The Wolf Movement Driving Results Through Women At Best Buy Case Study Solution


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The Wolf Movement Driving Results Through Women At Best Buy Case Study Analysis

Background and Facts

The Wolf Movement Driving Results Through Women At Best Buy a workplace products retailer for small and also medium sized businesses has recently been associated with preparing for a merger with its rival Home Deport, which has actually impacted performance degrees in departmentswith the senior manager associated with lawful difficulties presented by the government Trade Payment. With the Advertising Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With obstacles in the kind of a prospective cultural adjustment and also reduced worker spirits, the company needs a total reengineering effort at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The potential cultural change at the marketing department of The Wolf Movement Driving Results Through Women At Best Buy is increasing unpredictability in the workplace leading to numerous difficulties for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical decisions given that Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Commission's intervention while doing so. Given the reality that the store has a worldwide existence with branches in UK, U.S.A., Canada and Germany, political factors in each of these countries might have the ability to affect performance or tactical objectives. Federal Trade Compensation's antitrust match versus the merger occupied useful time of the company's senior administration recommending that 'political' factors can have significant effects for a global service.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide scenario suggest that The Wolf Movement Driving Results Through Women At Best Buy is prospering in a setting where there is potential development of companies. Fact that shop consumers are primarily looking for workplace materials for home offices recommends that the market has a climbing pattern of entrepreneurs and home based companies.

Social factors: Social patterns in the economy show that clients are trying to find convenience in addition to eye-catching prices. Market research demonstrates how the customer for The Wolf Movement Driving Results Through Women At Best Buy does not have understanding about locating options which can offer a combination of convenience and also low costs.

Technical factors: Technology plays a crucial function in The Wolf Movement Driving Results Through Women At Best Buy's company technique particularly as the company is piloting Innovation facilities which would certainly provide technology sales and also assistance in the type of memory upgrades, peripheral setups. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Behavior issues can be seen in The Wolf Movement Driving Results Through Women At Best Buy's case as highlighted in this section.

Uneasiness about cultural change: There is worry regarding a cultural modification that would happen when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with a lot of the staff members already showing unhappiness over this potential relocation. This anticipated modification has created stress and anxiety in the workplace which has been combined with the previous anxiety of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is shortage of employees that can match the difficult environment of a busy organization. Not only does this bring about problem in finding the right individuals, it puts stress and anxiety on new hires as can not endure the rate and also stress that the company anticipates them to birth.

Double Coverage Lines: Beginners find this business society troublesome and also hard to cope with specifically as populated line partnerships are implied to be weak as a whole and also objective setting and efficiency examination is still done by the solid line manager. This suggests that newbies can lose quality concerning their particular duties as well as objectives particularly 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 follower instead of Bridget Coles despite the fact that it had actually been guessed that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and also suitable for the job but the reality that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Worry and insecurity can be identified as two major concerns that Lewis would certainly be managing especially as the merger has actually currently be cancelled and also 2 elderly execs of the advertising department would certainly be leaving. The whole obligation of the department would be falling on Lewis's shoulders that would certainly not simply supervise of brining about a social modification but would certainly additionally have to show herself in her new function.

Incompatible Monitoring Style of Leader: Lewis's administration design and also its conflict with the advertising and marketing division's duty can likewise be viewed as an OB difficulty specifically as she has been utilized to handling problems in the operations division where employees are educated to focus on processes and obtain them right. The advertising and marketing department on the other hand can be seen as a team of people that are used to being supported by Krasnow who concentrated a lot more on result than processes.

Interdepartmental Disputes: Interdepartmental differences between 3 divisions, advertising, merchandizing and procedures specifically over the allotment of the advertising and marketing mix can be recognized as another OB concern. The advertising department does not share the exact same vision as the other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix allocation amongst one an additional either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing departments can be identified as one more OB concern which might need more focus. The fact that the marketing and advertising sections in the advertising and marketing department are detached is stopping both departments from getting from each other's experience and knowledge. Combination of advertising and marketing with retailing and operations would certainly come to be more difficult if the marketing division itself is disintegrated which can be another possible OB worry.

