Julian Bond Common Cause Case Study Help


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Julian Bond Common Cause Case Study Help

Background and Facts

Julian Bond Common Cause an office products seller for small and also average sized organisations has just recently been involved in preparing for a merger with its competitor Residence Deport, which has actually affected effectiveness degrees in departmentswith the senior supervisor associated with lawful issues presented by the federal Trade Commission. With the Advertising Head advancing the information of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the future. With difficulties in the kind of a potential social change as well as reduced employee spirits, the organization wants a total reengineering effort at the marketing department.

Problem Declaration

The potential cultural modification at the advertising division of Julian Bond Common Cause is boosting unpredictability in the workplace causing numerous challenges for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic choices given that Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Trade Commission's treatment in the process. Provided the truth that the shop has an international existence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these countries might be able to influence efficiency or critical objectives. Federal Profession Compensation's antitrust fit against the merging occupied beneficial time of the organization's elderly management recommending that 'political' factors can have severe implications for a worldwide service.

Economic Factors: Financial factors such as the development of small companies in the international scenario suggest that Julian Bond Common Cause is thriving in an environment where there is possible development of companies. Along with this, truth that store clients are primarily searching for office supplies for home offices recommends that the marketplace has an increasing trend of entrepreneurs and online organisations.

Social factors: Social trends in the economic situation show that customers are searching for comfort as well as eye-catching costs. Marketing research shows how the customer for Julian Bond Common Cause lacks awareness about discovering remedies which can use a mix of benefit and affordable.

Technological factors: Innovation plays an essential role in Julian Bond Common Cause's business strategy specifically as the company is piloting Innovation facilities which would supply innovation sales and also support in the form of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

Several underlying Business Behavior problems can be seen in Julian Bond Common Cause's case as highlighted in this area.

Uneasiness about social adjustment: There is apprehension about a cultural modification that would take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with a lot of the employee already showing unhappiness over this possible relocation. This anticipated change has developed tension in the workplace which has been paired with the past anxiety of preparing the company for a possible merging with Home Deport.

Demanding Job Atmosphere for Newcomers: There is shortage of employees that can match the stressful atmosphere of a busy company. Not only does this result in trouble in finding the best individuals, it puts tension on brand-new hires as can not endure the speed as well as pressure that the company anticipates them to bear.

Double Coverage Lines: Beginners find this organizational society troublesome as well as hard to cope with especially as dotted line relationships are implied to be weak in general as well as unbiased setup and efficiency assessment is still done by the strong line supervisor. This means that beginners could shed clearness about their corresponding functions and objectives especially as populated line reporting does not keep them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis may have been qualified and suitable for the job yet the truth that Kransnow's departure would make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Job Insecurity: Anxiety and also insecurity can be recognized as 2 significant concerns that Lewis would be handling especially as the merger has now be cancelled and two elderly execs of the advertising and marketing department would certainly be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders that would not just supervise of brining regarding a social change yet would also have to show herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's monitoring style and its incompatibility with the marketing department's function can likewise be seen as an OB obstacle particularly as she has actually been made use of to handling concerns in the procedures department where employees are shown to concentrate on procedures and also obtain them right. The advertising department on the other hand can be seen as a team of individuals who are utilized to being supported by Krasnow who focused much more on result than processes.

Interdepartmental Differences: Interdepartmental differences between three departments, marketing, merchandizing and procedures specifically over the appropriation of the marketing mix can be identified as another OB worry. The advertising department does not share the same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also procedures divisions do not agree over the advertising mix allocation amongst one an additional either.

Disintegration in Marketing Division: Fragmentation between the advertising and marketing divisions can be identified as another OB problem which can need further focus. The truth that the advertising and marketing areas in the advertising and marketing division are disconnected is stopping both departments from gaining from each various other's experience and also competence. Assimilation of advertising and marketing with merchandising as well as operations would certainly come to be more difficult if the advertising and marketing division itself is disintegrated which can be one more possible OB concern.

