Ford Motor Company Blueprint For Mobility Case Study Help


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Ford Motor Company Blueprint For Mobility Case Study Help

Background and Facts

Ford Motor Company Blueprint For Mobility a workplace materials store for small and medium sized businesses has actually lately been associated with preparing for a merging with its competitor House Deport, which has actually influenced performance levels in departmentswith the elderly manager associated with lawful difficulties put forth by the federal Profession Compensation. With the Marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the future. With challenges in the kind of a prospective social modification and also low worker spirits, the organization is in need of a full reengineering initiative at the advertising division.

Issue Statement

The possible social change at the advertising division of Ford Motor Company Blueprint For Mobility is raising unpredictability in the working environment bring about various obstacles 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 significant duty in affecting tactical choices given that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Commission's intervention while doing so. Provided the truth that the shop has an international visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations may have the ability to impact performance or tactical goals. Federal Trade Payment's antitrust match versus the merging used up beneficial time of the organization's elderly management recommending that 'political' factors can have serious effects for an international service.

Economic Factors: Financial factors such as the development of local business in the global situation recommend that Ford Motor Company Blueprint For Mobility is prospering in an environment where there is possible development of services. Reality that store clients are mostly looking for office materials for home offices suggests that the market has a rising trend of business owners and also residence based organisations.

Social factors: Social trends in the economy show that clients are looking for convenience as well as eye-catching rates. Marketing research demonstrates how the client for Ford Motor Company Blueprint For Mobility lacks awareness regarding discovering solutions which can use a mix of benefit and inexpensive.

Technical factors: Modern technology plays an important duty in Ford Motor Company Blueprint For Mobility's organisation approach particularly as the organization is piloting Innovation centers which would supply innovation sales and support in the form of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues as well as Symptoms.

Several underlying Business Actions issues can be seen in Ford Motor Company Blueprint For Mobility's case as highlighted in this area.

Uneasiness concerning cultural change: There is uneasiness regarding a social change that would occur once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with the majority of the team member already showing discontent over this potential action. This anticipated modification has created stress in the work environment which has actually been paired with the previous stress and anxiety of preparing the firm for a potential merging with House Deport.

Demanding Job Setting for Newcomers: There is lack of personnel that can match the difficult environment of a hectic organization. Not just does this result in difficulty in discovering the best people, it puts stress and anxiety on brand-new hires as can not stand up to the rate and pressure that the company expects them to bear.

Twin Reporting Lines: Newcomers discover this business culture cumbersome and hard to cope with specifically as populated line relationships are implied to be weaker as a whole and also unbiased setup as well as performance examination is still done by the strong line supervisor. This indicates that newcomers might shed quality about their particular duties and objectives especially as dotted line reporting does not keep them in straight communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's position came as an impact to her morale. Lewis might have been qualified as well as suitable for the task but the fact that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Worry & Work Instability: Concern and insecurity can be identified as 2 major concerns that Lewis would certainly be handling particularly as the merger has actually currently be cancelled and two elderly execs of the advertising and marketing division would certainly be leaving. The whole duty of the division would be falling on Lewis's shoulders that would not just supervise of brining about a cultural adjustment yet would also have to confirm herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's management design and also its incompatibility with the advertising and marketing division's function can additionally be seen as an OB difficulty particularly as she has actually been made use of to dealing with problems in the operations department where personnel are instructed to focus on processes and get them right. The advertising and marketing department on the various other hand can be viewed as a team of people who are used to being supported by Krasnow that focused a lot more on result than processes.

Interdepartmental Disputes: Interdepartmental arguments between 3 divisions, advertising and marketing, merchandizing as well as operations respectively over the allocation of the marketing mix can be identified as another OB concern. The advertising and marketing department does not share the very same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allocation amongst one another either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising departments can be recognized as an additional OB concern which could need further interest. The reality that the advertising and marketing areas in the advertising division are disconnected is stopping both divisions from gaining from each various other's experience and expertise. Integration of advertising and marketing with merchandising as well as procedures would certainly end up being more difficult if the advertising department itself is disintegrated which can be one more possible OB worry.

