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


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

Background and Facts

Man For All Seasons Summary Reasoning From Multiple Moralities a workplace supplies retailer for little and moderate sized services has actually lately been involved in preparing for a merging with its competitor Home Deport, which has actually impacted performance levels in departmentswith the elderly supervisor associated with lawful complications put forth by the federal Profession Compensation. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With challenges in the type of a potential cultural adjustment and also reduced staff member morale, the company needs a full reengineering effort at the advertising department.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising division of Man For All Seasons Summary Reasoning From Multiple Moralities is raising uncertainty in the workplace bring about different challenges for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting calculated choices because Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Payment's intervention at the same time. Given the reality that the shop has a global visibility with branches in UK, USA, Canada and also Germany, political factors in each of these countries might be able to influence efficiency or tactical goals. Federal Trade Payment's antitrust fit versus the merger used up beneficial time of the organization's senior administration suggesting that 'political' factors can have major effects for a global business.

Economic Factors: Economic factors such as the appearance of small companies in the global scenario recommend that Man For All Seasons Summary Reasoning From Multiple Moralities is thriving in an atmosphere where there is prospective growth of companies. Truth that shop clients are mostly looking for workplace materials for house offices recommends that the market has a rising trend of business owners as well as home based services.

Social factors: Social patterns in the economic climate reveal that customers are seeking convenience along with eye-catching prices. Market research shows how the client for Man For All Seasons Summary Reasoning From Multiple Moralities does not have understanding regarding finding remedies which can use a combination of comfort as well as affordable.

Technological factors: Modern technology plays an important duty in Man For All Seasons Summary Reasoning From Multiple Moralities's service method especially as the organization is piloting Modern technology centers which would use modern technology sales as well as assistance in the type of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

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

Apprehensions about cultural adjustment: There is worry concerning a cultural modification that would certainly occur once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with a lot of the personnel already revealing discontent over this possible move. This anticipated modification has actually developed anxiety in the workplace which has actually been coupled with the previous stress and anxiety of preparing the company for a possible merger with Home Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is shortage of workers that can match the difficult environment of a busy organization. Not just does this bring about difficulty in discovering the ideal individuals, it places stress on new hires as can not stand up to the rate and stress that the organization anticipates them to birth.

Double Reporting Lines: Beginners find this business culture difficult as well as difficult to deal with specifically as dotted line relationships are implied to be weak in general as well as unbiased setup and also efficiency evaluation is still done by the strong line manager. This indicates that newbies could lose clarity regarding their respective duties as well as goals especially as populated line coverage does not keep them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had been hypothesized that the last would take Krasnow's setting came as a strike to her spirits. Lewis might have been qualified and also ideal for the work however the truth that Kransnow's separation would make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Anxiety and also instability can be identified as two major worries that Lewis would be taking care of particularly as the merger has now be terminated and two elderly execs of the advertising department would be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders who would not just supervise of brining concerning a cultural modification yet would certainly also need to verify herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's monitoring design and also its incompatibility with the advertising and marketing division's function can also be seen as an OB obstacle specifically as she has actually been made use of to dealing with concerns in the operations division where employees are educated to focus on procedures and obtain them. The marketing division on the other hand can be seen as a group of individuals who are made use of to being nurtured by Krasnow that focused much more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental arguments in between 3 divisions, marketing, merchandizing and procedures respectively over the allocation of the marketing mix can be determined as one more OB worry. Although the advertising division does not share the same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and also procedures divisions do not agree over the marketing mix appropriation among one another either.

Disintegration in Advertising And Marketing Department: Fragmentation between the marketing and advertising divisions can be determined as an additional OB problem which can need more attention. The reality that the advertising and marketing sections in the advertising department are detached is protecting against both departments from getting from each other's experience and also knowledge. Assimilation of advertising and marketing with merchandising and also procedures would become more difficult if the marketing division itself is disintegrated which can be an additional potential OB issue.

Man For All Seasons Summary Reasoning From Multiple Moralities Analysis

Various theories have been utilized to clarify the situations to obtain additional quality about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors think that staffs are easy and also lazy, have little passion as well as resist adjustment. The scenario at Man For All Seasons Summary Reasoning From Multiple Moralities is not entirely following Theory X, it can be seen that brand-new hires are finding this setting instead demanding which may at some point lead to a better inclination of the monitoring towards Concept X. Also while evaluating Lewis's monitoring style, theory X might have been ideal in the operations division to some degree but the Advertising department would certainly call for dependence on Theory Y in order to get the imagination and also creativity from the teams.

