Managing A Public Image Sophie Chen Case Study Analysis


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Background and Facts

Managing A Public Image Sophie Chen an office materials store for small and medium sized organisations has just recently been involved in preparing for a merging with its competitor Residence Deport, which has actually influenced efficiency degrees in departmentswith the elderly supervisor associated with lawful difficulties presented by the federal Profession Payment. With the Marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With difficulties in the kind of a prospective social adjustment and also reduced staff member morale, the organization is in need of a complete reengineering initiative at the marketing department.

Trouble Declaration

The possible cultural adjustment at the advertising and marketing division of Managing A Public Image Sophie Chen is raising uncertainty in the working environment resulting in different difficulties for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing tactical decisions since Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Profession Commission's intervention while doing so. Provided the truth that the store has a worldwide presence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations may be able to impact performance or strategic goals. Federal Profession Payment's antitrust fit against the merger used up valuable time of the organization's elderly monitoring suggesting that 'political' factors can have severe ramifications for a global company.

Economic Factors: Financial factors such as the development of local business in the global situation recommend that Managing A Public Image Sophie Chen is growing in an environment where there is potential growth of organisations. Truth that store consumers are mostly looking for office materials for house offices suggests that the market has an increasing pattern of entrepreneurs and home based services.

Social factors: Social fads in the economic situation show that clients are seeking convenience as well as appealing costs. Marketing research shows how the client for Managing A Public Image Sophie Chen lacks recognition about locating services which can supply a combination of convenience and low costs.

Technological factors: Technology plays an important role in Managing A Public Image Sophie Chen's organisation technique specifically as the company is piloting Innovation centers which would supply innovation sales and also support in the type of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Business Habits problems can be seen in Managing A Public Image Sophie Chen's case as highlighted in this area.

Apprehensions regarding cultural change: There is worry regarding a cultural change that would take place once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with a lot of the personnel already showing unhappiness over this possible relocation. This anticipated change has actually created anxiety in the office which has actually been combined with the previous stress of preparing the firm for a potential merging with Residence Deport.

Stressful Task Environment for Newcomers: There is lack of personnel that can match the demanding environment of a hectic company. Not only does this lead to trouble in locating the appropriate people, it puts stress on new hires as can not hold up against the speed as well as stress that the company expects them to birth.

Double Coverage Lines: Novices find this business society difficult and also tough to deal with specifically as dotted line relationships are meant to be weak generally and also unbiased setting and performance evaluation is still done by the strong line manager. This indicates that beginners might shed quality about their respective functions as well as purposes particularly as dotted 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 follower instead of Bridget Coles although it had been speculated that the last would take Krasnow's placement came as a strike to her morale. Lewis may have been qualified as well as appropriate for the job yet the reality that Kransnow's separation would make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Fear & Task Instability: Anxiety and also instability can be identified as 2 major issues that Lewis would be managing particularly as the merging has currently be terminated as well as 2 senior executives of the advertising and marketing department would certainly be leaving. The whole duty of the division would be dropping on Lewis's shoulders who would certainly not simply supervise of brining concerning a social adjustment yet would additionally have to prove herself in her brand-new role.

Inappropriate Management Design of Leader: Lewis's management style and also its conflict with the advertising department's duty can additionally be seen as an OB difficulty especially as she has been made use of to managing concerns in the operations division where personnel are instructed to concentrate on procedures and also obtain them. The marketing department on the other hand can be viewed as a group of people that are made use of to being supported by Krasnow that concentrated extra on output than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 divisions, advertising and marketing, merchandizing and also operations respectively over the allocation of the advertising mix can be determined as another OB issue. The advertising division does not share the exact same vision as the other two divisions regarding the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allotment among one an additional either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing departments can be identified as one more OB problem which could need more focus. The reality that the advertising and marketing sections in the advertising and marketing division are separated is avoiding both divisions from obtaining from each other's experience and also proficiency. Integration of advertising with merchandising and procedures would certainly end up being harder if the advertising and marketing division itself is broken down which can be another potential OB issue.

