Floodgate On The Hunt For Thunderlizards Case Study Solution


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Floodgate On The Hunt For Thunderlizards Case Study Analysis

Background and Facts

Floodgate On The Hunt For Thunderlizards a workplace supplies retailer for little as well as medium sized services has actually lately been involved in planning for a merger with its rival House Deport, which has actually influenced performance degrees in departmentswith the elderly manager involved in lawful difficulties presented by the government Profession Payment. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the future. With obstacles in the type of a prospective cultural change and reduced employee morale, the company needs a full reengineering effort at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural change at the advertising division of Floodgate On The Hunt For Thunderlizards is increasing uncertainty in the workplace bring about different challenges for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic decisions considering that Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Trade Compensation's intervention at the same time. Provided the reality that the store has an international presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might have the ability to influence performance or critical goals. Federal Trade Payment's antitrust fit versus the merger took up important time of the organization's senior administration recommending that 'political' factors can have major ramifications for an international business.

Economic Factors: Financial factors such as the development of small businesses in the international circumstance suggest that Floodgate On The Hunt For Thunderlizards is thriving in a setting where there is possible development of services. Along with this, reality that store customers are primarily seeking office materials for home offices suggests that the market has an increasing fad of business owners and home companies.

Social factors: Social fads in the economy reveal that customers are searching for comfort in addition to attractive rates. Marketing research shows how the customer for Floodgate On The Hunt For Thunderlizards lacks understanding regarding discovering remedies which can use a combination of ease as well as affordable.

Technical factors: Innovation plays a crucial role in Floodgate On The Hunt For Thunderlizards's service technique especially as the organization is piloting Modern technology centers which would certainly supply innovation sales and support in the form of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Habits problems can be seen in Floodgate On The Hunt For Thunderlizards's case as highlighted in this area.

Worries regarding cultural modification: There is apprehension concerning a social change that would certainly occur as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising with most of the team member already revealing discontent over this possible step. This predicted change has actually developed stress in the work environment which has been coupled with the past tension of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is shortage of employees that can match the stressful setting of a fast-paced organization. Not only does this result in difficulty in finding the ideal people, it places stress on brand-new hires as can not hold up against the speed and pressure that the company anticipates them to bear.

Twin Coverage Lines: Novices find this business society cumbersome and also challenging to cope with particularly as dotted line relationships are meant to be weak in general and unbiased setting as well as performance analysis is still done by the solid line supervisor. This suggests that beginners could shed quality regarding their corresponding functions and also objectives especially as populated line reporting does not keep them in straight communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been hypothesized that the last would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been qualified as well as proper for the job but the truth that Kransnow's departure would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Instability: Fear and instability can be determined as 2 major worries that Lewis would be managing specifically as the merger has actually now be cancelled and two senior execs of the marketing department would certainly be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders that would not just supervise of brining concerning a cultural change however would certainly additionally have to show herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's management design and also its incompatibility with the advertising department's role can likewise be viewed as an OB difficulty especially as she has been made use of to taking care of issues in the operations department where workers are shown to concentrate on procedures and get them right. The marketing division on the various other hand can be viewed as a group of people who are used to being supported by Krasnow that concentrated extra on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between three departments, advertising and marketing, merchandizing as well as procedures respectively over the allotment of the advertising mix can be determined as another OB issue. Although the marketing division does not share the very same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing as well as procedures departments do not concur over the marketing mix allocation amongst each other either.

Disintegration in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be determined as one more OB issue which can need further focus. The truth that the marketing and advertising sections in the advertising and marketing division are detached is avoiding both divisions from getting from each various other's experience and experience. Assimilation of marketing with retailing and also operations would become more difficult if the advertising and marketing department itself is broken down which can be an additional possible OB issue.

Floodgate On The Hunt For Thunderlizards Analysis

Various theories have been made use of to discuss the scenarios to obtain further clarity concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that juniors are easy and careless, have little ambition and stand up to change. The situation at Floodgate On The Hunt For Thunderlizards is not completely complying with Concept X, it can be seen that new hires are locating this setting rather difficult which might eventually lead to a higher inclination of the monitoring in the direction of Theory X. Also while analyzing Lewis's management style, theory X might have been ideal in the procedures department to some extent but the Advertising division would need reliance on Concept Y in order to get the creativity as well as originality from the groups.

