Edmunds Wwwedmundscom Case Study Solution


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Edmunds Wwwedmundscom Case Study Analysis

Background and Facts

Edmunds Wwwedmundscom an office materials seller for small and average sized services has just recently been involved in planning for a merging with its rival House Deport, which has affected performance levels in departmentswith the senior supervisor associated with legal complications put forth by the federal Trade Payment. With the Advertising Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the near future. With difficulties in the form of a potential cultural modification and also low worker morale, the company is in need of a complete reengineering effort at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social change at the advertising department of Edmunds Wwwedmundscom is enhancing unpredictability in the working environment resulting in different challenges for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting critical decisions considering that Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Profession Payment's treatment in the process. Offered the reality that the shop has an international existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may be able to influence efficiency or strategic objectives. Federal Profession Commission's antitrust match against the merging used up beneficial time of the company's elderly monitoring suggesting that 'political' factors can have serious implications for a worldwide organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the international scenario suggest that Edmunds Wwwedmundscom is thriving in a setting where there is prospective development of organisations. In addition to this, truth that store customers are mostly seeking workplace supplies for office suggests that the market has an increasing trend of entrepreneurs and also home based businesses.

Social factors: Social fads in the economic situation reveal that consumers are seeking convenience in addition to attractive costs. Marketing research demonstrates how the consumer for Edmunds Wwwedmundscom lacks understanding concerning discovering options which can provide a combination of ease and also low costs.

Technological factors: Technology plays an essential function in Edmunds Wwwedmundscom's company method specifically as the organization is piloting Modern technology centers which would provide technology sales as well as assistance in the kind of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues and Symptoms.

Numerous underlying Business Behavior issues can be seen in Edmunds Wwwedmundscom's case as highlighted in this section.

Apprehensions about social change: There is uneasiness concerning a cultural adjustment that would certainly happen when Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with most of the staff members currently revealing discontent over this potential step. This anticipated modification has created tension in the work environment which has been combined with the past tension of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is scarcity of employees that can match the demanding environment of a busy organization. Not only does this lead to difficulty in discovering the appropriate individuals, it puts anxiety on new hires as can not stand up to the rate and stress that the organization anticipates them to bear.

Dual Reporting Lines: Newbies find this organizational society troublesome as well as difficult to handle especially as populated line relationships are meant to be weaker in general and unbiased setting and also efficiency evaluation is still done by the strong line supervisor. This means that newbies might lose quality regarding their particular duties and also objectives particularly as populated line coverage does not keep them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been speculated that the last would take Krasnow's position came as a strike to her spirits. Lewis may have been qualified and appropriate for the job yet the reality that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Work Insecurity: Worry and also instability can be recognized as two significant concerns that Lewis would certainly be managing specifically as the merger has currently be terminated as well as 2 elderly executives of the advertising and marketing department would be leaving. The whole responsibility of the department would certainly be falling on Lewis's shoulders that would not simply be in charge of brining regarding a cultural modification however would also need to show herself in her brand-new function.

Inappropriate Administration Style of Leader: Lewis's administration design as well as its incompatibility with the advertising and marketing department's role can additionally be seen as an OB obstacle specifically as she has been used to handling problems in the operations department where personnel are shown to focus on procedures and also obtain them right. The marketing department on the various other hand can be seen as a group of individuals that are utilized to being nurtured by Krasnow that focused a lot more on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 divisions, advertising, merchandizing and also operations respectively over the allocation of the advertising and marketing mix can be identified as another OB issue. The advertising and marketing division does not share the exact same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as operations departments do not concur over the marketing mix appropriation amongst one another either.

Fragmentation in Advertising Division: Fragmentation between the advertising and marketing departments can be recognized as one more OB concern which could need more interest. The fact that the marketing and advertising areas in the advertising and marketing department are disconnected is avoiding both divisions from obtaining from each various other's experience as well as knowledge. Combination of marketing with retailing and procedures would come to be harder if the marketing division itself is broken down which can be an additional possible OB concern.

Edmunds Wwwedmundscom Analysis

Numerous concepts have actually been made use of to describe the conditions to get additional clearness about the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that juniors are easy and careless, have little aspiration and withstand change. The hard version of this theory stressed threat, tight controls, hazards and punishments. With time it generates reduced performance, refined sabotage as well as competition (Bargain, 2003). The situation at Edmunds Wwwedmundscom is not completely complying with Concept X, it can be seen that brand-new hires are discovering this environment instead difficult which might eventually lead to a greater disposition of the monitoring in the direction of Concept X. As per McGregor's promoted view, which he called Theory Y, the vital job of the monitoring is to organize business conditions to ensure that people can achieve their very own goals best by directing their efforts towards business incentives. If individuals find no contentment in their job, the management would have little option yet to count on concept X and exterior control (Deal, 2003). Even while assessing Lewis's management design, theory X may have appropriated in the procedures department somewhat but the Advertising and marketing division would call for dependence on Concept Y so as to get the imagination as well as creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's concern about bringing harmony between the advertising and marketing division is concerned, this would at first bring about contrast as reviewed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the preliminary phase of group advancement, people may not bond, as they are hectic discovering their place in the team. By incorporating the advertising and marketing division's job, there may be the same initial disconnect which can result in the second phase of 'storming' where the groups test one another. It is just throughout the 3rd stage or 'norming' when they would certainly come together to share concepts prior to the team can bring about harmony in the fourth stage 'performing'.

