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Floodgate On The Hunt For Thunderlizards Case Study Solution

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Floodgate On The Hunt For Thunderlizards Case Study Solution

Background and Facts

Floodgate On The Hunt For Thunderlizards an office materials store for small and moderate sized companies has just recently been associated with planning for a merger with its competitor Residence Deport, which has actually affected performance degrees in departmentswith the senior supervisor involved in lawful issues put forth by the government Trade Commission. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the near future. With obstacles in the form of a potential social adjustment and also low employee spirits, the company is in need of a total reengineering effort at the advertising department.

Issue Statement

The potential cultural modification at the advertising division of Floodgate On The Hunt For Thunderlizards is increasing uncertainty in the working environment resulting in different challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing tactical choices considering that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Payment's intervention while doing so. Provided the truth that the store has a worldwide existence with branches in UK, USA, Canada as well as Germany, political factors in each of these countries might have the ability to affect performance or critical objectives. Federal Profession Commission's antitrust suit versus the merger occupied important time of the company's senior monitoring recommending that 'political' factors can have serious effects for a worldwide business.

Economic Factors: Financial factors such as the development of local business in the international circumstance recommend that Floodgate On The Hunt For Thunderlizards is growing in an environment where there is potential development of organisations. Fact that store clients are mostly looking for workplace materials for residence workplaces recommends that the market has a climbing trend of entrepreneurs and home based companies.

Social factors: Social fads in the economy show that consumers are trying to find comfort in addition to appealing rates. Marketing research demonstrates how the client for Floodgate On The Hunt For Thunderlizards lacks recognition regarding locating solutions which can use a mix of comfort and inexpensive.

Technical factors: Technology plays an essential duty in Floodgate On The Hunt For Thunderlizards's organisation strategy particularly as the company is piloting Technology facilities which would offer technology sales as well as assistance in the type of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

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

Uneasiness regarding cultural adjustment: There is apprehension concerning a social adjustment that would occur once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the employee currently revealing discontent over this prospective action. This predicted adjustment has actually developed stress and anxiety in the office which has been paired with the past anxiety of preparing the firm for a possible merger with House Deport.

Stressful Job Environment for Newcomers: There is shortage of personnel that can match the difficult setting of a hectic company. Not only does this bring about trouble in finding the best people, it puts anxiety on brand-new hires as can not stand up to the rate and also stress that the company expects them to birth.

Twin Coverage Lines: Novices find this business culture cumbersome and hard to cope with especially as dotted line relationships are implied to be weaker as a whole and also unbiased setup and performance assessment is still done by the strong line manager. This implies that novices can lose clearness concerning their corresponding functions as well as purposes specifically as dotted line reporting does not keep them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had been guessed that the last would take Krasnow's placement came as a blow to her spirits. Lewis may have been capable and also suitable for the work but the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Anxiety and also insecurity can be identified as two significant issues that Lewis would be dealing with especially as the merger has currently be terminated as well as 2 elderly executives of the advertising department would certainly be leaving. The entire duty of the department would be falling on Lewis's shoulders who would not simply be in charge of brining concerning a social change yet would additionally need to verify herself in her brand-new role.

Inappropriate Management Design of Leader: Lewis's management style and its conflict with the advertising and marketing division's role can also be seen as an OB difficulty specifically as she has been made use of to dealing with concerns in the operations department where personnel are taught to concentrate on processes as well as obtain them right. The marketing department on the other hand can be viewed as a group of individuals who are utilized to being supported by Krasnow who concentrated extra on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 departments, advertising, merchandizing as well as procedures respectively over the allocation of the marketing mix can be determined as another OB issue. The marketing department does not share the very same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as procedures departments do not concur over the advertising mix allowance among one another either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the advertising and marketing divisions can be identified as one more OB concern which can need additional interest. The truth that the advertising and marketing areas in the advertising department are separated is protecting against both departments from getting from each other's experience and also knowledge. Assimilation of marketing with merchandising as well as operations would become more difficult if the marketing department itself is degenerated which can be an additional possible OB problem.

Floodgate On The Hunt For Thunderlizards Analysis

Various concepts have actually been utilized to discuss the scenarios to get additional quality regarding the scenario available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that subordinates are easy and lazy, have little ambition as well as stand up to adjustment. The hard variation of this theory highlighted threat, tight controls, risks and also punishments. In time it creates reduced productivity, refined sabotage and also competition (Bargain, 2003). Although the circumstance at Floodgate On The Hunt For Thunderlizards is not entirely adhering to Concept X, it can be seen that new hires are finding this setting instead difficult which may at some point result in a higher inclination of the management in the direction of Concept X. As per McGregor's promoted sight, which he called Theory Y, the crucial task of the monitoring is to set up business problems so that individuals can accomplish their very own objectives best by routing their initiatives towards organizational incentives. If individuals locate no fulfillment in their work, the monitoring would certainly have little selection however to count on concept X as well as external control (Deal, 2003). Even while analyzing Lewis's management design, concept X may have appropriated in the procedures division to some extent yet the Advertising department would certainly require reliance on Concept Y in order to get the creativity and originality from the teams.

