Learning When To Stop Momentum Case Study Help


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Learning When To Stop Momentum Case Study Solution

Background and Facts

Learning When To Stop Momentum an office products retailer for little and also moderate sized businesses has just recently been associated with preparing for a merger with its rival House Deport, which has influenced performance levels in departmentswith the senior manager associated with legal difficulties put forth by the federal Trade Commission. With the Advertising Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With challenges in the kind of a potential cultural adjustment as well as low staff member spirits, the organization wants a complete reengineering effort at the advertising department.

Problem Declaration

The prospective cultural adjustment at the advertising division of Learning When To Stop Momentum is increasing unpredictability in the working environment resulting in different challenges 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 duty in affecting calculated decisions since Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Profession Compensation's intervention in the process. Offered the fact that the shop has a global existence with branches in UK, USA, Canada and Germany, political consider each of these countries may have the ability to impact efficiency or strategic objectives. Federal Profession Payment's antitrust match against the merging occupied useful time of the organization's elderly management recommending that 'political' factors can have significant ramifications for a global organisation.

Economic Factors: Economic factors such as the appearance of small companies in the worldwide scenario recommend that Learning When To Stop Momentum is flourishing in an environment where there is possible growth of services. Along with this, fact that store clients are mostly trying to find workplace supplies for office suggests that the marketplace has an increasing fad of entrepreneurs and also home based companies.

Social factors: Social trends in the economy show that consumers are trying to find convenience as well as attractive rates. Market research shows how the client for Learning When To Stop Momentum does not have understanding concerning discovering services which can use a mix of ease and also affordable.

Technological factors: Modern technology plays a crucial function in Learning When To Stop Momentum's company method particularly as the organization is piloting Innovation facilities which would certainly provide technology sales and assistance in the type of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Habits issues can be seen in Learning When To Stop Momentum's case as highlighted in this area.

Concerns regarding cultural adjustment: There is worry about a social change that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with the majority of the personnel currently showing unhappiness over this prospective action. This anticipated modification has actually produced anxiety in the work environment which has actually been combined with the previous anxiety of preparing the firm for a possible merging with House Deport.

Difficult Task Setting for Newcomers: There is shortage of personnel that can match the difficult environment of a fast-paced company. Not just does this lead to trouble in discovering the ideal individuals, it places tension on new hires as can not stand up to the speed and also stress that the organization anticipates them to bear.

Dual Coverage Lines: Newbies locate this business society difficult and also challenging to cope with specifically as populated line relationships are meant to be weaker as a whole as well as objective setup and also efficiency examination is still done by the strong line manager. This means that novices might shed quality about their particular duties and objectives particularly as populated line coverage does not maintain them in straight interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had been guessed that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and also ideal for the job yet the reality that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Anxiety and instability can be identified as two major worries that Lewis would certainly be managing particularly as the merging has actually now be terminated and 2 elderly execs of the marketing division would be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders who would certainly not just be in charge of brining about a social modification yet would likewise need to verify herself in her new function.

Inappropriate Monitoring Design of Leader: Lewis's management design as well as its incompatibility with the advertising and marketing department's role can additionally be seen as an OB difficulty particularly as she has been utilized to dealing with concerns in the procedures division where workers are shown to concentrate on processes as well as obtain them. The advertising division on the other hand can be seen as a team of individuals that are used to being nurtured by Krasnow that concentrated much more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements between three departments, advertising, merchandizing and also procedures respectively over the allocation of the marketing mix can be recognized as an additional OB problem. Although the advertising and marketing department does not share the same vision as the other two departments pertaining to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also operations divisions do not concur over the advertising mix allocation amongst one another either.

Disintegration in Advertising Division: Fragmentation between the marketing and advertising departments can be identified as an additional OB problem which could require further focus. The truth that the marketing and advertising sections in the advertising and marketing division are detached is protecting against both divisions from obtaining from each other's experience and also expertise. Integration of advertising with retailing and also operations would certainly end up being harder if the marketing department itself is broken down which can be an additional potential OB issue.

Learning When To Stop Momentum Analysis

Different theories have been used to clarify the situations to get further clarity about the scenario available.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers think that subordinates are passive as well as careless, have little passion as well as resist adjustment. The hard variation of this concept stressed browbeating, tight controls, dangers as well as punishments. Over time it generates low productivity, subtle sabotage and also competition (Offer, 2003). The scenario at Learning When To Stop Momentum is not entirely adhering to Theory X, it can be seen that new hires are locating this environment instead demanding which might at some point lead to a better inclination of the monitoring in the direction of Concept X. Based on McGregor's advocated view, which he called Concept Y, the vital job of the management is to organize organizational problems to ensure that individuals can achieve their own objectives best by guiding their efforts in the direction of business rewards. If individuals find no fulfillment in their work, the administration would have little choice but to depend on concept X and also external control (Bargain, 2003). Also while analyzing Lewis's administration style, concept X might have been suitable in the procedures division to some extent yet the Marketing division would certainly require reliance on Theory Y in order to get the creative thinking and creativity from the groups.

