Embracing Digital Technology A New Strategic Imperative Case Study Analysis


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Embracing Digital Technology A New Strategic Imperative Case Study Solution

Background and Facts

Embracing Digital Technology A New Strategic Imperative a workplace materials store for small and also medium sized companies has lately been associated with planning for a merger with its rival Home Deport, which has affected performance levels in departmentswith the senior manager associated with lawful complications presented by the federal Trade Commission. With the Marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With difficulties in the form of a possible cultural adjustment and also low staff member spirits, the organization requires a complete reengineering effort at the advertising department.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising and marketing department of Embracing Digital Technology A New Strategic Imperative is raising unpredictability in the working environment resulting in various difficulties for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing critical decisions since Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Trade Commission's intervention at the same time. Offered the truth that the store has an international presence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries may have the ability to impact efficiency or critical goals. Federal Profession Compensation's antitrust match versus the merger occupied important time of the company's senior management suggesting that 'political' factors can have major implications for an international company.

Economic Factors: Economic factors such as the development of small companies in the worldwide situation suggest that Embracing Digital Technology A New Strategic Imperative is growing in a setting where there is potential growth of businesses. In addition to this, fact that shop clients are mostly seeking workplace materials for home offices suggests that the market has an increasing fad of business owners and home companies.

Social factors: Social patterns in the economy show that consumers are searching for convenience in addition to appealing rates. Marketing research shows how the customer for Embracing Digital Technology A New Strategic Imperative lacks recognition concerning discovering options which can offer a combination of benefit as well as inexpensive.

Technical factors: Technology plays a crucial function in Embracing Digital Technology A New Strategic Imperative's service strategy particularly as the company is piloting Modern technology centers which would certainly use technology sales and assistance in the form of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues and also Manifestations.

A number of underlying Business Actions problems can be seen in Embracing Digital Technology A New Strategic Imperative's case as highlighted in this area.

Concerns concerning social modification: There is apprehension concerning a cultural adjustment that would happen as soon as Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with the majority of the staff members already showing discontent over this prospective relocation. This anticipated modification has developed anxiety in the office which has actually been combined with the past anxiety of preparing the company for a potential merging with Home Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is scarcity of personnel that can match the demanding atmosphere of a fast-paced company. Not just does this bring about problem in discovering the appropriate individuals, it puts tension on brand-new hires as can not stand up to the rate as well as stress that the company anticipates them to bear.

Dual Reporting Lines: Newcomers discover this organizational society cumbersome and also difficult to manage especially as populated line connections are indicated to be weak in general and also unbiased setup and also performance analysis is still done by the solid line supervisor. This implies that beginners can lose clearness regarding their respective duties and also purposes specifically as dotted line coverage does not maintain them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had actually been speculated that the latter would take Krasnow's position came as an impact to her spirits. Lewis may have been qualified and also suitable for the work but the truth that Kransnow's separation would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Job Instability: Fear and also insecurity can be recognized as 2 major problems that Lewis would be dealing with specifically as the merging has currently be terminated and also two elderly executives of the advertising department would be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining regarding a social modification however would certainly likewise have to show herself in her new duty.

Inappropriate Management Style of Leader: Lewis's administration design and its incompatibility with the marketing division's function can additionally be seen as an OB obstacle specifically as she has actually been used to dealing with issues in the operations division where employees are educated to focus on procedures as well as get them. The advertising division on the various other hand can be viewed as a group of individuals who are made use of to being supported by Krasnow that focused a lot more on output than processes.

Interdepartmental Disagreements: Interdepartmental differences in between three departments, advertising, merchandizing and also procedures respectively over the appropriation of the advertising and marketing mix can be determined as an additional OB issue. Although the advertising department does not share the exact same vision as the other 2 departments regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation amongst each other either.

Fragmentation in Advertising Division: Disintegration between the advertising and marketing departments can be identified as one more OB issue which could need more focus. The reality that the advertising and marketing areas in the marketing department are detached is avoiding both divisions from getting from each various other's experience as well as knowledge. Assimilation of advertising with retailing and also operations would certainly become harder if the marketing division itself is degenerated which can be an additional potential OB problem.

