Too Hot To Handle How To Managerelationship Conflict Case Study Analysis


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Too Hot To Handle How To Managerelationship Conflict Case Study Solution

Background and Facts

Too Hot To Handle How To Managerelationship Conflict a workplace supplies store for small and also moderate sized businesses has just recently been involved in preparing for a merging with its competitor Home Deport, which has actually affected effectiveness levels in departmentswith the senior supervisor associated with lawful difficulties presented by the federal Profession Commission. With the Marketing Head putting forward the information of his separation 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 type of a potential social adjustment and also low staff member morale, the company needs a full reengineering effort at the advertising department.

Trouble Statement

The possible social modification at the advertising and marketing division of Too Hot To Handle How To Managerelationship Conflict is boosting uncertainty in the working environment leading to various challenges for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing calculated choices because Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's intervention at the same time. Provided the reality that the store has an international existence with branches in UK, USA, Canada as well as Germany, political consider each of these countries might be able to affect efficiency or tactical objectives. Federal Profession Compensation's antitrust match against the merging used up useful time of the company's senior monitoring recommending that 'political' factors can have significant ramifications for a global business.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide circumstance suggest that Too Hot To Handle How To Managerelationship Conflict is growing in a setting where there is possible growth of services. Along with this, truth that store consumers are primarily searching for workplace products for office recommends that the marketplace has an increasing fad of business owners as well as home companies.

Social factors: Social trends in the economic climate reveal that consumers are searching for comfort in addition to attractive prices. Marketing research demonstrates how the customer for Too Hot To Handle How To Managerelationship Conflict lacks understanding concerning finding remedies which can offer a mix of convenience and also affordable.

Technical factors: Innovation plays a crucial duty in Too Hot To Handle How To Managerelationship Conflict's service strategy especially as the company is piloting Technology facilities which would use technology sales as well as assistance in the kind of memory upgrades, peripheral installments. (Recap of PARASITE in appendix 2).

OB Issues as well as Manifestations.

Several underlying Business Behavior concerns can be seen in Too Hot To Handle How To Managerelationship Conflict's case as highlighted in this area.

Apprehensions about cultural change: There is worry about a cultural adjustment that would certainly take place as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with the majority of the employee currently showing discontent over this prospective move. This predicted adjustment has actually developed stress in the office which has been paired with the past tension of preparing the firm for a possible merger with Residence Deport.

Stressful Task Environment for Newcomers: There is lack of workers that can match the stressful setting of a busy company. Not only does this bring about problem in finding the appropriate people, it puts tension on brand-new hires as can not stand up to the pace as well as stress that the company expects them to birth.

Twin Reporting Lines: Beginners find this business culture troublesome and also tough to handle specifically as dotted line partnerships are implied to be weak as a whole as well as unbiased setup as well as performance evaluation is still done by the solid line supervisor. This means that beginners could shed clearness regarding their respective functions and also objectives specifically as populated line coverage does not maintain them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's setting came as a blow to her spirits. Lewis might have been qualified as well as appropriate for the work but the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Fear & Task Insecurity: Concern as well as instability can be identified as 2 significant concerns that Lewis would certainly be taking care of especially as the merging has currently be terminated and 2 elderly execs of the advertising department would be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders that would not just be in charge of brining concerning a cultural modification but would also need to prove herself in her brand-new role.

Inappropriate Administration Design of Leader: Lewis's monitoring style as well as its incompatibility with the advertising and marketing department's function can additionally be seen as an OB challenge specifically as she has actually been used to managing issues in the operations division where workers are shown to concentrate on processes and also get them right. The advertising department on the other hand can be seen as a team of individuals that are used to being nurtured by Krasnow that concentrated much more on result than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between three departments, advertising, merchandizing as well as procedures respectively over the allowance of the marketing mix can be identified as one more OB concern. Although the advertising and marketing department does not share the exact same vision as the other 2 divisions pertaining to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also procedures departments do not agree over the advertising mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the marketing and advertising divisions can be identified as another OB issue which could require further focus. The fact that the advertising and marketing areas in the marketing division are detached is avoiding both departments from acquiring from each various other's experience as well as expertise. Integration of advertising with merchandising and also operations would certainly come to be harder if the advertising and marketing division itself is disintegrated which can be one more potential OB concern.