Tuckman's Team effort Concept: As much as Lewis's issue regarding bringing consistency between the advertising as well as marketing department is worried, this would initially lead to conflict as gone over by Bruce Tuckman in his 'Team effort Theory'. By combining the advertising and advertising and marketing division's work, there might be the very same preliminary disconnect which could lead to the 2nd phase of 'storming' where the teams challenge one an additional.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), individuals are quite uncomfortable with modification, which is apparent by the situation at Learning When To Stop Momentum The circumstance can be viewed as a typical training course of life if is studied as per Bridge's concept where he discusses that people experience three stages of shift when they experience adjustment. 'Closing, losing and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people are presented with modification, they enter phase one and so there might be feelings like unhappiness, unpredictability, stress, temper, worry, denial and disorientation.The circumstance at the marketing division of Learning When To Stop Momentum is similar so Lewis can get comfortable with the concept that it is not remarkable actions. In the 2nd stage, there may be a need to bridge the gap between the new and also old culture so Lewis may have to encounter this challenge as soon as Krasnow leaves. There may be reduced spirits and low performance at this phase which ought to not be taken as a problem. It is throughout this stage that Lewis will certainly need to give guidance to the department to ensure that they can locate an orientation. It can be seen how Krasnow has already made this shift much easier by making Lewis get involved in the division a year before his real separation. According to Bridges' Version, phase three will bring about openness to learning, High energy and also dedication as individuals will certainly accept the adjustment (Bridges, 2004).

Maslow's Need pecking order: The OB problem pertaining to insecurity at the workplace has actually been triggered firstly by the adjustment in monitoring and also secondly by the fact that the merger will no more be started. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has goes over the importance of 'security requires as being a reduced level need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel safe and safe' is at the 2nd degree of demands. Before a staff member can be made to develop emotionally, he requires to have his 'Physiological 'as well as 'Safety' needs satisfied. This suggests that unless the personnel are made to feel safe and secure concerning their present work condition in Learning When To Stop Momentum they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Learning When To Stop Momentum Case Study

Ramification of Analysis.

The OB analysis has actually looked at various theories to comprehend just how to manage the present situation available. The complying with 3 choices have actually been recommended to assist Lewis manage the organizational obstacles in the marketing division. Each of these choices has been suggested for relieving the transition needed to bring the marketing department in line with the needs of the market as well as for making the social change that would certainly adhere to once the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Production functions. Combination of Advertising with Workflow.

Examination of Alternatives.

Integration of Marketing & Marketing Functions: The internal advertising and marketing agency of Learning When To Stop Momentum is already toughness for the company in regards to saving up on expenses related to marketing as well as promo. Because no brand-new employment has been done after Bridget Cole's separation with the reporting line being straight appointed to Krasnow for the advertising and marketing function, this is a favorable opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merger days has know-how in business-to-business advertising in addition to agency and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing features.

The benefit of this approach is that it will integrate both features while decreasing the demand for hiring an additional source for advertising and marketing. Lewis would certainly be heading the marketing department as well as in any type of case her replacement would be needed for the present role that she is carrying out. The downside of this option is that external hiring may cause bitterness from interior personnel that might be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Provided the affordable stress as well as high top quality work called for from the advertising and marketing firm, it is advised that Lewis ought to enable the production system to be a separate function from the advertising and marketing unit. Considering that most advertising firms had these 2 functions as separate systems, it makes even more feeling to adhere to the norm.

Integration of Advertising with Workflows: Given that Lewis is currently caring for the marketing and operations departments concurrently; it makes sense to integrate both features because she has actually been effectively caring for both ends. The truth that the two divisions currently have major differences over allotment of resources recommends that this integration might have the ability to cause consistency specifically as Lewis would certainly be heading both ends.However there are numerous drawbacks of this step especially as it would place way too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring style for the advertising department suggests that these 2 departments would be culturally varied. In addition to this, Lewis may not be able to use one kind of leadership design to both divisions which might lead to inefficiency in either among both features.


An assessment of the three choices shows that assimilation of marketing as well as procedures would not be a practical move due to the huge differences between both departments although that presently Lewis is taking care of both. While separation of the production function may have been a positive relocation for the advertising and marketing division, the truth that it would imply positioning a third feature under Lewis's wing implies this should be stayed clear of as well. The integration of the advertising and marketing department is the best alternative in terms of obtaining the ideal results from the division. An action prepare for this alternative is discussed below.

Action Plan.

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

Marketing and advertising features would be combined.

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

Production function will certainly stay component of advertising under marketing function.

Lewis will divide herself from procedures.

A democratic management style with worker empowerment will certainly be made use of in marketing department.

Open up door policy and focus on cross department communication will certainly be focused on eliminating disharmony.

Contingency strategy.

If the integration does not exercise as prepared, a backup strategy would adhere to which would divide the production feature from the marketing function to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will certainly be divided by placing it under an SVP production.