Bridges' Shift Design: According To William Bridge's concept (appendix 4), people are quite awkward with change, which is noticeable by the situation at Edmunds Wwwedmundscom The scenario can be viewed as a typical program of life if is studied according to Bridge's concept where he describes that individuals undergo three phases of shift when they experience modification. 'Ending, shedding and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals are presented with adjustment, they enter stage one and so there may be feelings like despair, uncertainty, stress, temper, fear, rejection and also disorientation.The circumstance at the advertising and marketing division of Edmunds Wwwedmundscom is comparable so Lewis can get comfortable with the concept that it is not amazing actions. In the 2nd stage, there might be a demand to bridge the space between the new and old culture so Lewis might have to face this ordeal once Krasnow leaves. There might be reduced morale and also reduced efficiency at this stage which need to not be taken as a setback. It is throughout this stage that Lewis will need to provide support to the department to make sure that they can discover an orientation. It can be seen just how Krasnow has already made this change much easier by making Lewis get involved in the department a year prior to his real departure. As per Bridges' Design, stage 3 will bring about openness to discovering, High power as well as dedication as people will embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem related to instability at the office has been caused to start with by the adjustment in monitoring and second of all by the fact that the merging will no longer be started. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has goes over the importance of 'safety needs as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and secure as well as safe' is at the 2nd degree of demands. Prior to a staff member can be made to develop emotionally, he requires to have his 'Physical 'and also 'Safety' requires met. This indicates that unless the personnel are made to really feel secure concerning their current employment condition in Edmunds Wwwedmundscom they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Edmunds Wwwedmundscom Case Study

Implication of Analysis.

The OB analysis has actually looked at numerous concepts to recognize exactly how to deal with the existing scenario at hand. The following 3 choices have been suggested to help Lewis manage the organizational difficulties in the advertising and marketing division. Each of these alternatives has actually been suggested for reducing the change required to bring the marketing department in accordance with the requirements of the market and for making the social change that would certainly adhere to when the existing leader leaves.

Combination of marketing and advertising features. Dividing Adverting and Manufacturing functions. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merging days has competence in business-to-business advertising and marketing along with company as well as retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both marketing as well as advertising features.

The advantage of this approach is that it will incorporate both functions while lowering the requirement for hiring an extra source for advertising. In addition to this, Lewis would be heading the marketing division and all the same her replacement would be required for the current role that she is performing. The downside of this option is that outside hiring may bring about resentment from interior employees that might be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and also Production: Provided the competitive pressures as well as high top quality work called for from the marketing firm, it is suggested that Lewis needs to permit the production device to be a separate function from the marketing unit. Considering that many advertising and marketing firms had these 2 functions as different devices, it makes even more sense to follow the norm.

Combination of Advertising And Marketing with Operations: Since Lewis is currently looking after the marketing and also operations departments all at once; it makes good sense to integrate the two functions considering that she has been efficiently taking care of both ends. The fact that the two divisions currently have significant distinctions over allowance of sources suggests that this assimilation might be able to bring about harmony especially as Lewis would certainly be heading both ends.However there are different negative aspects of this relocation specifically as it would certainly put excessive concern over Lewis's shoulders. The truth that Lewis has to adjust her monitoring design for the marketing department suggests that these 2 departments would certainly be culturally diverse. Along with this, Lewis might not be able to apply one sort of management design to both departments which could cause ineffectiveness in either one of both features.


An examination of the three alternatives suggests that assimilation of advertising and operations would not be a possible action due to the large distinctions in between the two departments despite the fact that presently Lewis is handling both. While splitting up of the production function might have been a desirable relocation for the marketing department, the truth that it would certainly imply placing a 3rd function under Lewis's wing means this should be stayed clear of.

Action Strategy.
Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Production function will stay component of advertising under advertising and marketing feature.

Lewis will certainly divide herself from procedures.

A democratic management style with worker empowerment will be made use of in marketing division.

Open up door plan and emphasis on cross department communication will certainly be focused on getting rid of discord.

Contingency strategy.

If the combination does not work out as planned, a backup plan would follow which would certainly divide the production feature from the advertising and marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing function will definitely be divided by putting it under an SVP manufacturing.