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National Culture And Management Case Study Solution

Background and Facts

National Culture And Management a workplace supplies merchant for tiny and also average sized services has recently been associated with planning for a merging with its competitor Home Deport, which has actually impacted effectiveness levels in departmentswith the elderly supervisor associated with lawful difficulties presented by the federal Profession Compensation. With the Advertising Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With obstacles in the form of a possible social change and low employee spirits, the company wants a complete reengineering effort at the advertising and marketing division.

Issue Declaration

The prospective cultural change at the advertising and marketing division of National Culture And Management is enhancing unpredictability in the working environment resulting in various obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical choices because Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's intervention while doing so. Offered the reality that the store has a global existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries might be able to affect efficiency or strategic goals. Federal Trade Payment's antitrust fit against the merging took up important time of the company's elderly administration recommending that 'political' factors can have severe implications for a global service.

Economic Factors: Economic factors such as the development of small businesses in the international situation recommend that National Culture And Management is prospering in a setting where there is prospective development of organisations. In addition to this, reality that shop consumers are mainly seeking office materials for home offices suggests that the market has an increasing trend of entrepreneurs and also home businesses.

Social factors: Social fads in the economy reveal that customers are searching for ease along with attractive prices. Market research shows how the customer for National Culture And Management does not have awareness regarding locating remedies which can provide a mix of benefit as well as low costs.

Technical factors: Modern technology plays a vital role in National Culture And Management's service method particularly as the company is piloting Innovation centers which would offer modern technology sales and also support in the kind of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Behavior concerns can be seen in National Culture And Management's case as highlighted in this area.

Apprehensions regarding social change: There is concern regarding a social change that would take place when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with the majority of the staff members currently revealing unhappiness over this potential relocation. This predicted modification has actually developed stress and anxiety in the workplace which has actually been combined with the previous stress of preparing the company for a prospective merger with Home Deport.

Demanding Job Atmosphere for Newcomers: There is shortage of workers that can match the demanding environment of a busy company. Not only does this lead to trouble in discovering the appropriate individuals, it puts tension on new hires as can not withstand the pace as well as stress that the company expects them to birth.

Double Coverage Lines: Newbies find this business culture difficult and difficult to manage especially as populated line relationships are implied to be weak in general and unbiased setup as well as efficiency assessment is still done by the solid line supervisor. This suggests that newcomers could lose clarity regarding their corresponding duties as well as objectives specifically as populated line coverage does not maintain them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and also ideal for the task however the truth that Kransnow's separation would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Fear & Job Instability: Concern and also instability can be determined as two significant issues that Lewis would be handling particularly as the merger has now be cancelled as well as 2 elderly executives of the marketing division would certainly be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders who would not simply be in charge of brining regarding a social change however would certainly additionally need to confirm herself in her new function.

Incompatible Management Design of Leader: Lewis's monitoring design as well as its conflict with the advertising and marketing department's role can likewise be seen as an OB obstacle especially as she has actually been utilized to taking care of concerns in the operations division where personnel are educated to concentrate on processes and obtain them. The advertising division on the other hand can be seen as a group of people that are utilized to being supported by Krasnow who concentrated more on result than processes.

Interdepartmental Differences: Interdepartmental differences between three departments, advertising, merchandizing and also procedures respectively over the allocation of the advertising and marketing mix can be recognized as an additional OB issue. Although the advertising and marketing division does not share the exact same vision as the other two departments concerning 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 Marketing Division: Disintegration between the marketing and advertising divisions can be identified as an additional OB issue which might require more focus. The fact that the marketing and advertising areas in the advertising division are detached is avoiding both departments from acquiring from each other's experience and competence. Assimilation of advertising and marketing with retailing as well as operations would become harder if the advertising division itself is broken down which can be another prospective OB problem.

