Ford Motor Company Blueprint For Mobility Case Study Solution


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Ford Motor Company Blueprint For Mobility Case Study Analysis

Background and Facts

Ford Motor Company Blueprint For Mobility a workplace products merchant for small and medium sized companies has actually lately been associated with preparing for a merging with its competitor House Deport, which has impacted performance degrees in departmentswith the elderly supervisor associated with legal problems presented by the federal Profession Commission. With the Advertising Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the future. With challenges in the kind of a prospective social adjustment and low staff member morale, the company requires a full reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The potential social modification at the advertising department of Ford Motor Company Blueprint For Mobility is boosting unpredictability in the working environment bring about 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 major role in influencing calculated choices considering that Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Trade Compensation's intervention at the same time. Given the fact that the store has a global existence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations might be able to influence efficiency or tactical objectives. Federal Profession Payment's antitrust match versus the merging took up valuable time of the company's elderly management recommending that 'political' factors can have major implications for a worldwide company.

Economic Factors: Financial factors such as the introduction of small companies in the global scenario recommend that Ford Motor Company Blueprint For Mobility is growing in a setting where there is possible development of organisations. Truth that shop clients are mainly looking for office materials for residence workplaces recommends that the market has a climbing fad of entrepreneurs as well as residence based businesses.

Social factors: Social patterns in the economy reveal that consumers are looking for convenience as well as attractive costs. Market research shows how the client for Ford Motor Company Blueprint For Mobility lacks recognition concerning discovering services which can provide a mix of convenience and low costs.

Technological factors: Modern technology plays a vital role in Ford Motor Company Blueprint For Mobility's company strategy especially as the organization is piloting Modern technology centers which would use technology sales and assistance in the type of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and Effects.

Numerous underlying Organizational Behavior concerns can be seen in Ford Motor Company Blueprint For Mobility's case as highlighted in this section.

Uneasiness concerning social change: There is uneasiness regarding a social modification that would certainly happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with most of the personnel already showing unhappiness over this potential relocation. This predicted modification has actually produced anxiety in the office which has actually been coupled with the past stress and anxiety of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is lack of workers that can match the demanding environment of a hectic company. Not only does this result in difficulty in finding the best individuals, it puts stress on brand-new hires as can not hold up against the rate and also stress that the company anticipates them to birth.

Twin Coverage Lines: Newcomers locate this business culture cumbersome as well as challenging to deal with especially as dotted line partnerships are indicated to be weaker as a whole and unbiased setting and also performance evaluation is still done by the strong line manager. This means that beginners might lose quality concerning their respective duties as well as goals particularly as populated line coverage does not maintain them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had been guessed that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis may have been capable and suitable for the job however the fact that Kransnow's departure would make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Worry & Task Insecurity: Fear and also instability can be determined as 2 major worries that Lewis would certainly be taking care of particularly as the merger has currently be terminated and also 2 elderly executives of the advertising division would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining concerning a social change yet would certainly likewise have to show herself in her brand-new duty.

Inappropriate Management Style of Leader: Lewis's management style and its conflict with the marketing division's role can also be seen as an OB challenge particularly as she has been used to dealing with problems in the operations department where employees are shown to focus on procedures and obtain them right. The advertising division on the various other hand can be seen as a group of individuals that are used to being nurtured by Krasnow who focused much more on outcome than processes.

Interdepartmental Differences: Interdepartmental disagreements between three divisions, advertising and marketing, merchandizing as well as operations specifically over the allowance of the marketing mix can be recognized as another OB issue. Although the marketing division does not share the same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing as well as procedures divisions do not concur over the advertising and marketing mix allotment among each other either.

Disintegration in Advertising And Marketing Department: Fragmentation between the advertising and marketing departments can be identified as an additional OB problem which can require more interest. The truth that the advertising and marketing areas in the advertising and marketing division are separated is protecting against both departments from getting from each various other's experience as well as competence. Combination of advertising and marketing with retailing and operations would end up being more difficult if the advertising and marketing division itself is degenerated which can be one more possible OB issue.

