Quiktrip Case Study Help


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Quiktrip Case Study Help

Background and Facts

Quiktrip an office supplies seller for tiny and also moderate sized organisations has recently been associated with planning for a merger with its rival House Deport, which has influenced efficiency levels in departmentswith the senior manager involved in lawful problems put forth by the government Trade Compensation. With the Advertising and marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the near future. With challenges in the type of a potential social adjustment and also reduced worker spirits, the organization wants a full reengineering initiative at the advertising and marketing division.

Issue Statement

The prospective cultural adjustment at the marketing department of Quiktrip is increasing uncertainty in the workplace leading to various challenges for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting calculated decisions given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Compensation's treatment while doing so. Given the reality that the store has an international existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might be able to impact efficiency or tactical objectives. Federal Trade Compensation's antitrust fit against the merger occupied beneficial time of the organization's senior management suggesting that 'political' factors can have serious implications for an international company.

Economic Factors: Financial factors such as the emergence of local business in the global circumstance suggest that Quiktrip is flourishing in a setting where there is potential development of organisations. In addition to this, fact that store clients are mainly looking for office supplies for office recommends that the marketplace has an increasing trend of business owners and also online businesses.

Social factors: Social patterns in the economy show that customers are looking for convenience in addition to appealing rates. Marketing research demonstrates how the customer for Quiktrip does not have understanding regarding locating remedies which can offer a combination of ease as well as inexpensive.

Technical factors: Technology plays a crucial role in Quiktrip's business technique particularly as the company is piloting Technology facilities which would use innovation sales and also assistance in the type of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Actions issues can be seen in Quiktrip's case as highlighted in this section.

Concerns concerning social change: There is apprehension regarding a social change that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with a lot of the personnel already showing discontent over this potential step. This predicted adjustment has created stress in the office which has actually been coupled with the past stress of preparing the firm for a possible merger with Home Deport.

Demanding Task Environment for Newcomers: There is lack of employees that can match the stressful setting of a busy company. Not only does this cause trouble in locating the appropriate individuals, it puts tension on brand-new hires as can not hold up against the pace as well as pressure that the company expects them to bear.

Dual Reporting Lines: Newcomers discover this business society cumbersome and tough to handle specifically as dotted line partnerships are suggested to be weak as a whole and unbiased setting and also efficiency analysis is still done by the solid line manager. This indicates that newbies might lose clarity about their respective duties and also purposes particularly as populated line reporting does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been speculated that the last would certainly take Krasnow's position came as a strike to her morale. Lewis may have been capable and suitable for the task yet the fact that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Anxiety as well as instability can be identified as 2 significant problems that Lewis would be managing especially as the merger has actually currently be cancelled and also two elderly executives of the marketing division would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders who would not simply be in charge of brining about a social change yet would certainly also need to confirm herself in her new duty.

Inappropriate Administration Design of Leader: Lewis's monitoring style and also its conflict with the marketing division's duty can additionally be seen as an OB difficulty especially as she has been utilized to handling problems in the procedures division where workers are taught to concentrate on processes and also get them. The advertising division on the other hand can be viewed as a team of people that are made use of to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disagreements between three departments, advertising, merchandizing and also procedures respectively over the allocation of the marketing mix can be determined as an additional OB concern. Although the advertising division does not share the very same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allotment among one another either.

Fragmentation in Marketing Department: Disintegration in between the advertising and marketing departments can be determined as one more OB problem which can need further attention. The truth that the marketing and advertising areas in the advertising department are separated is stopping both departments from obtaining from each other's experience as well as proficiency. Integration of advertising and marketing with merchandising as well as operations would certainly become harder if the advertising and marketing division itself is degenerated which can be an additional potential OB concern.

Quiktrip Analysis

Numerous concepts have been used to clarify the situations to get more quality concerning the circumstance available.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are easy and careless, have little passion and also withstand modification. The scenario at Quiktrip is not entirely adhering to Concept X, it can be seen that new hires are finding this atmosphere instead difficult which might ultimately lead to a better disposition of the management towards Theory X. Also while examining Lewis's management style, theory X may have been ideal in the operations department to some level yet the Advertising and marketing department would need reliance on Theory Y in order to get the creativity as well as originality from the groups.

