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Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation Case Study Analysis

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Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation Case Study Solution

Background and Facts

Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation a workplace supplies merchant for tiny as well as average sized businesses has recently been involved in preparing for a merger with its rival Home Deport, which has influenced efficiency levels in departmentswith the senior supervisor associated with lawful complications put forth by the federal Profession Payment. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With obstacles in the form of a prospective cultural modification and reduced worker spirits, the company wants a full reengineering initiative at the advertising and marketing department.

Issue Statement

The prospective social adjustment at the marketing department of Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation is increasing uncertainty in the working environment resulting in different challenges for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting calculated choices since Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Trade Commission's treatment in the process. Offered the reality that the shop has a worldwide existence with branches in UK, USA, Canada and Germany, political factors in each of these nations might be able to affect performance or strategic objectives. Federal Trade Commission's antitrust fit versus the merger took up useful time of the company's elderly monitoring recommending that 'political' factors can have serious effects for a global organisation.

Economic Factors: Economic factors such as the introduction of small companies in the international situation recommend that Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation is prospering in a setting where there is potential growth of companies. In addition to this, fact that store customers are primarily seeking workplace materials for office suggests that the marketplace has an increasing fad of entrepreneurs as well as home based businesses.

Social factors: Social patterns in the economic situation show that clients are trying to find ease along with appealing rates. Marketing research shows how the customer for Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation lacks understanding about discovering solutions which can supply a combination of ease as well as low costs.

Technical factors: Technology plays a vital role in Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation's business approach especially as the organization is piloting Innovation facilities which would provide innovation sales and support in the form of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and also Effects.

Several underlying Business Actions issues can be seen in Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation's case as highlighted in this section.

Apprehensions concerning cultural adjustment: There is apprehension regarding a cultural adjustment that would take place as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with a lot of the personnel already showing discontent over this potential action. This predicted adjustment has developed anxiety in the workplace which has been paired with the previous stress of preparing the company for a prospective merger with House Deport.

Demanding Job Atmosphere for Newcomers: There is shortage of employees that can match the stressful setting of a busy organization. Not just does this bring about trouble in finding the ideal individuals, it places stress on new hires as can not stand up to the rate and stress that the company expects them to birth.

Dual Reporting Lines: Beginners locate this business culture troublesome and also challenging to handle specifically as dotted line relationships are suggested to be weaker in general and also unbiased setup as well as efficiency assessment is still done by the solid line manager. This suggests that newcomers can lose clearness concerning their particular duties as well as purposes particularly as dotted line coverage does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and appropriate for the job yet the reality that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Work Instability: Concern as well as insecurity can be identified as two major concerns that Lewis would certainly be managing especially as the merging has actually currently be cancelled as well as two elderly execs of the marketing department would certainly be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders that would not just be in charge of brining concerning a cultural change but would certainly also have to prove herself in her brand-new function.

Incompatible Management Design of Leader: Lewis's monitoring style and also its conflict with the marketing division's function can also be seen as an OB obstacle especially as she has actually been utilized to taking care of problems in the operations division where workers are taught to focus on procedures as well as get them. The marketing division on the other hand can be viewed as a group of individuals that are made use of to being nurtured by Krasnow that focused much more on output than processes.

Interdepartmental Disagreements: Interdepartmental differences between 3 departments, advertising and marketing, merchandizing as well as procedures specifically over the allowance of the advertising and marketing mix can be determined as an additional OB issue. The advertising and marketing division does not share the same vision as the various other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix appropriation among one another either.

Fragmentation in Marketing Department: Fragmentation between the marketing and advertising divisions can be identified as an additional OB concern which might need more interest. The truth that the advertising and marketing areas in the advertising and marketing department are disconnected is protecting against both divisions from acquiring from each other's experience and also expertise. Combination of advertising with merchandising and also operations would certainly become harder if the advertising and marketing department itself is broken down which can be an additional potential OB issue.

Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation Analysis

Various theories have been used to explain the conditions to get additional quality regarding the situation at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that staffs are easy as well as lazy, have little aspiration as well as withstand change. The tough version of this concept highlighted browbeating, tight controls, dangers and punishments. With time it creates low efficiency, subtle sabotage and rivalry (Deal, 2003). Although the scenario at Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation is not completely following Theory X, it can be seen that brand-new hires are locating this environment instead demanding which may at some point lead to a greater inclination of the management towards Theory X. As per McGregor's promoted view, which he called Concept Y, the necessary task of the monitoring is to organize business conditions so that individuals can accomplish their own objectives best by guiding their efforts towards organizational rewards. If individuals discover no contentment in their work, the management would have little choice yet to count on theory X and also exterior control (Offer, 2003). Also while examining Lewis's monitoring design, concept X may have appropriated in the operations department to some extent yet the Advertising and marketing division would need dependence on Concept Y to get the creativity as well as creativity from the groups.

Tuckman's Synergy Concept: As much as Lewis's problem concerning bringing consistency between the advertising and marketing and marketing department is worried, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and marketing as well as marketing division's work, there might be the same preliminary separate which could lead to the 2nd phase of 'storming' where the groups challenge one an additional.

When individuals are presented with change, they get in stage one and also so there may be emotions like despair, unpredictability, aggravation, temper, fear, rejection and also disorientation.The circumstance at the advertising and marketing department of Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation is comparable so Lewis can get comfortable with the idea that it is not phenomenal behavior. It is throughout this stage that Lewis will certainly have to provide assistance to the division so that they can find a sense of direction. It can be seen how Krasnow has already made this shift simpler by making Lewis get entailed in the department a year before his actual departure.

Maslow's Demand power structure: The OB problem pertaining to insecurity at the workplace has been triggered first of all by the modification in management and secondly by the reality that the merger will certainly no longer be started. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the relevance of 'security needs as being a reduced degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected as well as safe' is at the 2nd degree of requirements. Before an employee can be made to create psychologically, he needs to have his 'Physical 'as well as 'Safety' needs fulfilled. This suggests that unless the personnel are made to feel safe regarding their existing work condition in Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Modeling Discrete Choice Categorical Dependent Variables Logistic Regression And Maximum Likelihood Estimation Case Study



Implication of Analysis.

The OB analysis has considered various theories to understand exactly how to cope with the existing scenario at hand. The adhering to 3 alternatives have been suggested to aid Lewis deal with the business obstacles in the advertising department. Each of these options has been proposed for easing the shift needed to bring the marketing division in line with the requirements of the market as well as for making the social modification that would comply with when the current leader leaves.

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

Analysis of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has know-how in business-to-business advertising and marketing along with firm and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both marketing as well as advertising and marketing features.

The advantage of this strategy is that it will certainly incorporate both functions while lowering the demand for working with an added resource for advertising and marketing. In addition to this, Lewis would be heading the advertising and marketing division and all the same her substitute would be needed for the current duty that she is executing. The downside of this alternative is that outside hiring might produce animosity from inner employees who may be considering the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Offered the affordable stress and also premium quality job needed from the advertising agency, it is recommended that Lewis needs to enable the manufacturing system to be a different feature from the advertising system. Given that a lot of advertising agencies had these 2 features as separate devices, it makes even more sense to comply with the norm. Both functions may be able to concentrate on their core activates much more efficiently. Nevertheless, the downside of this technique would certainly be that extra costs would certainly need to be borne for setting up separate production features. In addition to this, a manufacturing head may have to be worked with which could increase overheads for the company.

Integration of Marketing with Workflows: Since Lewis is already taking treatment of the advertising as well as operations departments simultaneously; it makes feeling to integrate the 2 features because she has been effectively taking care of both ends. The truth that Lewis has to adjust her monitoring design for the marketing division suggests that these 2 divisions would be culturally varied.

Suggestion.



An examination of the 3 alternatives indicates that integration of advertising and marketing and also operations would not be a possible move due to the huge differences in between the two departments although that currently Lewis is managing both. While splitting up of the manufacturing feature might have been a beneficial relocation for the advertising department, the fact that it would suggest putting a 3rd feature under Lewis's wing implies this should be avoided also. The integration of the marketing department is the best option in terms of getting the optimum results from the department. An action plan for this choice is talked about listed below.

Action Strategy.

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

Advertising and Marketing features would be merged.

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

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

Lewis will separate herself from operations.

An autonomous leadership style with employee empowerment will be utilized in marketing division.

Open up door policy and emphasis on cross department communication will be targeted at eliminating disharmony.

Backup strategy.

If the assimilation does not work out as planned, a contingency plan would follow which would separate the production function from the advertising feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing feature will certainly be divided by putting it under an SVP manufacturing.