Yola Managing Multiple Challenges Case Study Solution


Home >> Ivey >> Yola Managing Multiple Challenges >>

Yola Managing Multiple Challenges Case Study Solution

Background and Facts

Yola Managing Multiple Challenges a workplace products store for little and also moderate sized companies has just recently been associated with preparing for a merger with its rival Residence Deport, which has actually affected efficiency levels in departmentswith the elderly supervisor involved in legal problems presented by the government Trade Payment. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the duty in the future. With difficulties in the form of a prospective cultural change as well as low employee morale, the company needs a complete reengineering initiative at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural modification at the advertising division of Yola Managing Multiple Challenges is increasing uncertainty in the workplace leading to various difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting calculated choices since Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Profession Compensation's intervention while doing so. Given the fact that the shop has a worldwide visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these countries may be able to influence performance or strategic objectives. Federal Trade Compensation's antitrust match against the merging used up useful time of the organization's senior monitoring suggesting that 'political' factors can have serious effects for an international organisation.

Economic Factors: Economic factors such as the development of small companies in the global circumstance suggest that Yola Managing Multiple Challenges is prospering in a setting where there is prospective development of organisations. In addition to this, fact that shop clients are mainly seeking workplace products for office recommends that the marketplace has a rising trend of business owners as well as home based businesses.

Social factors: Social fads in the economy show that clients are trying to find ease as well as appealing rates. Market research shows how the consumer for Yola Managing Multiple Challenges lacks awareness about locating options which can offer a combination of comfort and also affordable.

Technological factors: Innovation plays a crucial function in Yola Managing Multiple Challenges's company method particularly as the company is piloting Innovation centers which would certainly supply technology sales and also support in the type of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Behavior problems can be seen in Yola Managing Multiple Challenges's case as highlighted in this area.

Worries about cultural modification: There is concern regarding a cultural change that would take place as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with most of the staff members currently showing unhappiness over this potential action. This anticipated adjustment has actually created tension in the work environment which has been paired with the past tension of preparing the company for a possible merging with House Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is scarcity of employees that can match the difficult setting of a busy company. Not only does this cause problem in finding the ideal individuals, it puts stress on new hires as can not withstand the rate as well as pressure that the company expects them to bear.

Double Coverage Lines: Newbies find this business society difficult and challenging to cope with particularly as dotted line connections are suggested to be weaker generally as well as objective setup and performance analysis is still done by the solid line manager. This implies that newcomers can shed clarity concerning their corresponding functions as well as goals specifically as populated line reporting does not maintain them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles even though it had actually been guessed that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis might have been capable and also ideal for the task but the reality that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Insecurity: Concern as well as instability can be determined as two significant issues that Lewis would be managing specifically as the merger has actually now be terminated and also two senior execs of the advertising department would be leaving. The entire duty of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining about a cultural modification however would additionally need to prove herself in her brand-new role.

Incompatible Management Design of Leader: Lewis's management design as well as its incompatibility with the advertising and marketing department's duty can also be seen as an OB obstacle specifically as she has been utilized to managing issues in the operations department where workers are shown to focus on procedures and also obtain them. The advertising division on the various other hand can be viewed as a group of people that are utilized to being supported by Krasnow that concentrated extra on output than procedures.

Interdepartmental Differences: Interdepartmental differences between three divisions, advertising, merchandizing and also operations respectively over the appropriation of the advertising mix can be recognized as an additional OB issue. Although the advertising and marketing department does not share the exact same vision as the various other two departments pertaining to the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allocation amongst one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the marketing and advertising departments can be recognized as one more OB issue which can require additional attention. The reality that the advertising and marketing areas in the advertising department are disconnected is avoiding both divisions from gaining from each various other's experience and competence. Combination of advertising with retailing and procedures would become harder if the marketing department itself is disintegrated which can be one more prospective OB issue.

Yola Managing Multiple Challenges Analysis

Different concepts have been made use of to describe the circumstances to obtain more clearness concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors believe that subordinates are easy and lazy, have little ambition and stand up to modification. The situation at Yola Managing Multiple Challenges is not totally complying with Theory X, it can be seen that new hires are locating this setting rather stressful which may ultimately lead to a higher disposition of the monitoring towards Concept X. Also while assessing Lewis's management style, concept X might have been appropriate in the procedures division to some degree however the Advertising department would need dependence on Theory Y in order to obtain the creativity and originality from the groups.

