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


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

Background and Facts

The Wolf Movement Driving Results Through Women At Best Buy an office materials retailer for little as well as medium sized companies has lately been involved in planning for a merging with its competitor House Deport, which has influenced performance levels in departmentswith the elderly supervisor associated with legal problems put forth by the federal Profession Commission. With the Advertising and marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the future. With obstacles in the type of a possible social adjustment and also low employee morale, the company requires a complete reengineering initiative at the advertising division.

Problem Statement

The prospective cultural adjustment at the marketing division of The Wolf Movement Driving Results Through Women At Best Buy is enhancing uncertainty in the workplace bring about different difficulties for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting strategic choices since Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Profession Commission's treatment in the process. Provided the reality that the store has an international visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to influence efficiency or calculated goals. Federal Trade Compensation's antitrust suit against the merging occupied beneficial time of the company's elderly management suggesting that 'political' factors can have serious effects for a worldwide business.

Economic Factors: Financial factors such as the emergence of small companies in the international situation suggest that The Wolf Movement Driving Results Through Women At Best Buy is flourishing in an environment where there is potential growth of organisations. Truth that store clients are primarily looking for office materials for house workplaces suggests that the market has an increasing pattern of business owners as well as home based companies.

Social factors: Social fads in the economy show that clients are looking for comfort in addition to appealing prices. Marketing research demonstrates how the customer for The Wolf Movement Driving Results Through Women At Best Buy lacks recognition about discovering options which can supply a mix of convenience as well as affordable.

Technical factors: Modern technology plays an essential function in The Wolf Movement Driving Results Through Women At Best Buy's organisation strategy especially as the company is piloting Technology centers which would certainly use modern technology sales as well as assistance in the type of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and Manifestations.

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

Apprehensions concerning social adjustment: There is apprehension concerning a social adjustment that would certainly occur once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with the majority of the team member already showing discontent over this potential step. This expected modification has actually developed tension in the work environment which has actually been coupled with the past stress and anxiety of preparing the company for a possible merging with Residence Deport.

Difficult Work Atmosphere for Newcomers: There is scarcity of personnel that can match the stressful setting of a busy organization. Not only does this cause problem in locating the appropriate individuals, it places anxiety on new hires as can not hold up against the speed and stress that the organization anticipates them to birth.

Double Reporting Lines: Beginners find this business culture difficult and also tough to handle particularly as populated line connections are meant to be weak as a whole and objective setup as well as performance examination is still done by the solid line supervisor. This indicates that newbies could shed quality about their corresponding duties as well as goals particularly as dotted line reporting does not maintain them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been guessed that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis may have been qualified and proper for the task however the fact that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Instability: Fear and also instability can be identified as two major issues that Lewis would be managing specifically as the merger has now be cancelled as well as 2 senior execs of the marketing division would certainly be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders who would not just supervise of brining regarding a cultural adjustment but would likewise need to confirm herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's monitoring style and its incompatibility with the marketing division's role can also be seen as an OB challenge particularly as she has actually been used to managing problems in the operations division where workers are taught to focus on processes and get them right. The advertising and marketing division on the other hand can be viewed as a group of individuals that are used to being supported by Krasnow who focused extra on result than procedures.

Interdepartmental Disagreements: Interdepartmental arguments in between 3 departments, advertising and marketing, merchandizing and also procedures specifically over the allotment of the advertising mix can be recognized as one more OB issue. The advertising department does not share the same vision as the other two departments concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not agree over the advertising mix allotment among one another either.

Fragmentation in Marketing Division: Fragmentation in between the marketing and advertising departments can be determined as one more OB issue which might need additional attention. The fact that the marketing and advertising areas in the marketing division are separated is stopping both divisions from obtaining from each other's experience as well as knowledge. Assimilation of advertising and marketing with merchandising and also operations would become harder if the marketing division itself is disintegrated which can be another possible OB issue.

