Paramount Distributing Inc The Popcorn Predicament Case Study Analysis


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Paramount Distributing Inc The Popcorn Predicament Case Study Help

Background and Facts

Paramount Distributing Inc The Popcorn Predicament an office materials merchant for small and also moderate sized services has actually lately been involved in preparing for a merger with its rival Home Deport, which has actually influenced performance degrees in departmentswith the senior manager involved in legal issues presented by the federal Profession Commission. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the near future. With challenges in the form of a potential cultural adjustment as well as low staff member morale, the organization wants a complete reengineering effort at the advertising and marketing division.

Problem Declaration

The potential cultural adjustment at the marketing department of Paramount Distributing Inc The Popcorn Predicament is boosting uncertainty in the workplace causing different challenges 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 significant function in affecting tactical choices because Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Trade Payment's intervention while doing so. Offered the truth that the shop has a global existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries might have the ability to affect efficiency or critical goals. Federal Profession Commission's antitrust suit versus the merger used up valuable time of the company's elderly administration recommending that 'political' factors can have serious implications for a global business.

Economic Factors: Economic factors such as the introduction of small businesses in the international circumstance suggest that Paramount Distributing Inc The Popcorn Predicament is thriving in an environment where there is prospective growth of organisations. Along with this, truth that store customers are mainly seeking workplace materials for office suggests that the marketplace has an increasing trend of entrepreneurs as well as home companies.

Social factors: Social fads in the economic situation reveal that clients are seeking ease as well as attractive prices. Market research demonstrates how the customer for Paramount Distributing Inc The Popcorn Predicament lacks awareness regarding locating services which can supply a combination of convenience and also inexpensive.

Technological factors: Technology plays an essential duty in Paramount Distributing Inc The Popcorn Predicament's service strategy especially as the organization is piloting Modern technology centers which would certainly supply technology sales as well as assistance in the kind of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues and Effects.

Several underlying Organizational Actions issues can be seen in Paramount Distributing Inc The Popcorn Predicament's case as highlighted in this area.

Concerns about cultural adjustment: There is worry concerning a social change that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the employee already revealing discontent over this possible relocation. This expected adjustment has created stress in the workplace which has actually been coupled with the past anxiety of preparing the firm for a potential merger with Home Deport.

Demanding Work Atmosphere for Newcomers: There is shortage of personnel that can match the difficult environment of a fast-paced company. Not only does this result in difficulty in finding the best individuals, it puts tension on brand-new hires as can not stand up to the speed as well as pressure that the company expects them to bear.

Twin Coverage Lines: Beginners discover this business society difficult as well as tough to deal with specifically as populated line partnerships are meant to be weaker in general and unbiased setting and also efficiency examination is still done by the strong line manager. This means that newbies can shed clarity about their corresponding functions and also objectives specifically as dotted line reporting does not keep them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's position came as a blow to her morale. Lewis may have been capable and also suitable for the task but the truth that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Work Instability: Fear as well as insecurity can be recognized as 2 significant concerns that Lewis would certainly be dealing with especially as the merging has actually currently be cancelled as well as two elderly execs of the marketing department would be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders who would not simply be in charge of brining about a cultural adjustment but would likewise need to confirm herself in her new duty.

Incompatible Administration Style of Leader: Lewis's monitoring style and its conflict with the marketing division's duty can also be seen as an OB obstacle specifically as she has been used to taking care of issues in the operations division where personnel are instructed to concentrate on processes and also obtain them right. The advertising division on the other hand can be seen as a team of individuals that are utilized to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Disputes: Interdepartmental disputes between 3 divisions, marketing, merchandizing as well as operations specifically over the allotment of the advertising mix can be recognized as one more OB concern. Although the advertising department does not share the same vision as the various other two departments relating to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and operations departments do not agree over the advertising mix allowance among each other either.

Disintegration in Advertising And Marketing Division: Fragmentation between the advertising and marketing divisions can be determined as another OB issue which could need additional attention. The fact that the advertising and marketing sections in the advertising department are detached is stopping both divisions from gaining from each various other's experience and also knowledge. Combination of advertising with merchandising and also procedures would certainly end up being harder if the marketing department itself is disintegrated which can be an additional potential OB issue.