Tuckman's Synergy Theory: As for Lewis's worry concerning bringing harmony between the advertising and marketing department is concerned, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, throughout the initial stage of team growth, individuals might not bond, as they are active locating their area in the group. By integrating the marketing and advertising division's work, there may coincide preliminary disconnect which might bring about the second phase of 'storming' where the teams challenge each other. It is only during the third stage or 'norming' when they would certainly come together to share ideas prior to the group can bring around synergy in the 4th stage 'performing'.

Bridges' Transition Design: According To William Bridge's concept (appendix 4), individuals are quite unpleasant with adjustment, which is noticeable by the situation at Yola Managing Multiple Challenges The circumstance can be viewed as a regular training course of life if is researched according to Bridge's concept where he explains that people go through three phases of shift when they experience change. 'Ending, losing and also Releasing', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people are presented with modification, they get in stage one therefore there might be emotions like sadness, uncertainty, irritation, anger, worry, rejection and disorientation.The scenario at the marketing department of Yola Managing Multiple Challenges is comparable so Lewis can obtain comfy with the idea that it is not phenomenal actions. In the 2nd stage, there might be a requirement to bridge the gap in between the brand-new and also old culture so Lewis might need to encounter this challenge as soon as Krasnow leaves. There may be reduced morale as well as reduced productivity at this stage which must not be taken as a setback. It is during this phase that Lewis will certainly need to provide advice to the department to ensure that they can discover a sense of direction. It can be seen how Krasnow has actually currently made this shift easier by making Lewis get associated with the division a year before his actual departure. Based on Bridges' Model, phase three will certainly cause openness to learning, High energy and dedication as individuals will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the value of 'security needs as being a reduced degree demand of a human for activating motivation. 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 danger' is at the 2nd level of requirements. Prior to a worker can be made to develop mentally, he needs to have his 'Physical 'as well as 'Safety' needs met.

SWOT Analysis for Yola Managing Multiple Challenges Case Study

Ramification of Analysis.

The OB analysis has taken a look at different concepts to understand exactly how to deal with the existing scenario handy. The adhering to three alternatives have been recommended to help Lewis take care of the business obstacles in the advertising division. Each of these options has been recommended for alleviating the transition required to bring the advertising department in line with the needs of the market and for making the cultural adjustment that would adhere to when the existing leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business marketing along with agency as well as retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and marketing and also advertising and marketing functions.

The advantage of this approach is that it will certainly incorporate the two functions while minimizing the demand for working with an additional source for advertising. In addition to this, Lewis would certainly be heading the advertising division and also all the same her substitute would certainly be required for the current function that she is carrying out. The negative aspect of this option is that outside hiring may bring about bitterness from internal employees that may be considering the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Production: Provided the affordable stress and top quality job required from the ad agency, it is suggested that Lewis must enable the manufacturing unit to be a separate feature from the marketing unit. Since a lot of advertising agencies had these two features as separate units, it makes more feeling to adhere to the norm. Both features may be able to focus on their core triggers much more effectively. The downside of this method would be that extra expenses would have to be borne for setting up separate production features. A manufacturing head might have to be employed which can raise overheads for the company.

Combination of Marketing with Operations: Because Lewis is currently dealing with the advertising and marketing as well as operations departments simultaneously; it makes sense to incorporate the two features since she has actually been efficiently caring for both ends. The truth that both departments already have major differences over appropriation of sources suggests that this combination might have the ability to produce consistency especially as Lewis would be heading both ends.However there are numerous downsides of this move especially as it would put excessive worry over Lewis's shoulders. The truth that Lewis needs to adjust her administration style for the advertising department recommends that these 2 divisions would be culturally diverse. Along with this, Lewis might not be able to use one kind of management style to both divisions which can lead to inadequacy in either among both functions.


An examination of the three alternatives suggests that integration of advertising and marketing and also procedures would not be a possible relocation due to the vast differences between the two departments in spite of the fact that presently Lewis is managing both. While splitting up of the manufacturing feature might have been a desirable relocation for the advertising and marketing department, the fact that it would certainly imply putting a third function under Lewis's wing suggests this ought to be avoided.

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

Marketing and advertising features would certainly be combined.

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

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

Lewis will divide herself from operations.

An autonomous leadership design with worker empowerment will be used in advertising department.

Open up door plan and also focus on cross department interaction will be focused on removing disharmony.

Backup plan.

If the assimilation does not work out as planned, a contingency strategy would adhere to which would separate the manufacturing feature from the advertising and marketing function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. Because case the production feature will certainly be divided by positioning it under an SVP manufacturing.