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Information Technology At Cirque Du Soleil Looking Back Moving Forward Case Study Analysis

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Information Technology At Cirque Du Soleil Looking Back Moving Forward Case Study Solution

Background and Facts

Information Technology At Cirque Du Soleil Looking Back Moving Forward a workplace materials seller for small as well as medium sized services has lately been involved in planning for a merging with its competitor Residence Deport, which has affected performance levels in departmentswith the senior manager involved in lawful problems presented by the government Profession Compensation. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the near future. With challenges in the form of a potential cultural adjustment as well as low employee spirits, the organization wants a total reengineering initiative at the advertising division.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social change at the marketing division of Information Technology At Cirque Du Soleil Looking Back Moving Forward is increasing uncertainty in the workplace bring about numerous obstacles for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic decisions because Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Trade Compensation's treatment at the same time. Provided the truth that the shop has an international existence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations may be able to affect efficiency or critical objectives. Federal Trade Commission's antitrust fit versus the merger occupied valuable time of the company's elderly monitoring recommending that 'political' factors can have serious implications for an international organisation.

Economic Factors: Financial factors such as the introduction of small companies in the global scenario suggest that Information Technology At Cirque Du Soleil Looking Back Moving Forward is prospering in an atmosphere where there is possible growth of companies. Reality that shop clients are mostly looking for office materials for home workplaces suggests that the market has a climbing trend of business owners as well as home based businesses.

Social factors: Social patterns in the economic situation show that customers are seeking comfort in addition to eye-catching costs. Market research demonstrates how the customer for Information Technology At Cirque Du Soleil Looking Back Moving Forward lacks understanding concerning finding remedies which can offer a combination of comfort as well as affordable.

Technological factors: Innovation plays an essential role in Information Technology At Cirque Du Soleil Looking Back Moving Forward's service strategy particularly as the organization is piloting Modern technology centers which would provide technology sales and support in the type of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and Effects.

A number of underlying Organizational Behavior issues can be seen in Information Technology At Cirque Du Soleil Looking Back Moving Forward's case as highlighted in this area.

Concerns about social modification: There is uneasiness concerning a cultural change that would certainly happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with a lot of the personnel already showing unhappiness over this potential relocation. This anticipated modification has created stress and anxiety in the office which has actually been coupled with the past stress of preparing the company for a possible merger with House Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is scarcity of personnel that can match the difficult setting of a fast-paced organization. Not just does this cause problem in discovering the best individuals, it places stress and anxiety on brand-new hires as can not endure the speed as well as pressure that the company anticipates them to birth.

Dual Coverage Lines: Newcomers locate this organizational society difficult and also difficult to manage especially as populated line relationships are indicated to be weaker generally and objective setup and performance evaluation is still done by the strong line supervisor. This indicates that novices might shed quality regarding their corresponding duties and also objectives specifically as dotted line coverage does not keep them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been hypothesized that the last would take Krasnow's position came as a strike to her spirits. Lewis may have been qualified as well as suitable for the job yet the truth that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Task Instability: Concern and insecurity can be identified as two significant problems that Lewis would certainly be handling particularly as the merging has currently be terminated and 2 senior execs of the advertising and marketing division would certainly be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders who would certainly not just be in charge of brining regarding a social change however would also need to prove herself in her new function.

Incompatible Management Design of Leader: Lewis's monitoring design and also its incompatibility with the marketing division's function can also be seen as an OB difficulty specifically as she has been made use of to handling problems in the operations division where workers are educated to focus on procedures and get them right. The marketing division on the other hand can be seen as a group of individuals who are made use of to being supported by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements in between 3 divisions, advertising and marketing, merchandizing and also procedures specifically over the appropriation of the advertising mix can be identified as an additional OB worry. Although the advertising division does not share the exact same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations departments do not agree over the marketing mix appropriation amongst each other either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing divisions can be identified as an additional OB issue which might require further attention. The truth that the advertising and marketing areas in the advertising and marketing department are disconnected is protecting against both divisions from getting from each various other's experience and know-how. Integration of advertising and marketing with retailing and operations would come to be harder if the advertising department itself is disintegrated which can be one more possible OB problem.

