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Yola Managing Multiple Challenges Case Study Analysis

CASE ANALYSIS

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Yola Managing Multiple Challenges Case Study Analysis

Background and Facts

Yola Managing Multiple Challenges an office products store for little and moderate sized businesses has actually recently been involved in planning for a merger with its rival Residence Deport, which has impacted performance levels in departmentswith the senior manager involved in legal difficulties presented by the government Profession Commission. With the Advertising Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the future. With challenges in the type of a potential cultural change as well as reduced staff member morale, the company is in need of a full reengineering effort at the advertising and marketing department.

Problem Statement

The possible cultural modification at the advertising department of Yola Managing Multiple Challenges is increasing uncertainty in the workplace bring about numerous challenges 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 major function in impacting critical choices given that Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Profession Commission's treatment while doing so. Offered the truth that the store has a global visibility with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations might have the ability to influence efficiency or strategic goals. Federal Profession Compensation's antitrust suit against the merger occupied important time of the company's elderly management suggesting that 'political' factors can have severe effects for an international company.

Economic Factors: Financial factors such as the introduction of local business in the worldwide circumstance suggest that Yola Managing Multiple Challenges is prospering in a setting where there is possible growth of companies. Reality that shop consumers are primarily looking for office supplies for home workplaces suggests that the market has a rising fad of entrepreneurs and also home based organisations.

Social factors: Social trends in the economy show that customers are searching for convenience in addition to eye-catching costs. Marketing research shows how the client for Yola Managing Multiple Challenges does not have recognition about discovering solutions which can offer a combination of convenience and inexpensive.

Technological factors: Technology plays an important duty in Yola Managing Multiple Challenges's service approach particularly as the organization is piloting Technology facilities which would offer modern technology sales and also assistance in the type of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Habits issues can be seen in Yola Managing Multiple Challenges's case as highlighted in this section.

Worries concerning cultural change: There is apprehension regarding a social modification that would certainly happen when Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with a lot of the team member already revealing discontent over this potential action. This anticipated modification has actually developed stress in the workplace which has been combined with the past stress of preparing the company for a prospective merger with House Deport.

Difficult Task Setting for Newcomers: There is shortage of workers that can match the difficult environment of a hectic company. Not only does this bring about problem in discovering the best individuals, it puts stress and anxiety on brand-new hires as can not hold up against the pace and stress that the company anticipates them to birth.

Twin Coverage Lines: Newcomers discover this business culture cumbersome and also difficult to manage particularly as populated line connections are indicated to be weaker as a whole as well as unbiased setting as well as efficiency examination is still done by the solid line supervisor. This indicates that novices might shed clearness concerning their respective roles and also objectives particularly as populated line reporting does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had actually been hypothesized that the latter would take Krasnow's position came as an impact to her spirits. Lewis might have been capable and appropriate for the job but the fact that Kransnow's separation would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Job Instability: Anxiety and also instability can be identified as 2 significant concerns that Lewis would certainly be handling especially as the merger has currently be cancelled and also 2 senior executives of the marketing division would be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining about a cultural change but would certainly likewise need to confirm herself in her brand-new duty.

Incompatible Administration Design of Leader: Lewis's management design and also its incompatibility with the advertising department's duty can likewise be seen as an OB obstacle especially as she has actually been made use of to dealing with problems in the operations division where personnel are taught to concentrate on procedures and also obtain them. The advertising and marketing department on the other hand can be viewed as a team of people who are made use of to being nurtured by Krasnow that focused more on output than processes.

Interdepartmental Disagreements: Interdepartmental differences in between 3 divisions, marketing, merchandizing and procedures specifically over the appropriation of the advertising mix can be recognized as another OB concern. Although the advertising and marketing division does not share the exact same vision as the various other 2 departments regarding the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the marketing and advertising departments can be identified as an additional OB issue which could require additional focus. The fact that the advertising and marketing areas in the advertising division are separated is protecting against both divisions from obtaining from each various other's experience as well as know-how. Integration of advertising with retailing as well as operations would certainly become more difficult if the marketing division itself is degenerated which can be one more possible OB concern.

