Joe Gifford In Tal Afar Iraq B Case Study Help


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Joe Gifford In Tal Afar Iraq B Case Study Solution

Background and Facts

Joe Gifford In Tal Afar Iraq B an office products merchant for little as well as moderate sized companies has just recently been associated with preparing for a merger with its rival House Deport, which has actually influenced effectiveness degrees in departmentswith the senior manager associated with legal difficulties presented by the federal Profession Compensation. With the Advertising and marketing Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With obstacles in the form of a prospective social change and also reduced employee spirits, the organization wants a total reengineering initiative at the marketing division.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural change at the marketing department of Joe Gifford In Tal Afar Iraq B is raising unpredictability in the working environment leading to various challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting calculated decisions considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Payment's treatment in the process. Given the truth that the store has a worldwide presence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries might be able to influence performance or strategic goals. Federal Profession Payment's antitrust suit versus the merging used up useful time of the company's elderly administration suggesting that 'political' factors can have severe implications for a worldwide service.

Economic Factors: Financial factors such as the introduction of small businesses in the international circumstance recommend that Joe Gifford In Tal Afar Iraq B is flourishing in an atmosphere where there is potential development of companies. Fact that shop consumers are mostly looking for workplace products for home workplaces suggests that the market has an increasing fad of entrepreneurs as well as residence based services.

Social factors: Social fads in the economic climate reveal that consumers are searching for convenience along with appealing costs. Marketing research demonstrates how the client for Joe Gifford In Tal Afar Iraq B lacks understanding about locating solutions which can provide a combination of comfort as well as low costs.

Technical factors: Modern technology plays a vital duty in Joe Gifford In Tal Afar Iraq B's organisation technique particularly as the organization is piloting Technology centers which would certainly provide modern technology sales as well as support in the kind of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and also Manifestations.

Several underlying Organizational Behavior problems can be seen in Joe Gifford In Tal Afar Iraq B's case as highlighted in this section.

Concerns about cultural change: There is concern concerning a social change that would occur as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with a lot of the team member already showing unhappiness over this possible action. This predicted change has actually created anxiety in the office which has actually been coupled with the past stress of preparing the firm for a possible merging with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is lack of personnel that can match the difficult environment of a hectic organization. Not only does this cause problem in finding the ideal individuals, it places stress and anxiety on brand-new hires as can not stand up to the rate and also stress that the organization anticipates them to bear.

Double Reporting Lines: Newcomers discover this business culture troublesome as well as difficult to deal with especially as dotted line partnerships are implied to be weak as a whole as well as unbiased setup and also efficiency examination is still done by the strong line manager. This indicates that newbies might shed quality about their particular functions and objectives particularly as dotted line coverage does not keep them in straight interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's placement came as a blow to her morale. Lewis may have been capable and ideal for the work yet the fact that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Job Instability: Concern and instability can be determined as 2 significant worries that Lewis would certainly be dealing with especially as the merging has now be cancelled and also two elderly executives of the marketing division would certainly be leaving. The whole duty of the department would be dropping on Lewis's shoulders that would not just be in charge of brining about a cultural modification however would certainly also need to verify herself in her brand-new role.

Inappropriate Monitoring Design of Leader: Lewis's monitoring design as well as its conflict with the advertising department's role can additionally be seen as an OB obstacle especially as she has actually been utilized to managing issues in the operations department where workers are instructed to concentrate on processes as well as get them. The advertising and marketing division on the other hand can be viewed as a group of people that are utilized to being nurtured by Krasnow who focused a lot more on result than procedures.

Interdepartmental Arguments: Interdepartmental disagreements in between three departments, advertising, merchandizing as well as operations respectively over the appropriation of the marketing mix can be recognized as another OB issue. Although the advertising division does not share the same vision as the various other 2 departments regarding the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allocation among each other either.

Fragmentation in Advertising And Marketing Department: Disintegration between the advertising and marketing departments can be recognized as one more OB concern which might require further attention. The reality that the marketing and advertising sections in the advertising department are detached is protecting against both divisions from acquiring from each various other's experience and also proficiency. Combination of marketing with retailing and also operations would end up being harder if the marketing department itself is degenerated which can be an additional prospective OB worry.

Joe Gifford In Tal Afar Iraq B Analysis

Different concepts have actually been utilized to clarify the situations to get further clarity about the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are easy and also careless, have little ambition and stand up to modification. The tough variation of this theory highlighted coercion, tight controls, threats and also penalties. Over time it creates low performance, subtle sabotage and also competition (Deal, 2003). Although the scenario at Joe Gifford In Tal Afar Iraq B is not totally following Theory X, it can be seen that brand-new hires are locating this setting instead stressful which may ultimately cause a better inclination of the management in the direction of Concept X. According to McGregor's supported view, which he called Concept Y, the vital task of the management is to set up organizational conditions so that people can accomplish their very own objectives best by guiding their efforts towards business benefits. If people discover no fulfillment in their job, the monitoring would certainly have little selection however to depend on theory X and also outside control (Offer, 2003). Also while evaluating Lewis's monitoring design, concept X may have appropriated in the procedures department somewhat but the Advertising and marketing department would need reliance on Concept Y so as to get the imagination and also originality from the groups.

