Madison Avenue Digital Media Services A Case Study Analysis


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Madison Avenue Digital Media Services A Case Study Analysis

Background and Facts

Madison Avenue Digital Media Services A a workplace materials merchant for small and also moderate sized companies has just recently been associated with preparing for a merger with its competitor Home Deport, which has actually impacted performance levels in departmentswith the senior manager associated with legal problems presented by the federal Profession Compensation. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the future. With challenges in the type of a prospective cultural change and also reduced staff member morale, the company needs a complete reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing division of Madison Avenue Digital Media Services A is enhancing uncertainty in the workplace causing different difficulties 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 role in impacting calculated choices given that Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Profession Commission's treatment while doing so. Given the reality that the shop has a worldwide presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may have the ability to affect performance or tactical goals. Federal Trade Compensation's antitrust match versus the merging took up important time of the company's elderly monitoring recommending that 'political' factors can have serious effects for a worldwide service.

Economic Factors: Economic factors such as the emergence of small businesses in the international situation recommend that Madison Avenue Digital Media Services A is thriving in an atmosphere where there is prospective growth of companies. In addition to this, reality that shop clients are mostly trying to find workplace materials for office suggests that the market has an increasing fad of business owners and also home based businesses.

Social factors: Social fads in the economy reveal that customers are searching for comfort along with eye-catching prices. Market research demonstrates how the customer for Madison Avenue Digital Media Services A does not have understanding regarding locating options which can offer a combination of comfort and low costs.

Technical factors: Technology plays a crucial duty in Madison Avenue Digital Media Services A's service strategy especially as the organization is piloting Innovation facilities which would certainly supply technology sales as well as support in the kind of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Organizational Habits problems can be seen in Madison Avenue Digital Media Services A's case as highlighted in this section.

Uneasiness concerning cultural adjustment: There is apprehension regarding a cultural modification that would certainly take place when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with the majority of the personnel already revealing unhappiness over this prospective move. This expected change has actually developed stress in the workplace which has been paired with the previous anxiety of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of personnel that can match the demanding setting of a fast-paced organization. Not just does this lead to problem in discovering the ideal individuals, it places stress and anxiety on new hires as can not withstand the pace as well as pressure that the organization anticipates them to bear.

Double Coverage Lines: Newcomers locate this organizational society troublesome and challenging to deal with specifically as dotted line relationships are meant to be weaker generally and unbiased setup and performance evaluation is still done by the solid line manager. This means that novices could lose clarity concerning their particular functions as well as goals particularly as dotted line reporting does not keep them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been hypothesized that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis might have been capable and proper for the job but the fact that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Work Insecurity: Anxiety and instability can be determined as 2 major concerns that Lewis would be dealing with particularly as the merger has now be terminated and 2 elderly execs of the advertising and marketing department would certainly be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders that would not simply be in charge of brining concerning a social adjustment however would certainly likewise need to prove herself in her new role.

Inappropriate Administration Style of Leader: Lewis's management style as well as its conflict with the advertising and marketing department's duty can additionally be viewed as an OB challenge specifically as she has been utilized to taking care of issues in the procedures department where employees are instructed to focus on processes as well as get them right. The marketing department on the various other hand can be seen as a group of people that are used to being nurtured by Krasnow that focused more on result than procedures.

Interdepartmental Arguments: Interdepartmental disagreements between three divisions, marketing, merchandizing as well as procedures specifically over the appropriation of the advertising and marketing mix can be determined as an additional OB issue. The advertising department does not share the very same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also procedures departments do not concur over the marketing mix allotment among one another either.

Disintegration in Marketing Division: Fragmentation between the advertising and marketing departments can be recognized as another OB issue which might require more attention. The fact that the marketing and advertising areas in the advertising and marketing department are disconnected is stopping both divisions from gaining from each other's experience as well as competence. Combination of advertising with retailing and also operations would certainly become more difficult if the advertising division itself is degenerated which can be another possible OB issue.

Madison Avenue Digital Media Services A Analysis

Different theories have been used to discuss the circumstances to get further quality concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors believe that subordinates are passive and also lazy, have little ambition and resist modification. The tough variation of this theory emphasized coercion, limited controls, risks and penalties. In time it produces low efficiency, refined sabotage and also competition (Deal, 2003). The circumstance at Madison Avenue Digital Media Services A is not entirely complying with Theory X, it can be seen that new hires are discovering this environment rather difficult which might at some point lead to a higher inclination of the monitoring towards Concept X. As per McGregor's advocated sight, which he called Theory Y, the important task of the monitoring is to arrange organizational conditions to ensure that individuals can achieve their very own objectives best by directing their efforts towards organizational incentives. If people find no fulfillment in their job, the management would have little selection yet to count on theory X as well as exterior control (Offer, 2003). Even while assessing Lewis's management style, theory X may have appropriated in the procedures department to some extent but the Marketing department would require reliance on Theory Y in order to get the creativity as well as creativity from the teams.

