E2m Health Services Case Study Solution


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E2m Health Services Case Study Solution

Background and Facts

E2m Health Services an office materials retailer for little as well as medium sized companies has recently been involved in planning for a merging with its competitor Residence Deport, which has influenced efficiency levels in departmentswith the elderly supervisor associated with legal issues put forth by the federal Trade Commission. With the Marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With difficulties in the form of a prospective cultural change and low staff member morale, the company wants a complete reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing division of E2m Health Services is increasing unpredictability in the working environment leading to numerous difficulties for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing tactical decisions given that Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Commission's treatment in the process. Given the reality that the shop has a global visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries may be able to influence efficiency or strategic goals. Federal Profession Commission's antitrust fit versus the merging occupied valuable time of the organization's senior administration suggesting that 'political' factors can have severe ramifications for an international organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the international circumstance suggest that E2m Health Services is growing in an environment where there is possible growth of organisations. Reality that shop customers are primarily looking for workplace materials for residence offices suggests that the market has a climbing trend of business owners and also home based organisations.

Social factors: Social trends in the economic situation reveal that clients are looking for benefit as well as eye-catching costs. Market research demonstrates how the client for E2m Health Services lacks recognition concerning discovering options which can offer a mix of benefit as well as low costs.

Technological factors: Technology plays a crucial role in E2m Health Services's business strategy particularly as the company is piloting Innovation facilities which would use technology sales as well as support in the kind of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Business Behavior problems can be seen in E2m Health Services's case as highlighted in this section.

Concerns concerning social change: There is apprehension about a social change that would occur once Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with the majority of the personnel currently revealing discontent over this possible step. This predicted change has actually produced anxiety in the office which has actually been paired with the past stress and anxiety of preparing the company for a potential merging with House Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is shortage of workers that can match the stressful setting of a busy organization. Not just does this bring about problem in finding the appropriate individuals, it puts stress and anxiety on brand-new hires as can not withstand the speed as well as stress that the organization anticipates them to bear.

Twin Coverage Lines: Newbies locate this organizational society difficult as well as hard to deal with specifically as populated line connections are implied to be weaker as a whole and also objective setup as well as efficiency evaluation is still done by the strong line manager. This means that newcomers might shed clarity about their respective roles and purposes especially as populated line reporting does not keep them in straight interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had been hypothesized that the last would certainly take Krasnow's setting came as a strike to her morale. Lewis might have been qualified and also ideal for the job however the reality that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Fear & Task Instability: Worry and also instability can be recognized as two significant worries that Lewis would certainly be taking care of especially as the merging has currently be cancelled as well as 2 senior executives of the advertising and marketing division would be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders that would not simply supervise of brining about a cultural adjustment yet would additionally need to prove herself in her new duty.

Incompatible Management Style of Leader: Lewis's monitoring style and also its conflict with the advertising and marketing division's duty can additionally be seen as an OB obstacle especially as she has actually been made use of to taking care of problems in the procedures department where workers are shown to focus on processes and also get them right. The advertising division on the other hand can be seen as a team of people that are utilized to being supported by Krasnow who concentrated a lot more on result than processes.

Interdepartmental Arguments: Interdepartmental disagreements between three departments, advertising and marketing, merchandizing as well as procedures specifically over the allowance of the advertising and marketing mix can be identified as one more OB problem. Although the advertising division does not share the very same vision as the other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and procedures divisions do not agree over the advertising and marketing mix allotment among one another either.

Disintegration in Advertising Division: Disintegration in between the advertising and marketing divisions can be determined as another OB issue which might require additional interest. The truth that the marketing and advertising sections in the advertising department are disconnected is protecting against both divisions from gaining from each various other's experience as well as expertise. Combination of marketing with retailing as well as procedures would come to be harder if the marketing department itself is degenerated which can be one more prospective OB concern.

E2m Health Services Analysis

Various concepts have actually been made use of to discuss the situations to obtain more clarity about the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors think that juniors are passive and also lazy, have little ambition and withstand adjustment. The situation at E2m Health Services is not completely complying with Theory X, it can be seen that brand-new hires are locating this environment rather stressful which may ultimately lead to a higher inclination of the administration towards Concept X. Also while assessing Lewis's monitoring style, concept X may have been ideal in the operations department to some degree however the Advertising department would certainly require reliance on Theory Y in order to get the imagination and also creativity from the teams.