Julian Bond Common Cause Analysis

Different concepts have actually been used to explain the conditions to obtain more clarity concerning the circumstance at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that subordinates are passive and also careless, have little passion and resist modification. The circumstance at Julian Bond Common Cause is not entirely complying with Theory X, it can be seen that new hires are finding this atmosphere instead demanding which might eventually lead to a greater disposition of the administration in the direction of Theory X. Also while analyzing Lewis's administration style, concept X may have been suitable in the procedures department to some degree but the Advertising department would need dependence on Theory Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem concerning bringing harmony between the advertising and marketing as well as marketing division is concerned, this would originally lead to conflict as reviewed by Bruce Tuckman in his 'Team effort Concept'. By integrating the advertising and marketing and also marketing department's work, there may be the very same preliminary disconnect which can lead to the 2nd phase of 'storming' where the groups test one another.

When people are provided with modification, they enter stage one and also so there may be emotions like despair, unpredictability, aggravation, anger, worry, denial and disorientation.The circumstance at the marketing department of Julian Bond Common Cause is comparable so Lewis can get comfy with the suggestion that it is not phenomenal behavior. It is during this phase that Lewis will certainly have to provide support to the division so that they can find a feeling of instructions. It can be seen how Krasnow has actually already made this change much easier by making Lewis get involved in the division a year prior to his actual separation.

Maslow's Need hierarchy: The OB concern related to insecurity at the work environment has actually been triggered first of all by the adjustment in monitoring and secondly by the reality that the merger will no longer be started. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has discusses the significance of 'safety requires as being a lower level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and out of danger' goes to the second level of requirements. Prior to a worker can be made to create psychologically, he needs to have his 'Physical 'and also 'Security' requires satisfied. This indicates that unless the workers are made to feel safe concerning their existing employment condition in Julian Bond Common Cause they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Julian Bond Common Cause Case Study

Ramification of Analysis.

The OB analysis has considered different concepts to recognize exactly how to handle the present circumstance available. The complying with three alternatives have actually been suggested to assist Lewis take care of the organizational obstacles in the marketing division. Each of these alternatives has been recommended for reducing the transition required to bring the advertising and marketing division according to the demands of the marketplace as well as for making the cultural modification that would follow as soon as the existing leader leaves.

Assimilation of marketing and advertising features. Separating Adverting as well as Manufacturing features. Integration of Advertising And Marketing with Operations.

Assessment of Alternatives.

Combination of Marketing & Advertising And Marketing Functions: The in-house advertising and marketing company of Julian Bond Common Cause is already toughness for the organization in regards to conserving up on overheads associated with advertising and marketing and promo. Because no brand-new recruitment 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 chance for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merger days has expertise in business-to-business advertising and marketing along with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both advertising and marketing functions.

The benefit of this technique is that it will certainly incorporate both features while lowering the requirement for working with an added resource for marketing. Lewis would be heading the advertising division and also in any type of case her replacement would certainly be required for the present duty that she is performing. The drawback of this option is that exterior hiring might bring about animosity from inner personnel that might be eying the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Production: Given the affordable stress and high quality work required from the advertising and marketing company, it is advised that Lewis ought to permit the production system to be a separate feature from the marketing unit. Since a lot of advertising and marketing companies had these two functions as different systems, it makes even more sense to adhere to the norm.

Combination of Advertising And Marketing with Operations: Because Lewis is already dealing with the advertising and marketing as well as operations departments simultaneously; it makes sense to incorporate both features since she has actually been efficiently looking after both ends. The truth that both departments already have significant distinctions over allotment of resources suggests that this integration might have the ability to bring about consistency particularly as Lewis would be heading both ends.However there are various drawbacks of this action specifically as it would place too much concern over Lewis's shoulders. The truth that Lewis has to adjust her management design for the advertising and marketing department recommends that these 2 departments would be culturally varied. Lewis may not be able to apply one type of leadership style to both departments which could result in inadequacy in either one of the 2 features.


An evaluation of the 3 options indicates that combination of advertising and marketing and also operations would not be a feasible move due to the huge distinctions in between the two divisions in spite of the truth that presently Lewis is managing both. While separation of the manufacturing function might have been a favorable action for the marketing division, the truth that it would mean putting a third function under Lewis's wing implies this ought to be stayed clear of.

Action Strategy.

Lewis will take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

Manufacturing function will certainly remain component of advertising and marketing under advertising function.

Lewis will separate herself from procedures.

A democratic leadership design with employee empowerment will be used in advertising division.

Open up door policy and also emphasis on cross departmental interaction will be targeted at getting rid of dissonance.

Backup strategy.

If the integration does not exercise as planned, a backup plan would follow which would separate the production feature from the advertising feature to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing function will absolutely be separated by placing it under an SVP production.