Paramount Distributing Inc The Popcorn Predicament Analysis

Numerous theories have been made use of to describe the circumstances to get further clarity about the circumstance available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that juniors are passive and also careless, have little ambition and resist modification. The situation at Paramount Distributing Inc The Popcorn Predicament is not entirely complying with Concept X, it can be seen that brand-new hires are discovering this environment rather stressful which might eventually lead to a better disposition of the administration in the direction of Theory X. Also while evaluating Lewis's management style, theory X might have been appropriate in the operations department to some level but the Marketing department would need dependence on Theory Y in order to obtain the imagination and also originality from the teams.

Tuckman's Synergy Concept: As much as Lewis's problem about bringing harmony in between the advertising and advertising division is worried, this would initially lead to clash as discussed by Bruce Tuckman in his 'Synergy Theory'. By integrating the marketing and advertising and marketing department's work, there might be the very same preliminary disconnect which might lead to the 2nd stage of 'storming' where the groups challenge one another.

When people are presented with adjustment, they enter phase one and also so there might be feelings like unhappiness, unpredictability, aggravation, anger, worry, rejection as well as disorientation.The scenario at the advertising division of Paramount Distributing Inc The Popcorn Predicament is similar so Lewis can get comfy with the idea that it is not phenomenal actions. It is during this stage that Lewis will have to offer support to the division so that they can locate a feeling of direction. It can be seen exactly how Krasnow has actually already made this shift much easier by making Lewis get involved in the department a year before his actual departure.

Maslow's Demand hierarchy: The OB problem pertaining to insecurity at the workplace has been activated firstly by the adjustment in administration and also second of all by the fact that the merging will no more be launched. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the relevance of 'safety and security requires as being a lower level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel protected and untouched' goes to the 2nd level of demands. Prior to an employee can be made to establish psychologically, he needs to have his 'Physical 'as well as 'Safety and security' needs fulfilled. This shows that unless the workers are made to really feel protected concerning their existing work condition in Paramount Distributing Inc The Popcorn Predicament they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Paramount Distributing Inc The Popcorn Predicament Case Study

Effects of Analysis.

The OB analysis has actually looked at different theories to comprehend just how to deal with the present circumstance available. The following three choices have been proposed to aid Lewis take care of the organizational challenges in the advertising and marketing division. Each of these choices has actually been proposed for easing the change needed to bring the advertising and marketing division in line with the demands of the marketplace and for making the cultural change that would certainly adhere to when the existing leader leaves.

Combination of marketing and advertising functions. Separating Adverting and Manufacturing functions. Integration of Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has knowledge in business-to-business advertising along with company as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both marketing as well as marketing features.

The advantage of this approach is that it will integrate both features while lowering the requirement for employing an added source for advertising. Lewis would be heading the advertising and marketing department and in any type of case her replacement would certainly be needed for the existing function that she is executing. The drawback of this choice is that external hiring might produce animosity from internal employees that might be looking at the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the competitive stress and also excellent quality job required from the ad agency, it is recommended that Lewis ought to permit the manufacturing unit to be a different feature from the advertising device. Considering that most advertising agencies had these two features as separate units, it makes more sense to follow the norm. Along with this, both features might have the ability to concentrate on their core triggers a lot more successfully. Nevertheless, the drawback of this technique would be that additional expenses would certainly need to be birthed for establishing different production functions. A manufacturing head may have to be employed which might increase overheads for the company.

Combination of Marketing with Operations: Considering that Lewis is already taking treatment of the advertising and marketing as well as operations departments concurrently; it makes sense to integrate the 2 features given that she has been effectively taking care of both ends. The truth that Lewis has to adjust her administration design for the advertising and marketing department recommends that these 2 divisions would certainly be culturally varied.


An analysis of the three options indicates that combination of advertising and marketing and procedures would not be a possible step due to the vast distinctions in between the two departments despite the truth that presently Lewis is taking care of both. While splitting up of the production function might have been a desirable step for the marketing department, the reality that it would certainly suggest putting a 3rd feature under Lewis's wing indicates this need to be stayed clear of.

Action Strategy.

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

Marketing and advertising features would be combined.

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

Production feature will continue to be component of advertising and marketing under marketing feature.

Lewis will divide herself from operations.

An autonomous management style with staff member empowerment will be made use of in advertising division.

Open door policy and focus on cross departmental communication will certainly be aimed at getting rid of discord.

Contingency strategy.

If the combination does not work out as prepared, a contingency plan would certainly adhere to which would certainly divide the production feature from the advertising feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing department without an SVP. Because case the production function will definitely be separated by placing it under an SVP production.