Tuckman's Synergy Theory: As far as Lewis's worry about bringing consistency in between the advertising as well as marketing division is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. By integrating the advertising and marketing and also advertising and marketing division's job, there may be the same initial detach which could lead to the 2nd stage of 'storming' where the groups test one another.

When individuals are provided with change, they get in stage one and so there might be emotions like despair, unpredictability, stress, temper, fear, denial and also disorientation.The circumstance at the marketing department of Quiktrip is comparable so Lewis can obtain comfortable with the idea that it is not amazing actions. It is throughout this stage that Lewis will certainly have to provide assistance to the department so that they can find a sense of direction. It can be seen just how Krasnow has actually currently made this change much easier by making Lewis get involved in the division a year prior to his real departure.

Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the significance of 'safety and security needs as being a lower level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel secure as well as out of threat' is at the 2nd degree of demands. Prior to a worker can be made to establish mentally, he requires to have his 'Physiological 'and also 'Safety and security' needs satisfied.

SWOT Analysis for Quiktrip Case Study

Implication of Analysis.

The OB analysis has checked out different concepts to comprehend just how to cope with the existing circumstance at hand. The adhering to three alternatives have been recommended to aid Lewis take care of the organizational obstacles in the marketing department. Each of these options has actually been suggested for relieving the shift needed to bring the marketing division according to the demands of the marketplace and also for making the cultural adjustment that would adhere to when the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting as well as Production features. Combination of Marketing with Workflow.

Examination of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal advertising company of Quiktrip is currently toughness for the organization in terms of conserving up on overheads related to advertising and marketing and also promotion. Considering that no new employment has been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the advertising feature, this is a positive chance for integrating the marketing and advertising features. Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has proficiency in business-to-business advertising and marketing along with firm and retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both advertising and marketing functions.

The benefit of this strategy is that it will integrate both features while reducing the demand for working with an added resource for marketing. Lewis would certainly be heading the advertising division as well as in any kind of case her substitute would certainly be required for the present role that she is carrying out. The drawback of this option is that external hiring may bring about resentment from internal workers that might be looking at the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Offered the competitive stress and also high top quality job called for from the marketing firm, it is recommended that Lewis should permit the production system to be a separate function from the marketing unit. Since many marketing firms had these two features as separate systems, it makes even more feeling to adhere to the standard.

Assimilation of Advertising with Procedures: Given that Lewis is already dealing with the advertising and marketing and also operations divisions all at once; it makes sense to integrate both features because she has been efficiently taking care of both ends. The fact that the two divisions already have significant differences over allocation of sources recommends that this integration may be able to produce harmony especially as Lewis would certainly be heading both ends.However there are different disadvantages of this action specifically as it would put way too much burden over Lewis's shoulders. The reality that Lewis has to adjust her management style for the advertising division recommends that these 2 divisions would certainly be culturally varied. Lewis might not be able to apply one kind of leadership design to both departments which could result in inadequacy in either one of the two functions.


An assessment of the 3 choices shows that combination of advertising and also procedures would certainly not be a possible move as a result of the huge distinctions in between the two divisions although that presently Lewis is handling both. While splitting up of the manufacturing function might have been a positive step for the advertising and marketing department, the reality that it would certainly imply putting a third function under Lewis's wing implies this should be avoided also. The integration of the marketing department is the most effective choice in regards to obtaining the ideal results from the department. An action prepare for this option is talked about listed below.

Action Plan.

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

Marketing and advertising functions would certainly be combined.

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

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

Lewis will separate herself from operations.

A democratic management style with employee empowerment will certainly be made use of in marketing department.

Open door policy as well as focus on cross departmental interaction will be focused on eliminating discord.

Contingency plan.

If the combination does not work out as intended, a contingency strategy would certainly follow which would divide the production feature from the advertising feature to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will definitely be divided by placing it under an SVP production.