National Culture And Management Analysis

Different theories have actually been utilized to explain the situations to get further quality concerning the circumstance handy.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that staffs are easy and careless, have little ambition as well as stand up to adjustment. The tough version of this theory stressed threat, tight controls, hazards as well as penalties. Gradually it produces low productivity, subtle sabotage and rivalry (Bargain, 2003). The circumstance at National Culture And Management is not entirely complying with Concept X, it can be seen that brand-new hires are finding this atmosphere rather difficult which may ultimately lead to a greater inclination of the monitoring in the direction of Concept X. As per McGregor's promoted sight, which he called Theory Y, the crucial job of the management is to arrange business problems so that people can attain their own goals best by routing their efforts in the direction of organizational benefits. If people discover no fulfillment in their work, the monitoring would have little choice however to count on theory X and also exterior control (Deal, 2003). Even while examining Lewis's monitoring design, theory X might have been suitable in the operations department to some extent but the Marketing department would certainly need reliance on Concept Y to get the creativity and creativity from the teams.

Tuckman's Team effort Concept: Regarding Lewis's concern concerning bringing consistency in between the advertising and marketing department is concerned, this would at first bring about conflict as gone over by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, during the first stage of team development, individuals may not bond, as they are busy finding their location in the team. By incorporating the marketing and advertising division's job, there might be the same first separate which can cause the 2nd phase of 'storming' where the groups test one another. However, it is just throughout the third stage or 'norming' when they would certainly collaborate to share suggestions before the group can bring about harmony in the fourth stage 'doing'.

When individuals are provided with change, they get in phase one and also so there might be feelings like sadness, unpredictability, stress, anger, worry, denial and also disorientation.The scenario at the advertising division of National Culture And Management is similar so Lewis can get comfy with the idea that it is not remarkable actions. It is throughout this phase that Lewis will have to offer support to the department so that they can find a sense of direction. It can be seen just how Krasnow has already made this change simpler by making Lewis obtain included in the department a year prior to his real separation.

Maslow's Requirement power structure: The OB problem pertaining to instability at the workplace has actually been triggered to start with by the adjustment in management and second of all by the truth that the merging will no more be started. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the value of 'safety needs as being a reduced degree need of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to feel protected and also out of danger' goes to the 2nd degree of demands. Before an employee can be made to create emotionally, he requires to have his 'Physiological 'as well as 'Safety and security' requires satisfied. This shows that unless the personnel are made to really feel safe regarding their present work status in National Culture And Management they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for National Culture And Management Case Study



Ramification of Analysis.

The OB analysis has actually looked at various theories to recognize just how to cope with the present scenario handy. The complying with three choices have actually been proposed to aid Lewis take care of the organizational challenges in the advertising and marketing division. Each of these options has actually been recommended for alleviating the shift needed to bring the advertising and marketing division according to the demands of the market and for making the social adjustment that would certainly follow once the current leader leaves.

Assimilation of advertising and marketing features. Separating Adverting as well as Manufacturing functions. Assimilation of Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has expertise in business-to-business marketing along with firm and also retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing as well as advertising and marketing features.

The benefit of this technique is that it will integrate both features while lowering the requirement for employing an added source for advertising and marketing. Lewis would be heading the advertising division and in any kind of case her replacement would be needed for the current role that she is doing. The drawback of this option is that external hiring might produce bitterness from interior personnel who might be looking at the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the affordable pressures and also excellent quality work required from the advertising agency, it is recommended that Lewis needs to enable the manufacturing device to be a separate function from the marketing unit. Given that a lot of ad agency had these two features as different systems, it makes more sense to comply with the norm. Both functions might be able to focus on their core turns on extra effectively. The downside of this strategy would certainly be that extra expenses would have to be borne for setting up separate production functions. A production head may have to be worked with which might raise overheads for the organization.

Combination of Marketing with Procedures: Given that Lewis is already taking care of the advertising and also procedures divisions all at once; it makes feeling to incorporate the two features given that she has been effectively taking treatment of both ends. The truth that Lewis has to adapt her management design for the marketing department suggests that these two departments would certainly be culturally varied.

Referral.



An assessment of the three options shows that integration of marketing and procedures would certainly not be a viable move due to the huge distinctions between the two divisions despite the reality that presently Lewis is handling both. While separation of the production feature may have been a beneficial step for the advertising and marketing department, the fact that it would imply placing a third feature under Lewis's wing suggests this need to be prevented.

Action Strategy.

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

Marketing and advertising functions would be combined.

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

Production function will remain component of marketing under marketing feature.

Lewis will divide herself from procedures.

An autonomous leadership style with staff member empowerment will be used in marketing division.

Open up door policy and emphasis on cross department interaction will be focused on eliminating dissonance.

Backup strategy.

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