Too Hot To Handle How To Managerelationship Conflict Analysis

Numerous concepts have been made use of to clarify the scenarios to get additional clarity concerning the scenario at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that subordinates are passive and also lazy, have little passion and stand up to adjustment. The scenario at Too Hot To Handle How To Managerelationship Conflict is not completely complying with Theory X, it can be seen that new hires are finding this atmosphere instead difficult which might ultimately lead to a higher disposition of the monitoring in the direction of Concept X. Also while analyzing Lewis's monitoring design, concept X might have been ideal in the operations department to some extent yet the Marketing division would require reliance on Theory Y in order to obtain the imagination as well as originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's worry concerning bringing harmony in between the advertising and marketing department is worried, this would initially result in conflict as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the preliminary stage of team advancement, individuals might not bond, as they are busy discovering their area in the team. By integrating the marketing and advertising department's work, there may be the same first separate which might cause the second stage of 'storming' where the teams test each other. However, it is just throughout the third stage or 'norming' when they would certainly integrate to share suggestions before the team can produce synergy in the fourth stage 'carrying out'.

When individuals are offered with change, they enter stage one as well as so there might be feelings like unhappiness, unpredictability, aggravation, anger, concern, denial as well as disorientation.The situation at the advertising division of Too Hot To Handle How To Managerelationship Conflict is similar so Lewis can obtain comfy with the idea that it is not phenomenal actions. It is throughout this stage that Lewis will certainly have to offer advice to the department so that they can find a sense of direction. It can be seen how Krasnow has currently made this change easier by making Lewis obtain entailed in the division a year prior to his actual departure.

Maslow's Demand power structure: The OB problem pertaining to instability at the work environment has been activated to start with by the change in management and also secondly by the reality that the merger will no more be started. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has discusses the significance of 'security needs as being a reduced level demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel secure as well as safe' is at the 2nd degree of needs. Before a worker can be made to develop mentally, he needs to have his 'Physical 'as well as 'Safety' needs met. This shows that unless the personnel are made to feel safe concerning their current employment status in Too Hot To Handle How To Managerelationship Conflict they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Too Hot To Handle How To Managerelationship Conflict Case Study

Effects of Analysis.

The OB analysis has checked out various concepts to comprehend exactly how to cope with the existing circumstance available. The adhering to three choices have been recommended to help Lewis take care of the organizational challenges in the advertising department. Each of these alternatives has been suggested for reducing the transition required to bring the advertising division in accordance with the demands of the marketplace and also for making the social change that would follow as soon as the present leader leaves.

Combination of advertising and marketing functions. Separating Adverting and Production features. Assimilation of Advertising And Marketing with Operations.

Examination of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has proficiency in business-to-business advertising and marketing along with company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both marketing and also advertising and marketing functions.

The advantage of this strategy is that it will certainly incorporate the two functions while decreasing the need for working with an extra source for advertising and marketing. Lewis would be heading the advertising and marketing division as well as in any case her replacement would be required for the present function that she is doing. The downside of this alternative is that outside hiring may produce animosity from internal personnel who may be eying the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Production: Provided the affordable pressures and also high quality work called for from the ad agency, it is suggested that Lewis needs to allow the production system to be a different function from the marketing unit. Given that most ad agency had these two functions as different units, it makes more feeling to comply with the norm. Both features might be able to concentrate on their core turns on much more successfully. The drawback of this approach would be that extra costs would certainly have to be birthed for setting up separate manufacturing features. Along with this, a manufacturing head may need to be hired which might increase expenses for the company.

Combination of Marketing with Operations: Given that Lewis is already taking treatment of the advertising and operations departments concurrently; it makes sense to incorporate the 2 features because she has been effectively taking care of both ends. The reality that Lewis has to adapt her monitoring style for the advertising and marketing division recommends that these 2 divisions would certainly be culturally varied.


An evaluation of the three alternatives shows that integration of marketing and also operations would certainly not be a possible action due to the substantial distinctions in between the two departments in spite of the reality that currently Lewis is dealing with both. While separation of the manufacturing function may have been a favorable step for the advertising department, the fact that it would indicate putting a 3rd feature under Lewis's wing suggests this should be prevented.

Activity Strategy.

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

Advertising and Marketing functions would be combined.

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

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

Lewis will certainly divide herself from procedures.

A democratic management design with worker empowerment will certainly be utilized in marketing division.

Open door policy and emphasis on cross departmental interaction will be targeted at eliminating dissonance.

Backup strategy.

If the integration does not work out as prepared, a backup plan would adhere to which would certainly separate the manufacturing feature from the marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing feature will most definitely be divided by positioning it under an SVP manufacturing.