Tuckman's Synergy Theory: As for Lewis's worry about bringing consistency in between the advertising and marketing division is concerned, this would initially bring about clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, during the preliminary stage of team advancement, people might not bond, as they are hectic discovering their place in the team. By integrating the marketing and advertising division's job, there might coincide preliminary separate which could cause the second phase of 'storming' where the groups challenge one another. It is just throughout the 3rd stage or 'norming' when they would come together to share ideas before the group can bring around harmony in the 4th phase 'carrying out'.

When people are presented with modification, they get in phase one and also so there might be feelings like despair, unpredictability, stress, rage, concern, denial and also disorientation.The situation at the advertising division of Joe Gifford In Tal Afar Iraq B is comparable so Lewis can obtain comfortable with the idea that it is not amazing behavior. It is during this phase that Lewis will have to give support to the department so that they can locate a sense of instructions. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis obtain entailed in the division a year prior to his actual departure.
Vrio Analysis
Maslow's Need power structure: The OB problem related to insecurity at the work environment has actually been activated firstly by the modification in management and also second of all by the truth that the merging will certainly no more be started. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has goes over the value of 'safety and security requires as being a reduced level demand of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel safe and secure as well as out of danger' is at the second degree of requirements. Before a worker can be made to develop emotionally, he requires to have his 'Physiological 'and 'Safety' requires fulfilled. This suggests that unless the employees are made to feel secure concerning their present employment condition in Joe Gifford In Tal Afar Iraq B they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Joe Gifford In Tal Afar Iraq B Case Study

Implication of Analysis.

The OB analysis has actually considered numerous concepts to comprehend just how to cope with the existing situation handy. The following three choices have been suggested to help Lewis deal with the organizational obstacles in the advertising department. Each of these choices has actually been suggested for easing the transition required to bring the advertising and marketing department in accordance with the needs of the market and also for making the social change that would comply with when the present leader leaves.

Combination of advertising and marketing features. Dividing Adverting as well as Production functions. Assimilation of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Combination of Marketing & Marketing Functions: The internal marketing company of Joe Gifford In Tal Afar Iraq B is already strength for the company in terms of saving up on overheads related to marketing and also promo. Given that no brand-new employment has been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the marketing feature, this is a beneficial opportunity for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merger days has knowledge in business-to-business advertising together with firm and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both advertising and marketing functions.

The advantage of this method is that it will incorporate the two functions while minimizing the need for working with an extra resource for advertising and marketing. Along with this, Lewis would be heading the marketing department and all the same her replacement would be required for the present role that she is doing. The downside of this alternative is that external hiring might cause animosity from interior employees that may be eying the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Provided the competitive stress and also high quality work called for from the advertising company, it is recommended that Lewis needs to allow the manufacturing unit to be a separate feature from the advertising and marketing system. Given that many advertising and marketing firms had these 2 features as different units, it makes even more sense to follow the standard.

Combination of Advertising with Workflows: Because Lewis is already taking care of the advertising and also procedures divisions at the same time; it makes sense to integrate the two features since she has actually been successfully caring for both ends. The truth that both divisions already have significant distinctions over allotment of sources recommends that this combination may have the ability to bring about consistency particularly as Lewis would be heading both ends.However there are different downsides of this move particularly as it would place way too much worry over Lewis's shoulders. The reality that Lewis needs to adjust her monitoring style for the marketing department suggests that these two divisions would be culturally diverse. Along with this, Lewis might not have the ability to apply one type of leadership style to both departments which might lead to inefficiency in either one of the two functions.


An analysis of the three options suggests that integration of advertising and marketing as well as operations would certainly not be a possible action due to the huge differences between the two divisions in spite of the truth that currently Lewis is handling both. While splitting up of the manufacturing function might have been a desirable step for the marketing department, the fact that it would suggest positioning a 3rd function under Lewis's wing suggests this must be stayed clear of.

Action Strategy.
Lewis will take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

Production function will certainly stay component of marketing under advertising function.

Lewis will separate herself from operations.

An autonomous management design with staff member empowerment will certainly be made use of in advertising and marketing department.

Open up door policy and focus on cross departmental interaction will certainly be aimed at getting rid of disharmony.

Contingency plan.

If the combination does not work out as planned, a backup strategy would adhere to which would divide the manufacturing feature from the advertising and marketing feature to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.