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A Brief Introduction To Museums Case Study Analysis

Background and Facts

A Brief Introduction To Museums a workplace supplies store for little and medium sized companies has actually lately been associated with planning for a merging with its competitor Residence Deport, which has actually affected performance degrees in departmentswith the senior supervisor involved in legal difficulties put forth by the federal Profession Payment. With the Marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the future. With obstacles in the type of a potential cultural modification as well as low employee spirits, the company is in need of a full reengineering initiative at the marketing department.

Trouble Declaration

The potential social change at the advertising division of A Brief Introduction To Museums is increasing uncertainty in the working environment leading to numerous obstacles for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting strategic choices considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's treatment in the process. Provided the truth that the shop has an international visibility with branches in UK, USA, Canada and Germany, political factors in each of these nations may have the ability to affect performance or tactical goals. Federal Trade Payment's antitrust suit against the merger used up valuable time of the company's elderly administration suggesting that 'political' factors can have significant effects for a worldwide organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the international circumstance recommend that A Brief Introduction To Museums is thriving in a setting where there is potential development of services. Reality that shop customers are mostly looking for office supplies for house offices recommends that the market has an increasing pattern of entrepreneurs as well as residence based services.

Social factors: Social trends in the economic situation show that consumers are looking for comfort as well as eye-catching prices. Marketing research shows how the consumer for A Brief Introduction To Museums does not have understanding regarding discovering services which can provide a combination of comfort and inexpensive.

Technological factors: Modern technology plays an important function in A Brief Introduction To Museums's business approach particularly as the company is piloting Technology facilities which would offer modern technology sales as well as support in the form of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and also Manifestations.

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

Apprehensions regarding cultural adjustment: There is worry regarding a cultural modification that would happen when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the employee currently showing unhappiness over this possible move. This anticipated adjustment has actually created anxiety in the office which has been coupled with the previous stress and anxiety of preparing the firm for a prospective merger with House Deport.

Stressful Task Setting for Newcomers: There is scarcity of personnel that can match the difficult setting of a busy company. Not just does this cause problem in locating the best people, it places stress and anxiety on brand-new hires as can not stand up to the pace as well as pressure that the organization anticipates them to birth.

Double Reporting Lines: Newbies discover this organizational culture cumbersome and tough to manage particularly as dotted line connections are suggested to be weak generally and objective setup and efficiency examination is still done by the strong line supervisor. This implies that beginners could shed quality regarding their particular duties and purposes especially as populated line coverage does not maintain them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had actually been speculated that the latter would certainly take Krasnow's setting came as an impact to her spirits. Lewis might have been capable and suitable for the job however the reality that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Worry as well as insecurity can be identified as 2 major problems that Lewis would certainly be taking care of particularly as the merging has currently be terminated as well as two senior executives of the marketing department would be leaving. The whole duty of the department would be falling on Lewis's shoulders who would certainly not simply supervise of brining concerning a social adjustment yet would likewise need to verify herself in her new function.

Inappropriate Management Style of Leader: Lewis's management style as well as its incompatibility with the advertising and marketing department's function can also be seen as an OB challenge particularly as she has actually been made use of to dealing with issues in the operations department where employees are instructed to focus on processes and also get them. The marketing division on the other hand can be seen as a group of people that are made use of to being nurtured by Krasnow that focused more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disputes in between three divisions, advertising and marketing, merchandizing as well as operations respectively over the allotment of the advertising and marketing mix can be determined as one more OB problem. Although the advertising division does not share the very same vision as the other two divisions regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allowance amongst one another either.

Fragmentation in Advertising Division: Disintegration between the advertising and marketing divisions can be identified as one more OB problem which can need more focus. The reality that the advertising and marketing sections in the advertising department are disconnected is avoiding both departments from getting from each other's experience and expertise. Combination of advertising with retailing and procedures would certainly become more difficult if the marketing department itself is broken down which can be another possible OB problem.

A Brief Introduction To Museums Analysis

Various theories have actually been utilized to discuss the circumstances to obtain more clarity regarding the situation handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers think that subordinates are passive as well as lazy, have little aspiration and stand up to modification. The situation at A Brief Introduction To Museums is not entirely following Concept X, it can be seen that brand-new hires are finding this environment instead stressful which may eventually lead to a greater disposition of the management in the direction of Concept X. Even while assessing Lewis's management style, theory X might have been appropriate in the operations division to some extent however the Marketing division would certainly call for dependence on Concept Y in order to obtain the imagination and also originality from the teams.

