Logitech Learning From Customers To Design A New Product Case Study Analysis


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Logitech Learning From Customers To Design A New Product Case Study Solution

Background and Facts

Logitech Learning From Customers To Design A New Product an office materials seller for little and also average sized businesses has just recently been involved in planning for a merger with its competitor Residence Deport, which has impacted performance levels in departmentswith the elderly manager associated with legal issues put forth by the federal Profession Payment. With the Marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the near future. With challenges in the form of a prospective social adjustment as well as reduced staff member morale, the company is in need of a total reengineering initiative at the advertising and marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing division of Logitech Learning From Customers To Design A New Product is enhancing uncertainty in the working environment resulting in different challenges for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting critical decisions because Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Payment's treatment in the process. Given the fact that the shop has an international presence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might have the ability to affect efficiency or tactical objectives. Federal Profession Payment's antitrust fit versus the merger occupied useful time of the organization's senior monitoring recommending that 'political' factors can have serious ramifications for a worldwide service.

Economic Factors: Economic factors such as the introduction of small companies in the international situation recommend that Logitech Learning From Customers To Design A New Product is thriving in an atmosphere where there is possible growth of businesses. In addition to this, reality that store consumers are mostly seeking office supplies for office suggests that the market has a rising fad of business owners and also online services.

Social factors: Social trends in the economic climate reveal that clients are looking for ease as well as attractive costs. Market research shows how the client for Logitech Learning From Customers To Design A New Product does not have awareness concerning discovering options which can offer a combination of benefit as well as low costs.

Technological factors: Technology plays a crucial function in Logitech Learning From Customers To Design A New Product's organisation technique particularly as the company is piloting Innovation centers which would offer innovation sales and also assistance in the type of memory upgrades, peripheral installments. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Habits concerns can be seen in Logitech Learning From Customers To Design A New Product's case as highlighted in this area.

Concerns concerning social change: There is worry regarding a social adjustment that would take place when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with most of the personnel already showing discontent over this possible action. This predicted adjustment has actually developed tension in the workplace which has actually been coupled with the previous stress of preparing the firm for a potential merger with House Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is scarcity of workers that can match the difficult setting of a fast-paced organization. Not only does this bring about difficulty in finding the appropriate individuals, it places anxiety on new hires as can not hold up against the pace and also stress that the organization anticipates them to birth.

Twin Reporting Lines: Newcomers discover this business culture difficult and tough to manage particularly as dotted line partnerships are indicated to be weaker in general and also unbiased setting as well as performance examination is still done by the strong line supervisor. This means that novices could lose clearness concerning their corresponding duties and also goals specifically as populated line reporting does not maintain them in direct interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and proper for the task but the truth that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Anxiety & Job Insecurity: Anxiety and also instability can be identified as 2 significant concerns that Lewis would certainly be taking care of specifically as the merging has now be cancelled and also 2 elderly execs of the advertising and marketing division would be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a cultural change however would certainly likewise have to show herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's management style and also its conflict with the advertising division's role can additionally be seen as an OB difficulty specifically as she has actually been used to taking care of concerns in the procedures department where personnel are taught to concentrate on processes and get them right. The advertising and marketing department on the various other hand can be viewed as a team of people who are made use of to being nurtured by Krasnow who focused more on output than processes.

Interdepartmental Disputes: Interdepartmental disputes in between three departments, advertising, merchandizing and also operations respectively over the allowance of the marketing mix can be determined as one more OB worry. The marketing department does not share the exact same vision as the various other two departments relating to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and operations departments do not concur over the marketing mix appropriation among one another either.

Fragmentation in Advertising Department: Fragmentation in between the marketing and advertising departments can be recognized as one more OB issue which could require more interest. The truth that the marketing and advertising sections in the advertising division are separated is avoiding both divisions from gaining from each other's experience and also competence. Assimilation of advertising and marketing with merchandising and also procedures would certainly come to be harder if the advertising division itself is broken down which can be another possible OB issue.

Logitech Learning From Customers To Design A New Product Analysis

Numerous concepts have been utilized to discuss the situations to obtain further clarity concerning the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers think that juniors are passive as well as careless, have little passion and also resist modification. The difficult variation of this theory stressed threat, tight controls, hazards as well as punishments. Over time it produces reduced performance, refined sabotage and also competition (Deal, 2003). The scenario at Logitech Learning From Customers To Design A New Product is not totally complying with Concept X, it can be seen that new hires are discovering this atmosphere rather demanding which might ultimately lead to a higher inclination of the administration in the direction of Theory X. According to McGregor's supported sight, which he called Concept Y, the necessary job of the monitoring is to set up business conditions to ensure that people can attain their own goals best by routing their efforts towards business rewards. If people locate no fulfillment in their job, the administration would certainly have little choice yet to depend on theory X and also outside control (Bargain, 2003). Also while analyzing Lewis's management design, theory X may have appropriated in the procedures department to some extent however the Advertising department would need dependence on Theory Y in order to get the creative thinking and originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's concern regarding bringing harmony between the advertising and marketing and also advertising and marketing division is concerned, this would initially lead to conflict as discussed by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising and marketing as well as marketing division's job, there might be the same initial separate which might lead to the 2nd stage of 'storming' where the groups test one another.

