Improvisational Model For Change Management The Case Of Groupware Technologies Case Study Solution


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Improvisational Model For Change Management The Case Of Groupware Technologies Case Study Analysis

Background and Facts

Improvisational Model For Change Management The Case Of Groupware Technologies an office products seller for small and also moderate sized businesses has actually lately been involved in preparing for a merger with its competitor Residence Deport, which has actually impacted effectiveness levels in departmentswith the senior supervisor associated with legal issues presented by the federal Trade Compensation. With the Advertising and marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With obstacles in the type of a possible social change as well as reduced worker morale, the company is in need of a full reengineering effort at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing department of Improvisational Model For Change Management The Case Of Groupware Technologies is boosting uncertainty in the working environment leading to different 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 major function in impacting calculated choices considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Payment's treatment in the process. Given the truth that the shop has an international presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may be able to affect efficiency or calculated objectives. Federal Profession Payment's antitrust fit versus the merging took up beneficial time of the company's senior management suggesting that 'political' factors can have severe implications for an international company.

Economic Factors: Financial factors such as the introduction of local business in the international scenario suggest that Improvisational Model For Change Management The Case Of Groupware Technologies is growing in an environment where there is prospective development of services. Reality that store consumers are mostly looking for workplace products for residence offices suggests that the market has a climbing pattern of business owners and also home based companies.

Social factors: Social fads in the economy show that customers are searching for comfort as well as eye-catching rates. Market research demonstrates how the customer for Improvisational Model For Change Management The Case Of Groupware Technologies lacks recognition concerning locating services which can supply a combination of ease as well as inexpensive.

Technical factors: Innovation plays an important role in Improvisational Model For Change Management The Case Of Groupware Technologies's organisation technique especially as the company is piloting Innovation centers which would offer technology sales and also assistance in the kind of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues as well as Effects.

Numerous underlying Organizational Habits problems can be seen in Improvisational Model For Change Management The Case Of Groupware Technologies's case as highlighted in this area.

Apprehensions about cultural adjustment: There is apprehension about a cultural modification that would take place when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with most of the team member currently showing discontent over this possible move. This predicted change has developed stress and anxiety in the workplace which has been combined with the past tension of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is shortage of workers that can match the stressful environment of a busy organization. Not just does this cause problem in finding the best individuals, it puts tension on new hires as can not endure the pace as well as pressure that the organization anticipates them to bear.

Dual Coverage Lines: Newcomers locate this organizational society troublesome and hard to deal with especially as dotted line connections are meant to be weak in general and objective setting and also efficiency analysis is still done by the solid line supervisor. This suggests that novices can lose quality regarding their respective duties as well as purposes particularly as dotted line coverage does not keep them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had been speculated that the latter would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been capable and appropriate for the task yet the fact that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Task Instability: Fear and also insecurity can be identified as two significant issues that Lewis would be handling particularly as the merger has currently be cancelled as well as two elderly execs of the marketing department would certainly be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a social modification yet would also have to verify herself in her new role.

Incompatible Management Design of Leader: Lewis's management style as well as its conflict with the marketing division's function can likewise be seen as an OB obstacle especially as she has actually been used to dealing with problems in the procedures department where workers are instructed to focus on procedures and get them right. The marketing department on the various other hand can be seen as a group of people who are used to being supported by Krasnow who focused extra on result than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between three departments, advertising, merchandizing and procedures specifically over the allowance of the advertising mix can be recognized as one more OB issue. Although the advertising and marketing division does not share the exact same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations departments do not concur over the advertising mix allowance among each other either.

Fragmentation in Advertising Division: Fragmentation in between the advertising and marketing divisions can be determined as another OB concern which could require more attention. The fact that the advertising and marketing sections in the advertising division are detached is stopping both departments from getting from each other's experience as well as experience. Assimilation of advertising with merchandising and also procedures would become harder if the advertising and marketing department itself is disintegrated which can be one more potential OB concern.

Improvisational Model For Change Management The Case Of Groupware Technologies Analysis

Numerous concepts have been utilized to clarify the situations to obtain more clearness about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that staffs are easy as well as careless, have little passion and resist adjustment. The situation at Improvisational Model For Change Management The Case Of Groupware Technologies is not entirely complying with Concept X, it can be seen that new hires are locating this atmosphere instead difficult which may ultimately lead to a higher inclination of the monitoring in the direction of Concept X. Even while evaluating Lewis's administration style, theory X may have been suitable in the operations department to some level yet the Marketing division would require dependence on Theory Y in order to get the imagination and also creativity from the teams.