Managing A Public Image Sophie Chen Analysis

Different concepts have actually been made use of to discuss the situations to get further quality regarding the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers believe that subordinates are passive and also careless, have little aspiration as well as resist change. The scenario at Managing A Public Image Sophie Chen is not totally complying with Concept X, it can be seen that brand-new hires are finding this setting rather demanding which might at some point lead to a greater disposition of the administration in the direction of Concept X. Also while assessing Lewis's monitoring design, theory X might have been appropriate in the procedures department to some degree but the Advertising department would call for dependence on Theory Y in order to obtain the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's issue regarding bringing harmony in between the advertising and marketing as well as marketing department is worried, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Team effort Theory'. By incorporating the advertising and marketing and also advertising and marketing division's job, there may be the very same initial disconnect which could lead to the 2nd stage of 'storming' where the groups challenge one an additional.

When individuals are provided with modification, they enter stage one and also so there may be emotions like unhappiness, unpredictability, stress, temper, worry, rejection and also disorientation.The scenario at the marketing department of Managing A Public Image Sophie Chen is comparable so Lewis can get comfy with the suggestion that it is not remarkable actions. It is during this phase that Lewis will have to offer guidance to the division so that they can locate a sense of instructions. It can be seen exactly how Krasnow has currently made this change easier by making Lewis get entailed in the department a year prior to his actual departure.

Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has talks about the significance of 'safety and security needs as being a lower level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe as well as out of danger' is at the 2nd degree of needs. Before an employee can be made to develop mentally, he requires to have his 'Physiological 'and 'Safety and security' requires satisfied.

SWOT Analysis for Managing A Public Image Sophie Chen Case Study

Ramification of Analysis.

The OB analysis has taken a look at numerous theories to comprehend just how to manage the present scenario handy. The complying with three choices have been suggested to assist Lewis manage the business obstacles in the advertising and marketing department. Each of these choices has been suggested for reducing the change required to bring the marketing division according to the needs of the market as well as for making the cultural change that would certainly adhere to as soon as the present leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and Production features. Assimilation of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merger days has knowledge in business-to-business advertising along with firm and retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both marketing as well as marketing functions.

The benefit of this technique is that it will certainly incorporate both functions while minimizing the requirement for hiring an extra resource for advertising and marketing. Lewis would be heading the advertising division and in any case her replacement would certainly be needed for the present role that she is doing. The negative aspect of this alternative is that external hiring might produce animosity from interior personnel that may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Given the competitive stress and also premium quality work needed from the ad agency, it is advised that Lewis ought to enable the production device to be a separate function from the advertising and marketing device. Because a lot of advertising agencies had these two features as separate units, it makes even more feeling to comply with the norm. In addition to this, both functions might have the ability to focus on their core activates a lot more effectively. The downside of this technique would certainly be that additional expenses would certainly have to be birthed for establishing up separate production features. In addition to this, a manufacturing head might have to be worked with which might boost expenses for the company.

Combination of Advertising And Marketing with Operations: Because Lewis is currently taking treatment of the advertising as well as procedures departments simultaneously; it makes feeling to integrate the 2 functions considering that she has actually been effectively taking care of both ends. The fact that Lewis has to adapt her management style for the advertising and marketing division recommends that these two departments would be culturally diverse.


An analysis of the three choices suggests that integration of marketing as well as operations would not be a viable action due to the substantial distinctions in between both divisions despite the fact that currently Lewis is dealing with both. While splitting up of the manufacturing function might have been a favorable relocation for the advertising and marketing department, the truth that it would certainly mean placing a third feature under Lewis's wing indicates this must be avoided as well. The assimilation of the advertising and marketing division is the most effective alternative in regards to obtaining the ideal results from the division. An activity plan for this option is gone over below.

Activity Strategy.

Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

Production function will certainly continue to be part of advertising under advertising and marketing feature.

Lewis will divide herself from operations.

A democratic management design with worker empowerment will be used in marketing division.

Open door plan and emphasis on cross departmental interaction will be focused on removing disharmony.

Contingency plan.

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