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Peter Woodson A Case Study Analysis

Background and Facts

Peter Woodson A a workplace materials retailer for tiny as well as moderate sized services has recently been associated with preparing for a merger with its rival Home Deport, which has influenced performance levels in departmentswith the elderly supervisor associated with lawful problems put forth by the government Trade Commission. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With difficulties in the type of a potential cultural change as well as low employee spirits, the company wants a complete reengineering initiative at the marketing division.

Problem Statement

The prospective social adjustment at the advertising and marketing division of Peter Woodson A is raising unpredictability in the workplace leading to various difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting calculated choices because Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's treatment in the process. Provided the reality that the store has a global presence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations might have the ability to impact efficiency or critical goals. Federal Profession Compensation's antitrust suit versus the merger occupied useful time of the company's elderly management recommending that 'political' factors can have major implications for a global business.

Economic Factors: Financial factors such as the emergence of small businesses in the global circumstance suggest that Peter Woodson A is thriving in an atmosphere where there is potential growth of services. Fact that store consumers are mostly looking for office products for home offices recommends that the market has a climbing fad of business owners as well as home based services.

Social factors: Social patterns in the economic climate show that customers are searching for ease in addition to eye-catching costs. Marketing research shows how the consumer for Peter Woodson A does not have understanding concerning locating services which can supply a mix of comfort and also affordable.

Technological factors: Technology plays an essential duty in Peter Woodson A's service method particularly as the company is piloting Innovation centers which would certainly offer technology sales and support in the form of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Business Actions issues can be seen in Peter Woodson A's case as highlighted in this section.

Concerns regarding cultural modification: There is worry regarding a social change that would certainly occur as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with the majority of the personnel currently revealing unhappiness over this potential step. This anticipated modification has created stress in the work environment which has actually been coupled with the past tension of preparing the firm for a prospective merger with Residence Deport.

Stressful Work Setting for Newcomers: There is shortage of personnel that can match the difficult atmosphere of a busy organization. Not just does this result in trouble in discovering the best people, it places stress on new hires as can not withstand the rate as well as stress that the company anticipates them to bear.

Twin Coverage Lines: Novices locate this organizational society troublesome and tough to cope with specifically as populated line relationships are meant to be weaker generally and unbiased setting and performance assessment is still done by the solid line manager. This means that novices can lose clarity concerning their corresponding roles as well as objectives specifically as dotted line coverage does not maintain them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles even though it had been guessed that the last would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and also appropriate for the task yet the fact that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Anxiety as well as instability can be determined as two significant concerns that Lewis would certainly be handling especially as the merger has actually now be terminated and also two senior execs of the advertising department would be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a cultural modification but would certainly likewise have to verify herself in her new role.

Inappropriate Management Design of Leader: Lewis's administration design as well as its conflict with the advertising and marketing division's duty can also be viewed as an OB obstacle particularly as she has been made use of to managing problems in the procedures division where workers are taught to concentrate on procedures as well as obtain them right. The advertising and marketing division on the various other hand can be seen as a team of people who are utilized to being supported by Krasnow who focused more on result than procedures.

Interdepartmental Disputes: Interdepartmental disagreements between three divisions, advertising, merchandizing as well as procedures respectively over the allocation of the advertising mix can be recognized as another OB problem. The marketing department does not share the very same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also procedures departments do not agree over the marketing mix allotment amongst one an additional either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be identified as another OB concern which could require further focus. The fact that the marketing and advertising sections in the advertising and marketing department are disconnected is preventing both departments from getting from each various other's experience and also experience. Assimilation of advertising and marketing with retailing and also procedures would certainly become harder if the advertising and marketing department itself is disintegrated which can be another potential OB worry.

