E2m Health Services Case Study Analysis


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E2m Health Services Case Study Help

Background and Facts

E2m Health Services a workplace supplies store for small as well as moderate sized organisations has actually lately been involved in preparing for a merging with its competitor House Deport, which has actually affected efficiency levels in departmentswith the senior manager associated with legal difficulties presented by the government Trade Commission. With the Advertising and marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the future. With challenges in the form of a possible cultural adjustment and also low staff member morale, the company needs a complete reengineering effort at the marketing department.

Issue Declaration

The prospective cultural modification at the advertising department of E2m Health Services is raising uncertainty in the workplace causing various difficulties for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting calculated decisions because Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Compensation's intervention in the process. Offered the truth that the store has an international existence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations may be able to influence performance or strategic goals. Federal Profession Payment's antitrust suit against the merger took up valuable time of the company's senior management suggesting that 'political' factors can have major ramifications for an international organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the international circumstance recommend that E2m Health Services is flourishing in an environment where there is potential growth of companies. Reality that shop clients are primarily looking for workplace materials for residence offices recommends that the market has an increasing trend of business owners as well as house based companies.

Social factors: Social trends in the economy reveal that customers are searching for benefit as well as attractive rates. Market research demonstrates how the customer for E2m Health Services does not have awareness about locating options which can use a combination of ease and also affordable.

Technological factors: Innovation plays an important role in E2m Health Services's company technique especially as the organization is piloting Technology centers which would provide innovation sales and support in the kind of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues as well as Manifestations.

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

Uneasiness concerning cultural modification: There is apprehension concerning a cultural change that would certainly occur as soon as Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with the majority of the personnel currently showing unhappiness over this potential step. This anticipated modification has produced anxiety in the office which has been coupled with the previous stress of preparing the company for a potential merger with Home Deport.

Stressful Task Atmosphere for Newcomers: There is shortage of workers that can match the stressful environment of a fast-paced company. Not just does this bring about problem in finding the ideal individuals, it puts stress and anxiety on brand-new hires as can not withstand the pace as well as stress that the company expects them to bear.

Twin Coverage Lines: Newbies find this business society troublesome and also difficult to cope with especially as dotted line relationships are suggested to be weaker in general and unbiased setting as well as efficiency examination is still done by the solid line manager. This indicates that newbies can shed quality regarding their particular functions and also purposes particularly as dotted line coverage does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been speculated that the latter would take Krasnow's setting came as a blow to her spirits. Lewis might have been capable and proper for the work but the fact that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Work Instability: Worry as well as instability can be identified as 2 significant issues that Lewis would certainly be taking care of especially as the merger has actually now be terminated and also 2 senior executives of the marketing department would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would not just supervise of brining about a cultural modification but would certainly likewise need to show herself in her new function.

Inappropriate Management Style of Leader: Lewis's administration design and its conflict with the marketing division's function can also be seen as an OB challenge specifically as she has actually been used to dealing with issues in the procedures division where employees are instructed to focus on processes and also get them right. The marketing division on the other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow that concentrated extra on output than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements between 3 divisions, advertising, merchandizing and operations specifically over the allotment of the advertising mix can be recognized as another OB issue. Although the advertising and marketing division does not share the very same vision as the other two divisions relating to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allocation amongst one another either.

Disintegration in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be identified as an additional OB problem which could require additional focus. The reality that the advertising and marketing areas in the advertising and marketing department are separated is avoiding both divisions from acquiring from each various other's experience and also knowledge. Integration of marketing with merchandising and also operations would certainly come to be harder if the advertising and marketing division itself is broken down which can be another possible OB issue.

E2m Health Services Analysis

Different concepts have actually been utilized to explain the situations to obtain more clarity about the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors think that subordinates are passive and careless, have little ambition as well as stand up to change. The scenario at E2m Health Services is not totally following Theory X, it can be seen that new hires are finding this setting rather difficult which may ultimately lead to a better disposition of the administration in the direction of Concept X. Even while analyzing Lewis's management design, concept X may have been ideal in the operations division to some extent however the Marketing division would certainly need reliance on Theory Y in order to get the imagination and creativity from the groups.

Tuckman's Teamwork Theory: As much as Lewis's concern concerning bringing consistency in between the advertising and marketing and also marketing department is worried, this would initially lead to clash as gone over by Bruce Tuckman in his 'Teamwork Theory'. By incorporating the advertising and also marketing department's job, there may be the same initial disconnect which can lead to the 2nd stage of 'storming' where the groups challenge one another.

