Kathryn Mcneil B Case Study Solution


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Kathryn Mcneil B Case Study Solution

Background and Facts

Kathryn Mcneil B a workplace supplies store for little as well as average sized services has lately been involved in planning for a merger with its competitor Home Deport, which has actually affected efficiency degrees in departmentswith the senior supervisor associated with lawful complications presented by the government Trade Compensation. With the Advertising Head advancing the news of his separation from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the future. With challenges in the form of a potential social adjustment as well as reduced staff member spirits, the company is in need of a full reengineering initiative at the marketing division.

Problem Declaration

The prospective cultural change at the advertising and marketing department of Kathryn Mcneil B is boosting uncertainty in the working environment causing different obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting tactical choices since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Compensation's treatment in the process. Provided the reality that the store has an international visibility with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries may have the ability to impact efficiency or strategic goals. Federal Profession Commission's antitrust fit against the merger took up important time of the company's senior management recommending that 'political' factors can have major ramifications for a global company.

Economic Factors: Financial factors such as the introduction of local business in the international circumstance suggest that Kathryn Mcneil B is growing in an environment where there is potential development of organisations. Along with this, truth that shop consumers are primarily trying to find office supplies for office recommends that the market has an increasing fad of entrepreneurs as well as home based businesses.

Social factors: Social patterns in the economic climate reveal that clients are looking for benefit along with attractive prices. Market research demonstrates how the consumer for Kathryn Mcneil B lacks understanding concerning finding options which can use a combination of convenience and affordable.

Technical factors: Modern technology plays an important role in Kathryn Mcneil B's service technique particularly as the company is piloting Modern technology centers which would provide technology sales and assistance in the kind of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and Manifestations.

Numerous underlying Organizational Actions concerns can be seen in Kathryn Mcneil B's case as highlighted in this section.

Concerns about cultural adjustment: There is uneasiness about a social modification that would occur as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with most of the personnel already showing discontent over this prospective step. This predicted change has developed stress and anxiety in the office which has been paired with the past stress and anxiety of preparing the firm for a possible merging with Residence Deport.

Demanding Task Environment for Newcomers: There is lack of personnel that can match the stressful atmosphere of a fast-paced organization. Not only does this result in trouble in locating the appropriate people, it puts stress and anxiety on new hires as can not stand up to the rate and also stress that the company expects them to bear.

Double Coverage Lines: Newbies find this organizational society troublesome as well as difficult to cope with particularly as dotted line relationships are meant to be weaker generally and objective setup and efficiency evaluation is still done by the strong line supervisor. This suggests that newcomers might shed clearness about their corresponding duties as well as objectives particularly as dotted line reporting does not maintain them in direct interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's position came as a blow to her morale. Lewis might have been capable and also suitable for the job however the truth that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Work Instability: Fear and also insecurity can be determined as two significant worries that Lewis would be managing especially as the merger has actually now be cancelled and also 2 senior execs of the marketing department would certainly be leaving. The whole duty of the department would be dropping on Lewis's shoulders who would not simply supervise of brining about a social change but would likewise have to confirm herself in her new role.

Incompatible Administration Style of Leader: Lewis's monitoring style and also its conflict with the marketing department's role can likewise be viewed as an OB difficulty particularly as she has actually been made use of to dealing with problems in the procedures department where employees are instructed to concentrate on procedures and also obtain them right. The advertising and marketing department on the various other hand can be seen as a group of people who are made use of to being supported by Krasnow who concentrated much more on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes between 3 departments, advertising and marketing, merchandizing as well as procedures specifically over the allotment of the advertising and marketing mix can be determined as another OB concern. Although the advertising and marketing department does not share the very same vision as the other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising and marketing mix allocation amongst each other either.

Fragmentation in Marketing Department: Disintegration between the marketing and advertising departments can be recognized as an additional OB problem which can need additional interest. The fact that the marketing and advertising sections in the advertising division are disconnected is avoiding both departments from gaining from each other's experience and know-how. Combination of advertising and marketing with merchandising as well as operations would certainly become harder if the advertising division itself is broken down which can be one more possible OB issue.

Kathryn Mcneil B Analysis

Numerous theories have actually been utilized to discuss the scenarios to get additional quality concerning the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors believe that staffs are easy as well as careless, have little aspiration and resist adjustment. The difficult variation of this theory stressed browbeating, tight controls, threats as well as punishments. In time it creates low performance, refined sabotage and rivalry (Offer, 2003). Although the scenario at Kathryn Mcneil B is not totally complying with Concept X, it can be seen that brand-new hires are finding this environment instead difficult which may ultimately lead to a higher inclination of the administration towards Theory X. According to McGregor's supported view, which he called Theory Y, the important job of the management is to organize business problems to ensure that individuals can attain their own objectives best by directing their initiatives towards business benefits. If people find no complete satisfaction in their work, the administration would certainly have little selection but to depend on concept X as well as external control (Bargain, 2003). Also while assessing Lewis's monitoring design, concept X might have appropriated in the procedures division to some extent but the Advertising and marketing division would need reliance on Concept Y to get the imagination as well as creativity from the teams.

