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Reliable Equipment Ltd The Popcorn Predicament Case Study Help

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Reliable Equipment Ltd The Popcorn Predicament Case Study Analysis

Background and Facts

Reliable Equipment Ltd The Popcorn Predicament an office materials seller for small and also average sized services has actually lately been involved in preparing for a merger with its competitor Residence Deport, which has actually influenced effectiveness levels in departmentswith the elderly manager associated with lawful issues put forth by the government Trade Compensation. With the Marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of procedures has been asked to take the function in the future. With difficulties in the form of a prospective cultural change and reduced staff member spirits, the company is in need of a complete reengineering effort at the advertising division.

Trouble Statement

The potential social change at the advertising department of Reliable Equipment Ltd The Popcorn Predicament is boosting uncertainty in the working environment causing various challenges for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting critical decisions since Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Payment's treatment in the process. Given the fact that the store has a worldwide 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 calculated objectives. Federal Trade Payment's antitrust match against the merging occupied beneficial time of the organization's elderly management recommending that 'political' factors can have serious effects for an international service.

Economic Factors: Economic factors such as the emergence of local business in the worldwide circumstance suggest that Reliable Equipment Ltd The Popcorn Predicament is prospering in an environment where there is prospective development of organisations. Along with this, reality that shop clients are primarily searching for workplace supplies for home offices recommends that the marketplace has a rising fad of entrepreneurs and also online services.

Social factors: Social trends in the economic situation show that consumers are looking for benefit in addition to eye-catching costs. Market research demonstrates how the customer for Reliable Equipment Ltd The Popcorn Predicament does not have awareness about discovering services which can use a mix of benefit and also inexpensive.

Technological factors: Technology plays an important duty in Reliable Equipment Ltd The Popcorn Predicament's organisation strategy particularly as the organization is piloting Innovation centers which would provide modern technology sales and also support in the kind of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Actions problems can be seen in Reliable Equipment Ltd The Popcorn Predicament's case as highlighted in this section.

Uneasiness about cultural modification: There is concern regarding a cultural adjustment that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with a lot of the team member currently revealing unhappiness over this potential action. This expected change has actually developed stress and anxiety in the work environment which has been combined with the previous stress and anxiety of preparing the company for a potential merger with Residence Deport.

Difficult Task Environment for Newcomers: There is scarcity of workers that can match the demanding environment of a fast-paced company. Not only does this result in trouble in finding the ideal individuals, it puts stress on brand-new hires as can not hold up against the rate as well as pressure that the company expects them to bear.

Double Coverage Lines: Newcomers discover this business culture cumbersome and challenging to cope with specifically as dotted line connections are indicated to be weak generally and objective setup as well as efficiency evaluation is still done by the strong line manager. This implies that newcomers could lose clearness regarding their corresponding functions and purposes especially as dotted line reporting does not maintain them in direct communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's setting came as an impact to her spirits. Lewis may have been capable and also proper for the job yet the truth that Kransnow's separation would make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Concern & Job Insecurity: Anxiety as well as instability can be recognized as two significant concerns that Lewis would certainly be dealing with especially as the merger has now be terminated and also two elderly executives of the advertising and marketing department would be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would certainly not simply be in charge of brining regarding a social adjustment but would also need to confirm herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's monitoring design and its conflict with the marketing department's function can likewise be viewed as an OB difficulty particularly as she has been made use of to taking care of concerns in the procedures division where workers are shown to focus on procedures as well as get them right. The advertising department on the various other hand can be viewed as a team of individuals who are used to being nurtured by Krasnow who concentrated more on result than processes.

Interdepartmental Arguments: Interdepartmental arguments between 3 departments, advertising, merchandizing as well as procedures specifically over the allowance of the advertising and marketing mix can be identified as one more OB concern. The marketing department does not share the exact same vision as the other two departments regarding the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing as well as operations departments do not agree over the advertising mix appropriation among one another either.

Disintegration in Advertising And Marketing Division: Fragmentation between the marketing and advertising departments can be identified as one more OB problem which could require further focus. The fact that the marketing and advertising sections in the marketing department are detached is protecting against both departments from obtaining from each other's experience and expertise. Combination of marketing with retailing and procedures would certainly end up being harder if the marketing division itself is degenerated which can be one more prospective OB concern.

