Background and FactsManaging A Public Image Sophie Chen an office materials retailer for small and moderate sized organisations has actually just recently been associated with planning for a merging with its competitor Home Deport, which has actually impacted efficiency levels in departmentswith the elderly manager involved in legal problems presented by the government Profession Compensation. With the Advertising Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the near future. With difficulties in the type of a prospective cultural modification and reduced employee spirits, the organization needs a full reengineering effort at the advertising department.
The potential social modification at the advertising division of Managing A Public Image Sophie Chen is increasing uncertainty in the working environment causing numerous challenges for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis
Political Factors: Political factors play a significant function in influencing tactical choices given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Compensation's intervention while doing so. Offered the reality that the store has a global presence with branches in UK, USA, Canada and also Germany, political consider each of these nations may have the ability to impact efficiency or calculated objectives. Federal Trade Payment's antitrust fit versus the merging used up beneficial time of the company's elderly monitoring recommending that 'political' factors can have severe ramifications for an international organisation.
Economic Factors: Financial factors such as the emergence of small businesses in the worldwide scenario recommend that Managing A Public Image Sophie Chen is growing in a setting where there is potential development of services. Fact that shop clients are primarily looking for workplace products for house workplaces suggests that the market has an increasing pattern of entrepreneurs as well as residence based organisations.
Social factors: Social fads in the economic climate show that customers are trying to find comfort in addition to attractive costs. Marketing research shows how the client for Managing A Public Image Sophie Chen does not have awareness regarding finding services which can supply a combination of benefit and inexpensive.
Technological factors: Modern technology plays a crucial function in Managing A Public Image Sophie Chen's service approach particularly as the company is piloting Technology centers which would supply innovation sales and assistance in the type of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).
OB Issues and Manifestations.
Numerous underlying Organizational Behavior problems can be seen in Managing A Public Image Sophie Chen's case as highlighted in this area.
Concerns about social modification: There is uneasiness about a cultural change that would take place once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the staff members currently showing discontent over this possible move. This anticipated modification has actually created stress and anxiety in the work environment which has actually been combined with the past anxiety of preparing the company for a prospective merging with House Deport.
Demanding Job Environment for Newcomers: There is lack of employees that can match the stressful setting of a busy organization. Not just does this bring about trouble in locating the appropriate people, it places stress on brand-new hires as can not hold up against the rate as well as pressure that the company anticipates them to bear.
Double Coverage Lines: Newcomers find this business culture troublesome as well as tough to cope with especially as populated line partnerships are implied to be weaker as a whole and also unbiased setup and efficiency analysis is still done by the strong line manager. This indicates that beginners could lose clarity about their particular functions as well as purposes particularly as populated line reporting does not keep them in direct communication 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 guessed that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis might have been qualified and proper for the job but the reality that Kransnow's departure would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.
Fear & Work Instability: Anxiety and also insecurity can be determined as two significant issues that Lewis would be handling particularly as the merger has now be terminated and 2 senior executives of the advertising division would be leaving. The whole duty of the division would be dropping on Lewis's shoulders who would certainly not just supervise of brining concerning a cultural change yet would certainly additionally need to prove herself in her brand-new function.
Inappropriate Management Style of Leader: Lewis's administration style as well as its conflict with the marketing division's function can likewise be seen as an OB difficulty particularly as she has been utilized to taking care of issues in the procedures department where employees are educated to concentrate on procedures and also obtain them. The marketing division on the various other hand can be seen as a group of individuals that are utilized to being nurtured by Krasnow who focused more on output than procedures.
Interdepartmental Differences: Interdepartmental disagreements between three divisions, marketing, merchandizing and operations specifically over the allocation of the advertising and marketing mix can be determined as one more OB issue. The advertising division does not share the very same vision as the other 2 departments concerning the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and also procedures divisions do not agree over the marketing mix allotment among one another either.
Fragmentation in Advertising And Marketing Division: Fragmentation between the marketing and advertising divisions can be recognized as another OB problem which could need more focus. The reality that the advertising and marketing sections in the marketing division are separated is stopping both divisions from getting from each various other's experience and knowledge. Combination of advertising and marketing with retailing as well as procedures would certainly come to be harder if the advertising department itself is disintegrated which can be one more prospective OB problem.
Managing A Public Image Sophie Chen Analysis
Different theories have been used to describe the scenarios to obtain additional quality concerning the scenario handy.
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that staffs are passive as well as lazy, have little ambition as well as resist modification. The situation at Managing A Public Image Sophie Chen is not completely complying with Theory X, it can be seen that brand-new hires are discovering this environment rather demanding which might ultimately lead to a better inclination of the administration towards Theory X. Also while analyzing Lewis's monitoring style, theory X might have been ideal in the operations division to some degree but the Advertising department would certainly need reliance on Theory Y in order to obtain the creative thinking and also creativity from the groups.
