Kennedy And The Bay Of Pigs Case Study Analysis


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Kennedy And The Bay Of Pigs Case Study Analysis

Background and Facts

Kennedy And The Bay Of Pigs a workplace products merchant for little and also average sized services has actually just recently been involved in planning for a merger with its competitor House Deport, which has actually influenced performance degrees in departmentswith the elderly manager involved in legal problems presented by the federal Trade Payment. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With challenges in the type of a possible cultural adjustment as well as reduced worker spirits, the organization wants a total reengineering effort at the marketing department.

Trouble Statement

The potential social adjustment at the marketing department of Kennedy And The Bay Of Pigs is boosting uncertainty in the working environment leading to various difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting calculated choices considering that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Commission's intervention at the same time. Provided the reality that the store has an international presence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries might be able to affect efficiency or tactical goals. Federal Trade Commission's antitrust suit versus the merger occupied useful time of the company's senior management suggesting that 'political' factors can have serious ramifications for a global business.

Economic Factors: Economic factors such as the emergence of small companies in the worldwide scenario suggest that Kennedy And The Bay Of Pigs is flourishing in an atmosphere where there is possible growth of businesses. Reality that store consumers are mostly looking for office supplies for house offices suggests that the market has a rising fad of business owners and house based organisations.

Social factors: Social patterns in the economy reveal that customers are searching for convenience in addition to appealing prices. Marketing research demonstrates how the client for Kennedy And The Bay Of Pigs does not have awareness concerning locating services which can offer a combination of benefit and low costs.

Technical factors: Modern technology plays a vital role in Kennedy And The Bay Of Pigs's company strategy particularly as the company is piloting Innovation facilities which would certainly use modern technology sales and also assistance in the kind of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

Numerous underlying Business Behavior concerns can be seen in Kennedy And The Bay Of Pigs's case as highlighted in this area.

Concerns concerning social change: There is uneasiness regarding a social change that would certainly take place once Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with most of the employee already showing unhappiness over this possible action. This expected change has actually created anxiety in the workplace which has been paired with the previous stress and anxiety of preparing the firm for a potential merging with Residence Deport.

Demanding Task Environment for Newcomers: There is scarcity of personnel that can match the demanding setting of a busy organization. Not just does this result in difficulty in discovering the appropriate people, it places anxiety on brand-new hires as can not hold up against the rate and also pressure that the company anticipates them to bear.

Dual Coverage Lines: Novices find this organizational culture difficult as well as challenging to deal with particularly as populated line partnerships are indicated to be weaker in general as well as objective setup and also efficiency examination is still done by the strong line supervisor. This indicates that novices might shed clearness regarding their particular roles and goals especially as dotted line reporting does not keep them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had been speculated that the last would certainly take Krasnow's setting came as a strike to her morale. Lewis may have been capable and also ideal for the task however the truth that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Work Insecurity: Concern and also insecurity can be determined as 2 significant issues that Lewis would be taking care of particularly as the merging has actually currently be terminated as well as two senior execs of the advertising department would certainly be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders who would not just be in charge of brining about a cultural modification but would also need to show herself in her new function.

Inappropriate Management Style of Leader: Lewis's monitoring design and also its conflict with the advertising and marketing department's duty can also be seen as an OB obstacle especially as she has actually been made use of to managing concerns in the procedures division where employees are instructed to concentrate on procedures and obtain them. The advertising department on the other hand can be seen as a group of individuals who are utilized to being supported by Krasnow that focused extra on result than procedures.

Interdepartmental Arguments: Interdepartmental arguments in between three departments, advertising and marketing, merchandizing and procedures specifically over the allotment of the advertising mix can be determined as one more OB issue. The marketing division does not share the same vision as the various other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and procedures divisions do not concur over the marketing mix allotment amongst one another either.

Fragmentation in Marketing Division: Disintegration between the marketing and advertising departments can be recognized as one more OB concern which might need further attention. The truth that the advertising and marketing sections in the advertising division are disconnected is avoiding both divisions from acquiring from each other's experience as well as know-how. Integration of advertising and marketing with merchandising and operations would come to be harder if the marketing department itself is degenerated which can be one more possible OB problem.

