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Konys Inc Case Study Solution

Background and Facts

Konys Inc a workplace materials merchant for small and also medium sized businesses has recently been involved in planning for a merging with its rival House Deport, which has actually influenced performance levels in departmentswith the elderly supervisor involved in lawful complications put forth by the government Profession Commission. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With difficulties in the type of a possible social change and low worker spirits, the organization wants a complete reengineering effort at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural modification at the marketing division of Konys Inc is raising unpredictability in the working environment causing different difficulties 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 major role in influencing calculated decisions considering that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Payment's intervention at the same time. Given the truth that the shop has a global visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may be able to impact efficiency or tactical goals. Federal Profession Commission's antitrust fit against the merger took up valuable time of the organization's senior management recommending that 'political' factors can have severe implications for an international organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide circumstance recommend that Konys Inc is thriving in an atmosphere where there is possible development of services. Truth that shop consumers are mostly looking for workplace materials for residence offices recommends that the market has a climbing pattern of business owners and house based services.

Social factors: Social fads in the economy reveal that customers are seeking comfort as well as attractive rates. Marketing research shows how the client for Konys Inc does not have recognition concerning discovering services which can use a mix of convenience as well as inexpensive.

Technical factors: Technology plays an essential duty in Konys Inc's service method particularly as the company is piloting Innovation centers which would use technology sales as well as assistance in the form of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Behavior problems can be seen in Konys Inc's case as highlighted in this area.

Uneasiness concerning social adjustment: There is apprehension concerning a social modification that would occur once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Marketing with a lot of the employee already revealing discontent over this prospective step. This predicted modification has actually produced stress and anxiety in the work environment which has been paired with the previous stress of preparing the company for a prospective merger with Home Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is scarcity of workers that can match the demanding environment of a hectic company. Not just does this bring about difficulty in discovering the ideal individuals, it places anxiety on brand-new hires as can not hold up against the pace and pressure that the company expects them to bear.

Dual Coverage Lines: Newbies locate this business culture difficult and also hard to cope with particularly as dotted line connections are implied to be weak in general and also objective setting and efficiency analysis is still done by the solid line manager. This suggests that beginners can lose clearness about their corresponding duties and also objectives specifically as populated line coverage does not keep them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the latter would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been capable as well as suitable for the work but the truth that Kransnow's departure would make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Worry & Job Instability: Fear as well as insecurity can be identified as two major problems that Lewis would be managing specifically as the merging has currently be terminated and also two senior execs of the advertising and marketing department would be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining about a social adjustment however would certainly likewise have to confirm herself in her new role.

Inappropriate Management Style of Leader: Lewis's monitoring design as well as its conflict with the advertising department's function can additionally be seen as an OB difficulty specifically as she has been utilized to managing problems in the operations department where personnel are educated to concentrate on processes and also get them right. The advertising division on the other hand can be viewed as a group of people who are made use of to being nurtured by Krasnow who concentrated much more on output than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between 3 divisions, advertising and marketing, merchandizing and also operations respectively over the allotment of the marketing mix can be identified as one more OB issue. Although the advertising and marketing division does not share the exact same vision as the various other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not concur over the advertising mix appropriation amongst one another either.

Disintegration in Advertising And Marketing Department: Disintegration in between the advertising and marketing divisions can be recognized as one more OB problem which might require additional focus. The fact that the advertising and marketing areas in the advertising department are separated is stopping both divisions from getting from each other's experience and expertise. Combination of advertising with merchandising as well as procedures would end up being harder if the advertising department itself is disintegrated which can be an additional possible OB problem.

Konys Inc Analysis

Various concepts have actually been made use of to clarify the situations to get more quality about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors believe that staffs are passive and also careless, have little ambition and also withstand change. The circumstance at Konys Inc is not totally following Theory X, it can be seen that brand-new hires are locating this setting rather difficult which might at some point lead to a greater inclination of the management in the direction of Concept X. Even while analyzing Lewis's monitoring design, concept X might have been appropriate in the procedures department to some extent but the Advertising and marketing division would certainly need reliance on Theory Y in order to get the creative thinking and originality from the groups.

