Floodgate On The Hunt For Thunderlizards Case Study Analysis


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Floodgate On The Hunt For Thunderlizards Case Study Solution

Background and Facts

Floodgate On The Hunt For Thunderlizards a workplace supplies seller for small and average sized services has actually lately been involved in planning for a merger with its rival House Deport, which has actually influenced efficiency levels in departmentswith the elderly supervisor associated with legal complications presented by the federal Profession Compensation. With the Advertising and marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the future. With obstacles in the kind of a prospective social adjustment and reduced staff member morale, the company requires a complete reengineering effort at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The possible social adjustment at the advertising division of Floodgate On The Hunt For Thunderlizards is boosting unpredictability in the workplace resulting in various difficulties 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 significant duty in impacting critical choices because Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Provided the fact that the shop has an international presence with branches in UK, USA, Canada and Germany, political consider each of these nations may be able to impact efficiency or strategic goals. Federal Trade Commission's antitrust match against the merging occupied useful time of the organization's elderly monitoring recommending that 'political' factors can have serious ramifications for a worldwide business.

Economic Factors: Economic factors such as the emergence of small businesses in the global situation recommend that Floodgate On The Hunt For Thunderlizards is prospering in an environment where there is prospective growth of companies. In addition to this, fact that store customers are mostly trying to find office materials for office recommends that the market has an increasing trend of entrepreneurs and online businesses.

Social factors: Social fads in the economy reveal that clients are trying to find convenience along with attractive prices. Marketing research demonstrates how the customer for Floodgate On The Hunt For Thunderlizards lacks awareness regarding finding options which can provide a combination of benefit and affordable.

Technical factors: Innovation plays a crucial role in Floodgate On The Hunt For Thunderlizards's business strategy especially as the organization is piloting Technology centers which would offer modern technology sales and also support in the kind of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues and also Manifestations.

Several underlying Organizational Actions issues can be seen in Floodgate On The Hunt For Thunderlizards's case as highlighted in this section.

Apprehensions concerning social change: There is uneasiness concerning a social adjustment that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with most of the personnel already revealing discontent over this prospective step. This expected adjustment has actually created tension in the work environment which has been coupled with the previous stress and anxiety of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is scarcity of employees that can match the demanding setting of a busy company. Not just does this result in problem in locating the best people, it puts anxiety on brand-new hires as can not withstand the rate and pressure that the company anticipates them to bear.

Dual Reporting Lines: Newbies locate this organizational society cumbersome and also difficult to cope with particularly as dotted line connections are suggested to be weak as a whole and objective setup as well as efficiency analysis is still done by the strong line manager. This implies that beginners might shed clearness about their corresponding duties as well as objectives specifically as populated line coverage does not keep them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the last would take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and ideal for the work however the fact that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Worry & Task Insecurity: Concern as well as instability can be recognized as 2 significant issues that Lewis would certainly be handling specifically as the merging has actually currently be cancelled and also two elderly executives of the advertising and marketing department would certainly be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would certainly not simply supervise of brining regarding a social adjustment however would also need to show herself in her new function.

Incompatible Administration Style of Leader: Lewis's management design as well as its conflict with the advertising and marketing department's role can additionally be seen as an OB obstacle particularly as she has been used to managing problems in the operations department where personnel are taught to focus on procedures and also obtain them. The marketing division on the other hand can be seen as a group of individuals who are used to being nurtured by Krasnow that focused a lot more on output than procedures.

Interdepartmental Differences: Interdepartmental differences in between three divisions, advertising and marketing, merchandizing as well as operations respectively over the allotment of the marketing mix can be determined as an additional OB concern. The advertising division does not share the very same vision as the other two divisions regarding the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and operations departments do not concur over the advertising and marketing mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the marketing and advertising divisions can be identified as another OB problem which could need further interest. The truth that the advertising and marketing sections in the advertising and marketing department are disconnected is protecting against both divisions from getting from each various other's experience as well as experience. Integration of marketing with merchandising and procedures would become harder if the advertising division itself is degenerated which can be an additional prospective OB problem.

Floodgate On The Hunt For Thunderlizards Analysis

Numerous concepts have been used to clarify the scenarios to get further quality about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that staffs are easy and lazy, have little aspiration and also withstand modification. The scenario at Floodgate On The Hunt For Thunderlizards is not entirely following Concept X, it can be seen that brand-new hires are finding this setting rather demanding which might at some point lead to a greater inclination of the monitoring in the direction of Concept X. Even while assessing Lewis's monitoring style, concept X might have been appropriate in the operations division to some extent but the Advertising and marketing department would call for dependence on Theory Y in order to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's issue regarding bringing consistency in between the marketing as well as advertising department is concerned, this would originally lead to clash as gone over by Bruce Tuckman in his 'Team effort Concept'. By combining the marketing and also marketing division's job, there may be the very same preliminary detach which might lead to the 2nd stage of 'storming' where the groups challenge one another.

