Man For All Seasons Summary Reasoning From Multiple Moralities Case Study Solution


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Man For All Seasons Summary Reasoning From Multiple Moralities Case Study Help

Background and Facts

Man For All Seasons Summary Reasoning From Multiple Moralities an office materials store for tiny and medium sized companies has recently been involved in preparing for a merging with its rival Residence Deport, which has affected efficiency degrees in departmentswith the senior manager associated with lawful issues put forth by the federal Trade Payment. With the Marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the function in the near future. With challenges in the type of a potential cultural adjustment as well as reduced staff member morale, the company requires a total reengineering initiative at the advertising and marketing division.

Issue Statement

The potential cultural modification at the marketing division of Man For All Seasons Summary Reasoning From Multiple Moralities is increasing uncertainty in the working environment resulting in various obstacles for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical choices since Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Payment's treatment in the process. Given the reality that the store has a worldwide presence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations might have the ability to affect efficiency or strategic objectives. Federal Profession Compensation's antitrust fit against the merging occupied beneficial time of the company's elderly monitoring suggesting that 'political' factors can have significant ramifications for an international company.

Economic Factors: Financial factors such as the development of small businesses in the international situation suggest that Man For All Seasons Summary Reasoning From Multiple Moralities is flourishing in an environment where there is prospective development of companies. In addition to this, truth that shop customers are primarily trying to find office products for office recommends that the market has a rising pattern of business owners and online services.

Social factors: Social fads in the economic climate show that customers are searching for benefit in addition to attractive prices. Market research demonstrates how the client for Man For All Seasons Summary Reasoning From Multiple Moralities lacks awareness regarding locating services which can supply a mix of benefit and also low costs.

Technological factors: Innovation plays a crucial duty in Man For All Seasons Summary Reasoning From Multiple Moralities's organisation method especially as the company is piloting Innovation facilities which would certainly supply technology sales and support in the type of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and Symptoms.

Numerous underlying Organizational Behavior problems can be seen in Man For All Seasons Summary Reasoning From Multiple Moralities's case as highlighted in this area.

Concerns regarding social modification: There is concern regarding a cultural change that would take place as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with the majority of the personnel already revealing unhappiness over this prospective step. This expected adjustment has actually produced stress in the office which has been combined with the previous stress of preparing the firm for a potential merger with Residence Deport.

Demanding Job Environment for Newcomers: There is shortage of personnel that can match the difficult environment of a fast-paced company. Not just does this bring about trouble in finding the ideal people, it puts stress and anxiety on new hires as can not hold up against the pace as well as stress that the organization anticipates them to bear.

Dual Reporting Lines: Newcomers find this organizational society troublesome and also challenging to manage especially as populated line partnerships are indicated to be weak generally and objective setup and also performance analysis is still done by the solid line supervisor. This implies that novices might shed clearness regarding their respective functions as well as purposes specifically as dotted line coverage does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been qualified and appropriate for the work however the reality that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Worry & Work Insecurity: Worry and also insecurity can be identified as two major worries that Lewis would certainly be taking care of particularly as the merger has now be cancelled and 2 elderly execs of the advertising and marketing division would certainly be leaving. The entire obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining concerning a cultural modification however would certainly likewise need to prove herself in her new role.

Inappropriate Administration Style of Leader: Lewis's administration design and its conflict with the advertising division's role can additionally be seen as an OB challenge particularly as she has been utilized to handling issues in the operations department where employees are shown to focus on processes and get them right. The advertising department on the various other hand can be seen as a group of people who are utilized to being nurtured by Krasnow that concentrated much more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental differences between 3 departments, advertising, merchandizing and operations specifically over the allotment of the advertising and marketing mix can be recognized as another OB problem. The advertising and marketing division does not share the very same vision as the other two divisions regarding the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix appropriation among one an additional either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing departments can be recognized as one more OB concern which can need more focus. The truth that the advertising and marketing areas in the advertising division are separated is preventing both divisions from getting from each other's experience and also know-how. Assimilation of advertising with retailing and also operations would certainly become harder if the advertising department itself is degenerated which can be another possible OB issue.

