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 little and also moderate sized organisations has recently been involved in planning for a merging with its competitor Residence Deport, which has actually affected performance degrees in departmentswith the elderly manager involved in legal problems presented by the government Profession Compensation. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the function in the near future. With challenges in the type of a potential social modification and reduced worker spirits, the company wants a full reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing division of Winning The Digital War For Talent is enhancing unpredictability in the working environment causing different obstacles for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting tactical decisions because Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Trade Commission's treatment in the process. Given the truth that the shop has an international existence with branches in UK, USA, Canada and Germany, political factors in each of these countries may be able to affect efficiency or strategic goals. Federal Profession Compensation's antitrust match against the merger took up beneficial time of the company's senior monitoring recommending that 'political' factors can have serious effects for a global organisation.

Economic Factors: Financial factors such as the introduction of small companies in the international situation suggest that Winning The Digital War For Talent is growing in a setting where there is potential development of businesses. Fact that store consumers are mainly looking for office materials for residence workplaces suggests that the market has a climbing trend of business owners and also residence based businesses.

Social factors: Social trends in the economic situation reveal that clients are trying to find benefit as well as eye-catching costs. Marketing research demonstrates how the consumer for Winning The Digital War For Talent does not have understanding about finding solutions which can provide a mix of comfort and inexpensive.

Technological factors: Technology plays an essential role in Winning The Digital War For Talent's company method particularly as the company is piloting Innovation facilities which would use innovation sales and also support in the form of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Business Habits concerns can be seen in Winning The Digital War For Talent's case as highlighted in this area.

Uneasiness concerning cultural modification: There is apprehension concerning a social modification that would take place when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with most of the staff members already showing unhappiness over this possible relocation. This expected adjustment has actually produced tension in the workplace which has actually been paired with the previous anxiety of preparing the firm for a prospective merger with Residence Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a fast-paced organization. Not just does this lead to difficulty in locating the appropriate people, it puts stress on brand-new hires as can not hold up against the rate as well as stress that the organization expects them to bear.

Double Reporting Lines: Newbies find this business culture troublesome and also challenging to handle specifically as populated line connections are meant to be weak generally and unbiased setting and performance evaluation is still done by the solid line manager. This suggests that newcomers can shed quality concerning their particular roles and goals especially as populated line coverage does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been guessed that the last would certainly take Krasnow's placement came as a strike to her morale. Lewis may have been capable and proper for the task but the reality that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Worry as well as instability can be identified as 2 major issues that Lewis would certainly be managing especially as the merging has currently be terminated and also 2 senior execs of the marketing division would certainly be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders who would certainly not simply supervise of brining regarding a social change however would additionally need to prove herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's monitoring style and also its conflict with the advertising and marketing division's duty can also be viewed as an OB challenge especially as she has been used to managing concerns in the operations division where workers are taught to concentrate on procedures as well as get them right. The advertising and marketing division on the various other hand can be seen as a team of individuals who are used to being supported by Krasnow who concentrated more on output than processes.

Interdepartmental Disputes: Interdepartmental disagreements between 3 departments, advertising and marketing, merchandizing as well as operations respectively over the allotment of the marketing mix can be determined as one more OB concern. Although the advertising division does not share the very same vision as the other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allowance among one another either.

Disintegration in Marketing Division: Fragmentation between the marketing and advertising divisions can be determined as an additional OB issue which might require further interest. The reality that the marketing and advertising sections in the marketing division are separated is stopping both departments from getting from each other's experience and proficiency. Assimilation of marketing with retailing and also procedures would certainly end up being harder if the advertising division itself is broken down which can be another potential OB worry.

Winning The Digital War For Talent Analysis

Different concepts have actually been utilized to discuss the conditions to obtain additional clearness about the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that juniors are passive as well as lazy, have little passion and stand up to adjustment. The circumstance at Winning The Digital War For Talent is not completely adhering to Theory X, it can be seen that new hires are discovering this setting instead stressful which may at some point lead to a higher inclination of the monitoring towards Theory X. Even while examining Lewis's administration style, theory X might have been suitable in the operations department to some extent but the Marketing division would need reliance on Concept Y in order to get the creativity and creativity from the groups.