Bridges' Shift Design: According To William Bridge's theory (appendix 4), people are quite uncomfortable with adjustment, which is evident by the scenario at Floodgate On The Hunt For Thunderlizards The situation can be seen as a typical program of life if is examined as per Bridge's concept where he explains that people experience 3 stages of shift when they experience modification. 'End, shedding and Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people are presented with modification, they get in phase one and so there may be feelings like despair, uncertainty, frustration, anger, fear, denial and also disorientation.The scenario at the advertising department of Floodgate On The Hunt For Thunderlizards is comparable so Lewis can obtain comfortable with the concept that it is not remarkable behavior. In the 2nd stage, there might be a requirement to bridge the gap in between the brand-new and old culture so Lewis might have to encounter this challenge as soon as Krasnow leaves. There may be low morale and low performance at this stage which need to not be taken as a trouble. It is throughout this phase that Lewis will have to offer support to the department so that they can find an orientation. It can be seen just how Krasnow has actually already made this transition much easier by making Lewis obtain involved in the division a year prior to his real departure. As per Bridges' Design, stage 3 will cause openness to knowing, High energy as well as commitment as people will accept the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB concern related to insecurity at the workplace has been activated to start with by the adjustment in management as well as secondly by the reality that the merger will certainly no more be initiated. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has goes over the value of 'security needs as being a lower level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and safe' is at the second level of needs. Prior to an employee can be made to create psychologically, he needs to have his 'Physiological 'and also 'Safety' needs fulfilled. This indicates that unless the employees are made to feel safe regarding their current work standing in Floodgate On The Hunt For Thunderlizards they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Floodgate On The Hunt For Thunderlizards Case Study

Implication of Analysis.

The OB analysis has actually looked at numerous concepts to recognize just how to manage the present situation at hand. The adhering to 3 alternatives have been recommended to aid Lewis deal with the business difficulties in the advertising division. Each of these alternatives has actually been proposed for reducing the shift needed to bring the marketing division in line with the requirements of the marketplace and for making the cultural modification that would certainly follow once the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting as well as Manufacturing features. Combination of Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing along with company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both marketing and advertising features.

The benefit of this approach is that it will certainly integrate the two functions while lowering the demand for working with an extra resource for marketing. In addition to this, Lewis would be heading the advertising and marketing division as well as in any case her substitute would be required for the current role that she is executing. The disadvantage of this choice is that external hiring may produce resentment from internal personnel who may be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the affordable pressures as well as premium quality job needed from the advertising agency, it is recommended that Lewis should enable the manufacturing device to be a different function from the marketing system. Considering that many ad agency had these two functions as separate systems, it makes more feeling to follow the norm. In addition to this, both functions may have the ability to concentrate on their core turns on a lot more effectively. The disadvantage of this approach would certainly be that additional costs would certainly have to be birthed for establishing up separate manufacturing features. A manufacturing head may have to be employed which might raise expenses for the organization.

Combination of Advertising with Workflows: Considering that Lewis is currently caring for the advertising and procedures divisions at the same time; it makes good sense to integrate the two features because she has been efficiently taking care of both ends. The fact that the two departments already have significant distinctions over allotment of sources recommends that this assimilation may have the ability to produce harmony especially as Lewis would certainly be heading both ends.However there are various negative aspects of this move especially as it would certainly put too much burden over Lewis's shoulders. The fact that Lewis has to adapt her management design for the marketing department suggests that these 2 divisions would be culturally varied. In addition to this, Lewis may not have the ability to apply one type of management style to both divisions which can cause inadequacy in either among the two functions.


An analysis of the 3 options suggests that integration of advertising and marketing and operations would certainly not be a possible relocation because of the substantial distinctions in between the two divisions although that currently Lewis is dealing with both. While separation of the manufacturing feature might have been a favorable relocation for the advertising and marketing department, the fact that it would certainly imply positioning a 3rd function under Lewis's wing implies this must be stayed clear of. The integration of the advertising department is the very best option in regards to obtaining the optimum arise from the division. An activity plan for this option is reviewed listed below.

Action Plan.
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Manufacturing function will certainly continue to be part of marketing under advertising function.

Lewis will separate herself from operations.

A democratic management design with worker empowerment will certainly be made use of in advertising and marketing department.

Open door policy as well as focus on cross departmental communication will certainly be focused on eliminating disharmony.

Backup strategy.

If the assimilation does not work out as intended, a contingency strategy would adhere to which would divide the manufacturing function from the marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.