Tuckman's Synergy Theory: As far as Lewis's worry about bringing harmony between the advertising and marketing department is concerned, this would initially lead to contrast as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, throughout the first stage of team growth, people might not bond, as they are active discovering their area in the team. By integrating the advertising and marketing department's job, there may be the same first separate which might result in the 2nd stage of 'storming' where the teams challenge each other. However, it is just during the 3rd phase or 'norming' when they would certainly collaborate to share suggestions prior to the team can cause harmony in the 4th phase 'carrying out'.

Bridges' Shift Design: According To William Bridge's theory (appendix 4), people are fairly unpleasant with change, which is apparent by the situation at Man For All Seasons Summary Reasoning From Multiple Moralities The situation can be seen as a typical training course of life if is studied based on Bridge's theory where he describes that people experience 3 stages of shift when they experience change. 'Ending, losing as well as Letting go', The Neutral Area and 'The New Beginning' (Bridges, 2004). When people are presented with modification, they get in stage one therefore there might be feelings like sadness, unpredictability, disappointment, rage, concern, denial and also disorientation.The situation at the advertising and marketing division of Man For All Seasons Summary Reasoning From Multiple Moralities is comparable so Lewis can get comfortable with the suggestion that it is not phenomenal behavior. In the 2nd phase, there might be a requirement to connect the gap between the brand-new and also old culture so Lewis might need to encounter this challenge once Krasnow leaves. There might be reduced morale and low productivity at this stage which must not be taken as a setback. It is throughout this phase that Lewis will have to provide assistance to the department so that they can find an orientation. It can be seen how Krasnow has currently made this change simpler by making Lewis get involved in the division a year before his real separation. As per Bridges' Model, phase three will bring about visibility to knowing, High energy and dedication as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has talks about the relevance of 'protection requires as being a reduced level need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe and also out of risk' is at the 2nd level of needs. Before a staff member can be made to establish emotionally, he requires to have his 'Physiological 'and also 'Safety and security' needs met.

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

Effects of Analysis.

The OB analysis has checked out numerous theories to comprehend just how to manage the existing scenario handy. The following 3 options have been recommended to aid Lewis deal with the organizational obstacles in the advertising and marketing division. Each of these options has actually been proposed for relieving the transition needed to bring the marketing department according to the demands of the marketplace and for making the cultural adjustment that would follow once the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Production functions. Integration of Advertising And Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business advertising along with company and also retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing and also advertising and marketing functions.

The benefit of this technique is that it will certainly incorporate the two features while lowering the need for hiring an extra source for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising department as well as all the same her replacement would certainly be required for the current duty that she is doing. The disadvantage of this choice is that outside hiring may bring about animosity from internal personnel who may be considering the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Provided the affordable pressures and high quality job required from the advertising and marketing company, it is recommended that Lewis needs to allow the manufacturing system to be a different feature from the advertising and marketing system. Because many advertising and marketing companies had these two features as different systems, it makes more sense to comply with the norm.

Combination of Advertising And Marketing with Workflows: Since Lewis is already looking after the advertising and marketing as well as procedures divisions simultaneously; it makes good sense to integrate the two functions since she has actually been effectively taking care of both ends. The truth that the two departments already have significant differences over allowance of resources suggests that this integration might have the ability to cause consistency specifically as Lewis would certainly be heading both ends.However there are various drawbacks of this step especially as it would put excessive problem over Lewis's shoulders. The fact that Lewis needs to adapt her management design for the marketing department suggests that these two departments would be culturally varied. Lewis may not be able to use one type of leadership design to both departments which might result in ineffectiveness in either one of the 2 features.


An analysis of the three alternatives shows that integration of advertising and marketing as well as procedures would certainly not be a viable action due to the large differences between both departments despite the fact that presently Lewis is dealing with both. While separation of the manufacturing function might have been a beneficial relocation for the advertising division, the truth that it would certainly mean placing a third feature under Lewis's wing implies this need to be avoided. The combination of the advertising and marketing department is the most effective choice in terms of getting the optimal results from the division. An action plan for this alternative is discussed listed below.

Action Strategy.
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will certainly separate herself from procedures.

An autonomous leadership design with worker empowerment will be used in advertising division.

Open door plan as well as emphasis on cross departmental interaction will be targeted at eliminating discord.

Backup strategy.

If the combination does not exercise as intended, a contingency plan would certainly follow which would divide the production feature from the advertising function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising division without an SVP. In that case the manufacturing feature will certainly be separated by putting it under an SVP production.