Winning The Digital War For Talent Case Study Analysis


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Winning The Digital War For Talent Case Study Solution

Background and Facts

Winning The Digital War For Talent an office products retailer for tiny as well as medium sized businesses has recently been involved in preparing for a merger with its competitor Residence Deport, which has impacted efficiency degrees in departmentswith the senior manager associated with legal complications presented by the government Profession Compensation. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the future. With obstacles in the type of a potential social change and reduced employee morale, the company requires a total reengineering effort at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective social adjustment at the marketing department of Winning The Digital War For Talent is boosting unpredictability in the working environment causing different difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting critical decisions since Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Trade Commission's treatment in the process. Provided the fact that the shop has a global existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might have the ability to affect performance or strategic objectives. Federal Trade Compensation's antitrust suit against the merging took up useful time of the organization's senior monitoring recommending that 'political' factors can have serious ramifications for an international organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the global situation recommend that Winning The Digital War For Talent is prospering in an atmosphere where there is possible development of organisations. Along with this, fact that store consumers are mostly looking for office products for office suggests that the market has a climbing pattern of business owners and also home based businesses.

Social factors: Social trends in the economy reveal that clients are searching for convenience in addition to attractive prices. Market research demonstrates how the client for Winning The Digital War For Talent does not have awareness about discovering options which can supply a combination of convenience as well as affordable.

Technical factors: Modern technology plays a crucial duty in Winning The Digital War For Talent's organisation strategy especially as the company is piloting Innovation facilities which would certainly offer innovation sales and also assistance in the form of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Actions issues can be seen in Winning The Digital War For Talent's case as highlighted in this area.

Concerns about cultural adjustment: There is uneasiness about a cultural modification that would certainly occur once Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with a lot of the employee already revealing discontent over this prospective move. This anticipated adjustment has produced stress and anxiety in the office which has been coupled with the previous stress of preparing the company for a prospective merging with House Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is shortage of employees that can match the stressful atmosphere of a fast-paced organization. Not only does this bring about trouble in locating the best people, it puts anxiety on brand-new hires as can not endure the pace and pressure that the company anticipates them to birth.

Double Reporting Lines: Newbies discover this organizational culture cumbersome and hard to cope with particularly as populated line connections are implied to be weaker generally as well as objective setup and efficiency analysis is still done by the solid line manager. This indicates that newcomers can lose clearness regarding their respective duties as well as objectives specifically as populated line coverage does not keep them in direct communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been speculated that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis may have been qualified and also suitable for the job but the reality that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Work Instability: Concern and also insecurity can be identified as 2 significant problems that Lewis would be managing specifically as the merging has actually now be cancelled and also two senior executives of the advertising division would certainly be leaving. The whole obligation of the department would be dropping on Lewis's shoulders who would certainly not just supervise of brining about a social change however would additionally have to confirm herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's monitoring design as well as its incompatibility with the advertising division's role can also be seen as an OB difficulty especially as she has been used to dealing with concerns in the procedures department where personnel are shown to concentrate on procedures and also get them right. The marketing department on the other hand can be viewed as a group of people who are made use of to being nurtured by Krasnow who focused extra on outcome than processes.

Interdepartmental Disputes: Interdepartmental arguments in between three divisions, advertising and marketing, merchandizing and also procedures respectively over the allowance of the advertising and marketing mix can be determined as an additional OB worry. Although the marketing division does not share the exact same vision as the various other 2 divisions concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not concur over the marketing mix appropriation among each other either.

Fragmentation in Advertising Division: Disintegration in between the marketing and advertising divisions can be determined as another OB problem which could require additional interest. The fact that the advertising and marketing sections in the advertising and marketing division are detached is avoiding both divisions from gaining from each various other's experience and proficiency. Combination of marketing with merchandising and also procedures would certainly come to be more difficult if the advertising department itself is degenerated which can be an additional prospective OB issue.

Winning The Digital War For Talent Analysis

Various concepts have been used to clarify the scenarios to get additional quality concerning the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors believe that staffs are passive as well as careless, have little aspiration as well as resist change. The tough version of this concept emphasized coercion, limited controls, risks and also punishments. With time it generates low performance, refined sabotage and also rivalry (Bargain, 2003). Although the scenario at Winning The Digital War For Talent is not completely complying with Theory X, it can be seen that new hires are finding this environment rather difficult which may ultimately result in a higher disposition of the management towards Theory X. According to McGregor's advocated sight, which he called Concept Y, the important task of the management is to organize business conditions so that people can attain their own goals best by routing their efforts towards organizational rewards. If people find no satisfaction in their work, the monitoring would have little option yet to count on theory X as well as external control (Deal, 2003). Also while examining Lewis's management style, concept X might have appropriated in the operations department to some extent however the Marketing division would certainly require dependence on Concept Y so as to get the creative thinking and also originality from the groups.