Tuckman's Team effort Theory: As far as Lewis's concern regarding bringing harmony between the marketing and advertising department is worried, this would originally result in conflict as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, throughout the preliminary phase of group advancement, individuals may not bond, as they are hectic finding their location in the group. By integrating the advertising and marketing department's work, there may coincide first separate which can cause the 2nd phase of 'storming' where the teams test one another. It is just throughout the third phase or 'norming' when they would certainly come together to share suggestions prior to the group can bring about harmony in the fourth stage 'executing'.

When individuals are provided with adjustment, they go into phase one and also so there might be emotions like sadness, uncertainty, aggravation, temper, anxiety, denial and disorientation.The scenario at the advertising and marketing division of Floodgate On The Hunt For Thunderlizards is similar so Lewis can get comfy with the suggestion that it is not extraordinary actions. It is during this phase that Lewis will certainly have to provide assistance to the department so that they can discover a sense of direction. It can be seen just how Krasnow has already made this shift easier by making Lewis obtain included in the division a year prior to his real departure.
Vrio Analysis
Maslow's Demand pecking order: The OB issue pertaining to instability at the workplace has been caused first of all by the change in administration as well as second of all by the truth that the merging will no more be launched. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the importance of 'safety needs as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel protected as well as safe' goes to the 2nd degree of needs. Before an employee can be made to create emotionally, he needs to have his 'Physiological 'and also 'Safety and security' needs satisfied. This indicates that unless the employees are made to feel protected regarding their current work condition in Floodgate On The Hunt For Thunderlizards they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Floodgate On The Hunt For Thunderlizards Case Study

Ramification of Analysis.

The OB analysis has actually looked at various concepts to comprehend how to deal with the existing circumstance handy. The following 3 choices have been suggested to assist Lewis deal with the business difficulties in the advertising division. Each of these alternatives has been suggested for easing the change needed to bring the advertising department in accordance with the requirements of the marketplace and also for making the cultural change that would certainly follow as soon as the current leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and Manufacturing features. Assimilation of Marketing with Operations.

Analysis of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house marketing company of Floodgate On The Hunt For Thunderlizards is currently stamina for the company in regards to conserving up on overheads associated with advertising and marketing and also promo. Since no new employment has actually been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising and marketing feature, this is a favorable opportunity for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing in addition to firm and retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both advertising and marketing functions.

The advantage of this approach is that it will certainly incorporate both functions while minimizing the need for employing an extra resource for advertising and marketing. Lewis would certainly be heading the marketing department and also in any type of case her substitute would certainly be required for the current role that she is carrying out. The negative aspect of this alternative is that external hiring may bring about resentment from inner personnel who might be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Offered the competitive pressures and also high top quality job required from the marketing company, it is suggested that Lewis needs to allow the manufacturing unit to be a separate feature from the advertising device. Since many advertising firms had these 2 features as different units, it makes more sense to adhere to the norm.

Assimilation of Marketing with Procedures: Considering that Lewis is currently dealing with the advertising and procedures divisions concurrently; it makes sense to integrate the two functions because she has been effectively taking care of both ends. The fact that both divisions currently have significant differences over appropriation of resources suggests that this combination might have the ability to cause harmony particularly as Lewis would be heading both ends.However there are different drawbacks of this move particularly as it would certainly put excessive burden over Lewis's shoulders. The truth that Lewis has to adapt her monitoring style for the marketing division recommends that these 2 departments would certainly be culturally varied. Lewis might not be able to apply one type of management style to both divisions which can result in ineffectiveness in either one of the 2 features.


An examination of the 3 choices indicates that combination of advertising and marketing as well as procedures would certainly not be a viable relocation due to the substantial distinctions between both divisions although that currently Lewis is managing both. While splitting up of the manufacturing feature may have been a beneficial action for the advertising department, the fact that it would certainly imply putting a 3rd function under Lewis's wing implies this need to be stayed clear of also. The combination of the marketing division is the most effective choice in terms of obtaining the optimum results from the division. An action prepare for this choice is discussed listed below.

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

Advertising and Marketing functions would certainly be combined.

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

Manufacturing feature will certainly continue to be component of marketing under marketing function.

Lewis will certainly separate herself from operations.

An autonomous management design with worker empowerment will be utilized in marketing division.

Open door plan and also focus on cross department communication will certainly be focused on getting rid of disharmony.

Contingency strategy.

If the integration does not work out as prepared, a contingency plan would certainly adhere to which would certainly separate the production feature from the advertising and marketing function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising department without an SVP. Because case the manufacturing function will most definitely be separated by positioning it under an SVP production.