Wal Marts Sustainable Product Index Case Study Solution


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Wal Marts Sustainable Product Index Case Study Solution

Background and Facts

Wal Marts Sustainable Product Index an office materials seller for small as well as medium sized businesses has lately been associated with planning for a merging with its competitor Home Deport, which has influenced performance degrees in departmentswith the senior manager associated with lawful complications presented by the government Trade Compensation. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the future. With difficulties in the kind of a potential social change and also reduced staff member morale, the company wants a total reengineering effort at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising department of Wal Marts Sustainable Product Index is boosting uncertainty in the working environment leading to numerous difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting calculated choices considering that Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Commission's treatment in the process. Given the fact that the store has a worldwide existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may be able to affect performance or critical goals. Federal Trade Commission's antitrust match versus the merging took up beneficial time of the company's elderly administration suggesting that 'political' factors can have major effects for a global company.

Economic Factors: Economic factors such as the development of local business in the global scenario recommend that Wal Marts Sustainable Product Index is thriving in an atmosphere where there is prospective development of companies. Reality that store consumers are mostly looking for workplace materials for house workplaces recommends that the market has a climbing pattern of entrepreneurs and also residence based services.

Social factors: Social trends in the economy show that customers are trying to find ease as well as eye-catching costs. Marketing research shows how the client for Wal Marts Sustainable Product Index lacks awareness about discovering services which can use a mix of comfort and also affordable.

Technical factors: Innovation plays an important role in Wal Marts Sustainable Product Index's business approach especially as the organization is piloting Technology centers which would certainly offer technology sales and support in the type of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Behavior issues can be seen in Wal Marts Sustainable Product Index's case as highlighted in this area.

Uneasiness about social adjustment: There is worry regarding a cultural adjustment that would certainly take place as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with the majority of the staff members currently revealing unhappiness over this possible move. This anticipated adjustment has developed anxiety in the work environment which has actually been combined with the previous tension of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is lack of employees that can match the demanding atmosphere of a fast-paced organization. Not just does this bring about problem in finding the right people, it places tension on new hires as can not endure the pace and stress that the organization expects them to bear.

Dual Reporting Lines: Novices locate this business society difficult as well as challenging to handle especially as populated line connections are meant to be weaker generally as well as objective setup as well as performance analysis is still done by the solid line supervisor. This implies that novices could lose clearness regarding their corresponding duties as well as objectives specifically as dotted line reporting does not keep them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had actually been hypothesized that the last would take Krasnow's setting came as a strike to her morale. Lewis may have been qualified as well as proper for the job but the reality that Kransnow's departure would make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Task Insecurity: Worry as well as instability can be recognized as two major worries that Lewis would certainly be taking care of specifically as the merger has now be cancelled as well as 2 elderly execs of the advertising division would be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders that would not just be in charge of brining about a cultural modification yet would certainly likewise have to show herself in her new duty.

Incompatible Administration Style of Leader: Lewis's monitoring design as well as its incompatibility with the marketing department's role can additionally be viewed as an OB obstacle especially as she has actually been made use of to managing issues in the operations department where personnel are shown to focus on procedures as well as obtain them right. The advertising and marketing division on the various other hand can be viewed as a group of people who are utilized to being nurtured by Krasnow that focused much more on output than processes.

Interdepartmental Disputes: Interdepartmental arguments in between three departments, marketing, merchandizing and operations respectively over the allocation of the advertising and marketing mix can be recognized as an additional OB issue. The advertising department does not share the very same vision as the various other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and also procedures divisions do not concur over the advertising and marketing mix allotment among one an additional either.

Disintegration in Advertising Division: Disintegration between the marketing and advertising divisions can be recognized as one more OB concern which might require further focus. The fact that the marketing and advertising sections in the advertising department are separated is stopping both departments from obtaining from each various other's experience and experience. Combination of advertising with merchandising as well as procedures would end up being harder if the advertising division itself is broken down which can be one more possible OB issue.

Wal Marts Sustainable Product Index Analysis

Various theories have been utilized to discuss the conditions to get more clearness concerning the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are easy and also careless, have little passion and also resist change. The situation at Wal Marts Sustainable Product Index is not completely following Concept X, it can be seen that new hires are finding this environment instead stressful which may ultimately lead to a greater disposition of the monitoring towards Theory X. Also while evaluating Lewis's monitoring style, concept X might have been appropriate in the operations department to some level yet the Advertising division would certainly require reliance on Concept Y in order to get the creativity as well as originality from the groups.

