Menu

Managing In An Information Age It Challenges And Opportunities Case Study Solution

CASE HELP

Home >> Kelloggs >> Managing In An Information Age It Challenges And Opportunities >>

Managing In An Information Age It Challenges And Opportunities Case Study Help

Background and Facts

Managing In An Information Age It Challenges And Opportunities a workplace materials seller for tiny as well as average sized services has just recently been involved in planning for a merger with its rival Residence Deport, which has actually affected efficiency degrees in departmentswith the senior supervisor involved in lawful difficulties put forth by the government Trade Commission. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With challenges in the type of a possible social change and low staff member spirits, the organization is in need of a total reengineering effort at the marketing department.

Issue Statement

The potential social adjustment at the marketing division of Managing In An Information Age It Challenges And Opportunities is increasing unpredictability in the working environment leading to numerous difficulties for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical decisions given that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Commission's treatment while doing so. Offered the reality that the shop has an international presence with branches in UK, USA, Canada as well as Germany, political consider each of these countries might have the ability to impact efficiency or tactical objectives. Federal Trade Compensation's antitrust fit against the merging took up beneficial time of the company's elderly monitoring suggesting that 'political' factors can have significant implications for a worldwide organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the global situation suggest that Managing In An Information Age It Challenges And Opportunities is flourishing in an environment where there is possible development of organisations. Truth that shop clients are mostly looking for office supplies for house workplaces recommends that the market has a rising trend of business owners and also home based businesses.

Social factors: Social trends in the economy reveal that consumers are searching for convenience as well as appealing rates. Market research demonstrates how the customer for Managing In An Information Age It Challenges And Opportunities lacks recognition regarding finding remedies which can provide a mix of benefit and affordable.

Technical factors: Technology plays an important duty in Managing In An Information Age It Challenges And Opportunities's service strategy especially as the company is piloting Technology centers which would use innovation sales as well as assistance in the type of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Organizational Behavior concerns can be seen in Managing In An Information Age It Challenges And Opportunities's case as highlighted in this section.

Uneasiness regarding social adjustment: There is concern about a social adjustment that would happen as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with most of the staff members currently showing unhappiness over this prospective move. This anticipated adjustment has developed stress in the workplace which has actually been paired with the previous stress of preparing the firm for a prospective merging with House Deport.

Demanding Work Atmosphere for Newcomers: There is lack of employees that can match the stressful atmosphere of a busy organization. Not just does this cause trouble in locating the appropriate individuals, it puts tension on new hires as can not withstand the rate and stress that the company expects them to birth.

Dual Coverage Lines: Newcomers find this business culture cumbersome as well as hard to cope with especially as populated line relationships are implied to be weak in general as well as objective setting as well as performance assessment is still done by the solid line manager. This implies that novices could shed quality regarding their respective roles and objectives specifically as dotted line reporting does not maintain them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had been hypothesized that the last would certainly take Krasnow's position came as a blow to her morale. Lewis might have been capable as well as appropriate for the task yet the fact that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Concern and insecurity can be recognized as 2 major concerns that Lewis would certainly be dealing with especially as the merging has actually now be cancelled and 2 elderly execs of the marketing division would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders that would certainly not simply be in charge of brining concerning a social change however would certainly likewise have to verify herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's management design and its incompatibility with the advertising division's function can additionally be viewed as an OB difficulty particularly as she has actually been used to taking care of problems in the operations department where employees are shown to concentrate on procedures and obtain them right. The advertising and marketing division on the other hand can be seen as a group of individuals that are made use of to being supported by Krasnow that focused a lot more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements in between 3 divisions, advertising and marketing, merchandizing and operations respectively over the allocation of the advertising and marketing mix can be identified as another OB worry. The advertising and marketing division does not share the exact same vision as the various other two divisions relating to the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix allocation among one an additional either.

Disintegration in Advertising And Marketing Department: Disintegration between the advertising and marketing divisions can be recognized as another OB issue which might require further interest. The reality that the advertising and marketing areas in the advertising and marketing department are detached is avoiding both divisions from acquiring from each other's experience and also proficiency. Assimilation of advertising and marketing with merchandising and also procedures would certainly end up being more difficult if the advertising division itself is degenerated which can be one more possible OB problem.