The Wolf Movement Driving Results Through Women At Best Buy Analysis

Different concepts have actually been used to clarify the conditions to obtain further quality concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that staffs are easy as well as careless, have little ambition and withstand adjustment. The tough variation of this theory stressed threat, tight controls, hazards and punishments. Over time it generates low productivity, refined sabotage and competition (Bargain, 2003). The circumstance at The Wolf Movement Driving Results Through Women At Best Buy is not completely adhering to Theory X, it can be seen that new hires are locating this setting instead stressful which might ultimately lead to a better inclination of the management in the direction of Concept X. As per McGregor's advocated view, which he called Theory Y, the necessary job of the management is to prepare business problems so that individuals can achieve their own goals best by guiding their initiatives towards business rewards. If individuals locate no contentment in their job, the administration would have little choice but to rely upon theory X and exterior control (Bargain, 2003). Also while analyzing Lewis's administration style, concept X may have been suitable in the procedures department to some extent yet the Marketing division would require dependence on Theory Y so as to get the creativity and originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's problem about bringing consistency between the advertising and marketing department is concerned, this would initially cause clash as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, throughout the initial stage of team development, people may not bond, as they are active finding their location in the team. By combining the marketing and advertising division's work, there may coincide preliminary separate which can bring about the 2nd stage of 'storming' where the groups test each other. It is just during the 3rd phase or 'norming' when they would come with each other to share ideas before the group can bring about synergy in the 4th stage 'executing'.

When individuals are presented with adjustment, they enter phase one as well as so there may be feelings like sadness, unpredictability, frustration, rage, anxiety, rejection and disorientation.The scenario at the advertising and marketing division of The Wolf Movement Driving Results Through Women At Best Buy is comparable so Lewis can get comfy with the idea that it is not extraordinary behavior. It is throughout this stage that Lewis will certainly have to offer advice to the division so that they can locate a feeling of direction. It can be seen exactly how Krasnow has currently made this transition less complicated by making Lewis obtain entailed in the department a year before his actual separation.
Vrio Analysis
Maslow's Demand hierarchy: The OB problem related to insecurity at the workplace has been activated firstly by the adjustment in administration and also second of all by the reality that the merging will certainly no longer be launched. Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has discusses the value of 'security requires as being a lower degree demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and secure as well as safe' is at the 2nd level of requirements. Prior to an employee can be made to establish psychologically, he requires to have his 'Physiological 'and also 'Safety' requires fulfilled. This shows that unless the workers are made to feel protected regarding their existing employment status in The Wolf Movement Driving Results Through Women At Best Buy they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Wolf Movement Driving Results Through Women At Best Buy Case Study

Effects of Analysis.

The OB analysis has actually looked at various theories to recognize exactly how to cope with the existing situation at hand. The complying with three options have actually been proposed to aid Lewis deal with the organizational obstacles in the advertising division. Each of these choices has been proposed for easing the shift needed to bring the advertising and marketing department according to the requirements of the market as well as for making the cultural modification that would certainly comply with once the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting as well as Production features. Combination of Advertising with Operations.

Evaluation of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The internal advertising and marketing agency of The Wolf Movement Driving Results Through Women At Best Buy is currently stamina for the organization in regards to conserving up on overheads associated with advertising and also promo. Given that no new recruitment has been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the marketing function, this is a positive chance for incorporating the marketing and advertising functions. Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has expertise in business-to-business advertising along with company and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both advertising and marketing features.

The advantage of this strategy is that it will certainly integrate the two functions while decreasing the demand for hiring an added source for advertising and marketing. Along with this, Lewis would certainly be heading the marketing department and regardless her substitute would certainly be required for the present duty that she is performing. The downside of this alternative is that external hiring might cause bitterness from inner employees that may be eying the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Production: Provided the competitive pressures and excellent quality job required from the advertising agency, it is suggested that Lewis must allow the manufacturing system to be a different feature from the advertising and marketing device. Because many ad agency had these two functions as different systems, it makes even more feeling to adhere to the standard. Both features may be able to concentrate on their core triggers a lot more efficiently. Nevertheless, the disadvantage of this method would be that additional prices would have to be borne for setting up different manufacturing functions. Along with this, a manufacturing head might have to be worked with which might increase expenses for the organization.

Integration of Marketing with Procedures: Considering that Lewis is currently taking care of the marketing as well as procedures divisions simultaneously; it makes sense to integrate the 2 features since she has been efficiently taking care of both ends. The reality that Lewis has to adjust her management style for the marketing department recommends that these two divisions would be culturally diverse.


An analysis of the 3 alternatives suggests that combination of advertising and marketing as well as operations would not be a possible action due to the vast differences between the two divisions regardless of the truth that presently Lewis is dealing with both. While separation of the production feature might have been a beneficial step for the advertising and marketing division, the fact that it would imply putting a third function under Lewis's wing indicates this should be prevented.

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

Advertising and Marketing functions would be combined.

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

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

Lewis will certainly divide herself from procedures.

An autonomous leadership design with staff member empowerment will certainly be made use of in advertising and marketing division.

Open door policy and focus on cross department communication will certainly be aimed at eliminating dissonance.

Contingency strategy.

If the integration does not exercise as intended, a backup strategy would comply with which would separate the production feature from the marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. Because case the production feature will absolutely be separated by putting it under an SVP manufacturing.