The Wolf Movement Driving Results Through Women At Best Buy Analysis

Numerous concepts have actually been utilized to clarify the conditions to obtain further clearness about the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that subordinates are passive as well as lazy, have little ambition and resist adjustment. The hard version of this theory stressed browbeating, tight controls, hazards and also punishments. In time it produces reduced productivity, refined sabotage and also competition (Deal, 2003). The scenario at The Wolf Movement Driving Results Through Women At Best Buy is not entirely following Theory X, it can be seen that new hires are locating this environment rather demanding which may at some point lead to a better inclination of the management in the direction of Concept X. Based on McGregor's advocated view, which he called Theory Y, the necessary task of the monitoring is to set up business problems to make sure that individuals can achieve their very own objectives best by guiding their efforts towards business benefits. If people locate no complete satisfaction in their work, the management would have little option but to rely on theory X and also external control (Offer, 2003). Even while examining Lewis's administration design, concept X might have been suitable in the operations department somewhat yet the Advertising department would need dependence on Concept Y in order to get the creativity and creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's issue about bringing harmony between the advertising and marketing and also advertising and marketing division is concerned, this would at first lead to conflict as gone over by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing and also advertising division's job, there might be the same initial separate which can lead to the second stage of 'storming' where the groups test one another.

When individuals are presented with change, they go into stage one and so there may be emotions like sadness, uncertainty, disappointment, temper, concern, denial and disorientation.The scenario at the marketing department of The Wolf Movement Driving Results Through Women At Best Buy is similar so Lewis can get comfy with the suggestion that it is not amazing actions. It is throughout this stage that Lewis will certainly have to give advice to the department so that they can locate a feeling of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis get entailed in the department a year before his actual separation.

Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has discusses the importance of 'safety and security needs as being a reduced level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel protected as well as out of threat' is at the second degree of needs. Before a worker can be made to develop psychologically, he needs to have his 'Physical 'as well as 'Safety and security' requires met.

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

Ramification of Analysis.

The OB analysis has actually considered various theories to comprehend exactly how to cope with the present circumstance handy. The following 3 choices have been recommended to aid Lewis take care of the business difficulties in the advertising and marketing division. Each of these choices has actually been proposed for easing the transition required to bring the advertising and marketing division in line with the needs of the market and also for making the cultural adjustment that would certainly adhere to when the current leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and Manufacturing features. Integration of Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merger days has expertise in business-to-business marketing along with company and retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both advertising and marketing and marketing features.

The benefit of this approach is that it will incorporate both features while minimizing the demand for employing an additional source for advertising and marketing. Lewis would certainly be heading the marketing department and also in any type of case her replacement would be required for the current role that she is doing. The drawback of this alternative is that exterior hiring may bring about resentment from inner workers that might be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting as well as Manufacturing: Given the affordable stress and premium quality work needed from the ad agency, it is suggested that Lewis should allow the production system to be a separate function from the advertising and marketing unit. Since the majority of ad agency had these 2 features as different units, it makes even more feeling to follow the standard. Both features might be able to focus on their core triggers a lot more successfully. The disadvantage of this strategy would certainly be that added costs would certainly have to be borne for setting up separate production functions. Along with this, a manufacturing head might need to be worked with which can increase overheads for the organization.

Integration of Advertising And Marketing with Workflows: Given that Lewis is currently taking care of the advertising and marketing and also procedures divisions concurrently; it makes sense to integrate the two features because she has been efficiently taking care of both ends. The fact that Lewis has to adjust her management style for the advertising division recommends that these 2 departments would certainly be culturally diverse.


An evaluation of the three alternatives shows that combination of advertising and operations would certainly not be a practical step due to the vast distinctions between both divisions although that presently Lewis is taking care of both. While splitting up of the production feature may have been a desirable step for the advertising department, the reality that it would indicate putting a 3rd feature under Lewis's wing suggests this must be avoided too. The combination of the advertising department is the best alternative in regards to getting the optimum results from the division. An activity plan for this alternative is talked about listed below.

Activity Plan.

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

Advertising and Marketing features would certainly be merged.

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

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

Lewis will certainly separate herself from operations.

An autonomous leadership style with worker empowerment will certainly be utilized in advertising and marketing division.

Open door plan and emphasis on cross department interaction will be aimed at getting rid of disharmony.

Backup plan.

If the integration does not work out as prepared, a backup plan would comply with which would divide the production function from the advertising function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the manufacturing function will definitely be divided by putting it under an SVP manufacturing.