had these two functions as different devices, it makes even more feeling to follow the norm. In addition to this, both functions may have the ability to concentrate on their core triggers more effectively. Nonetheless, the downside of this strategy would certainly be that extra expenses would certainly need to be borne for establishing different manufacturing features. A manufacturing head may have to be hired which could raise expenses for the organization.

Assimilation of Marketing with Workflows: Considering that Lewis is currently taking treatment of the advertising and marketing as well as operations divisions at the same time; it makes sense to incorporate the 2 features given that she has actually been successfully taking care of both ends. The truth that Lewis has to adjust her management design for the marketing division suggests that these two divisions would certainly be culturally varied.


An analysis of the three alternatives shows that integration of advertising and procedures would not be a viable action due to the substantial differences in between the two departments regardless of the truth that currently Lewis is handling both. While separation of the production feature may have been a favorable relocation for the advertising division, the reality that it would indicate putting a 3rd function under Lewis's wing means this need to be stayed clear of.

Action Strategy.

Lewis will certainly take control of the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Production feature will certainly continue to be component of marketing under advertising feature.

Lewis will certainly separate herself from procedures.

An autonomous leadership design with employee empowerment will be made use of in advertising department.

Open up door policy and emphasis on cross department communication will be aimed at getting rid of dissonance.

Backup plan.

If the combination does not exercise as intended, a backup plan would certainly adhere to which would certainly separate the production function from the advertising function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production feature will most definitely be separated by positioning it under an SVP manufacturing.