Tuckman's Team effort Theory: Regarding Lewis's worry about bringing harmony in between the marketing and advertising department is concerned, this would originally bring about clash as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the initial stage of team advancement, individuals might not bond, as they are busy finding their area in the group. By incorporating the advertising and marketing division's job, there might coincide preliminary detach which might cause the second phase of 'storming' where the groups test one another. It is only throughout the 3rd stage or 'norming' when they would certainly come together to share suggestions prior to the group can bring about harmony in the fourth stage 'performing'.

Bridges' Shift Design: Based On William Bridge's concept (appendix 4), individuals are fairly unpleasant with adjustment, which is evident by the situation at Wal Marts Sustainable Product Index The situation can be viewed as a typical training course of life if is examined as per Bridge's theory where he explains that people experience 3 stages of transition when they experience adjustment. 'Closing, losing and also Releasing', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with change, they go into stage one therefore there might be emotions like sadness, uncertainty, aggravation, rage, fear, rejection as well as disorientation.The scenario at the marketing department of Wal Marts Sustainable Product Index is similar so Lewis can obtain comfortable with the suggestion that it is not extraordinary behavior. In the 2nd stage, there may be a requirement to bridge the gap in between the new and also old culture so Lewis may have to face this ordeal as soon as Krasnow leaves. There might be reduced morale and reduced productivity at this stage which ought to not be taken as a setback. It is during this phase that Lewis will certainly need to provide support to the department so that they can discover a sense of direction. It can be seen just how Krasnow has actually already made this transition much easier by making Lewis get associated with the division a year prior to his real departure. According to Bridges' Design, stage three will cause visibility to knowing, High energy as well as commitment as people will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has discusses the relevance of 'safety requires as being a lower level need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel safe and secure as well as out of threat' is at the second level of needs. Before an employee can be made to develop mentally, he needs to have his 'Physiological 'and 'Security' requires satisfied.

SWOT Analysis for Wal Marts Sustainable Product Index Case Study

Implication of Analysis.

The OB analysis has actually taken a look at different concepts to understand exactly how to cope with the current circumstance handy. The adhering to three choices have been proposed to assist Lewis take care of the business difficulties in the advertising and marketing division. Each of these choices has actually been recommended for relieving the change required to bring the marketing department in line with the requirements of the market as well as for making the cultural modification that would certainly adhere to as soon as the existing leader leaves.

Integration of advertising and marketing features. Dividing Adverting and also Manufacturing functions. Assimilation of Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has know-how in business-to-business marketing along with company and retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both advertising and marketing as well as advertising features.

The advantage of this approach is that it will certainly integrate the two features while minimizing the requirement for working with an additional resource for marketing. Along with this, Lewis would certainly be heading the advertising division as well as in any case her substitute would be required for the present duty that she is performing. The downside of this choice is that external hiring may bring about animosity from inner workers who may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Provided the affordable pressures and high top quality job required from the advertising agency, it is suggested that Lewis must enable the manufacturing system to be a separate function from the marketing device. Given that many advertising companies had these 2 functions as different devices, it makes even more feeling to follow the standard.

Assimilation of Advertising And Marketing with Workflows: Considering that Lewis is already caring for the advertising and marketing and also operations departments all at once; it makes good sense to integrate both functions considering that she has been efficiently taking care of both ends. The reality that both departments currently have major distinctions over allowance of sources recommends that this integration may be able to cause consistency especially as Lewis would be heading both ends.However there are various drawbacks of this step specifically as it would certainly place excessive problem over Lewis's shoulders. The truth that Lewis needs to adjust her administration style for the marketing division recommends that these two departments would certainly be culturally varied. Lewis might not be able to apply one kind of leadership design to both departments which might result in inefficiency in either one of the two functions.


An evaluation of the 3 alternatives suggests that combination of marketing and operations would certainly not be a feasible move as a result of the vast distinctions between the two divisions despite the fact that presently Lewis is dealing with both. While separation of the manufacturing feature may have been a desirable action for the advertising and marketing department, the truth that it would mean putting a 3rd feature under Lewis's wing implies this must be prevented. The integration of the advertising department is the very best option in terms of obtaining the ideal results from the department. An activity plan for this option is gone over below.

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

Advertising and Marketing features would certainly be combined.

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

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

Lewis will certainly separate herself from procedures.

A democratic leadership style with staff member empowerment will be utilized in advertising and marketing department.

Open door policy and focus on cross departmental interaction will be targeted at eliminating disharmony.

Contingency strategy.

If the integration does not work out as intended, a backup strategy would certainly follow which would divide the manufacturing function from the marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will certainly be separated by positioning it under an SVP production.