Tuckman's Teamwork Concept: Regarding Lewis's concern concerning bringing consistency between the marketing and advertising department is concerned, this would at first result in contrast as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the preliminary stage of team advancement, individuals might not bond, as they are hectic discovering their area in the team. By integrating the marketing and advertising division's job, there may coincide first separate which could lead to the 2nd phase of 'storming' where the groups test one another. Nevertheless, it is only during the 3rd stage or 'norming' when they would certainly integrate to share ideas prior to the group can cause harmony in the fourth stage 'performing'.
Bridges' Transition Design: According To William Bridge's theory (appendix 4), individuals are quite uncomfortable with adjustment, which is obvious by the circumstance at Managing A Public Image Sophie Chen The scenario can be seen as a normal course of life if is examined based on Bridge's theory where he clarifies that people go through three phases of shift when they experience adjustment. 'Ending, losing as well as Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people exist with modification, they get in stage one therefore there may be emotions like despair, uncertainty, disappointment, anger, fear, rejection and disorientation.The circumstance at the advertising and marketing department of Managing A Public Image Sophie Chen is similar so Lewis can obtain comfy with the suggestion that it is not amazing habits. In the second stage, there might be a need to link the gap in between the new as well as old culture so Lewis might need to face this ordeal once Krasnow leaves. There may be reduced spirits and low productivity at this stage which must not be taken as a setback. It is during this stage that Lewis will certainly need to provide assistance to the division to ensure that they can discover a sense of direction. It can be seen just how Krasnow has actually already made this change much easier by making Lewis get involved in the department a year before his real departure. As per Bridges' Design, phase three will certainly cause visibility to understanding, High power as well as dedication as individuals will welcome the change (Bridges, 2004).
Maslow's Need hierarchy: The OB problem pertaining to instability at the workplace has actually been set off first of all by the change in management and second of all by the fact that the merging will certainly no more be started. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has goes over the importance of 'protection requires as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to feel safe and secure and also untouched' goes to the 2nd degree of demands. Before a staff member can be made to establish emotionally, he needs to have his 'Physical 'as well as 'Safety and security' needs fulfilled. This suggests that unless the personnel are made to really feel protected about their existing employment condition in Managing A Public Image Sophie Chen they may not get to 'Self-Fulfillment'. (King, 2009).
SWOT Analysis for Managing A Public Image Sophie Chen Case Study
Implication of Analysis.
The OB analysis has actually looked at various concepts to understand how to deal with the current circumstance at hand. The adhering to three options have actually been recommended to help Lewis take care of the business difficulties in the advertising and marketing division. Each of these options has been suggested for easing the change required to bring the advertising department according to the demands of the market and for making the cultural adjustment that would follow as soon as the present leader leaves.
Combination of marketing and advertising functions. Dividing Adverting and also Production features. Assimilation of Marketing with Operations.
Examination of Alternatives.
Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business advertising and marketing along with agency as well as retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both marketing and also advertising features.
The benefit of this technique is that it will certainly incorporate both functions while lowering the demand for hiring an added resource for marketing. Lewis would be heading the marketing department as well as in any case her replacement would certainly be required for the current duty that she is doing. The negative aspect of this choice is that outside hiring may bring about animosity from interior workers that might be considering the position of EVP after Lewis takes over Krasnow's position.
Dividing Adverting and Production: Given the competitive stress and also high quality work needed from the marketing firm, it is advised that Lewis should allow the manufacturing system to be a different feature from the advertising device. Because a lot of marketing agencies had these two features as different devices, it makes more feeling to adhere to the standard.
Integration of Marketing with Operations: Because Lewis is already looking after the advertising as well as operations divisions simultaneously; it makes sense to incorporate both functions considering that she has been effectively taking care of both ends. The fact that the two divisions already have major distinctions over allocation of resources suggests that this combination might have the ability to produce harmony particularly as Lewis would be heading both ends.However there are various downsides of this action especially as it would put too much worry over Lewis's shoulders. The fact that Lewis has to adapt her management style for the advertising department recommends that these 2 divisions would be culturally diverse. Along with this, Lewis may not have the ability to use one sort of leadership design to both departments which might cause inefficiency in either among both features.
An analysis of the 3 options indicates that assimilation of advertising and also procedures would not be a practical relocation due to the vast distinctions in between the two departments regardless of the truth that presently Lewis is managing both. While splitting up of the production function might have been a beneficial move for the advertising and marketing division, the fact that it would certainly imply positioning a third function under Lewis's wing indicates this ought to be avoided.
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.
Advertising and Marketing features would be merged.
Judith Shapiro will be hired to take Lewis's location as SVP of advertising and marketing.
Production function will continue to be part of advertising and marketing under marketing function.
Lewis will separate herself from procedures.
A democratic leadership design with employee empowerment will be utilized in advertising and marketing division.
Open up door plan and also emphasis on cross department communication will certainly be targeted at eliminating discord.
If the combination does not exercise as prepared, a backup strategy would certainly follow which would divide the production feature from the marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising department without an SVP. In that case the production function will absolutely be divided by placing it under an SVP manufacturing.