Tuckman's Teamwork Concept: As for Lewis's problem concerning bringing consistency between the marketing and advertising division is worried, this would originally result in conflict as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the first phase of team development, individuals may not bond, as they are hectic locating their location in the team. By integrating the marketing and advertising division's job, there might coincide initial disconnect which might result in the 2nd phase of 'storming' where the teams test one another. It is only during the third phase or 'norming' when they would come with each other to share concepts prior to the group can bring around synergy in the fourth phase 'doing'.

Bridges' Change Version: As per William Bridge's concept (appendix 4), individuals are fairly awkward with adjustment, which is evident by the circumstance at E2m Health Services The situation can be viewed as a typical training course of life if is researched as per Bridge's concept where he clarifies that individuals undergo 3 stages of transition when they experience modification. 'End, shedding as well as Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people are presented with modification, they go into stage one and so there may be emotions like sadness, unpredictability, frustration, rage, concern, rejection as well as disorientation.The scenario at the advertising department of E2m Health Services is comparable so Lewis can get comfy with the concept that it is not extraordinary behavior. In the second phase, there may be a demand to link the void between the new and old culture so Lewis might need to encounter this experience when Krasnow leaves. There may be low spirits and also reduced performance at this stage which need to not be taken as a problem. It is throughout this phase that Lewis will certainly have to provide support to the department to make sure that they can locate a sense of direction. It can be seen just how Krasnow has already made this transition less complicated by making Lewis get involved in the division a year prior to his actual departure. According to Bridges' Design, stage 3 will certainly cause openness to discovering, High energy as well as commitment as people will welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB issue pertaining to insecurity at the office has actually been activated to start with by the adjustment in monitoring and also second of all by the truth that the merging will no longer be started. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the relevance of 'protection requires as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and also unharmed' is at the 2nd level of demands. Prior to a staff member can be made to establish mentally, he requires to have his 'Physical 'as well as 'Security' needs fulfilled. This indicates that unless the personnel are made to feel safe about their existing employment standing in E2m Health Services they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for E2m Health Services Case Study

Implication of Analysis.

The OB analysis has actually looked at numerous theories to understand just how to handle the present situation available. The following three alternatives have actually been recommended to assist Lewis manage the organizational challenges in the marketing department. Each of these choices has actually been suggested for alleviating the change needed to bring the marketing department in accordance with the needs of the market and for making the cultural change that would certainly comply with once the current leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Production features. Assimilation of Advertising with Operations.

Analysis of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business advertising along with agency and retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both marketing and advertising features.

The advantage of this strategy is that it will incorporate the two features while decreasing the requirement for working with an extra source for marketing. Lewis would be heading the advertising and marketing department and also in any type of case her substitute would certainly be required for the current role that she is executing. The disadvantage of this choice is that outside hiring may cause bitterness from inner personnel that might be looking at the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Production: Offered the competitive stress and high quality work needed from the marketing agency, it is advised that Lewis ought to allow the production device to be a different feature from the marketing device. Considering that the majority of advertising agencies had these 2 functions as different systems, it makes even more sense to follow the norm.

Assimilation of Marketing with Operations: Given that Lewis is already taking care of the advertising and marketing and procedures departments concurrently; it makes sense to incorporate the two features since she has been effectively taking treatment of both ends. The truth that Lewis has to adjust her monitoring style for the marketing division suggests that these two divisions would certainly be culturally varied.


An analysis of the 3 alternatives shows that integration of marketing and also procedures would not be a viable relocation due to the large differences between the 2 divisions in spite of the truth that currently Lewis is dealing with both. While separation of the manufacturing function might have been a desirable move for the advertising and marketing division, the fact that it would suggest putting a third feature under Lewis's wing suggests this ought to be avoided.

Action Strategy.
Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing function will certainly remain part of advertising under advertising function.

Lewis will certainly separate herself from procedures.

A democratic management style with employee empowerment will be utilized in advertising division.

Open up door plan as well as focus on cross departmental communication will be aimed at eliminating disharmony.

Contingency strategy.

If the assimilation does not exercise as prepared, a backup strategy would follow which would separate the production function from the advertising and marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing function will definitely be divided by placing it under an SVP manufacturing.