Konys Inc Case Study Solution


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Konys Inc Case Study Analysis

Background and Facts

Konys Inc an office supplies merchant for small and medium sized services has just recently been involved in preparing for a merging with its rival Home Deport, which has actually influenced performance levels in departmentswith the senior manager involved in legal problems presented by the government Profession Commission. With the Advertising and marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the near future. With difficulties in the type of a possible social modification and low worker spirits, the organization wants a complete reengineering initiative at the advertising and marketing department.

Trouble Declaration

The prospective social adjustment at the advertising department of Konys Inc is enhancing unpredictability in the workplace bring about various difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting strategic decisions considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Compensation's treatment at the same time. Given the fact that the store has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may have the ability to influence efficiency or strategic goals. Federal Profession Compensation's antitrust match versus the merging took up beneficial time of the company's senior monitoring recommending that 'political' factors can have serious ramifications for an international company.

Economic Factors: Financial factors such as the emergence of local business in the international circumstance recommend that Konys Inc is prospering in an atmosphere where there is possible development of businesses. Truth that shop clients are primarily looking for workplace supplies for home workplaces suggests that the market has a rising trend of entrepreneurs as well as residence based companies.

Social factors: Social fads in the economy show that clients are seeking convenience in addition to attractive rates. Marketing research demonstrates how the customer for Konys Inc lacks understanding concerning discovering solutions which can provide a mix of ease and inexpensive.

Technological factors: Innovation plays a vital function in Konys Inc's service method specifically as the company is piloting Technology centers which would offer modern technology sales as well as assistance in the form of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

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

Apprehensions regarding social change: There is worry concerning a cultural change that would certainly occur as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the personnel currently revealing discontent over this potential action. This anticipated change has created tension in the work environment which has been paired with the previous stress of preparing the firm for a possible merging with Home Deport.

Difficult Task Setting for Newcomers: There is shortage of personnel that can match the stressful environment of a fast-paced organization. Not only does this cause trouble in discovering the appropriate individuals, it puts tension on new hires as can not endure the speed and also pressure that the company expects them to bear.

Twin Reporting Lines: Newcomers discover this business society cumbersome and tough to cope with particularly as populated line relationships are suggested to be weaker in general and unbiased setting and efficiency evaluation is still done by the solid line manager. This means that newcomers could lose clarity about their particular functions as well as objectives particularly as dotted line reporting does not maintain them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been guessed that the last would take Krasnow's setting came as a blow to her spirits. Lewis may have been qualified as well as ideal for the task however the reality that Kransnow's departure would make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Task Insecurity: Fear as well as insecurity can be determined as two major concerns that Lewis would be dealing with specifically as the merger has currently be terminated and also two elderly execs of the marketing department would be leaving. The whole duty of the department would be falling on Lewis's shoulders who would certainly not simply supervise of brining regarding a cultural change but would certainly also need to confirm herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's monitoring design as well as its incompatibility with the advertising and marketing division's role can likewise be viewed as an OB obstacle particularly as she has actually been utilized to handling issues in the procedures division where personnel are shown to concentrate on processes and get them right. The advertising and marketing department on the other hand can be viewed as a team of people that are made use of to being supported by Krasnow that focused extra on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements between three departments, marketing, merchandizing as well as operations respectively over the allotment of the advertising mix can be recognized as one more OB issue. Although the marketing division does not share the same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix allotment amongst each other either.

Disintegration in Marketing Division: Fragmentation in between the advertising and marketing divisions can be identified as an additional OB problem which might require further interest. The truth that the advertising and marketing areas in the advertising division are separated is preventing both divisions from obtaining from each other's experience and also experience. Combination of advertising with merchandising as well as procedures would certainly come to be harder if the advertising and marketing division itself is disintegrated which can be one more possible OB worry.

Konys Inc Analysis

Numerous concepts have been used to explain the conditions to obtain further quality about the situation handy.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors believe that subordinates are easy and also lazy, have little aspiration as well as resist modification. The hard variation of this theory emphasized browbeating, limited controls, dangers and also punishments. Gradually it generates reduced performance, subtle sabotage and rivalry (Offer, 2003). Although the situation at Konys Inc is not entirely complying with Concept X, it can be seen that brand-new hires are finding this setting instead difficult which might ultimately lead to a greater inclination of the management towards Concept X. Based on McGregor's advocated view, which he called Theory Y, the important job of the management is to prepare business conditions to make sure that individuals can attain their very own objectives best by guiding their efforts in the direction of business benefits. If people locate no fulfillment in their job, the management would have little choice yet to rely upon concept X and also external control (Offer, 2003). Even while examining Lewis's management style, theory X might have appropriated in the procedures department somewhat however the Advertising and marketing department would need dependence on Theory Y in order to get the creativity as well as originality from the groups.