Kennedy And The Bay Of Pigs Analysis

Various concepts have been made use of to explain the scenarios to obtain more clearness about the circumstance at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are easy as well as careless, have little aspiration and stand up to adjustment. The scenario at Kennedy And The Bay Of Pigs is not entirely adhering to Theory X, it can be seen that new hires are discovering this atmosphere instead difficult which might eventually lead to a higher inclination of the management in the direction of Concept X. Even while examining Lewis's administration style, theory X may have been appropriate in the procedures department to some extent yet the Advertising division would certainly need dependence on Concept Y in order to obtain the creativity as well as creativity from the teams.

Tuckman's Teamwork Concept: As for Lewis's concern concerning bringing consistency in between the marketing and advertising department is worried, this would at first cause conflict as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the initial phase of team development, people may not bond, as they are active discovering their area in the team. By incorporating the advertising and marketing division's job, there may coincide initial disconnect which could result in the 2nd stage of 'storming' where the teams test one another. Nevertheless, it is only throughout the 3rd stage or 'norming' when they would come together to share concepts prior to the group can bring about synergy in the 4th phase 'executing'.

When people are presented with adjustment, they get in phase one as well as so there may be emotions like despair, unpredictability, irritation, temper, worry, denial and also disorientation.The scenario at the marketing division of Kennedy And The Bay Of Pigs is comparable so Lewis can obtain comfy with the idea that it is not extraordinary actions. It is during this phase that Lewis will certainly have to give guidance to the division so that they can discover a feeling of instructions. It can be seen just how Krasnow has actually already made this transition less complicated by making Lewis get entailed in the department a year prior to his actual separation.

Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has discusses the importance of 'safety requires as being a reduced degree demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe as well as out of threat' is at the 2nd level of demands. Prior to a worker can be made to create mentally, he requires to have his 'Physical 'as well as 'Safety' requires met.

SWOT Analysis for Kennedy And The Bay Of Pigs Case Study

Implication of Analysis.

The OB analysis has checked out different theories to comprehend just how to deal with the current circumstance handy. The complying with 3 choices have been suggested to aid Lewis handle the organizational obstacles in the advertising and marketing department. Each of these choices has been recommended for reducing the change required to bring the marketing division in accordance with the needs of the market and also for making the cultural adjustment that would certainly comply with once the existing leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and also Manufacturing functions. Integration of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has experience in business-to-business advertising along with agency and retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and marketing and also marketing functions.

The benefit of this strategy is that it will certainly integrate both features while minimizing the requirement for employing an additional source for marketing. In addition to this, Lewis would certainly be heading the advertising and marketing division and regardless her substitute would be needed for the current function that she is doing. The disadvantage of this choice is that external hiring might produce bitterness from interior employees that may be looking at the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Production: Offered the affordable stress and premium quality work required from the ad agency, it is recommended that Lewis needs to enable the manufacturing system to be a different feature from the marketing system. Given that most ad agency had these 2 features as separate units, it makes more sense to follow the standard. In addition to this, both features may be able to focus on their core activates a lot more successfully. The negative aspect of this approach would be that extra prices would have to be borne for establishing up different production functions. In addition to this, a production head may have to be worked with which might raise overheads for the company.

Combination of Advertising And Marketing with Procedures: Given that Lewis is currently taking care of the advertising and marketing and also operations departments at the same time; it makes feeling to incorporate the 2 functions since she has been effectively taking care of both ends. The reality that Lewis has to adapt her monitoring style for the advertising division recommends that these two departments would be culturally diverse.


An assessment of the three choices shows that integration of marketing as well as procedures would not be a possible step due to the large distinctions in between the 2 departments in spite of the reality that currently Lewis is handling both. While splitting up of the manufacturing function may have been a beneficial move for the marketing department, the fact that it would certainly suggest putting a third feature under Lewis's wing implies this ought to be avoided.

Action Plan.

Lewis will take over the function of EVP Advertising 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.

Production feature will certainly continue to be part of advertising under marketing function.

Lewis will certainly separate herself from procedures.

An autonomous leadership style with staff member empowerment will certainly be used in marketing division.

Open up door plan and also focus on cross department communication will certainly be aimed at getting rid of disharmony.

Contingency strategy.

If the assimilation does not exercise as intended, a contingency plan would follow which would certainly separate the production feature from the marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising department without an SVP. Because case the production function will most definitely be divided by placing it under an SVP production.