Julian Bond Common Cause Case Study Solution


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Julian Bond Common Cause Case Study Solution

Background and Facts

Julian Bond Common Cause an office materials merchant for small as well as moderate sized organisations has actually lately been associated with planning for a merger with its rival Residence Deport, which has affected efficiency degrees in departmentswith the senior manager associated with legal issues presented by the federal Trade Compensation. With the Advertising and marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has been asked to take the function in the near future. With challenges in the type of a potential cultural modification and also low staff member spirits, the company is in need of a full reengineering effort at the marketing division.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising division of Julian Bond Common Cause is boosting unpredictability in the working environment causing various obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting strategic choices since Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Profession Compensation's intervention in the process. Provided the fact that the shop has a global existence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may have the ability to influence performance or strategic objectives. Federal Profession Commission's antitrust fit against the merging occupied beneficial time of the company's elderly management recommending that 'political' factors can have major ramifications for an international business.

Economic Factors: Financial factors such as the appearance of local business in the worldwide situation suggest that Julian Bond Common Cause is prospering in a setting where there is potential development of businesses. Along with this, fact that shop clients are mainly searching for office supplies for home offices suggests that the marketplace has an increasing trend of business owners as well as home based businesses.

Social factors: Social trends in the economy reveal that consumers are seeking comfort in addition to eye-catching prices. Marketing research demonstrates how the consumer for Julian Bond Common Cause lacks awareness about finding options which can offer a combination of comfort as well as low costs.

Technical factors: Modern technology plays a vital duty in Julian Bond Common Cause's organisation approach particularly as the company is piloting Innovation centers which would certainly offer modern technology sales and also assistance in the form of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

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

Apprehensions concerning social change: There is concern concerning a social change that would certainly occur when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with a lot of the employee already revealing unhappiness over this potential move. This predicted change has developed anxiety in the office which has been coupled with the previous stress of preparing the company for a prospective merger with House Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a hectic organization. Not just does this cause problem in finding the appropriate people, it places stress and anxiety on brand-new hires as can not stand up to the speed as well as stress that the organization anticipates them to birth.

Double Coverage Lines: Newcomers locate this organizational culture cumbersome and also tough to manage particularly as dotted line connections are meant to be weak in general and unbiased setup and also efficiency analysis is still done by the solid line manager. This means that newcomers might shed clearness about their corresponding duties and also objectives particularly as populated line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been capable and also suitable for the task yet the fact that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Fear & Job Insecurity: Worry and insecurity can be determined as two major concerns that Lewis would certainly be managing particularly as the merging has actually now be terminated and also two elderly executives of the marketing division would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders who would not simply supervise of brining regarding a cultural modification yet would likewise have to show herself in her brand-new duty.

Incompatible Management Style of Leader: Lewis's management style as well as its conflict with the marketing division's role can additionally be viewed as an OB challenge especially as she has been made use of to dealing with concerns in the operations division where workers are shown to focus on procedures and also get them right. The marketing division on the various other hand can be seen as a group of people that are made use of to being supported by Krasnow that focused a lot more on output than processes.

Interdepartmental Arguments: Interdepartmental arguments in between 3 divisions, advertising, merchandizing and also operations respectively over the allowance of the advertising mix can be determined as one more OB concern. The advertising and marketing division does not share the very same vision as the other two departments pertaining to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allocation amongst one an additional either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the advertising and marketing divisions can be identified as another OB concern which could need more interest. The reality that the advertising and marketing sections in the marketing department are separated is preventing both departments from getting from each various other's experience and also competence. Integration of advertising and marketing with retailing and operations would come to be harder if the marketing division itself is degenerated which can be one more possible OB problem.

Julian Bond Common Cause Analysis

Various theories have actually been utilized to explain the scenarios to get further clarity regarding the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers think that staffs are easy and lazy, have little ambition as well as stand up to adjustment. The tough version of this theory highlighted coercion, limited controls, threats as well as penalties. Over time it produces low performance, refined sabotage as well as competition (Offer, 2003). Although the circumstance at Julian Bond Common Cause is not totally adhering to Concept X, it can be seen that brand-new hires are discovering this setting instead demanding which may eventually result in a higher inclination of the management towards Theory X. According to McGregor's supported view, which he called Concept Y, the important job of the management is to organize business conditions to make sure that people can attain their own goals best by routing their efforts in the direction of business benefits. If individuals locate no satisfaction in their work, the monitoring would certainly have little choice however to count on theory X as well as exterior control (Deal, 2003). Also while evaluating Lewis's administration design, concept X might have appropriated in the operations department to some extent but the Advertising and marketing division would need reliance on Theory Y so as to get the creativity as well as creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's concern regarding bringing consistency in between the advertising and marketing as well as marketing division is concerned, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Synergy Concept'. By incorporating the advertising and also marketing division's work, there might be the same first disconnect which could lead to the 2nd phase of 'storming' where the groups challenge one an additional.