Embracing Digital Technology A New Strategic Imperative Analysis

Different theories have been used to clarify the scenarios to obtain more quality concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers think that juniors are easy and also lazy, have little aspiration and withstand modification. The difficult variation of this theory stressed threat, limited controls, risks and penalties. Gradually it creates low efficiency, subtle sabotage as well as rivalry (Offer, 2003). Although the situation at Embracing Digital Technology A New Strategic Imperative is not completely following Theory X, it can be seen that brand-new hires are finding this atmosphere instead demanding which might eventually result in a better inclination of the management towards Concept X. According to McGregor's advocated view, which he called Concept Y, the vital job of the management is to set up organizational problems so that individuals can achieve their very own goals best by routing their initiatives in the direction of organizational benefits. If individuals locate no fulfillment in their work, the administration would certainly have little choice but to rely upon theory X as well as exterior control (Bargain, 2003). Also while assessing Lewis's administration style, concept X might have appropriated in the operations department somewhat however the Advertising department would need reliance on Concept Y so as to get the creativity and also creativity from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's problem about bringing consistency in between the marketing and advertising department is worried, this would initially cause contrast as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the first phase of group development, people may not bond, as they are active locating their location in the group. By incorporating the marketing and advertising department's job, there might coincide preliminary disconnect which might bring about the 2nd phase of 'storming' where the groups challenge one another. It is just during the third stage or 'norming' when they would come together to share concepts prior to the team can bring around harmony in the fourth stage 'carrying out'.

When people are offered with change, they get in stage one and also so there might be feelings like unhappiness, unpredictability, aggravation, rage, fear, denial and also disorientation.The circumstance at the advertising department of Embracing Digital Technology A New Strategic Imperative is similar so Lewis can obtain comfy with the idea that it is not amazing habits. It is throughout this phase that Lewis will have to provide guidance to the department so that they can find a sense of instructions. It can be seen exactly how Krasnow has actually already made this transition much easier by making Lewis obtain involved in the division a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the value of 'security needs as being a lower degree demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel protected and out of threat' is at the second degree of demands. Prior to an employee can be made to create emotionally, he requires to have his 'Physiological 'and 'Safety' requires satisfied.

SWOT Analysis for Embracing Digital Technology A New Strategic Imperative Case Study

Ramification of Analysis.

The OB analysis has checked out different theories to comprehend exactly how to cope with the existing scenario handy. The following three alternatives have actually been proposed to aid Lewis manage the business challenges in the advertising and marketing department. Each of these choices has actually been recommended for reducing the shift needed to bring the advertising division according to the needs of the marketplace and also for making the social change that would certainly adhere to when the present leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Production features. Combination of Advertising And Marketing with Procedures.

Examination of Alternatives.

Integration of Advertising And Marketing & Marketing Functions: The internal advertising company of Embracing Digital Technology A New Strategic Imperative is currently stamina for the organization in regards to saving up on expenses related to marketing and also promo. Since no new employment has been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the advertising and marketing function, this is a favorable chance for integrating the marketing and advertising features. Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business marketing together with company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both marketing and advertising functions.

The advantage of this method is that it will certainly incorporate the two functions while minimizing the requirement for employing an added resource for advertising. Along with this, Lewis would be heading the advertising department as well as in any case her substitute would be needed for the existing function that she is performing. The negative aspect of this option is that exterior hiring may produce bitterness from inner employees that may be eying the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Production: Provided the competitive pressures and also high quality work required from the advertising and marketing agency, it is advised that Lewis must permit the production unit to be a separate feature from the advertising system. Considering that the majority of advertising agencies had these 2 functions as different systems, it makes even more sense to adhere to the norm.

Assimilation of Advertising And Marketing with Workflows: Because Lewis is currently dealing with the marketing and procedures divisions all at once; it makes sense to integrate the two features considering that she has been successfully caring for both ends. The reality that the two departments currently have major distinctions over allotment of resources suggests that this integration might be able to bring about consistency particularly as Lewis would be heading both ends.However there are different disadvantages of this step particularly as it would place too much problem over Lewis's shoulders. The truth that Lewis needs to adapt her administration design for the marketing division recommends that these 2 departments would be culturally varied. Lewis may not be able to apply one type of leadership design to both divisions which might result in inadequacy in either one of the two functions.


An evaluation of the 3 choices shows that combination of advertising and procedures would not be a viable relocation due to the substantial distinctions in between the 2 departments despite the reality that presently Lewis is managing both. While separation of the production feature might have been a positive relocation for the advertising division, the truth that it would suggest putting a 3rd function under Lewis's wing implies this should be prevented.

Activity Plan.
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

Manufacturing function will certainly stay component of advertising and marketing under marketing function.

Lewis will certainly separate herself from operations.

An autonomous management style with employee empowerment will be utilized in marketing department.

Open door plan as well as focus on cross department interaction will be aimed at getting rid of disharmony.

Contingency strategy.

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