Jetblue Airways Deicing At Logan Airport Case Study Analysis


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Jetblue Airways Deicing At Logan Airport Case Study Analysis

Background and Facts

Jetblue Airways Deicing At Logan Airport a workplace supplies store for small and also average sized organisations has actually lately been involved in planning for a merger with its rival House Deport, which has affected performance degrees in departmentswith the elderly supervisor involved in legal problems presented by the federal Trade Commission. With the Marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the future. With difficulties in the kind of a possible social modification as well as reduced staff member morale, the organization wants a full reengineering initiative at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing division of Jetblue Airways Deicing At Logan Airport is increasing uncertainty in the working environment causing various 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 significant duty in affecting tactical decisions since Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Trade Compensation's intervention in the process. Offered the truth that the store has a global visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may have the ability to affect performance or calculated goals. Federal Profession Commission's antitrust match versus the merger took up beneficial time of the organization's elderly management recommending that 'political' factors can have significant effects for an international business.

Economic Factors: Economic factors such as the appearance of small companies in the worldwide situation recommend that Jetblue Airways Deicing At Logan Airport is growing in a setting where there is prospective development of companies. Along with this, truth that store consumers are primarily seeking office supplies for office recommends that the market has a climbing pattern of business owners and online companies.

Social factors: Social fads in the economy show that consumers are seeking convenience in addition to attractive costs. Marketing research shows how the customer for Jetblue Airways Deicing At Logan Airport lacks understanding about finding services which can provide a mix of convenience and low costs.

Technical factors: Technology plays a crucial function in Jetblue Airways Deicing At Logan Airport's service approach specifically as the organization is piloting Technology facilities which would certainly provide technology sales and support in the form of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits concerns can be seen in Jetblue Airways Deicing At Logan Airport's case as highlighted in this section.

Worries about cultural change: There is uneasiness regarding a cultural adjustment that would occur once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with most of the personnel already revealing discontent over this potential move. This anticipated adjustment has actually created stress and anxiety in the workplace which has been combined with the previous stress and anxiety of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is lack of employees that can match the difficult environment of a fast-paced company. Not just does this bring about difficulty in discovering the right people, it puts anxiety on new hires as can not endure the rate and also stress that the company anticipates them to bear.

Double Reporting Lines: Newbies find this business society troublesome and tough to cope with particularly as populated line relationships are meant to be weak in general and objective setup and performance assessment is still done by the solid line supervisor. This suggests that newbies could shed quality concerning their corresponding functions and also goals specifically as populated line coverage does not keep them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and also proper for the work however the truth that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Worry & Work Instability: Fear as well as instability can be identified as two major concerns that Lewis would certainly be handling especially as the merging has currently be cancelled and two senior executives of the advertising and marketing department would be leaving. The whole obligation of the division would be dropping on Lewis's shoulders who would not just be in charge of brining concerning a social adjustment but would certainly likewise have to show herself in her new role.

Incompatible Monitoring Design of Leader: Lewis's management design as well as its incompatibility with the advertising and marketing division's function can also be seen as an OB challenge specifically as she has been utilized to managing problems in the procedures department where workers are instructed to focus on processes as well as get them right. The advertising and marketing division on the various other hand can be seen as a group of people who are made use of to being supported by Krasnow who concentrated much more on output than procedures.

Interdepartmental Disputes: Interdepartmental differences in between three departments, advertising, merchandizing and also operations respectively over the allowance of the advertising mix can be identified as one more OB concern. Although the marketing department does not share the same vision as the various other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not agree over the advertising and marketing mix allotment amongst each other either.

Disintegration in Marketing Department: Fragmentation between the advertising and marketing divisions can be identified as one more OB problem which could require further focus. The fact that the advertising and marketing sections in the advertising and marketing division are disconnected is stopping both divisions from gaining from each other's experience and also expertise. Assimilation of marketing with retailing as well as procedures would end up being more difficult if the advertising and marketing department itself is disintegrated which can be an additional possible OB worry.

Jetblue Airways Deicing At Logan Airport Analysis

Various concepts have actually been made use of to discuss the circumstances to get further clearness regarding the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers think that subordinates are easy as well as lazy, have little ambition and withstand modification. The circumstance at Jetblue Airways Deicing At Logan Airport is not entirely adhering to Concept X, it can be seen that new hires are finding this setting rather stressful which may eventually lead to a greater inclination of the management in the direction of Theory X. Even while examining Lewis's administration design, concept X might have been appropriate in the procedures division to some degree but the Advertising division would certainly need dependence on Concept Y in order to get the imagination and creativity from the teams.