Tuckman's Team effort Theory: As for Lewis's problem regarding bringing harmony in between the advertising and marketing division is worried, this would initially result in conflict as gone over by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the first phase of group advancement, people may not bond, as they are hectic finding their place in the group. By incorporating the marketing and advertising department's work, there might coincide initial disconnect which could cause the second stage of 'storming' where the teams challenge one another. Nonetheless, it is only throughout the 3rd stage or 'norming' when they would certainly collaborate to share ideas before the group can produce harmony in the fourth stage 'performing'.

When individuals are offered with change, they get in stage one and so there might be feelings like unhappiness, unpredictability, frustration, rage, worry, rejection and disorientation.The circumstance at the marketing department of Konys Inc is comparable so Lewis can get comfy with the idea that it is not amazing actions. It is during this stage that Lewis will have to provide guidance to the division so that they can locate a sense of instructions. It can be seen how Krasnow has already made this change much easier by making Lewis obtain involved in the department a year prior to his real departure.

Maslow's Demand hierarchy: The OB problem related to insecurity at the office has actually been set off firstly by the modification in administration as well as secondly by the fact that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the significance of 'protection requires as being a lower level demand of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to really feel safe and also untouched' goes to the second degree of demands. Prior to a staff member can be made to create mentally, he requires to have his 'Physical 'as well as 'Safety' requires fulfilled. This indicates that unless the personnel are made to feel safe and secure regarding their existing work status in Konys Inc they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Konys Inc Case Study

Effects of Analysis.

The OB analysis has considered various theories to comprehend exactly how to handle the current circumstance available. The adhering to three options have been proposed to assist Lewis handle the organizational difficulties in the advertising division. Each of these options has actually been suggested for alleviating the transition required to bring the advertising department according to the demands of the market as well as for making the social modification that would comply with once the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and Production functions. Combination of Advertising with Workflow.

Assessment of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house advertising firm of Konys Inc is currently strength for the company in terms of conserving up on overheads related to advertising and marketing and also promotion. Given that no brand-new recruitment has actually been done after Bridget Cole's departure with the reporting line being straight appointed to Krasnow for the advertising function, this is a desirable 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 experience in business-to-business advertising and marketing together with firm as well as retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both marketing and advertising features.

The benefit of this technique is that it will certainly integrate the two features while minimizing the need for hiring an added resource for advertising and marketing. Lewis would be heading the advertising department as well as in any type of case her substitute would certainly be needed for the current role that she is performing. The downside of this choice is that exterior hiring may produce bitterness from interior workers who may be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Offered the affordable pressures and also excellent quality job needed from the ad agency, it is advised that Lewis ought to allow the production unit to be a different function from the advertising unit. Since most ad agency had these two features as different systems, it makes even more feeling to follow the norm. In addition to this, both features might have the ability to focus on their core activates more effectively. Nevertheless, the disadvantage of this approach would certainly be that added expenses would certainly have to be borne for establishing separate manufacturing features. In addition to this, a manufacturing head might need to be worked with which might raise overheads for the organization.

Combination of Advertising with Workflows: Since Lewis is already looking after the advertising and operations divisions concurrently; it makes good sense to incorporate the two features considering that she has actually been successfully dealing with both ends. The truth that both divisions already have major differences over allocation of resources suggests that this assimilation may have the ability to bring about harmony especially as Lewis would be heading both ends.However there are different disadvantages of this action especially as it would put way too much worry over Lewis's shoulders. The fact that Lewis has to adapt her monitoring design for the advertising and marketing division suggests that these 2 divisions would certainly be culturally diverse. Lewis may not be able to use one kind of leadership design to both departments which can result in inefficiency in either one of the 2 features.


An examination of the three options suggests that assimilation of marketing as well as operations would certainly not be a practical action because of the huge distinctions in between the two divisions despite the fact that currently Lewis is managing both. While splitting up of the production function might have been a favorable move for the advertising department, the fact that it would mean putting a 3rd function under Lewis's wing indicates this ought to be prevented. The integration of the advertising and marketing division is the very best choice in regards to getting the ideal arise from the department. An action plan for this alternative is discussed listed below.

Activity Plan.

Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Manufacturing function will stay component of advertising under advertising and marketing feature.

Lewis will certainly divide herself from operations.

A democratic leadership style with employee empowerment will certainly be utilized in advertising division.

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

Contingency strategy.

If the integration does not exercise as prepared, a contingency strategy would certainly comply with which would divide the production feature from the advertising function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will absolutely be divided by positioning it under an SVP production.