Kennedy And The Bay Of Pigs Case Study Help


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Kennedy And The Bay Of Pigs Case Study Solution

Background and Facts

Kennedy And The Bay Of Pigs a workplace products store for tiny as well as average sized companies has just recently been associated with planning for a merger with its competitor Residence Deport, which has affected effectiveness levels in departmentswith the elderly manager associated with legal problems presented by the federal Trade Payment. With the Marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the future. With difficulties in the kind of a possible cultural adjustment and also low staff member morale, the organization wants a full reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural change at the advertising division of Kennedy And The Bay Of Pigs is raising unpredictability in the working environment resulting in numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting critical choices because Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Profession Compensation's intervention while doing so. Provided the fact that the store has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries may have the ability to affect performance or strategic goals. Federal Profession Compensation's antitrust fit against the merging took up valuable time of the organization's elderly monitoring suggesting that 'political' factors can have significant implications for a worldwide business.

Economic Factors: Financial factors such as the development of small companies in the worldwide scenario recommend that Kennedy And The Bay Of Pigs is prospering in an environment where there is possible development of businesses. Along with this, truth that shop clients are primarily searching for workplace materials for home offices suggests that the market has an increasing pattern of entrepreneurs as well as online companies.

Social factors: Social trends in the economy show that consumers are looking for comfort along with eye-catching rates. Market research demonstrates how the consumer for Kennedy And The Bay Of Pigs does not have awareness concerning discovering services which can supply a mix of ease as well as affordable.

Technological factors: Innovation plays a vital duty in Kennedy And The Bay Of Pigs's service method particularly as the organization is piloting Modern technology facilities which would certainly use innovation sales as well as support in the type of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues and Symptoms.

Several underlying Business Actions concerns can be seen in Kennedy And The Bay Of Pigs's case as highlighted in this section.

Uneasiness about cultural adjustment: There is concern regarding a social adjustment that would occur when Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with a lot of the personnel currently revealing discontent over this prospective relocation. This anticipated change has actually produced stress and anxiety in the office which has been coupled with the previous tension of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is scarcity of workers that can match the demanding setting of a busy organization. Not just does this cause trouble in finding the appropriate people, it puts stress and anxiety on new hires as can not hold up against the speed and pressure that the company expects them to birth.

Twin Coverage Lines: Novices discover this business culture cumbersome and also hard to manage specifically as populated line relationships are meant to be weak as a whole and also objective setting as well as efficiency assessment is still done by the solid line manager. This indicates that novices might shed clearness about their corresponding duties and also goals especially as populated line coverage does not maintain them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's position came as a blow to her morale. Lewis may have been capable as well as proper for the task but the reality that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Work Instability: Anxiety and also instability can be recognized as 2 significant concerns that Lewis would be dealing with especially as the merging has now be terminated as well as two senior execs of the marketing department would be leaving. The whole obligation of the department would be falling on Lewis's shoulders who would not just be in charge of brining concerning a cultural change however would likewise have to confirm herself in her brand-new duty.

Incompatible Monitoring Design of Leader: Lewis's administration design as well as its conflict with the marketing division's duty can likewise be seen as an OB obstacle particularly as she has actually been made use of to taking care of problems in the operations department where workers are instructed to concentrate on processes as well as obtain them. The advertising division on the various other hand can be seen as a team of people who are used to being nurtured by Krasnow who focused much more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 divisions, marketing, merchandizing and also procedures specifically over the allocation of the advertising mix can be determined as one more OB issue. The advertising and marketing department does not share the very same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and procedures divisions do not concur over the advertising mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the marketing and advertising divisions can be recognized as one more OB concern which might require more attention. The reality that the advertising and marketing sections in the advertising division are detached is protecting against both departments from getting from each various other's experience and competence. Integration of advertising and marketing with merchandising as well as operations would certainly become more difficult if the marketing department itself is broken down which can be another prospective OB worry.

Kennedy And The Bay Of Pigs Analysis

Various theories have actually been utilized to discuss the situations to get further clarity regarding the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers think that subordinates are passive as well as lazy, have little aspiration as well as withstand adjustment. The scenario at Kennedy And The Bay Of Pigs is not entirely adhering to Concept X, it can be seen that new hires are finding this setting instead difficult which might at some point lead to a better inclination of the monitoring towards Concept X. Even while analyzing Lewis's administration style, theory X may have been appropriate in the operations department to some level but the Marketing division would need reliance on Concept Y in order to obtain the creativity and creativity from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's issue about bringing harmony in between the marketing and advertising department is concerned, this would initially cause clash as talked about by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the preliminary phase of team growth, individuals might not bond, as they are busy discovering their area in the group. By incorporating the marketing and advertising department's work, there might coincide initial separate which might result in the 2nd phase of 'storming' where the groups challenge each other. Nonetheless, it is only during the 3rd phase or 'norming' when they would certainly come together to share suggestions prior to the group can bring about harmony in the 4th phase 'doing'.

