Madison Avenue Digital Media Services A Case Study Help


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Madison Avenue Digital Media Services A Case Study Solution

Background and Facts

Madison Avenue Digital Media Services A a workplace materials seller for little as well as medium sized organisations has actually recently been involved in planning for a merging with its rival House Deport, which has impacted efficiency levels in departmentswith the senior supervisor involved in legal problems presented by the government Profession Payment. With the Advertising and marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With obstacles in the form of a potential cultural adjustment as well as low employee spirits, the organization requires a complete reengineering initiative at the advertising department.

Issue Declaration

The potential cultural adjustment at the advertising department of Madison Avenue Digital Media Services A is boosting uncertainty in the working environment leading to various obstacles for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting critical choices given that Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Profession Compensation's treatment at the same time. Given the truth that the shop has an international visibility with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries might be able to influence efficiency or calculated goals. Federal Profession Commission's antitrust suit versus the merger used up beneficial time of the company's senior management recommending that 'political' factors can have major ramifications for a worldwide company.

Economic Factors: Financial factors such as the development of small companies in the global circumstance recommend that Madison Avenue Digital Media Services A is flourishing in a setting where there is prospective development of companies. Reality that shop customers are mainly looking for office products for house workplaces recommends that the market has a rising trend of business owners and house based businesses.

Social factors: Social patterns in the economic situation reveal that clients are looking for convenience as well as eye-catching costs. Marketing research demonstrates how the customer for Madison Avenue Digital Media Services A does not have recognition concerning finding remedies which can provide a mix of benefit as well as low costs.

Technological factors: Modern technology plays an important function in Madison Avenue Digital Media Services A's service strategy especially as the company is piloting Modern technology centers which would certainly supply modern technology sales as well as support in the kind of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues as well as Symptoms.

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

Worries concerning cultural change: There is worry concerning a social modification that would happen when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the staff members currently showing discontent over this prospective move. This expected modification has actually created stress in the work environment which has been paired with the previous anxiety of preparing the firm for a possible merger with House Deport.

Stressful Work Setting for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a fast-paced organization. Not just does this cause difficulty in locating the right individuals, it places stress and anxiety on brand-new hires as can not stand up to the rate and also pressure that the organization anticipates them to bear.

Twin Reporting Lines: Newbies find this business culture difficult and also tough to handle particularly as populated line partnerships are indicated to be weaker in general as well as objective setting and efficiency evaluation is still done by the strong line supervisor. This implies that newcomers might shed quality concerning their respective duties and purposes particularly as populated line coverage does not keep them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's position came as a blow to her spirits. Lewis might have been qualified as well as ideal for the task however the truth that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Concern & Job Instability: Worry and insecurity can be recognized as two major worries that Lewis would be handling specifically as the merging has actually now be cancelled and also two elderly execs of the advertising and marketing department would be leaving. The whole responsibility of the division would be falling on Lewis's shoulders that would certainly not just supervise of brining regarding a cultural change yet would certainly likewise need to confirm herself in her new role.

Incompatible Administration Style of Leader: Lewis's administration style as well as its conflict with the advertising department's role can likewise be seen as an OB difficulty particularly as she has actually been made use of to managing issues in the procedures division where workers are educated to concentrate on processes and also get them right. The advertising department on the various other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow that concentrated more on output than processes.

Interdepartmental Differences: Interdepartmental disagreements between three departments, advertising and marketing, merchandizing and also procedures specifically over the allocation of the advertising mix can be identified as one more OB problem. The advertising department does not share the very same vision as the other two departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and operations departments do not agree over the marketing mix allocation amongst one an additional either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing departments can be determined as an additional OB problem which might require more interest. The fact that the advertising and marketing areas in the advertising department are separated is protecting against both divisions from obtaining from each other's experience as well as competence. Combination of marketing with retailing and also operations would certainly come to be more difficult if the advertising department itself is broken down which can be an additional potential OB issue.

Madison Avenue Digital Media Services A Analysis

Various concepts have actually been used to discuss the circumstances to get more clarity regarding the circumstance available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are easy and careless, have little ambition and resist change. The difficult variation of this theory highlighted coercion, limited controls, hazards and penalties. With time it creates low productivity, refined sabotage and also rivalry (Bargain, 2003). The situation at Madison Avenue Digital Media Services A is not entirely following Concept X, it can be seen that brand-new hires are locating this environment instead stressful which may eventually lead to a higher disposition of the management towards Theory X. Based on McGregor's promoted sight, which he called Concept Y, the crucial task of the administration is to organize business problems to make sure that individuals can attain their own objectives best by directing their initiatives in the direction of business incentives. If people locate no contentment in their job, the monitoring would certainly have little option yet to depend on theory X and also exterior control (Bargain, 2003). Also while evaluating Lewis's administration style, concept X may have appropriated in the operations division to some extent but the Advertising division would call for dependence on Theory Y to get the creative thinking and creativity from the teams.