Man For All Seasons Summary Reasoning From Multiple Moralities Analysis

Various theories have actually been made use of to clarify the situations to obtain more clarity about the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that juniors are passive and also lazy, have little ambition as well as resist modification. The tough variation of this concept stressed coercion, limited controls, risks and punishments. Over time it produces low performance, subtle sabotage as well as rivalry (Offer, 2003). The situation at Man For All Seasons Summary Reasoning From Multiple Moralities is not totally following Concept X, it can be seen that new hires are locating this atmosphere instead stressful which may ultimately lead to a better inclination of the monitoring towards Theory X. As per McGregor's promoted sight, which he called Theory Y, the essential job of the management is to prepare business conditions to make sure that individuals can attain their own objectives best by directing their efforts towards business incentives. If individuals find no contentment in their job, the monitoring would certainly have little choice however to count on theory X and exterior control (Deal, 2003). Also while analyzing Lewis's monitoring style, theory X might have appropriated in the procedures division to some extent but the Advertising division would certainly call for reliance on Concept Y to get the imagination as well as originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's concern about bringing consistency in between the marketing and advertising department is concerned, this would at first result in contrast as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, throughout the first phase of team advancement, people might not bond, as they are busy locating their location in the group. By integrating the advertising and marketing department's work, there might coincide first disconnect which can lead to the 2nd stage of 'storming' where the groups test each other. Nonetheless, it is just during the 3rd stage or 'norming' when they would integrate to share suggestions before the team can cause harmony in the fourth phase 'performing'.

When individuals are presented with change, they get in stage one and so there might be feelings like despair, uncertainty, stress, rage, concern, denial as well as disorientation.The circumstance at the advertising and marketing department of Man For All Seasons Summary Reasoning From Multiple Moralities is similar so Lewis can obtain comfortable with the suggestion that it is not remarkable actions. It is throughout this phase that Lewis will have to offer advice to the division so that they can find a feeling of instructions. It can be seen how Krasnow has already made this change easier by making Lewis obtain involved in the division a year before his real departure.

Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the significance of 'security needs as being a reduced degree demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe and out of threat' is at the 2nd degree of demands. Prior to a worker can be made to create emotionally, he needs to have his 'Physiological 'and 'Security' needs fulfilled.

SWOT Analysis for Man For All Seasons Summary Reasoning From Multiple Moralities Case Study

Effects of Analysis.

The OB analysis has taken a look at numerous concepts to comprehend just how to manage the present situation available. The adhering to 3 options have been recommended to help Lewis handle the business obstacles in the advertising and marketing department. Each of these options has been suggested for easing the shift required to bring the advertising division in line with the demands of the market and for making the social adjustment that would certainly comply with when the current leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and also Manufacturing functions. Assimilation of Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has competence in business-to-business marketing along with company and retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and also advertising features.

The advantage of this method is that it will incorporate the two functions while lowering the requirement for hiring an extra resource for advertising. Lewis would certainly be heading the advertising department and also in any case her substitute would certainly be needed for the current duty that she is executing. The disadvantage of this choice is that outside hiring might bring about resentment from interior personnel who might be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Provided the competitive pressures as well as high top quality job required from the advertising agency, it is recommended that Lewis must permit the production system to be a different feature from the marketing device. Considering that a lot of advertising companies had these 2 features as different devices, it makes more feeling to adhere to the standard.

Integration of Marketing with Operations: Considering that Lewis is currently taking treatment of the advertising and marketing and procedures divisions concurrently; it makes feeling to incorporate the two features considering that she has been successfully taking treatment of both ends. The fact that Lewis has to adjust her monitoring style for the advertising division suggests that these two divisions would be culturally varied.


An evaluation of the three choices shows that combination of marketing and procedures would not be a practical relocation due to the large differences in between the 2 departments in spite of the reality that currently Lewis is managing both. While separation of the manufacturing feature might have been a favorable step for the advertising department, the fact that it would certainly imply positioning a third feature under Lewis's wing indicates this ought to be avoided.

Action Plan.

Lewis will take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Production function will certainly stay part of advertising and marketing under advertising function.

Lewis will certainly divide herself from operations.

An autonomous leadership style with employee empowerment will be made use of in marketing division.

Open door policy as well as focus on cross departmental interaction will certainly be aimed at removing dissonance.

Contingency plan.

If the combination does not exercise as intended, a backup strategy would adhere to which would certainly separate the production function from the advertising and marketing function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing function will most definitely be separated by putting it under an SVP production.