Bridges' Shift Design: As per William Bridge's concept (appendix 4), individuals are quite awkward with modification, which is apparent by the circumstance at Kennedy And The Bay Of Pigs The situation can be viewed as a typical training course of life if is researched as per Bridge's theory where he describes that individuals undergo 3 stages of change when they experience modification. 'Closing, losing and Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people are presented with modification, they enter stage one and so there might be feelings like unhappiness, uncertainty, disappointment, rage, fear, rejection and disorientation.The scenario at the advertising and marketing department of Kennedy And The Bay Of Pigs is comparable so Lewis can get comfortable with the concept that it is not amazing habits. In the 2nd phase, there might be a demand to link the space in between the new as well as old society so Lewis might have to encounter this challenge as soon as Krasnow leaves. There may be reduced spirits and also low performance at this stage which need to not be taken as a setback. It is throughout this phase that Lewis will certainly have to offer assistance to the division to ensure that they can locate an orientation. It can be seen exactly how Krasnow has actually already made this shift simpler by making Lewis obtain associated with the department a year prior to his real departure. Based on Bridges' Model, phase 3 will certainly cause openness to knowing, High energy and commitment as individuals will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB issue related to insecurity at the workplace has been activated to start with by the change in monitoring as well as second of all by the reality that the merging will certainly no more be launched. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has talks about the importance of 'protection needs as being a reduced level need of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel safe and secure as well as safe' goes to the 2nd level of demands. Before an employee can be made to establish psychologically, he requires to have his 'Physical 'and 'Security' requires fulfilled. This suggests that unless the employees are made to really feel secure regarding their current employment standing in Kennedy And The Bay Of Pigs they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Kennedy And The Bay Of Pigs Case Study

Implication of Analysis.

The OB analysis has taken a look at different theories to comprehend just how to deal with the existing scenario available. The adhering to three alternatives have actually been recommended to aid Lewis manage the business challenges in the advertising and marketing department. Each of these options has been suggested for relieving the transition needed to bring the marketing division in line with the requirements of the marketplace and for making the social adjustment that would follow when the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Production features. Assimilation of Marketing with Procedures.

Assessment of Alternatives.

Combination of Advertising & Advertising Functions: The internal advertising and marketing firm of Kennedy And The Bay Of Pigs is currently stamina for the company in regards to saving up on expenses connected to marketing and promotion. 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 function, this is a favorable opportunity for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has proficiency in business-to-business advertising and marketing together with agency and retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The advantage of this strategy is that it will certainly incorporate both functions while decreasing the need for employing an added source for advertising and marketing. Lewis would certainly be heading the marketing department as well as in any case her replacement would be needed for the present duty that she is carrying out. The negative aspect of this option is that exterior hiring may bring about animosity from internal personnel who might be looking at the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Manufacturing: Offered the affordable pressures and top quality job needed from the ad agency, it is advised that Lewis must permit the manufacturing unit to be a separate function from the advertising and marketing unit. Considering that most advertising agencies had these two features as different systems, it makes more feeling to comply with the standard. Both functions might be able to concentrate on their core activates much more effectively. The negative aspect of this strategy would certainly be that extra prices would certainly have to be birthed for establishing up separate manufacturing functions. Along with this, a manufacturing head might have to be employed which can enhance expenses for the company.

Assimilation of Advertising And Marketing with Operations: Since Lewis is already dealing with the advertising and marketing and also operations divisions concurrently; it makes good sense to integrate both functions given that she has been effectively dealing with both ends. The reality that both divisions already have significant differences over allowance of resources recommends that this combination might be able to cause consistency particularly as Lewis would be heading both ends.However there are different disadvantages of this move particularly as it would place excessive worry over Lewis's shoulders. The truth that Lewis has to adapt her monitoring style for the advertising department suggests that these two divisions would certainly be culturally varied. Along with this, Lewis might not be able to use one type of management design to both divisions which could result in inadequacy in either one of the two features.


An evaluation of the three choices indicates that combination of advertising and also operations would not be a possible step due to the large distinctions in between the 2 departments despite the fact that currently Lewis is taking care of both. While splitting up of the manufacturing feature might have been a beneficial relocation for the marketing division, the truth that it would indicate putting a 3rd feature under Lewis's wing means this should be prevented.

Action Plan.
Lewis will certainly take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Manufacturing feature will certainly remain part of marketing under advertising function.

Lewis will certainly divide herself from operations.

An autonomous management style with worker empowerment will be used in advertising department.

Open door policy as well as focus on cross department interaction will certainly be aimed at eliminating discord.

Contingency plan.

If the integration does not exercise as planned, a backup strategy would certainly comply with which would divide the production function from the advertising and marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production feature will certainly be divided by putting it under an SVP production.