Tuckman's Teamwork Concept: Regarding Lewis's problem about bringing harmony in between the advertising and marketing department is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, during the first stage of team development, people may not bond, as they are hectic locating their location in the group. By integrating the advertising and marketing department's job, there might coincide first separate which could cause the second stage of 'storming' where the groups test each other. Nevertheless, it is only during the 3rd phase or 'norming' when they would certainly collaborate to share ideas before the team can cause synergy in the fourth stage 'executing'.

When people are presented with change, they enter phase one and so there might be feelings like despair, unpredictability, irritation, anger, worry, denial and disorientation.The situation at the advertising division of Winning The Digital War For Talent is similar so Lewis can get comfy with the suggestion that it is not extraordinary habits. It is during this phase that Lewis will have to offer advice to the division so that they can find a feeling of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis obtain involved in the division a year before his actual departure.
Vrio Analysis
Maslow's Need power structure: The OB issue related to instability at the office has been triggered to start with by the modification in management as well as secondly by the truth that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has goes over the relevance of 'safety needs as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to really feel secure and unharmed' goes to the 2nd degree of requirements. Prior to a worker can be made to develop emotionally, he requires to have his 'Physical 'as well as 'Safety' requires met. This shows that unless the workers are made to really feel protected concerning their present employment standing in Winning The Digital War For Talent they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Winning The Digital War For Talent Case Study

Ramification of Analysis.

The OB analysis has looked at numerous concepts to understand how to manage the current scenario at hand. The adhering to 3 choices have been recommended to assist Lewis handle the organizational difficulties in the marketing department. Each of these options has been recommended for reducing the change needed to bring the advertising and marketing department according to the demands of the marketplace as well as for making the social change that would adhere to once the present leader leaves.

Combination of advertising and marketing features. Separating Adverting as well as Production features. Combination of Advertising with Procedures.

Assessment of Alternatives.

Integration of Marketing & Marketing Functions: The internal marketing company of Winning The Digital War For Talent is currently stamina for the company in terms of saving up on expenses associated with marketing and also promotion. Considering that no brand-new recruitment has actually been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the marketing function, this is a favorable chance for integrating the advertising and marketing features. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has knowledge in business-to-business marketing along with company as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both marketing and advertising features.

The benefit of this strategy is that it will certainly incorporate the two features while reducing the need for working with an extra source for marketing. Lewis would be heading the advertising department and in any case her substitute would certainly be needed for the current duty that she is executing. The negative aspect of this alternative is that outside hiring may cause resentment from interior employees who might be eying the setting of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Given the competitive stress and high top quality job called for from the advertising firm, it is suggested that Lewis needs to permit the manufacturing system to be a separate feature from the advertising unit. Because many advertising companies had these two functions as separate units, it makes more sense to follow the standard.

Combination of Advertising And Marketing with Procedures: Since Lewis is already taking treatment of the advertising and procedures divisions all at once; it makes sense to incorporate the 2 features considering that she has been successfully taking care of both ends. The reality that Lewis has to adapt her monitoring design for the advertising and marketing department suggests that these 2 departments would be culturally varied.


An examination of the three choices indicates that assimilation of advertising and procedures would certainly not be a feasible move due to the substantial distinctions in between the two divisions in spite of the truth that presently Lewis is dealing with both. While splitting up of the production feature may have been a positive move for the advertising division, the truth that it would imply putting a 3rd function under Lewis's wing means this should be prevented.

Activity Strategy.
Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing feature will continue to be part of marketing under marketing feature.

Lewis will certainly divide herself from procedures.

An autonomous management style with employee empowerment will certainly be utilized in advertising and marketing department.

Open up door policy and emphasis on cross department communication will certainly be aimed at getting rid of dissonance.

Contingency plan.

If the combination does not work out as intended, a contingency plan would comply with which would separate the production function from the marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing feature will absolutely be separated by placing it under an SVP production.