Bridges' Change Version: According To William Bridge's concept (appendix 4), people are rather uncomfortable with adjustment, which is obvious by the scenario at E2m Health Services The circumstance can be seen as a typical course of life if is studied based on Bridge's theory where he discusses that individuals experience 3 phases of shift when they experience modification. 'End, shedding and Letting go', The Neutral Zone and 'The New Starting' (Bridges, 2004). When individuals exist with modification, they go into stage one and so there may be emotions like despair, unpredictability, aggravation, anger, anxiety, denial and disorientation.The circumstance at the advertising and marketing division of E2m Health Services is comparable so Lewis can obtain comfy with the idea that it is not extraordinary behavior. In the second phase, there might be a demand to link the void in between the new and old culture so Lewis may have to face this experience as soon as Krasnow leaves. There might be reduced morale and low productivity at this stage which need to not be taken as an obstacle. It is throughout this stage that Lewis will need to give assistance to the department so that they can find an orientation. It can be seen exactly how Krasnow has currently made this change simpler by making Lewis obtain associated with the department a year prior to his actual separation. As per Bridges' Version, phase three will cause openness to understanding, High energy and also dedication as individuals will certainly embrace the adjustment (Bridges, 2004).

Maslow's Demand pecking order: The OB concern pertaining to insecurity at the workplace has been triggered firstly by the change in administration as well as second of all by the fact that the merger will no more be started. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the significance of 'safety needs as being a lower degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and secure as well as untouched' goes to the 2nd degree of needs. Before an employee can be made to develop psychologically, he requires to have his 'Physiological 'and also 'Safety' requires met. This shows that unless the personnel are made to feel protected concerning their existing work condition in E2m Health Services they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for E2m Health Services Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous concepts to comprehend exactly how to cope with the present circumstance handy. The complying with three choices have actually been proposed to aid Lewis manage the organizational difficulties in the advertising and marketing division. Each of these alternatives has actually been recommended for easing the shift needed to bring the marketing division according to the demands of the marketplace as well as for making the cultural adjustment that would adhere to once the existing leader leaves.

Combination of advertising and marketing functions. Separating Adverting and Manufacturing features. Assimilation of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The in-house advertising firm of E2m Health Services is already strength for the organization in terms of saving up on expenses associated with advertising and promotion. Given that no new employment has actually been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising and marketing feature, this is a positive opportunity for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has experience in business-to-business marketing together with agency and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both advertising and marketing features.

The benefit of this technique is that it will integrate both features while lowering the need for employing an added resource for marketing. Lewis would certainly be heading the marketing department and in any case her substitute would be needed for the present duty that she is executing. The negative aspect of this alternative is that outside hiring may bring about animosity from inner workers who might be considering the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Provided the competitive pressures as well as high quality job required from the advertising agency, it is recommended that Lewis must enable the production system to be a different feature from the marketing device. Given that the majority of advertising and marketing companies had these two features as different systems, it makes even more sense to follow the norm.

Integration of Advertising with Procedures: Since Lewis is already dealing with the marketing and also operations divisions simultaneously; it makes good sense to integrate both features because she has actually been successfully taking care of both ends. The reality that the two departments currently have major distinctions over allocation of sources suggests that this assimilation may have the ability to produce consistency specifically as Lewis would certainly be heading both ends.However there are various drawbacks of this step particularly as it would put way too much concern over Lewis's shoulders. The reality that Lewis needs to adjust her monitoring design for the advertising department suggests that these two divisions would certainly be culturally varied. Lewis may not be able to apply one type of leadership design to both divisions which could result in inefficiency in either one of the two functions.


An examination of the three choices suggests that assimilation of marketing as well as procedures would certainly not be a feasible move due to the vast differences between the two departments although that presently Lewis is managing both. While separation of the production feature may have been a beneficial step for the advertising and marketing department, the fact that it would certainly imply positioning a third feature under Lewis's wing means this must be avoided also. The integration of the advertising division is the very best option in terms of obtaining the optimum arise from the division. An action plan for this alternative is reviewed below.

Action Plan.

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

Advertising and Marketing functions would be combined.

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

Manufacturing feature will certainly stay part of advertising and marketing under advertising and marketing feature.

Lewis will separate herself from operations.

A democratic management style with employee empowerment will be made use of in advertising department.

Open door plan as well as emphasis on cross departmental interaction will be focused on removing dissonance.

Contingency plan.

If the integration does not work out as planned, a backup plan would certainly follow which would certainly divide the manufacturing function from the advertising feature to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing department without an SVP. Because case the production function will absolutely be divided by positioning it under an SVP production.