Winning The Digital War For Talent Case Study Analysis


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Winning The Digital War For Talent Case Study Analysis

Background and Facts

Winning The Digital War For Talent a workplace supplies merchant for little as well as moderate sized businesses has actually just recently been associated with planning for a merging with its competitor Residence Deport, which has influenced effectiveness degrees in departmentswith the elderly manager involved in lawful difficulties put forth by the government Trade Commission. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the future. With difficulties in the type of a possible cultural change and also low staff member spirits, the company is in need of a total reengineering initiative at the advertising department.

Problem Statement

The possible cultural modification at the advertising and marketing department of Winning The Digital War For Talent is enhancing uncertainty in the workplace resulting in different challenges for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting strategic choices given that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's intervention in the process. Offered the truth that the shop has a global visibility with branches in UK, USA, Canada and Germany, political factors in each of these nations might have the ability to affect efficiency or calculated goals. Federal Trade Compensation's antitrust suit versus the merging took up important time of the organization's elderly administration suggesting that 'political' factors can have severe implications for an international company.

Economic Factors: Financial factors such as the introduction of small companies in the international circumstance recommend that Winning The Digital War For Talent is growing in a setting where there is prospective growth of companies. Fact that store customers are mainly looking for office products for home offices suggests that the market has an increasing trend of entrepreneurs as well as residence based services.

Social factors: Social patterns in the economic climate reveal that clients are looking for ease as well as appealing prices. Marketing research shows how the customer for Winning The Digital War For Talent lacks recognition regarding discovering remedies which can offer a mix of comfort as well as affordable.

Technological factors: Innovation plays a crucial duty in Winning The Digital War For Talent's company method specifically as the organization is piloting Modern technology centers which would certainly provide innovation sales and assistance in the kind of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues and Effects.

A number of underlying Business Habits issues can be seen in Winning The Digital War For Talent's case as highlighted in this section.

Worries concerning social modification: There is concern regarding a cultural adjustment that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with a lot of the team member currently revealing discontent over this potential step. This predicted modification has developed stress in the office which has been combined with the past tension of preparing the firm for a prospective merging with Home Deport.

Difficult Task Setting for Newcomers: There is scarcity of employees that can match the stressful environment of a hectic company. Not just does this result in difficulty in locating the best people, it places tension on new hires as can not endure the speed and pressure that the company anticipates them to birth.

Twin Coverage Lines: Newbies find this organizational culture difficult and tough to handle especially as dotted line partnerships are meant to be weaker in general and also unbiased setup as well as performance analysis is still done by the solid line manager. This suggests that newcomers can lose clearness regarding their respective duties and purposes specifically as dotted line coverage does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had been speculated that the latter would take Krasnow's placement came as a strike to her morale. Lewis may have been capable as well as suitable for the task however the reality that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Concern and also instability can be identified as 2 major concerns that Lewis would be handling specifically as the merging has currently be cancelled as well as two elderly execs of the marketing department would certainly be leaving. The entire responsibility of the division would be falling on Lewis's shoulders that would certainly not just be in charge of brining regarding a social adjustment but would also have to show herself in her brand-new role.

Inappropriate Administration Design of Leader: Lewis's monitoring design and its conflict with the marketing division's function can likewise be seen as an OB obstacle specifically as she has actually been made use of to taking care of problems in the operations division where employees are taught to concentrate on procedures as well as get them. The advertising division on the various other hand can be viewed as a group of individuals that are used to being supported by Krasnow that focused much more on output than processes.

Interdepartmental Disputes: Interdepartmental differences in between 3 departments, advertising, merchandizing and also operations respectively over the appropriation of the advertising and marketing mix can be determined as one more OB worry. Although the marketing division does not share the exact same vision as the other 2 departments pertaining to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and operations divisions do not concur over the marketing mix allowance among each other either.