Tuckman's Team effort Theory: Regarding Lewis's problem concerning bringing consistency between the marketing and advertising department is concerned, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the initial stage of team growth, individuals may not bond, as they are busy locating their area in the team. By incorporating the marketing and advertising division's job, there might coincide preliminary separate which can bring about the 2nd phase of 'storming' where the teams challenge each other. It is only throughout the 3rd phase or 'norming' when they would come with each other to share ideas before the team can bring around harmony in the 4th stage 'performing'.

Bridges' Transition Model: As per William Bridge's theory (appendix 4), people are fairly awkward with modification, which is evident by the scenario at Winning The Digital War For Talent The circumstance can be viewed as a normal training course of life if is researched as per Bridge's concept where he explains that individuals go through 3 stages of transition when they experience adjustment. 'Ending, losing as well as Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they go into phase one and so there may be feelings like unhappiness, unpredictability, stress, temper, concern, rejection as well as disorientation.The situation at the marketing department of Winning The Digital War For Talent is similar so Lewis can get comfy with the idea that it is not extraordinary behavior. In the second stage, there might be a requirement to link the space between the new as well as old society so Lewis might have to face this ordeal once Krasnow leaves. There might be reduced spirits and also reduced productivity at this phase which need to not be taken as a problem. It is throughout this phase that Lewis will certainly need to offer assistance to the division so that they can discover a sense of direction. It can be seen just how Krasnow has actually currently made this transition less complicated by making Lewis get associated with the division a year before his real separation. Based on Bridges' Design, stage three will cause openness to discovering, High energy and also dedication as people will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB problem pertaining to instability at the work environment has been triggered firstly by the change in management as well as secondly by the reality that the merging will certainly no more be started. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has discusses the significance of 'safety and security requires as being a lower level need of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to really feel safe and also unharmed' is at the second level of requirements. Prior to a staff member can be made to establish psychologically, he needs to have his 'Physiological 'as well as 'Safety' needs satisfied. This suggests that unless the workers are made to really feel safe concerning their current employment standing in Winning The Digital War For Talent they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Winning The Digital War For Talent Case Study

Effects of Analysis.

The OB analysis has taken a look at numerous concepts to recognize exactly how to deal with the current situation at hand. The adhering to three alternatives have actually been recommended to aid Lewis handle the business difficulties in the advertising and marketing department. Each of these options has actually been recommended for reducing the shift required to bring the advertising department in accordance with the needs of the marketplace and for making the social adjustment that would certainly comply with once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and also Manufacturing features. Integration of Advertising with Operations.

Analysis of Alternatives.

Integration of Marketing & Advertising Functions: The internal marketing agency of Winning The Digital War For Talent is currently toughness for the organization in regards to saving up on overheads associated with advertising and promo. Because no new employment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the marketing function, this is a desirable opportunity for incorporating the marketing and advertising functions. Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merger days has proficiency in business-to-business marketing together with firm and retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both marketing and advertising functions.

The benefit of this method is that it will certainly integrate both functions while minimizing the requirement for working with an added resource for marketing. Lewis would certainly be heading the marketing department and also in any kind of case her replacement would be required for the present role that she is executing. The disadvantage of this option is that exterior hiring might bring about bitterness from inner employees that might be eying the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Given the competitive stress and also high quality work needed from the advertising agency, it is suggested that Lewis needs to enable the manufacturing unit to be a different function from the advertising unit. Considering that the majority of ad agency had these two functions as different devices, it makes even more sense to comply with the norm. Both features might be able to concentrate on their core triggers extra effectively. The disadvantage of this method would be that additional expenses would certainly have to be birthed for setting up separate production functions. Along with this, a manufacturing head may need to be hired which could increase overheads for the organization.

Combination of Advertising with Procedures: Considering that Lewis is currently taking treatment of the marketing and operations departments simultaneously; it makes feeling to integrate the 2 functions since she has been efficiently taking treatment of both ends. The truth that Lewis has to adapt her management design for the advertising and marketing department recommends that these two divisions would be culturally varied.


An assessment of the three choices suggests that combination of marketing and operations would certainly not be a feasible action due to the vast distinctions in between the two divisions in spite of the fact that currently Lewis is taking care of both. While separation of the manufacturing feature may have been a favorable action for the advertising and marketing division, the reality that it would certainly suggest placing a third function under Lewis's wing suggests this must be avoided.

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

Marketing and advertising functions would certainly be merged.

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

Manufacturing feature will certainly continue to be component of advertising and marketing under marketing feature.

Lewis will separate herself from procedures.

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

Open up door policy and focus on cross department interaction will be targeted at getting rid of disharmony.

Backup strategy.

If the integration does not work out as intended, a contingency plan would comply with which would certainly separate the manufacturing function from the marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing division without an SVP. In that case the production feature will most definitely be separated by putting it under an SVP production.