Reliable Equipment Ltd The Popcorn Predicament Analysis

Numerous theories have been utilized to describe the conditions to get more clarity regarding the situation available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that juniors are passive as well as careless, have little ambition and stand up to modification. The scenario at Reliable Equipment Ltd The Popcorn Predicament is not completely complying with Theory X, it can be seen that brand-new hires are finding this atmosphere rather stressful which may at some point lead to a greater inclination of the management in the direction of Theory X. Also while assessing Lewis's monitoring style, concept X might have been appropriate in the operations department to some level yet the Advertising division would require dependence on Concept Y in order to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's worry concerning bringing harmony between the marketing and advertising division is worried, this would originally cause conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, during the initial stage of group advancement, individuals might not bond, as they are busy locating their place in the team. By incorporating the advertising and marketing department's job, there might coincide first detach which could lead to the second phase of 'storming' where the teams test each other. However, it is only throughout the 3rd stage or 'norming' when they would certainly come together to share ideas before the team can cause synergy in the 4th phase 'executing'.

When individuals are presented with adjustment, they get in phase one as well as so there might be emotions like unhappiness, uncertainty, frustration, anger, worry, denial as well as disorientation.The circumstance at the advertising department of Reliable Equipment Ltd The Popcorn Predicament is similar so Lewis can get comfortable with the idea that it is not phenomenal actions. It is during this stage that Lewis will certainly have to provide guidance to the department so that they can find a sense of instructions. It can be seen exactly how Krasnow has actually already made this change simpler by making Lewis get included in the division a year before his real departure.

Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has discusses the importance of 'safety and security requires as being a lower degree need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and also out of danger' is at the second level of requirements. Before an employee can be made to establish mentally, he requires to have his 'Physiological 'and also 'Security' requires met.

SWOT Analysis for Reliable Equipment Ltd The Popcorn Predicament Case Study



Ramification of Analysis.

The OB analysis has taken a look at numerous theories to recognize just how to handle the existing circumstance at hand. The following three options have been proposed to aid Lewis manage the business obstacles in the marketing department. Each of these choices has been suggested for reducing the shift required to bring the advertising division in accordance with the needs of the market as well as for making the cultural adjustment that would certainly comply with once the current leader leaves.

Combination of advertising and marketing functions. Separating Adverting and Manufacturing features. Integration of Advertising And Marketing with Operations.

Evaluation of Alternatives.

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

The benefit of this approach is that it will integrate the two functions while reducing the need for employing an added source for marketing. Lewis would certainly be heading the advertising and marketing department and also in any kind of case her substitute would certainly be required for the existing role that she is performing. The drawback of this option is that exterior hiring may cause animosity from internal workers who might be looking at the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Manufacturing: Given the competitive pressures and premium quality work needed from the ad agency, it is suggested that Lewis should permit the production device to be a different feature from the advertising and marketing system. Since many ad agency had these two features as separate devices, it makes more feeling to comply with the standard. Both features might be able to concentrate on their core triggers more successfully. The negative aspect of this method would certainly be that additional expenses would have to be borne for establishing up separate production functions. A manufacturing head may have to be hired which can boost overheads for the organization.

Integration of Advertising And Marketing with Operations: Considering that Lewis is already looking after the marketing and also procedures divisions simultaneously; it makes sense to integrate the two features given that she has actually been effectively taking care of both ends. The reality that the two departments currently have major differences over allowance of resources recommends that this assimilation may have the ability to bring about consistency specifically as Lewis would certainly be heading both ends.However there are various downsides of this move especially as it would certainly place too much problem over Lewis's shoulders. The fact that Lewis has to adapt her monitoring design for the marketing division recommends that these two divisions would be culturally varied. Lewis may not be able to use one kind of management design to both departments which can result in inefficiency in either one of the two functions.

Referral.



An evaluation of the 3 alternatives shows that combination of marketing and also operations would not be a possible step due to the huge distinctions between the 2 divisions despite the truth that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a favorable move for the advertising department, the reality that it would certainly imply placing a third feature under Lewis's wing indicates this should be avoided.

Activity Plan.

Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Production function will stay part of advertising under advertising and marketing feature.

Lewis will separate herself from procedures.

A democratic management design with staff member empowerment will certainly be utilized in marketing department.

Open door policy and focus on cross department communication will certainly be focused on getting rid of discord.

Backup plan.

If the combination does not work out as planned, a contingency strategy would certainly comply with which would certainly separate the production feature 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 and marketing department without an SVP. Because case the manufacturing feature will most definitely be separated by placing it under an SVP manufacturing.