Ford Motor Company Blueprint For Mobility Analysis

Various concepts have actually been used to clarify the scenarios to get more quality about the scenario handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that subordinates are passive and also lazy, have little passion and resist modification. The circumstance at Ford Motor Company Blueprint For Mobility is not totally following Concept X, it can be seen that brand-new hires are locating this setting instead demanding which might eventually lead to a better inclination of the administration in the direction of Theory X. Also while analyzing Lewis's administration style, concept X might have been suitable in the operations division to some level however the Advertising and marketing division would need dependence on Theory Y in order to obtain the creativity and also creativity from the groups.

Tuckman's Synergy Concept: As far as Lewis's problem concerning bringing consistency in between the advertising and advertising division is worried, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. By incorporating the advertising and marketing and marketing department's job, there may be the exact same initial disconnect which might lead to the 2nd stage of 'storming' where the teams test one another.

When individuals are provided with modification, they go into stage one and so there might be emotions like unhappiness, unpredictability, stress, temper, fear, denial and also disorientation.The circumstance at the advertising division of Ford Motor Company Blueprint For Mobility is similar so Lewis can obtain comfy with the suggestion that it is not phenomenal habits. It is throughout this stage that Lewis will have to provide guidance to the division so that they can find a feeling of direction. It can be seen just how Krasnow has actually already made this change easier by making Lewis obtain involved in the division a year prior to his actual departure.

Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the relevance of 'protection needs as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and out of threat' is at the 2nd level of demands. Prior to an employee can be made to develop emotionally, he requires to have his 'Physiological 'as well as 'Safety and security' needs met.

SWOT Analysis for Ford Motor Company Blueprint For Mobility Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various concepts to recognize just how to manage the present situation available. The complying with 3 options have actually been proposed to help Lewis take care of the business difficulties in the advertising division. Each of these choices has been recommended for relieving the shift required to bring the advertising division according to the needs of the marketplace and for making the cultural adjustment that would certainly adhere to once the current leader leaves.

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

Examination of Alternatives.

Assimilation of Advertising And Marketing & Marketing Functions: The in-house advertising company of Ford Motor Company Blueprint For Mobility is currently toughness for the company in terms of saving up on expenses related to marketing as well as promotion. Considering that no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being directly assigned to Krasnow for the marketing feature, this is a positive possibility for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has knowledge in business-to-business advertising along with company and retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both marketing and advertising features.

The benefit of this approach is that it will integrate both features while decreasing the demand for working with an added source for marketing. In addition to this, Lewis would be heading the advertising division as well as all the same her substitute would be needed for the present role that she is executing. The negative aspect of this option is that outside hiring may produce resentment from inner personnel who might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Production: Offered the competitive pressures and excellent quality work required from the advertising agency, it is advised that Lewis must permit the production device to be a separate function from the advertising system. Considering that many advertising agencies had these two features as separate devices, it makes even more feeling to comply with the norm. Both features might be able to focus on their core triggers extra effectively. The disadvantage of this strategy would certainly be that additional prices would certainly have to be borne for setting up separate production features. A manufacturing head might have to be worked with which might boost overheads for the company.

Combination of Marketing with Procedures: Since Lewis is currently taking care of the advertising and marketing as well as procedures departments at the same time; it makes good sense to integrate the two functions because she has been effectively caring for both ends. The truth that both divisions already have major distinctions over allocation of resources suggests that this integration may be able to produce consistency particularly as Lewis would certainly be heading both ends.However there are different downsides of this move especially as it would place excessive worry over Lewis's shoulders. The reality that Lewis needs to adapt her management style for the advertising department suggests that these 2 departments would certainly be culturally varied. Along with this, Lewis may not have the ability to use one type of management style to both divisions which might cause ineffectiveness in either among the two features.


An evaluation of the 3 alternatives indicates that combination of advertising as well as procedures would certainly not be a possible step due to the substantial distinctions between the 2 divisions in spite of the truth that presently Lewis is managing both. While separation of the production feature might have been a desirable relocation for the advertising and marketing department, the reality that it would certainly indicate placing a third feature under Lewis's wing indicates this should be stayed clear of.

Activity Plan.

Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Production function will continue to be component of advertising under marketing feature.

Lewis will divide herself from procedures.

A democratic leadership style with staff member empowerment will be used in advertising department.

Open up door plan and emphasis on cross departmental communication will be aimed at getting rid of dissonance.

Contingency plan.

If the combination does not work out as planned, a backup plan would comply with which would certainly divide the manufacturing function from the advertising feature to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. In that case the manufacturing feature will definitely be divided by positioning it under an SVP production.