Disintegration in Advertising And Marketing Division: Disintegration in between the advertising and marketing departments can be determined as one more OB issue which could need additional focus. The truth that the advertising and marketing sections in the advertising department are separated is avoiding both divisions from getting from each other's experience as well as proficiency. Integration of advertising and marketing with retailing and also procedures would 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 theories have actually been utilized to discuss the situations to obtain additional clearness regarding the scenario at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers believe that subordinates are passive and careless, have little passion and also resist modification. The difficult variation of this theory emphasized threat, limited controls, hazards as well as punishments. Over time it produces low efficiency, subtle sabotage and competition (Deal, 2003). Although the situation at Winning The Digital War For Talent is not entirely following Theory X, it can be seen that brand-new hires are discovering this environment rather difficult which may at some point cause a greater disposition of the administration in the direction of Concept X. As per McGregor's supported sight, which he called Theory Y, the vital job of the administration is to prepare organizational conditions to ensure that people can attain their very own objectives best by routing their efforts towards business rewards. If people locate no satisfaction in their work, the administration would have little selection yet to rely upon theory X as well as external control (Bargain, 2003). Even while analyzing Lewis's monitoring design, concept X might have been suitable in the procedures division somewhat yet the Advertising division would need dependence on Theory Y so as to get the imagination and originality from the groups.

Tuckman's Synergy Concept: Regarding Lewis's problem about bringing harmony between the marketing and advertising department is concerned, this would originally result in clash as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, throughout the initial phase of group development, individuals may not bond, as they are hectic locating their area in the team. By integrating the marketing and advertising division's work, there may coincide preliminary separate which can result in the second phase of 'storming' where the teams challenge one another. It is only throughout the 3rd phase or 'norming' when they would certainly come with each other to share concepts prior to the group can bring about synergy in the fourth stage 'executing'.

When people are presented with change, they get in stage one and so there may be emotions like despair, uncertainty, disappointment, rage, concern, denial and also disorientation.The situation at the advertising division of Winning The Digital War For Talent is comparable so Lewis can get comfy with the concept that it is not phenomenal behavior. It is throughout this phase that Lewis will certainly have to give guidance to the division so that they can locate a feeling of direction. It can be seen how Krasnow has actually currently made this shift much easier by making Lewis get entailed in the division a year prior to his real departure.

Maslow's Requirement hierarchy: The OB concern related to instability at the workplace has been set off first of all by the change in monitoring and secondly by the truth that the merging will no longer be started. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the importance of 'security needs as being a lower degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and out of danger' goes to the 2nd level of needs. Before a worker can be made to establish emotionally, he requires to have his 'Physical 'and 'Safety and security' needs satisfied. This indicates that unless the workers are made to feel secure about their current employment condition 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 various concepts to comprehend how to deal with the present scenario available. The adhering to 3 options have been proposed to assist Lewis handle the organizational challenges in the advertising division. Each of these options has been proposed for relieving the shift required to bring the advertising department in line with the demands of the marketplace and for making the social modification that would adhere to once the existing leader leaves.

Integration of advertising and marketing features. Separating Adverting as well as Production functions. Assimilation of Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing along with company and retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and also advertising features.

The benefit of this approach is that it will incorporate the two features while minimizing the demand for working with an additional resource for advertising. Lewis would certainly be heading the advertising department as well as in any case her replacement would certainly be required for the current function that she is carrying out. The downside of this alternative is that exterior hiring might produce bitterness from interior employees that might be eying the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Provided the affordable pressures and excellent quality job called for from the advertising agency, it is advised that Lewis needs to permit the manufacturing system to be a separate function from the marketing system. Given that most advertising agencies had these 2 features as different units, it makes even more feeling to follow the norm. Along with this, both features may be able to concentrate on their core activates more efficiently. The disadvantage of this strategy would be that added costs would certainly have to be birthed for establishing up separate production features. In addition to this, a manufacturing head might need to be hired which could raise overheads for the organization.

Assimilation of Advertising with Workflows: Because Lewis is already taking care of the marketing and procedures departments all at once; it makes feeling to integrate the 2 features considering that she has been efficiently taking care of both ends. The reality that Lewis has to adjust her management style for the advertising division recommends that these 2 departments would certainly be culturally diverse.


An examination of the three alternatives shows that combination of advertising and marketing and also operations would not be a possible action due to the huge differences between the two divisions despite the fact that currently Lewis is dealing with both. While separation of the manufacturing function may have been a desirable action for the advertising division, the fact that it would certainly suggest putting a 3rd function under Lewis's wing means this must be stayed clear of.

Activity Plan.

Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Manufacturing function will certainly remain part of marketing under advertising feature.

Lewis will divide herself from procedures.

A democratic management style with employee empowerment will certainly be used in advertising and marketing department.

Open up door policy and focus on cross departmental communication will certainly be targeted at removing dissonance.

Backup strategy.

If the combination does not exercise as prepared, a backup plan would comply with which would separate the production feature from the marketing feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the production function will definitely be separated by positioning it under an SVP manufacturing.