Tuckman's Teamwork Concept: As much as Lewis's problem concerning bringing consistency between the marketing as well as advertising department is concerned, this would originally lead to conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising and marketing division's job, there might be the exact same first disconnect which might lead to the 2nd phase of 'storming' where the teams challenge one an additional.

When people are presented with adjustment, they go into stage one and also so there may be emotions like sadness, unpredictability, frustration, temper, fear, denial and also disorientation.The circumstance at the advertising division of A Brief Introduction To Museums is similar so Lewis can obtain comfy with the concept that it is not remarkable habits. It is throughout this stage that Lewis will certainly have to offer assistance to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has currently made this change less complicated by making Lewis obtain included in the department a year before his actual departure.

Maslow's Requirement power structure: The OB concern pertaining to instability at the office has been set off to start with by the change in management and also secondly by the reality that the merger will no longer be launched. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has discusses the importance of 'protection requires as being a reduced level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and secure and also safe' is at the 2nd degree of requirements. Before an employee can be made to develop emotionally, he requires to have his 'Physical 'and also 'Safety and security' needs fulfilled. This shows that unless the employees are made to feel safe and secure concerning their present employment condition in A Brief Introduction To Museums they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for A Brief Introduction To Museums Case Study

Implication of Analysis.

The OB analysis has actually considered numerous theories to recognize exactly how to deal with the present scenario handy. The complying with 3 alternatives have actually been suggested to assist Lewis manage the organizational challenges in the marketing department. Each of these choices has actually been proposed for reducing the change needed to bring the advertising and marketing department in accordance with the needs of the market and for making the cultural change that would comply with when the present leader leaves.

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

Evaluation of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house marketing firm of A Brief Introduction To Museums is currently toughness for the company in terms of conserving up on expenses associated with marketing as well as promotion. Since no brand-new employment has actually been done after Bridget Cole's departure with the reporting line being straight appointed to Krasnow for the advertising and marketing function, this is a favorable opportunity for incorporating the marketing and advertising functions. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has know-how in business-to-business marketing together with firm and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both marketing and advertising features.

The benefit of this method is that it will integrate both functions while lowering the requirement for hiring an extra source for advertising. In addition to this, Lewis would certainly be heading the advertising division as well as in any case her substitute would be needed for the current duty that she is carrying out. The negative aspect of this choice is that outside hiring may bring about bitterness from inner workers that might be considering the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Manufacturing: Provided the competitive stress as well as high top quality work called for from the advertising firm, it is advised that Lewis must permit the manufacturing device to be a different function from the advertising device. Because the majority of marketing agencies had these two functions as different units, it makes even more sense to comply with the standard.

Assimilation of Advertising with Workflows: Considering that Lewis is currently taking care of the advertising and marketing and operations divisions at the same time; it makes good sense to incorporate both functions since she has been effectively caring for both ends. The truth that both divisions currently have major differences over appropriation of resources suggests that this integration may be able to produce consistency especially as Lewis would certainly be heading both ends.However there are numerous disadvantages of this move particularly as it would certainly place excessive worry over Lewis's shoulders. The reality that Lewis needs to adapt her management design for the advertising and marketing division suggests that these two divisions would be culturally diverse. Lewis may not be able to apply one kind of management design to both departments which might result in inadequacy in either one of the two features.


An assessment of the 3 options indicates that combination of advertising and marketing and procedures would certainly not be a feasible action due to the huge differences between the 2 departments regardless of the truth that currently Lewis is dealing with both. While splitting up of the production function might have been a desirable step for the advertising and marketing division, the fact that it would certainly suggest placing a third feature under Lewis's wing indicates this ought to be prevented.

Activity Strategy.

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

Advertising and Marketing features would certainly be combined.

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

Production function will certainly continue to be component of advertising under advertising function.

Lewis will divide herself from operations.

An autonomous leadership design with worker empowerment will be used in advertising and marketing division.

Open door plan and also emphasis on cross department interaction will certainly be focused on getting rid of dissonance.

Backup plan.

If the assimilation does not exercise as planned, a backup plan would comply with which would separate the production function from the marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising department without an SVP. In that case the production feature will definitely be divided by placing it under an SVP production.