Yola Managing Multiple Challenges Analysis

Numerous theories have actually been utilized to describe the circumstances to obtain additional clarity about the situation at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are easy and lazy, have little aspiration and also withstand modification. The scenario at Yola Managing Multiple Challenges is not totally following Concept X, it can be seen that new hires are discovering this setting rather difficult which may at some point lead to a better disposition of the monitoring in the direction of Concept X. Even while assessing Lewis's monitoring style, concept X might have been appropriate in the procedures department to some degree yet the Advertising and marketing division would require dependence on Concept Y in order to get the imagination as well as originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's problem regarding bringing consistency between the advertising and marketing department is worried, this would originally lead to clash as gone over by Bruce Tuckman in his 'Synergy Theory'. By integrating the marketing and also marketing department's work, there may be the very same initial disconnect which could lead to the 2nd stage of 'storming' where the groups test one an additional.

When people are presented with change, they go into stage one and also so there may be feelings like despair, unpredictability, frustration, anger, worry, denial and also disorientation.The situation at the advertising department of Yola Managing Multiple Challenges is similar so Lewis can obtain comfy with the suggestion that it is not amazing behavior. It is during this phase that Lewis will have to give assistance to the department so that they can locate a sense of instructions. It can be seen exactly how Krasnow has already made this transition less complicated by making Lewis get involved in the division a year before his real separation.

Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has discusses the significance of 'protection needs as being a reduced level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel secure and out of risk' is at the 2nd degree of requirements. Before an employee can be made to establish emotionally, he requires to have his 'Physical 'as well as 'Safety and security' needs satisfied.

SWOT Analysis for Yola Managing Multiple Challenges Case Study



Ramification of Analysis.

The OB analysis has looked at different concepts to recognize exactly how to handle the present scenario available. The complying with three alternatives have actually been suggested to assist Lewis deal with the business difficulties in the marketing division. Each of these alternatives has been suggested for alleviating the transition needed to bring the advertising department in line with the demands of the market and also for making the cultural modification that would certainly follow once the current leader leaves.

Integration of marketing and advertising features. Dividing Adverting as well as Manufacturing features. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business advertising along with agency and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising as well as advertising features.

The benefit of this approach is that it will certainly integrate the two features while minimizing the demand for hiring an additional resource for marketing. In addition to this, Lewis would certainly be heading the advertising and marketing division and regardless her substitute would be required for the present function that she is performing. The downside of this choice is that outside hiring might produce animosity from inner personnel who might be eying the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Manufacturing: Given the competitive pressures as well as high quality job called for from the advertising agency, it is suggested that Lewis must allow the manufacturing unit to be a different function from the advertising unit. Considering that a lot of advertising agencies had these 2 functions as separate units, it makes even more feeling to adhere to the standard. Along with this, both features might have the ability to focus on their core activates a lot more efficiently. The negative aspect of this technique would certainly be that additional prices would certainly have to be borne for setting up separate manufacturing functions. A manufacturing head might have to be worked with which could boost expenses for the company.

Integration of Advertising And Marketing with Procedures: Because Lewis is currently taking treatment of the marketing and also procedures divisions concurrently; it makes sense to integrate the two functions since she has actually been effectively taking care of both ends. The reality that Lewis has to adjust her management design for the marketing department suggests that these 2 divisions would be culturally diverse.

Suggestion.



An assessment of the three alternatives indicates that assimilation of advertising as well as procedures would not be a feasible action due to the huge distinctions between the two departments despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a beneficial action for the marketing division, the reality that it would certainly suggest positioning a 3rd feature under Lewis's wing suggests this should be prevented as well. The combination of the advertising and marketing department is the best choice in regards to getting the ideal arise from the division. An action plan for this choice is reviewed listed below.

Activity Strategy.

Lewis will take over the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

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

Lewis will divide herself from procedures.

An autonomous leadership style with worker empowerment will certainly be utilized in advertising and marketing department.

Open door plan and focus on cross department communication will certainly be aimed at getting rid of disharmony.

Backup strategy.

If the combination does not exercise as planned, a contingency plan would certainly adhere to which would separate the production feature from the advertising and marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. Because case the production function will definitely be divided by positioning it under an SVP manufacturing.