A Brief Introduction To Museums Case Study Solution


Home >> Kelloggs >> A Brief Introduction To Museums >>

A Brief Introduction To Museums Case Study Analysis

Background and Facts

A Brief Introduction To Museums a workplace materials retailer for tiny and medium sized companies has actually lately been involved in preparing for a merging with its competitor House Deport, which has actually affected effectiveness degrees in departmentswith the senior manager involved in legal complications presented by the federal Trade Payment. With the Marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the near future. With difficulties in the type of a possible cultural modification and low employee morale, the organization needs a total reengineering effort at the advertising and marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The possible social modification at the marketing department of A Brief Introduction To Museums is raising unpredictability in the working environment causing various 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 affecting critical decisions since Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Trade Compensation's treatment in the process. Offered the truth that the store has a worldwide visibility with branches in UK, USA, Canada and Germany, political consider each of these countries may have the ability to influence performance or critical objectives. Federal Profession Payment's antitrust fit versus the merger took up beneficial time of the company's senior monitoring recommending that 'political' factors can have serious implications for a worldwide company.

Economic Factors: Economic factors such as the development of small companies in the global circumstance recommend that A Brief Introduction To Museums is growing in an environment where there is prospective development of services. Reality that store customers are mainly looking for workplace products for residence offices recommends that the market has a rising trend of entrepreneurs as well as house based businesses.

Social factors: Social fads in the economy reveal that consumers are trying to find convenience along with eye-catching rates. Market research demonstrates how the client for A Brief Introduction To Museums does not have recognition regarding discovering options which can provide a mix of convenience as well as affordable.

Technical factors: Innovation plays an important duty in A Brief Introduction To Museums's service method particularly as the company is piloting Modern technology facilities which would certainly provide technology sales and also assistance in the kind of memory upgrades, peripheral installments. (Summary of PARASITE in appendix 2).

OB Issues and Effects.

A number of underlying Business Habits problems can be seen in A Brief Introduction To Museums's case as highlighted in this section.

Concerns about social adjustment: There is uneasiness concerning a cultural modification that would happen once Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with a lot of the staff members currently revealing discontent over this possible action. This predicted adjustment has produced anxiety in the work environment which has been paired with the past stress of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is shortage of personnel that can match the demanding environment of a fast-paced organization. Not only does this lead to problem in discovering the best individuals, it puts stress and anxiety on brand-new hires as can not endure the speed and also pressure that the company expects them to birth.

Double Reporting Lines: Newbies find this organizational society troublesome and also challenging to cope with particularly as populated line partnerships are indicated to be weak as a whole as well as unbiased setup and also efficiency evaluation is still done by the solid line manager. This means that newbies can shed clarity concerning their particular functions and purposes particularly as dotted line coverage does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's placement came as a blow to her spirits. Lewis might have been capable and also appropriate for the job but the truth that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Concern & Job Instability: Concern as well as instability can be identified as two major problems that Lewis would be dealing with specifically as the merger has actually currently be cancelled and also 2 senior execs of the marketing department would be leaving. The entire obligation of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a social modification however would certainly additionally have to show herself in her new function.

Inappropriate Management Style of Leader: Lewis's administration design and also its incompatibility with the marketing division's function can additionally be seen as an OB obstacle especially as she has been utilized to managing issues in the procedures department where employees are instructed to concentrate on procedures as well as get them. The advertising and marketing division on the various other hand can be seen as a group of people who are used to being supported by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Arguments: Interdepartmental differences between three divisions, marketing, merchandizing as well as operations specifically over the allotment of the marketing mix can be identified as another OB issue. The advertising division does not share the same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation amongst one an additional either.

Disintegration in Marketing Division: Disintegration in between the marketing and advertising divisions can be recognized as one more OB problem which might require more attention. The reality that the advertising and marketing areas in the advertising and marketing department are disconnected is protecting against both departments from obtaining from each various other's experience as well as expertise. Combination of advertising with merchandising and also procedures would certainly come to be harder if the advertising division itself is disintegrated which can be one more potential OB problem.