Bridges' Change Version: As per William Bridge's concept (appendix 4), people are fairly unpleasant with adjustment, which is apparent by the situation at Logitech Learning From Customers To Design A New Product The situation can be viewed as a typical course of life if is researched based on Bridge's theory where he describes that people experience three phases of transition when they experience change. 'End, shedding and Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people exist with adjustment, they get in stage one and so there might be emotions like despair, uncertainty, disappointment, anger, anxiety, rejection as well as disorientation.The circumstance at the advertising division of Logitech Learning From Customers To Design A New Product is comparable so Lewis can get comfy with the idea that it is not extraordinary behavior. In the 2nd phase, there might be a need to connect the space between the brand-new as well as old culture so Lewis might need to face this experience when Krasnow leaves. There may be reduced spirits and low performance at this phase which need to not be taken as an obstacle. It is throughout this phase that Lewis will need to give advice to the division to ensure that they can find a sense of direction. It can be seen exactly how Krasnow has already made this transition easier by making Lewis get associated with the department a year before his actual separation. As per Bridges' Version, stage three will certainly bring about visibility to learning, High energy and also dedication as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need power structure: The OB concern related to instability at the work environment has actually been set off first of all by the modification in administration and also secondly by the truth that the merging will certainly no longer be launched. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the significance of 'safety and security 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 feel safe and secure and also out of danger' is at the 2nd degree of requirements. Prior to a staff member can be made to create emotionally, he needs to have his 'Physical 'as well as 'Security' needs met. This shows that unless the workers are made to feel secure regarding their present employment condition in Logitech Learning From Customers To Design A New Product they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Logitech Learning From Customers To Design A New Product Case Study

Ramification of Analysis.

The OB analysis has looked at various theories to comprehend exactly how to deal with the current scenario handy. The adhering to three choices have been suggested to aid Lewis take care of the business obstacles in the marketing department. Each of these alternatives has been proposed for relieving the shift needed to bring the advertising department according to the needs of the marketplace and for making the cultural modification that would certainly adhere to when the existing leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Production functions. Integration of Advertising with Procedures.

Examination of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merging days has proficiency in business-to-business marketing along with agency and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both advertising and marketing and advertising and marketing features.

The advantage of this method is that it will certainly incorporate both functions while lowering the demand for employing an additional resource for advertising. Lewis would be heading the advertising and marketing department and in any kind of case her replacement would be required for the current duty that she is carrying out. The disadvantage of this alternative is that exterior hiring may produce bitterness from internal personnel who may be looking at the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Manufacturing: Provided the affordable stress and also high quality work needed from the advertising agency, it is advised that Lewis must permit the production unit to be a different feature from the advertising and marketing system. Since a lot of advertising and marketing companies had these two features as separate devices, it makes even more sense to comply with the norm.

Integration of Advertising with Workflows: Considering that Lewis is currently taking treatment of the advertising and also operations divisions concurrently; it makes feeling to integrate the two functions because she has actually been effectively taking care of both ends. The reality that Lewis has to adapt her administration design for the marketing division recommends that these 2 departments would be culturally diverse.


An examination of the three alternatives shows that integration of marketing and also procedures would certainly not be a viable relocation due to the vast distinctions between both departments despite the fact that presently Lewis is dealing with both. While splitting up of the manufacturing function might have been a desirable move for the marketing department, the truth that it would indicate positioning a 3rd feature under Lewis's wing suggests this should be avoided also. The assimilation of the advertising division is the most effective option in regards to obtaining the ideal arise from the division. An action prepare for this alternative is discussed below.

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

Advertising and Marketing features would be merged.

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

Production feature will stay part of advertising under advertising function.

Lewis will divide herself from operations.

A democratic management style with employee empowerment will certainly be utilized in advertising department.

Open door policy and also focus on cross department interaction will be focused on removing dissonance.

Backup plan.

If the combination does not work out as intended, a backup strategy would follow which would certainly divide the manufacturing function from the advertising and marketing function to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the manufacturing function will definitely be divided by positioning it under an SVP production.