Tuckman's Team effort Theory: As much as Lewis's problem concerning bringing harmony between the advertising and advertising and marketing department is worried, this would at first lead to clash as discussed by Bruce Tuckman in his 'Teamwork Concept'. By combining the marketing and also advertising and marketing division's work, there might be the exact same initial detach which could lead to the 2nd stage of 'storming' where the groups challenge one an additional.

Bridges' Transition Version: According To William Bridge's theory (appendix 4), people are fairly uneasy with adjustment, which is obvious by the scenario at Floodgate On The Hunt For Thunderlizards The situation can be seen as a normal course of life if is studied as per Bridge's theory where he describes that individuals undergo 3 phases of transition when they experience modification. 'Ending, shedding and also Letting go', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people are presented with change, they enter phase one and so there might be emotions like unhappiness, unpredictability, irritation, temper, fear, rejection and also disorientation.The scenario at the advertising and marketing department of Floodgate On The Hunt For Thunderlizards is similar so Lewis can get comfy with the idea that it is not amazing behavior. In the 2nd phase, there may be a requirement to bridge the void in between the new as well as old society so Lewis might have to encounter this experience as soon as Krasnow leaves. There may be low spirits and also low performance at this stage which must not be taken as a setback. It is during this stage that Lewis will need to give advice to the division to make sure that they can find an orientation. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis get involved in the division a year prior to his actual separation. According to Bridges' Version, phase three will cause openness to discovering, High power as well as commitment as individuals will certainly welcome the change (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the significance of 'protection needs as being a reduced level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure as well as out of danger' is at the 2nd level of demands. Prior to an employee can be made to create mentally, he requires to have his 'Physiological 'and 'Security' needs fulfilled.

SWOT Analysis for Floodgate On The Hunt For Thunderlizards Case Study



Effects of Analysis.

The OB analysis has looked at different concepts to recognize just how to cope with the present situation at hand. The complying with three alternatives have been suggested to assist Lewis deal with the organizational obstacles in the advertising and marketing department. Each of these alternatives has been recommended for alleviating the transition needed to bring the advertising and marketing division in accordance with the requirements of the market and also for making the cultural adjustment that would certainly adhere to once the existing leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Production functions. Integration of Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merger days has expertise in business-to-business advertising and marketing along with firm and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and advertising functions.

The advantage of this technique is that it will certainly incorporate the two functions while minimizing the demand for hiring an extra source for advertising and marketing. Lewis would be heading the advertising division as well as in any kind of case her replacement would certainly be required for the existing duty that she is executing. The drawback of this choice is that outside hiring might cause bitterness from inner personnel who may be considering the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and Manufacturing: Offered the affordable pressures and also high quality job required from the advertising agency, it is recommended that Lewis must permit the manufacturing device to be a separate feature from the advertising and marketing system. Because the majority of ad agency had these 2 functions as different units, it makes more sense to follow the norm. Both functions might be able to focus on their core activates a lot more effectively. However, the drawback of this technique would be that additional expenses would certainly have to be birthed for establishing separate manufacturing features. Along with this, a production head might have to be worked with which could boost expenses for the organization.

Integration of Advertising with Procedures: Since Lewis is already taking treatment of the advertising and marketing as well as procedures divisions at the same time; it makes sense to integrate the 2 features given that she has been efficiently taking treatment of both ends. The reality that Lewis has to adjust her management style for the advertising department recommends that these 2 divisions would certainly be culturally diverse.

Recommendation.



An assessment of the 3 alternatives suggests that combination of advertising and marketing and procedures would not be a feasible relocation due to the huge distinctions between the 2 departments in spite of the truth that presently Lewis is dealing with both. While separation of the manufacturing function might have been a desirable move for the advertising and marketing division, the reality that it would suggest positioning a third function under Lewis's wing suggests this need to be avoided.

Activity Plan.

Lewis will take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will separate herself from procedures.

A democratic management style with employee empowerment will certainly be utilized in advertising and marketing department.

Open door policy and focus on cross department communication will be aimed at getting rid of discord.

Backup strategy.

If the integration does not work out as planned, a backup plan would certainly adhere to 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 division without an SVP. Because case the manufacturing function will absolutely be divided by positioning it under an SVP manufacturing.