Peter Woodson A Analysis

Various concepts have been utilized to describe the conditions to get further clearness regarding the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that juniors are easy and also careless, have little aspiration and withstand change. The circumstance at Peter Woodson A is not completely adhering to Theory X, it can be seen that new hires are finding this atmosphere rather stressful which might eventually lead to a higher disposition of the administration in the direction of Theory X. Also while examining Lewis's administration style, concept X might have been suitable in the operations division to some degree but the Marketing division would certainly need dependence on Theory Y in order to get the creative thinking and also creativity from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's concern concerning bringing consistency in between the advertising and marketing department is worried, this would at first lead to clash as talked about by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, throughout the preliminary stage of group development, people may not bond, as they are hectic finding their area in the group. By incorporating the marketing and advertising department's work, there might coincide preliminary detach which can lead to the second phase of 'storming' where the groups test one another. It is only throughout the 3rd phase or 'norming' when they would certainly come together to share suggestions prior to the team can bring around synergy in the 4th phase 'doing'.

Bridges' Change Model: According To William Bridge's concept (appendix 4), people are rather uneasy with adjustment, which is evident by the scenario at Peter Woodson A The scenario can be viewed as a typical course of life if is researched based on Bridge's concept where he explains that people undergo 3 stages of change when they experience change. 'End, losing and Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they go into phase one and so there may be emotions like despair, unpredictability, disappointment, rage, anxiety, denial and disorientation.The situation at the marketing division of Peter Woodson A is similar so Lewis can get comfy with the concept that it is not remarkable actions. In the second phase, there may be a demand to link the space between the new as well as old society so Lewis may need to face this challenge as soon as Krasnow leaves. There may be low morale and low performance at this stage which need to not be taken as a trouble. It is during this phase that Lewis will need to offer support to the department so that they can discover an orientation. It can be seen how Krasnow has currently made this shift less complicated by making Lewis obtain involved in the department a year before his real separation. As per Bridges' Version, stage three will bring about visibility to knowing, High power as well as commitment as individuals will certainly accept the change (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has talks about the significance of 'safety needs as being a lower degree need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected and also out of threat' is at the 2nd level of needs. Prior to an employee can be made to develop mentally, he needs to have his 'Physical 'and 'Safety' requires met.

SWOT Analysis for Peter Woodson A Case Study



Ramification of Analysis.

The OB analysis has actually taken a look at numerous theories to recognize how to deal with the existing scenario handy. The adhering to three alternatives have been recommended to aid Lewis take care of the business difficulties in the advertising and marketing division. Each of these options has been recommended for alleviating the transition needed to bring the advertising and marketing department in line with the needs of the market and also for making the cultural modification that would comply with when the existing leader leaves.

Combination of marketing and advertising functions. Dividing Adverting as well as Manufacturing features. Combination of Advertising with Procedures.

Assessment of Alternatives.

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

The advantage of this approach is that it will certainly integrate the two features while decreasing the requirement for employing an added source for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising division and also regardless her replacement would be needed for the current function that she is executing. The downside of this alternative is that exterior hiring might bring about animosity from interior workers who might be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Provided the affordable pressures and high quality job called for from the advertising and marketing company, it is recommended that Lewis should enable the manufacturing unit to be a separate feature from the advertising unit. Considering that most marketing agencies had these 2 features as separate systems, it makes more feeling to comply with the norm.

Integration of Marketing with Workflows: Because Lewis is currently taking treatment of the advertising and operations divisions all at once; it makes feeling to integrate the two features considering that she has actually been effectively taking treatment of both ends. The fact that Lewis has to adapt her monitoring style for the advertising and marketing department suggests that these 2 divisions would certainly be culturally varied.

Suggestion.



An analysis of the 3 alternatives indicates that combination of advertising and marketing and also procedures would certainly not be a feasible relocation due to the vast differences in between the 2 departments despite the fact that presently Lewis is managing both. While splitting up of the production feature might have been a beneficial move for the advertising and marketing division, the reality that it would suggest positioning a 3rd feature under Lewis's wing suggests this ought to be avoided.

Activity Plan.

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

Marketing and advertising features would certainly be combined.

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

Production feature will certainly stay component of advertising under advertising and marketing function.

Lewis will divide herself from operations.

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

Open up door policy and emphasis on cross departmental interaction will certainly be focused on removing disharmony.

Contingency strategy.

If the integration does not work out as prepared, a contingency strategy would adhere to which would certainly separate the production feature from the advertising feature to decrease the tons 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. In that case the production feature will absolutely be divided by positioning it under an SVP manufacturing.