Tuckman's Teamwork Concept: As much as Lewis's issue regarding bringing consistency in between the advertising and marketing as well as advertising division is concerned, this would at first lead to clash as discussed by Bruce Tuckman in his 'Synergy Theory'. By incorporating the advertising and marketing and also advertising department's job, there might be the exact same first separate which can lead to the 2nd phase of 'storming' where the teams test one another.

When individuals are presented with adjustment, they go into stage one as well as so there may be emotions like sadness, unpredictability, irritation, anger, anxiety, denial and also disorientation.The scenario at the advertising and marketing division of Madison Avenue Digital Media Services A is comparable so Lewis can obtain comfortable with the idea that it is not phenomenal actions. It is during this stage that Lewis will have to provide support to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has currently made this shift less complicated by making Lewis get entailed in the division a year prior to his actual separation.

Maslow's Requirement hierarchy: The OB problem related to insecurity at the office has actually been set off firstly by the modification in administration as well as secondly by the truth that the merging will no longer be started. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has goes over the relevance of 'security needs as being a reduced degree need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel secure as well as untouched' goes to the 2nd degree of needs. Before a staff member can be made to create emotionally, he requires to have his 'Physical 'as well as 'Security' requires fulfilled. This shows that unless the personnel are made to really feel safe regarding their present employment status in Madison Avenue Digital Media Services A they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Madison Avenue Digital Media Services A Case Study

Ramification of Analysis.

The OB analysis has taken a look at various concepts to understand how to cope with the current circumstance handy. The complying with 3 options have been proposed to assist Lewis manage the organizational difficulties in the advertising division. Each of these options has actually been proposed for relieving the transition required to bring the marketing department according to the requirements of the market as well as for making the social modification that would certainly comply with as soon as the present leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting and also Manufacturing features. Integration of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Combination of Advertising And Marketing & Advertising And Marketing Functions: The in-house marketing company of Madison Avenue Digital Media Services A is currently stamina for the organization in terms of conserving up on expenses connected to advertising and marketing and promotion. Since no new employment has been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising feature, this is a positive opportunity for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merger days has know-how in business-to-business marketing along with agency as well as retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both marketing and advertising functions.

The benefit of this approach is that it will certainly integrate the two features while reducing the demand for working with an additional resource for advertising and marketing. Along with this, Lewis would certainly be heading the marketing department as well as regardless her substitute would certainly be required for the current duty that she is executing. The drawback of this choice is that external hiring might cause animosity from internal employees that may be looking at the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Manufacturing: Provided the affordable stress as well as high top quality job required from the advertising agency, it is advised that Lewis must allow the manufacturing unit to be a different function from the marketing device. Given that the majority of marketing agencies had these two functions as different units, it makes even more sense to adhere to the standard.

Combination of Advertising with Operations: Because Lewis is currently looking after the advertising and also operations departments all at once; it makes sense to integrate the two features given that she has been effectively caring for both ends. The truth that the two divisions already have significant differences over allocation of sources recommends that this integration might be able to cause consistency especially as Lewis would be heading both ends.However there are numerous drawbacks of this move especially as it would put excessive problem over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring style for the marketing division recommends that these two divisions would be culturally varied. Lewis may not be able to apply one kind of management style to both divisions which could result in ineffectiveness in either one of the two features.


An analysis of the three choices shows that integration of advertising and marketing as well as operations would certainly not be a viable step due to the large distinctions in between the 2 departments regardless of the reality that presently Lewis is managing both. While splitting up of the manufacturing function may have been a positive relocation for the marketing division, the fact that it would certainly mean placing a 3rd feature under Lewis's wing means this ought to be avoided.

Action Plan.

Lewis will take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be merged.

Judith Shapiro will be worked with to take Lewis's place as SVP of advertising and marketing.

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

Lewis will certainly separate herself from procedures.

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

Open door policy and emphasis on cross departmental interaction will be focused on getting rid of dissonance.

Backup plan.

If the combination does not exercise as prepared, a contingency plan would certainly adhere to which would certainly separate the production function from the advertising and marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising department without an SVP. In that case the manufacturing function will absolutely be divided by positioning it under an SVP production.