Tuckman's Synergy Concept: As far as Lewis's problem concerning bringing harmony in between the advertising and also advertising and marketing division is concerned, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and marketing and advertising and marketing department's work, there might be the very same initial detach which could lead to the second stage of 'storming' where the groups test one an additional.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), people are quite awkward with modification, which is noticeable by the circumstance at Jetblue Airways Deicing At Logan Airport The scenario can be viewed as a normal training course of life if is researched based on Bridge's concept where he clarifies that people go through three phases of shift when they experience change. 'End, shedding and also Releasing', The Neutral Area and 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they enter phase one therefore there may be emotions like despair, unpredictability, disappointment, rage, fear, denial as well as disorientation.The scenario at the marketing department of Jetblue Airways Deicing At Logan Airport is comparable so Lewis can get comfortable with the suggestion that it is not phenomenal behavior. In the 2nd phase, there may be a requirement to link the gap in between the brand-new and also old society so Lewis may have to face this ordeal as soon as Krasnow leaves. There might be low morale and reduced productivity at this phase which must not be taken as a trouble. It is throughout this phase that Lewis will certainly have to give guidance to the department to ensure that they can locate a sense of direction. It can be seen how Krasnow has currently made this transition easier by making Lewis get associated with the department a year prior to his actual separation. As per Bridges' Version, phase three will certainly produce openness to knowing, High power as well as dedication as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has goes over the value of 'safety and security needs as being a lower level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel secure and out of threat' is at the 2nd degree of demands. Before a worker can be made to develop emotionally, he needs to have his 'Physiological 'and 'Safety' requires fulfilled.

SWOT Analysis for Jetblue Airways Deicing At Logan Airport Case Study

Effects of Analysis.

The OB analysis has actually looked at numerous concepts to understand how to cope with the current scenario handy. The following three options have been recommended to help Lewis manage the business obstacles in the advertising department. Each of these options has actually been recommended for relieving the transition needed to bring the advertising and marketing department in accordance with the requirements of the marketplace as well as for making the social adjustment that would follow once the existing leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and Production features. Combination of Advertising with Procedures.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business advertising along with company and retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing and also marketing functions.

The benefit of this method is that it will certainly incorporate the two features while lowering the need for working with an added resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing division as well as regardless her replacement would certainly be required for the present role that she is performing. The negative aspect of this alternative is that exterior hiring may bring about resentment from inner workers who may be eying the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the competitive stress and top quality job required from the advertising agency, it is suggested that Lewis needs to enable the manufacturing system to be a different feature from the advertising system. Considering that most advertising agencies had these two functions as separate devices, it makes even more feeling to comply with the norm. Both functions may be able to focus on their core activates extra effectively. However, the disadvantage of this approach would certainly be that added expenses would need to be birthed for establishing separate production features. A manufacturing head may have to be worked with which could enhance expenses for the company.

Assimilation of Advertising with Workflows: Since Lewis is already dealing with the advertising and marketing and also operations divisions concurrently; it makes good sense to incorporate both functions given that she has been efficiently caring for both ends. The fact that both divisions already have significant distinctions over allowance of resources suggests that this assimilation might be able to produce harmony specifically as Lewis would be heading both ends.However there are different negative aspects of this action particularly as it would put way too much worry over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring style for the advertising and marketing department recommends that these two divisions would certainly be culturally varied. Lewis may not be able to use one kind of leadership style to both departments which might result in inefficiency in either one of the two functions.


An evaluation of the three choices suggests that assimilation of advertising and procedures would certainly not be a viable step due to the vast distinctions in between the two departments in spite of the reality that currently Lewis is dealing with both. While separation of the manufacturing function might have been a positive relocation for the marketing department, the truth that it would certainly suggest positioning a third feature under Lewis's wing means this ought to be avoided.

Action Plan.
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

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

Lewis will certainly separate herself from procedures.

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

Open up door policy and also focus on cross department communication will certainly be targeted at eliminating discord.

Backup strategy.

If the assimilation does not exercise as intended, a backup strategy would adhere to which would certainly separate the manufacturing function from the advertising and marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production feature will most definitely be divided by positioning it under an SVP production.