Ford Motor Company Blueprint For Mobility Analysis

Various concepts have actually been used to clarify the scenarios to get more quality regarding the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that juniors are easy and careless, have little aspiration and stand up to modification. The tough variation of this concept highlighted coercion, tight controls, dangers and also penalties. With time it creates reduced productivity, subtle sabotage and competition (Deal, 2003). The circumstance at Ford Motor Company Blueprint For Mobility is not entirely following Concept X, it can be seen that new hires are finding this environment rather demanding which might at some point lead to a higher inclination of the administration towards Concept X. Based on McGregor's advocated sight, which he called Theory Y, the vital task of the administration is to set up organizational conditions so that people can accomplish their own objectives best by directing their efforts in the direction of business rewards. If individuals find no fulfillment in their job, the management would certainly have little option however to depend on theory X and also outside control (Deal, 2003). Also while assessing Lewis's monitoring design, theory X might have appropriated in the procedures department somewhat but the Advertising and marketing division would certainly require reliance on Theory Y so as to get the creative thinking and also creativity from the teams.

Tuckman's Synergy Theory: As for Lewis's issue concerning bringing harmony in between the marketing and advertising department is worried, this would at first lead to contrast as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, throughout the initial phase of team growth, individuals may not bond, as they are busy discovering their place in the group. By combining the marketing and advertising division's work, there might be the same preliminary separate which could cause the 2nd phase of 'storming' where the teams test each other. However, it is just throughout the 3rd phase or 'norming' when they would certainly come together to share suggestions before the group can cause synergy in the fourth phase 'executing'.

When individuals are offered with modification, they get in stage one and also so there might be emotions like sadness, unpredictability, frustration, rage, concern, denial and disorientation.The situation at the marketing division of Ford Motor Company Blueprint For Mobility is comparable so Lewis can obtain comfy with the suggestion that it is not remarkable actions. It is throughout this phase that Lewis will certainly have to give support to the division so that they can locate a sense of instructions. It can be seen just how Krasnow has already made this shift simpler by making Lewis obtain involved in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the significance of 'security needs as being a reduced degree need of a human for setting off inspiration. 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 risk' is at the 2nd level of demands. Before a worker can be made to establish emotionally, he needs to have his 'Physical 'and also 'Security' needs met.

SWOT Analysis for Ford Motor Company Blueprint For Mobility Case Study

Ramification of Analysis.

The OB analysis has actually checked out various concepts to comprehend exactly how to handle the existing situation available. The following 3 options have been recommended to aid Lewis take care of the business obstacles in the advertising and marketing department. Each of these alternatives has actually been recommended for relieving the change required to bring the advertising and marketing division according to the demands of the marketplace and also for making the cultural modification that would adhere to once the existing leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting as well as Manufacturing features. Integration of Advertising with Procedures.

Examination of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has competence in business-to-business marketing along with firm and retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both advertising and marketing as well as advertising and marketing features.

The advantage of this technique is that it will integrate both functions while decreasing the demand for working with an added source for advertising and marketing. In addition to this, Lewis would certainly be heading the marketing department and all the same her replacement would be needed for the existing duty that she is carrying out. The disadvantage of this choice is that outside hiring may cause animosity from interior employees that may be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Manufacturing: Offered the affordable pressures and top quality work called for from the ad agency, it is suggested that Lewis should permit the manufacturing system to be a different function from the advertising and marketing system. Considering that many advertising agencies had these 2 features as separate units, it makes even more sense to follow the norm. Both functions may be able to focus on their core activates more efficiently. The downside of this technique would certainly be that added costs would certainly have to be borne for setting up different production functions. A manufacturing head might have to be employed which might increase expenses for the company.

Combination of Advertising And Marketing with Workflows: Since Lewis is already taking care of the advertising as well as operations divisions concurrently; it makes sense to integrate the 2 functions considering that she has actually been efficiently taking care of both ends. The fact that Lewis has to adjust her management design for the marketing division suggests that these two divisions would certainly be culturally varied.


An examination of the three alternatives shows that combination of marketing as well as operations would not be a feasible relocation due to the substantial differences between the two divisions despite the truth that presently Lewis is handling both. While splitting up of the production function may have been a beneficial move for the advertising department, the fact that it would indicate placing a third function under Lewis's wing suggests this ought to be stayed clear of.

Activity Strategy.
Lewis will take control of the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Production function will certainly continue to be part of marketing under marketing function.

Lewis will divide herself from operations.

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

Open up door policy and focus on cross departmental communication will be focused on eliminating dissonance.

Contingency plan.

If the integration does not work out as prepared, a backup strategy would certainly adhere to which would divide the manufacturing feature from the advertising and marketing function to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing division without an SVP. In that case the manufacturing function will definitely be separated by placing it under an SVP manufacturing.