Managing In An Information Age It Challenges And Opportunities Analysis

Different theories have been utilized to describe the circumstances to obtain further clarity regarding the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are easy and also lazy, have little passion and also stand up to modification. The difficult variation of this theory stressed threat, limited controls, hazards as well as penalties. Gradually it generates reduced performance, subtle sabotage and also competition (Deal, 2003). The circumstance at Managing In An Information Age It Challenges And Opportunities is not totally complying with Concept X, it can be seen that brand-new hires are discovering this atmosphere instead stressful which might ultimately lead to a higher inclination of the management towards Concept X. As per McGregor's promoted sight, which he called Concept Y, the crucial task of the administration is to organize business conditions so that people can attain their very own goals best by guiding their efforts towards business rewards. If individuals find no contentment in their work, the monitoring would have little selection but to count on concept X and outside control (Bargain, 2003). Also while evaluating Lewis's monitoring style, concept X might have been suitable in the operations department somewhat however the Advertising department would need reliance on Theory Y in order to get the imagination and also originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's worry concerning bringing consistency in between the advertising and marketing and marketing department is concerned, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Team effort Theory'. By integrating the advertising and also advertising and marketing division's work, there may be the same first detach which might lead to the second phase of 'storming' where the groups test one another.

Bridges' Shift Model: According To William Bridge's theory (appendix 4), people are rather unpleasant with modification, which is evident by the circumstance at Managing In An Information Age It Challenges And Opportunities The situation can be seen as a typical training course of life if is examined based on Bridge's theory where he clarifies that people undergo three phases of change when they experience change. 'Closing, shedding as well as Releasing', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people are presented with change, they go into phase one therefore there may be feelings like despair, unpredictability, aggravation, rage, fear, rejection as well as disorientation.The situation at the marketing department of Managing In An Information Age It Challenges And Opportunities is similar so Lewis can get comfy with the suggestion that it is not remarkable behavior. In the 2nd phase, there may be a requirement to connect the gap in between the brand-new as well as old society so Lewis might have to face this ordeal once Krasnow leaves. There may be reduced morale and also reduced efficiency at this stage which ought to not be taken as an obstacle. It is throughout this stage that Lewis will have to offer support to the division so that they can find an orientation. It can be seen how Krasnow has actually already made this shift less complicated by making Lewis get associated with the division a year prior to his actual departure. As per Bridges' Design, phase three will certainly produce openness to discovering, High energy and dedication as individuals will certainly embrace the modification (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the significance of 'safety requires as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel protected as well as out of risk' is at the 2nd degree of needs. Prior to a worker can be made to establish mentally, he needs to have his 'Physiological 'and 'Security' needs satisfied.

SWOT Analysis for Managing In An Information Age It Challenges And Opportunities Case Study



Ramification of Analysis.

The OB analysis has considered numerous theories to comprehend exactly how to deal with the existing scenario at hand. The following three alternatives have actually been recommended to aid Lewis handle the business challenges in the advertising and marketing division. Each of these options has been recommended for alleviating the shift required to bring the advertising division in accordance with the needs of the market as well as for making the social adjustment that would certainly adhere to once the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Production functions. Integration of Advertising with Operations.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has experience in business-to-business advertising along with firm and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both advertising and also marketing features.

The benefit of this technique is that it will certainly integrate both features while lowering the requirement for hiring an additional resource for marketing. Lewis would certainly be heading the advertising division and in any case her substitute would certainly be required for the current function that she is performing. The downside of this option is that exterior hiring might bring about bitterness from inner workers that might be eying the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Provided the affordable pressures and high quality work called for from the marketing agency, it is advised that Lewis must permit the manufacturing unit to be a separate feature from the marketing system. Since the majority of advertising and marketing firms had these 2 features as separate devices, it makes even more feeling to adhere to the standard.

Integration of Advertising with Procedures: Since Lewis is already dealing with the marketing as well as procedures divisions concurrently; it makes good sense to incorporate both functions since she has actually been efficiently taking care of both ends. The truth that both divisions currently have significant differences over appropriation of resources recommends that this assimilation might be able to produce consistency particularly as Lewis would be heading both ends.However there are different disadvantages of this step specifically as it would certainly put too much problem over Lewis's shoulders. The fact that Lewis needs to adapt her management design for the advertising department suggests that these 2 departments would be culturally diverse. Lewis may not be able to apply one kind of management style to both departments which might result in inefficiency in either one of the 2 functions.

Referral.



An evaluation of the 3 choices suggests that integration of advertising and also operations would certainly not be a viable move due to the substantial differences between the two divisions in spite of the truth that presently Lewis is handling both. While splitting up of the manufacturing function may have been a favorable relocation for the marketing division, the truth that it would suggest placing a 3rd function under Lewis's wing means this should be prevented.

Activity Plan.

Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be combined.

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

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

Lewis will separate herself from operations.

An autonomous management style with worker empowerment will certainly be utilized in advertising department.

Open up door policy and also emphasis on cross department interaction will certainly be aimed at eliminating disharmony.

Contingency plan.

If the integration does not work out as prepared, a backup plan would adhere to which would certainly divide the manufacturing feature from the marketing feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. In that case the production feature will certainly be separated by positioning it under an SVP production.