Information Technology At Cirque Du Soleil Looking Back Moving Forward Analysis

Different theories have been utilized to clarify the situations to obtain more clarity concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that juniors are easy and careless, have little passion as well as resist modification. The tough version of this concept emphasized browbeating, limited controls, hazards as well as penalties. In time it produces reduced efficiency, subtle sabotage as well as rivalry (Deal, 2003). The situation at Information Technology At Cirque Du Soleil Looking Back Moving Forward is not completely adhering to Concept X, it can be seen that new hires are finding this atmosphere instead difficult which might at some point lead to a greater inclination of the administration in the direction of Concept X. Based on McGregor's promoted sight, which he called Concept Y, the important task of the monitoring is to arrange organizational problems so that individuals can accomplish their own objectives best by directing their efforts in the direction of organizational rewards. If people find no satisfaction in their work, the management would have little selection but to count on theory X and outside control (Bargain, 2003). Even while examining Lewis's management design, concept X might have appropriated in the operations department somewhat however the Advertising division would call for reliance on Concept Y to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: Regarding Lewis's issue concerning bringing consistency between the advertising and marketing department is concerned, this would originally result in contrast as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the first stage of group advancement, individuals may not bond, as they are active locating their location in the team. By incorporating the advertising and marketing department's work, there might coincide initial separate which might result in the second stage of 'storming' where the teams challenge one another. It is just during the 3rd stage or 'norming' when they would come with each other to share suggestions before the group can bring about harmony in the 4th stage 'doing'.

Bridges' Shift Model: Based On William Bridge's theory (appendix 4), individuals are fairly uneasy with change, which is noticeable by the situation at Information Technology At Cirque Du Soleil Looking Back Moving Forward The situation can be seen as a normal program of life if is researched based on Bridge's theory where he clarifies that people undergo 3 phases of change when they experience modification. 'Closing, shedding and Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people are presented with modification, they enter stage one therefore there may be emotions like unhappiness, uncertainty, stress, rage, fear, denial and disorientation.The situation at the marketing department of Information Technology At Cirque Du Soleil Looking Back Moving Forward is comparable so Lewis can obtain comfortable with the suggestion that it is not phenomenal actions. In the 2nd stage, there might be a need to bridge the gap between the new as well as old society so Lewis may need to face this experience when Krasnow leaves. There may be reduced spirits and also low efficiency at this stage which need to not be taken as an obstacle. It is throughout this phase that Lewis will have to provide advice to the department so that they can locate a sense of direction. It can be seen just how Krasnow has actually currently made this transition easier by making Lewis obtain associated with the division a year before his real separation. As per Bridges' Design, stage 3 will certainly produce visibility to discovering, High energy as well as dedication as individuals will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the importance of 'security requires as being a reduced level requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel protected and out of danger' is at the second level of needs. Prior to a staff member can be made to develop mentally, he needs to have his 'Physical 'as well as 'Security' requires satisfied.

SWOT Analysis for Information Technology At Cirque Du Soleil Looking Back Moving Forward Case Study



Effects of Analysis.

The OB analysis has actually checked out numerous concepts to understand just how to cope with the current circumstance at hand. The adhering to three choices have been recommended to help Lewis take care of the organizational obstacles in the advertising division. Each of these options has actually been suggested for alleviating the shift needed to bring the advertising department in accordance with the needs of the market and also for making the cultural adjustment that would certainly follow once the existing leader leaves.

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

Examination of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business advertising and marketing along with company as well as retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and advertising features.

The benefit of this technique is that it will incorporate the two functions while lowering the need for hiring an additional resource for advertising and marketing. Lewis would be heading the marketing department and in any type of case her substitute would be needed for the existing duty that she is carrying out. The drawback of this alternative is that external hiring may bring about resentment from internal workers who might be eying the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting as well as Production: Provided the affordable pressures as well as high top quality work called for from the advertising company, it is advised that Lewis needs to allow the manufacturing unit to be a different feature from the advertising and marketing unit. Since a lot of advertising companies had these 2 features as different devices, it makes even more feeling to adhere to the standard.

Combination of Advertising And Marketing with Operations: Given that Lewis is currently looking after the marketing and procedures departments all at once; it makes good sense to integrate the two features because she has been efficiently caring for both ends. The truth that both departments already have major differences over appropriation of sources recommends that this combination might have the ability to produce harmony especially as Lewis would be heading both ends.However there are various drawbacks of this relocation particularly as it would certainly put way too much problem over Lewis's shoulders. The truth that Lewis needs to adjust her administration style for the advertising and marketing department recommends that these two divisions would certainly be culturally varied. Lewis might not be able to apply one type of leadership design to both divisions which might result in inadequacy in either one of the two functions.

Recommendation.



An assessment of the 3 options suggests that combination of advertising and marketing as well as operations would not be a viable action because of the large distinctions in between both divisions although that presently Lewis is handling both. While separation of the manufacturing function might have been a positive move for the marketing division, the fact that it would suggest putting a third feature under Lewis's wing suggests this ought to be stayed clear of. The assimilation of the marketing division is the most effective option in terms of getting the optimum results from the division. An activity plan for this choice is gone over below.

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

Advertising and Marketing features would be merged.

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

Manufacturing function will certainly stay component of marketing under advertising and marketing feature.

Lewis will certainly divide herself from operations.

An autonomous leadership style with employee empowerment will be used in advertising department.

Open door policy and also focus on cross departmental communication will be focused on eliminating disharmony.

Contingency strategy.

If the combination does not work out as planned, a backup plan would follow which would certainly divide the production function from the marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the manufacturing feature will absolutely be separated by positioning it under an SVP production.