Tuckman's Teamwork Concept: As much as Lewis's issue regarding bringing consistency between the advertising and also advertising division is concerned, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Teamwork Concept'. By combining the advertising and marketing and also advertising department's job, there might be the exact same initial detach which might lead to the 2nd stage of 'storming' where the groups challenge one another.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), individuals are rather uneasy with modification, which is noticeable by the circumstance at Improvisational Model For Change Management The Case Of Groupware Technologies The scenario can be seen as a regular training course of life if is researched according to Bridge's concept where he explains that people undergo 3 stages of shift when they experience change. 'Closing, losing and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people are presented with modification, they get in stage one therefore there might be emotions like despair, uncertainty, irritation, anger, worry, denial and disorientation.The situation at the advertising department of Improvisational Model For Change Management The Case Of Groupware Technologies is similar so Lewis can obtain comfy with the suggestion that it is not amazing behavior. In the 2nd stage, there may be a requirement to connect the gap in between the new as well as old culture so Lewis may have to face this ordeal once Krasnow leaves. There may be low spirits as well as reduced productivity at this phase which must not be taken as an obstacle. It is throughout this stage that Lewis will certainly have to give guidance to the department so that they can find an orientation. It can be seen just how Krasnow has actually already made this change simpler by making Lewis obtain involved in the department a year prior to his actual separation. As per Bridges' Model, phase 3 will certainly bring about visibility to discovering, High energy and also dedication as individuals will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Need power structure: The OB concern pertaining to instability at the workplace has actually been caused to start with by the adjustment in administration as well as secondly by the reality that the merger will no more be launched. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the relevance of 'protection requires as being a lower level need of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel safe and secure and also unharmed' is at the 2nd level of needs. Before a worker can be made to develop mentally, he requires to have his 'Physical 'and 'Safety and security' requires fulfilled. This shows that unless the workers are made to feel safe about their current employment standing in Improvisational Model For Change Management The Case Of Groupware Technologies they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Improvisational Model For Change Management The Case Of Groupware Technologies Case Study

Implication of Analysis.

The OB analysis has actually checked out various concepts to recognize how to cope with the present scenario at hand. The adhering to three choices have actually been recommended to assist Lewis handle the organizational challenges in the advertising department. Each of these alternatives has been recommended for alleviating the transition needed to bring the marketing department according to the demands of the market as well as for making the social change that would comply with once the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Production features. Assimilation of Advertising with Workflow.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merging days has knowledge in business-to-business marketing along with firm and retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both marketing and also marketing functions.

The advantage of this technique is that it will integrate both features while reducing the demand for working with an additional source for advertising. In addition to this, Lewis would be heading the marketing department as well as in any case her substitute would be needed for the current function that she is carrying out. The negative aspect of this choice is that exterior hiring might cause animosity from inner personnel who might be considering the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Given the competitive pressures and top quality work called for from the ad agency, it is recommended that Lewis ought to permit the manufacturing system to be a different feature from the marketing device. Since many advertising agencies had these two features as separate devices, it makes more sense to follow the standard. Both functions may be able to concentrate on their core turns on a lot more efficiently. The negative aspect of this approach would be that added prices would have to be birthed for setting up separate production functions. A production head may have to be hired which can boost overheads for the company.

Combination of Advertising And Marketing with Workflows: Considering that Lewis is already taking care of the advertising and marketing and also procedures divisions all at once; it makes sense to integrate the 2 features considering that she has been effectively taking treatment of both ends. The truth that Lewis has to adapt her management design for the advertising department suggests that these 2 divisions would certainly be culturally diverse.


An analysis of the three choices suggests that combination of advertising as well as operations would not be a feasible action as a result of the huge distinctions between the two divisions despite the fact that currently Lewis is taking care of both. While separation of the manufacturing feature may have been a favorable step for the advertising and marketing division, the reality that it would suggest putting a 3rd feature under Lewis's wing means this should be avoided. The integration of the advertising division is the most effective option in regards to obtaining the optimal arise from the division. An action prepare for this choice is gone over listed below.

Activity Plan.
Lewis will certainly take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

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

Lewis will divide herself from procedures.

An autonomous management design with employee empowerment will be made use of in advertising and marketing division.

Open door policy as well as focus on cross department communication will be focused on removing disharmony.

Contingency plan.

If the combination does not exercise as planned, a backup strategy would comply with which would certainly separate the production feature from the marketing feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising and marketing division without an SVP. Because case the manufacturing feature will most definitely be divided by putting it under an SVP manufacturing.