Bridges' Transition Design: As per William Bridge's concept (appendix 4), people are rather uneasy with adjustment, which is noticeable by the circumstance at Julian Bond Common Cause The scenario can be viewed as a regular training course of life if is examined as per Bridge's concept where he describes that individuals undergo three phases of transition when they experience change. 'Ending, losing and also Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When individuals are presented with adjustment, they go into stage one and so there may be emotions like despair, uncertainty, aggravation, anger, concern, denial as well as disorientation.The circumstance at the advertising and marketing division of Julian Bond Common Cause is comparable so Lewis can get comfortable with the suggestion that it is not remarkable actions. In the 2nd phase, there may be a need to connect the void in between the brand-new and old society so Lewis may need to face this challenge as soon as Krasnow leaves. There might be reduced spirits and also reduced productivity at this phase which ought to not be taken as a problem. It is during this phase that Lewis will have to give advice to the division so that they can find an orientation. It can be seen how Krasnow has actually currently made this transition simpler by making Lewis obtain involved in the department a year prior to his actual separation. Based on Bridges' Version, stage 3 will certainly bring about visibility to understanding, High power as well as commitment as people will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB problem pertaining to instability at the office has actually been activated firstly by the modification in monitoring and second of all by the fact that the merger will certainly no longer be started. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the relevance of 'protection needs as being a reduced degree demand of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to really feel safe and also safe' is at the second level of demands. Before a worker can be made to create psychologically, he needs to have his 'Physical 'as well as 'Safety' requires satisfied. This shows that unless the workers are made to feel secure concerning their current employment status in Julian Bond Common Cause they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Julian Bond Common Cause Case Study

Effects of Analysis.

The OB analysis has actually checked out different theories to recognize exactly how to deal with the current scenario at hand. The complying with three options have been suggested to help Lewis manage the business obstacles in the advertising division. Each of these alternatives has actually been suggested for easing the shift required to bring the advertising division in accordance with the needs of the marketplace and also for making the cultural modification that would certainly follow when the current leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting and Manufacturing functions. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merging days has knowledge in business-to-business marketing along with agency as well as retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing as well as advertising and marketing functions.

The advantage of this strategy is that it will certainly integrate both functions while minimizing the demand for hiring an added resource for marketing. Lewis would certainly be heading the advertising and marketing division and in any type of case her substitute would certainly be needed for the present duty that she is executing. The disadvantage of this option is that outside hiring may bring about animosity from internal personnel who may be eying the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Provided the affordable pressures and high quality work required from the ad agency, it is suggested that Lewis needs to enable the production system to be a different function from the advertising device. Since the majority of ad agency had these two features as different units, it makes more feeling to follow the norm. In addition to this, both functions might be able to concentrate on their core activates more effectively. Nonetheless, the drawback of this technique would be that additional prices would certainly have to be borne for setting up separate manufacturing functions. A manufacturing head may have to be employed which can increase expenses for the company.

Combination of Advertising And Marketing with Operations: Given that Lewis is already taking care of the marketing and procedures departments all at once; it makes good sense to integrate the two features given that she has actually been efficiently caring for both ends. The truth that the two divisions already have significant differences over appropriation of resources recommends that this combination may have the ability to bring about consistency particularly as Lewis would certainly be heading both ends.However there are various negative aspects of this action particularly as it would put excessive problem over Lewis's shoulders. The reality that Lewis needs to adjust her management style for the advertising department suggests that these two divisions would certainly be culturally varied. Lewis may not be able to apply one kind of management design to both departments which could result in inefficiency in either one of the 2 features.


An assessment of the three options indicates that integration of marketing and procedures would certainly not be a viable move due to the vast differences in between the 2 departments in spite of the fact that currently Lewis is taking care of both. While separation of the manufacturing feature might have been a positive relocation for the marketing division, the fact that it would certainly imply placing a third function under Lewis's wing suggests this should be stayed clear of.

Activity Plan.
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will certainly separate herself from operations.

An autonomous management style with employee empowerment will be made use of in marketing division.

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

Backup plan.

If the integration does not work out as prepared, a contingency plan would adhere to which would certainly divide the production feature from the marketing feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing function will absolutely be divided by placing it under an SVP manufacturing.