A Brief Introduction To Museums Analysis

Various concepts have been utilized to discuss the situations to obtain additional quality about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that staffs are easy as well as lazy, have little ambition and withstand modification. The hard variation of this theory stressed coercion, limited controls, risks and penalties. In time it produces reduced performance, subtle sabotage as well as competition (Offer, 2003). The scenario at A Brief Introduction To Museums is not entirely following Concept X, it can be seen that new hires are finding this setting rather stressful which may ultimately lead to a higher disposition of the management towards Concept X. As per McGregor's promoted sight, which he called Concept Y, the crucial job of the management is to arrange organizational conditions to ensure that people can attain their own objectives best by directing their initiatives in the direction of organizational rewards. If individuals discover no contentment in their work, the management would have little option however to count on concept X as well as external control (Offer, 2003). Also while examining Lewis's management style, concept X may have appropriated in the procedures division somewhat however the Advertising division would certainly need dependence on Theory Y in order to get the creativity and also originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's concern regarding bringing consistency between the marketing and advertising division is worried, this would initially lead to clash as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, throughout the first stage of team development, people may not bond, as they are busy locating their location in the team. By incorporating the advertising and marketing department's work, there might be the same initial disconnect which can bring about the 2nd stage of 'storming' where the teams challenge one another. It is just during the 3rd phase or 'norming' when they would certainly come together to share suggestions before the group can bring around synergy in the fourth stage 'doing'.

When people are presented with adjustment, they get in phase one and so there might be emotions like sadness, unpredictability, irritation, rage, worry, denial as well as disorientation.The situation at the advertising division of A Brief Introduction To Museums is comparable so Lewis can get comfortable with the idea that it is not remarkable actions. It is throughout this phase that Lewis will certainly have to provide guidance to the division so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has already made this transition much easier by making Lewis get entailed in the division a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the relevance of 'safety and security requires as being a reduced degree demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe and out of danger' is at the second level of needs. Prior to a staff member can be made to establish mentally, he requires to have his 'Physiological 'and also 'Safety' requires satisfied.

SWOT Analysis for A Brief Introduction To Museums Case Study

Ramification of Analysis.

The OB analysis has actually looked at various theories to recognize exactly how to cope with the current circumstance available. The complying with 3 options have actually been recommended to aid Lewis take care of the business obstacles in the marketing division. Each of these options has actually been suggested for alleviating the change needed to bring the advertising division according to the needs of the market and also for making the cultural adjustment that would adhere to once the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting as well as Manufacturing functions. Combination of Marketing with Procedures.

Examination of Alternatives.

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

The benefit of this method is that it will certainly integrate both features while decreasing the demand for hiring an extra resource for marketing. Lewis would be heading the advertising and marketing division and in any case her substitute would certainly be required for the present role that she is executing. The negative aspect of this option is that outside hiring might cause bitterness from internal workers that might be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Offered the affordable pressures and also high top quality work required from the advertising agency, it is recommended that Lewis needs to permit the manufacturing system to be a different function from the advertising and marketing device. Given that the majority of advertising and marketing agencies had these 2 functions as different devices, it makes more sense to adhere to the standard.

Assimilation of Advertising And Marketing with Procedures: Because Lewis is currently taking care of the advertising and marketing and also procedures departments simultaneously; it makes sense to integrate the two functions because she has actually been successfully taking treatment of both ends. The fact that Lewis has to adjust her administration style for the advertising department suggests that these 2 departments would be culturally diverse.


An examination of the three options suggests that combination of advertising and marketing and also procedures would not be a viable step as a result of the large differences between the two departments despite the fact that presently Lewis is handling both. While separation of the production feature might have been a beneficial step for the advertising department, the truth that it would mean positioning a third function under Lewis's wing suggests this ought to be stayed clear of. The assimilation of the advertising and marketing department is the very best choice in terms of obtaining the optimal results from the department. An activity plan for this option is discussed listed below.

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

Marketing and advertising functions would certainly be merged.

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

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

Lewis will separate herself from operations.

A democratic leadership style with staff member empowerment will certainly be made use of in advertising division.

Open up door plan as well as emphasis on cross departmental interaction will be aimed at removing disharmony.

Contingency plan.

If the assimilation does not work out as intended, a contingency strategy would adhere to which would divide the production feature from the marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising department without an SVP. Because case the production function will absolutely be separated by placing it under an SVP manufacturing.