Tuckman's Synergy Theory: As much as Lewis's worry about bringing harmony between the advertising and marketing and advertising department is concerned, this would originally lead to conflict as gone over by Bruce Tuckman in his 'Teamwork Theory'. By combining the marketing and also marketing division's work, there might be the same preliminary disconnect which could lead to the second stage of 'storming' where the teams challenge one another.

When individuals are offered with change, they go into phase one and so there might be emotions like unhappiness, uncertainty, irritation, anger, concern, rejection and disorientation.The scenario at the advertising division of Kathryn Mcneil B is comparable so Lewis can get comfortable with the concept that it is not phenomenal behavior. It is during this stage that Lewis will have to give assistance to the division so that they can locate a sense of instructions. It can be seen exactly how Krasnow has actually currently made this shift simpler by making Lewis obtain involved in the division a year prior to his real departure.

Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the relevance of 'protection needs as being a reduced degree need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel secure and out of threat' is at the 2nd degree of requirements. Before a worker can be made to establish mentally, he requires to have his 'Physiological 'and also 'Safety' needs satisfied.

SWOT Analysis for Kathryn Mcneil B Case Study

Ramification of Analysis.

The OB analysis has actually checked out various theories to understand just how to deal with the current circumstance handy. The adhering to three choices have actually been recommended to aid Lewis take care of the business challenges in the advertising and marketing division. Each of these alternatives has actually been proposed for reducing the change required to bring the advertising department in line with the requirements of the market and also for making the social change that would certainly follow when the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and also Manufacturing features. Combination of Advertising with Procedures.

Examination of Alternatives.

Assimilation of Advertising & Advertising Functions: The in-house marketing agency of Kathryn Mcneil B is already toughness for the organization in regards to conserving up on overheads associated with advertising and marketing and also promotion. Considering that no new recruitment has been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising feature, this is a positive opportunity for integrating the marketing and advertising features. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has competence in business-to-business advertising and marketing along with company and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both marketing and advertising features.

The benefit of this approach is that it will incorporate the two features while minimizing the need for hiring an extra resource for advertising. In addition to this, Lewis would be heading the advertising and marketing department and also all the same her substitute would be required for the current role that she is carrying out. The disadvantage of this alternative is that external hiring may bring about animosity from inner employees that might be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Production: Offered the affordable stress and high quality job needed from the advertising agency, it is advised that Lewis needs to permit the manufacturing device to be a separate function from the advertising unit. Considering that the majority of advertising and marketing companies had these 2 functions as separate systems, it makes even more sense to adhere to the norm.

Integration of Advertising And Marketing with Workflows: Since Lewis is currently caring for the marketing and operations divisions all at once; it makes good sense to integrate both features given that she has actually been successfully dealing with both ends. The reality that both departments already have significant differences over allowance of resources suggests that this assimilation may have the ability to cause harmony particularly as Lewis would certainly be heading both ends.However there are various drawbacks of this step specifically as it would certainly place excessive worry over Lewis's shoulders. The truth that Lewis needs to adjust her administration design for the marketing department recommends that these 2 departments would certainly be culturally varied. Lewis might not be able to use one kind of leadership style to both departments which could result in inefficiency in either one of the 2 features.


An analysis of the 3 choices shows that combination of advertising and marketing and also operations would certainly not be a feasible move due to the large distinctions between both divisions despite the fact that currently Lewis is dealing with both. While separation of the production feature might have been a positive action for the advertising department, the reality that it would mean putting a 3rd feature under Lewis's wing suggests this ought to be avoided also. The assimilation of the advertising and marketing department is the very best choice in terms of obtaining the ideal arise from the division. An activity plan for this option is discussed below.

Activity Plan.

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

Marketing and advertising features would certainly be combined.

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

Manufacturing feature will certainly stay part of advertising and marketing under advertising feature.

Lewis will certainly divide herself from operations.

An autonomous leadership style with employee empowerment will be made use of in advertising division.

Open door policy and also focus on cross departmental interaction will certainly be focused on eliminating dissonance.

Contingency strategy.

If the integration does not work out as intended, a backup plan would adhere to which would certainly separate the production feature from the marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing department without an SVP. Because case the production feature will most definitely be divided by placing it under an SVP production.