Tuckman's Team effort Theory: As much as Lewis's worry concerning bringing harmony in between the advertising and marketing and also marketing division is worried, this would initially lead to clash as discussed by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising and advertising department's job, there may be the very same first separate which could lead to the 2nd phase of 'storming' where the teams test one an additional.

Bridges' Shift Design: As per William Bridge's theory (appendix 4), individuals are quite awkward with adjustment, which is apparent by the scenario at Madison Avenue Digital Media Services A The circumstance can be seen as a regular course of life if is studied based on Bridge's theory where he discusses that individuals go through three phases of shift when they experience modification. 'Closing, losing and Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people exist with adjustment, they go into stage one therefore there may be feelings like sadness, uncertainty, frustration, anger, fear, denial as well as disorientation.The situation at the marketing department of Madison Avenue Digital Media Services A is comparable so Lewis can obtain comfy with the idea that it is not phenomenal habits. In the 2nd stage, there might be a need to bridge the void between the new as well as old culture so Lewis may need to face this challenge as soon as Krasnow leaves. There may be low spirits and reduced productivity at this phase which need to not be taken as a setback. It is during this phase that Lewis will certainly need to offer assistance to the division to ensure that they can find an orientation. It can be seen exactly how Krasnow has already made this change less complicated by making Lewis get associated with the department a year before his actual departure. As per Bridges' Version, phase three will bring about visibility to learning, High power as well as commitment as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB issue pertaining to insecurity at the workplace has been set off first of all by the adjustment in management and also second of all by the reality that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has reviews the significance of 'security requires as being a reduced level demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe and secure and unharmed' is at the second degree of needs. Prior to a worker can be made to establish psychologically, he needs to have his 'Physiological 'as well as 'Security' requires fulfilled. This indicates that unless the workers are made to feel safe concerning their present work standing in Madison Avenue Digital Media Services A they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Madison Avenue Digital Media Services A Case Study

Implication of Analysis.

The OB analysis has actually checked out different theories to comprehend how to deal with the current scenario handy. The complying with three choices have been recommended to assist Lewis deal with the organizational difficulties in the advertising and marketing division. Each of these choices has been recommended for reducing the shift needed to bring the advertising and marketing department in accordance with the requirements of the market as well as for making the cultural change that would comply with when the current leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and Production features. Assimilation of Advertising with Procedures.

Assessment of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The in-house advertising company of Madison Avenue Digital Media Services A is already stamina for the organization in terms of conserving up on overheads associated with marketing and also promo. Because no brand-new employment has been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the marketing feature, this is a positive opportunity for integrating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has know-how in business-to-business advertising in addition to company and also retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and marketing features.

The benefit of this strategy is that it will integrate the two functions while reducing the demand for hiring an additional resource for advertising and marketing. Along with this, Lewis would be heading the advertising and marketing division and also all the same her replacement would certainly be needed for the existing role that she is executing. The downside of this choice is that external hiring may bring about resentment from interior employees who might be considering the setting of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Production: Offered the competitive stress as well as high quality work called for from the advertising agency, it is recommended that Lewis ought to allow the production system to be a separate function from the advertising unit. Given that most advertising agencies had these two features as different devices, it makes more sense to comply with the norm. In addition to this, both functions might have the ability to focus on their core activates a lot more successfully. The downside of this approach would be that added costs would have to be borne for setting up separate production functions. A manufacturing head might have to be hired which could enhance overheads for the company.

Integration of Advertising with Procedures: Given that Lewis is already looking after the advertising and marketing and also operations departments all at once; it makes good sense to integrate both functions since she has been efficiently looking after both ends. The truth that the two departments currently have major distinctions over allotment of sources suggests that this assimilation may be able to produce harmony particularly as Lewis would be heading both ends.However there are numerous drawbacks of this step especially as it would certainly put excessive concern over Lewis's shoulders. The fact that Lewis has to adapt her monitoring style for the marketing department suggests that these 2 departments would certainly be culturally diverse. Lewis may not be able to apply one kind of leadership style to both divisions which can result in ineffectiveness in either one of the two functions.


An evaluation of the 3 options shows that assimilation of advertising as well as procedures would certainly not be a feasible move due to the substantial differences between the two divisions despite the truth that currently Lewis is taking care of both. While splitting up of the production function might have been a desirable step for the marketing division, the truth that it would certainly imply putting a third function under Lewis's wing means this must be stayed clear of.

Action Strategy.
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Manufacturing function will certainly stay part of advertising and marketing under advertising and marketing function.

Lewis will certainly divide herself from procedures.

A democratic leadership design with employee empowerment will be utilized in advertising and marketing division.

Open door plan and also focus on cross departmental communication will be aimed at getting rid of disharmony.

Contingency strategy.

If the combination does not work out as intended, a backup plan would certainly follow which would separate the manufacturing feature from the marketing function to reduce 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. In that case the manufacturing feature will definitely be separated by positioning it under an SVP manufacturing.