Tuckman's Team effort Concept: As much as Lewis's concern about bringing harmony between the advertising as well as advertising and marketing division is concerned, this would at first lead to clash as talked about by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising as well as advertising and marketing department's job, there may be the very same first disconnect which can lead to the 2nd phase of 'storming' where the groups challenge one an additional.

When individuals are offered with change, they enter stage one and also so there might be feelings like sadness, unpredictability, irritation, anger, anxiety, rejection as well as disorientation.The circumstance at the advertising and marketing division of Konys Inc is comparable so Lewis can obtain comfy with the idea that it is not phenomenal habits. It is throughout this phase that Lewis will have to provide support to the department so that they can find a sense of direction. It can be seen exactly how Krasnow has actually already made this change simpler by making Lewis get included in the department a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has discusses the significance of 'safety and security 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 exactly how 'the demand to feel protected as well as out of danger' is at the second degree of demands. Prior to a staff member can be made to develop emotionally, he requires to have his 'Physiological 'and also 'Safety' needs satisfied.

SWOT Analysis for Konys Inc Case Study

Ramification of Analysis.

The OB analysis has actually looked at various theories to recognize exactly how to handle the existing circumstance at hand. The complying with three alternatives have actually been suggested to assist Lewis deal with the organizational obstacles in the advertising division. Each of these choices has actually been recommended for alleviating the transition needed to bring the advertising division according to the demands of the marketplace and for making the cultural modification that would certainly comply with once the current leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and also Production features. Combination of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has knowledge in business-to-business marketing along with firm as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both marketing and advertising and marketing features.

The benefit of this technique is that it will certainly incorporate both features while lowering the need for hiring an added source for advertising and marketing. Along with this, Lewis would certainly be heading the marketing department and all the same her replacement would be required for the existing role that she is executing. The negative aspect of this alternative is that external hiring may bring about bitterness from internal employees that may be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and also Manufacturing: Offered the competitive pressures as well as high top quality job required from the marketing firm, it is suggested that Lewis must permit the production device to be a separate feature from the advertising system. Considering that the majority of advertising and marketing agencies had these 2 functions as separate systems, it makes even more feeling to comply with the standard.

Combination of Marketing with Operations: Because Lewis is already looking after the advertising and marketing as well as procedures departments concurrently; it makes good sense to incorporate the two functions since she has been effectively taking care of both ends. The truth that the two departments currently have major differences over allocation of resources suggests that this integration may have the ability to produce consistency particularly as Lewis would be heading both ends.However there are different disadvantages of this action particularly as it would place way too much concern over Lewis's shoulders. The fact that Lewis needs to adapt her management design for the marketing department suggests that these two divisions would be culturally diverse. Along with this, Lewis may not be able to apply one type of management style to both departments which can result in inefficiency in either among both features.


An assessment of the 3 options indicates that integration of advertising and marketing and also operations would certainly not be a possible action because of the huge differences between the two divisions although that presently Lewis is handling both. While splitting up of the production function may have been a positive action for the advertising and marketing department, the reality that it would certainly suggest positioning a third function under Lewis's wing means this should be prevented. The combination of the advertising and marketing division is the best alternative in terms of obtaining the optimal arise from the department. An action prepare for this alternative is talked about listed below.

Action Plan.
Lewis will take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

Manufacturing feature will remain part of advertising under marketing feature.

Lewis will separate herself from procedures.

A democratic leadership design with worker empowerment will be made use of in advertising department.

Open up door plan as well as focus on cross department communication will be targeted at removing disharmony.

Backup plan.

If the combination does not exercise as planned, a contingency strategy would follow which would certainly divide the production function from the marketing function to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing feature will absolutely be separated by positioning it under an SVP production.