Rockeford Inc Case Study Solution


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Rockeford Inc Case Study Solution

Background and Facts

Rockeford Inc an office products seller for small and average sized companies has lately been involved in planning for a merger with its competitor House Deport, which has actually impacted performance levels in departmentswith the senior supervisor involved in lawful difficulties put forth by the federal Trade Commission. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the future. With difficulties in the type of a prospective cultural change as well as low employee spirits, the company needs a total reengineering effort at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The potential social change at the advertising department of Rockeford Inc is increasing unpredictability in the workplace bring about numerous challenges for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting strategic choices considering that Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Profession Commission's intervention while doing so. Offered the fact that the shop has a worldwide presence with branches in UK, USA, Canada and Germany, political consider each of these nations might have the ability to impact efficiency or calculated goals. Federal Trade Compensation's antitrust suit against the merging took up beneficial time of the organization's senior monitoring recommending that 'political' factors can have major effects for an international service.

Economic Factors: Financial factors such as the emergence of small companies in the international scenario suggest that Rockeford Inc is flourishing in a setting where there is potential development of companies. Along with this, fact that store consumers are mostly looking for workplace supplies for home offices recommends that the marketplace has a rising trend of business owners and also home companies.

Social factors: Social patterns in the economic situation show that customers are looking for benefit along with attractive prices. Marketing research demonstrates how the consumer for Rockeford Inc does not have recognition regarding finding solutions which can provide a combination of comfort as well as low costs.

Technological factors: Modern technology plays a vital role in Rockeford Inc's business technique especially as the company is piloting Modern technology facilities which would certainly offer modern technology sales and assistance in the kind of memory upgrades, peripheral setups. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Actions concerns can be seen in Rockeford Inc's case as highlighted in this area.

Apprehensions concerning cultural change: There is apprehension concerning a cultural modification that would certainly take place once Todd Krasnow leaves from his position as the Executive Vice President of Advertising with most of the employee currently revealing unhappiness over this prospective action. This anticipated adjustment has produced anxiety in the work environment which has been combined with the past stress of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is scarcity of personnel that can match the difficult setting of a busy organization. Not just does this bring about problem in finding the best individuals, it places stress and anxiety on brand-new hires as can not withstand the pace as well as stress that the organization expects them to birth.

Dual Reporting Lines: Newbies discover this business society cumbersome and challenging to deal with particularly as dotted line relationships are suggested to be weak generally as well as unbiased setup as well as efficiency assessment is still done by the solid line supervisor. This suggests that novices can shed clearness regarding their corresponding roles and objectives specifically as populated line coverage does not keep them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had been hypothesized that the last would certainly take Krasnow's placement came as a blow to her morale. Lewis might have been qualified as well as proper for the job but the truth that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Worry & Work Insecurity: Worry as well as insecurity can be identified as 2 significant worries that Lewis would be taking care of specifically as the merging has currently be terminated as well as 2 elderly execs of the advertising division would certainly be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders who would not just be in charge of brining concerning a cultural modification but would certainly also have to verify herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's administration style as well as its conflict with the advertising department's function can additionally be seen as an OB difficulty specifically as she has actually been used to taking care of issues in the operations department where employees are instructed to concentrate on procedures and also get them right. The advertising and marketing division on the various other hand can be seen as a group of individuals that are made use of to being supported by Krasnow that focused extra on output than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between 3 divisions, marketing, merchandizing and procedures respectively over the appropriation of the advertising and marketing mix can be determined as an additional OB issue. The advertising and marketing division does not share the very same vision as the other 2 divisions pertaining to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and also operations departments do not agree over the advertising mix allowance amongst one another either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising divisions can be identified as another OB concern which might require more attention. The truth that the advertising and marketing sections in the advertising division are disconnected is preventing both departments from acquiring from each other's experience and expertise. Assimilation of marketing with merchandising and operations would certainly end up being harder if the advertising department itself is disintegrated which can be one more prospective OB issue.

Rockeford Inc Analysis

Numerous concepts have been made use of to clarify the situations to obtain further clearness about the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that subordinates are passive as well as lazy, have little aspiration and stand up to modification. The circumstance at Rockeford Inc is not entirely complying with Concept X, it can be seen that new hires are locating this setting rather stressful which may ultimately lead to a greater disposition of the management towards Theory X. Also while analyzing Lewis's monitoring design, theory X may have been ideal in the operations division to some extent yet the Advertising division would certainly require reliance on Theory Y in order to obtain the imagination and also creativity from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's concern about bringing harmony in between the advertising and marketing department is worried, this would originally result in contrast as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, during the first phase of group growth, individuals might not bond, as they are active discovering their area in the group. By combining the marketing and advertising division's job, there might be the same first disconnect which could bring about the 2nd phase of 'storming' where the groups challenge one another. However, it is just throughout the 3rd phase or 'norming' when they would certainly come together to share concepts before the team can bring about synergy in the fourth stage 'carrying out'.

Bridges' Shift Version: Based On William Bridge's theory (appendix 4), people are rather awkward with adjustment, which is obvious by the situation at Rockeford Inc The scenario can be viewed as a typical program of life if is examined as per Bridge's concept where he discusses that individuals go through 3 phases of change when they experience modification. 'Closing, shedding and also Releasing', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people are presented with change, they get in stage one and so there might be feelings like unhappiness, unpredictability, aggravation, anger, worry, rejection and disorientation.The circumstance at the marketing division of Rockeford Inc is comparable so Lewis can obtain comfy with the idea that it is not phenomenal behavior. In the second phase, there may be a demand to connect the space in between the brand-new and old society so Lewis may need to encounter this experience when Krasnow leaves. There might be low spirits as well as low performance at this phase which should not be taken as a problem. It is during this stage that Lewis will certainly need to give advice to the division to ensure that they can locate an orientation. It can be seen exactly how Krasnow has actually already made this shift less complicated by making Lewis get associated with the division a year before his actual separation. According to Bridges' Design, stage 3 will certainly cause openness to knowing, High energy and dedication as individuals will accept the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB problem pertaining to instability at the workplace has actually been set off firstly by the change in monitoring and also secondly by the truth that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has reviews the importance of 'safety requires as being a lower level need of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to really feel secure as well as untouched' is at the 2nd level of needs. Before a staff member can be made to develop psychologically, he requires to have his 'Physiological 'as well as 'Safety and security' needs met. This indicates that unless the workers are made to feel safe concerning their current employment standing in Rockeford Inc they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Rockeford Inc Case Study

Ramification of Analysis.

The OB analysis has actually checked out numerous concepts to comprehend just how to cope with the current circumstance handy. The complying with 3 choices have actually been proposed to aid Lewis take care of the business obstacles in the advertising and marketing division. Each of these alternatives has actually been suggested for alleviating the change needed to bring the marketing department in line with the requirements of the market as well as for making the cultural adjustment that would certainly comply with as soon as the current leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting as well as Production functions. Combination of Marketing with Workflow.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal advertising and marketing company of Rockeford Inc is currently strength for the organization in regards to saving up on overheads connected to advertising and promotion. Considering that no new employment has actually been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the advertising and marketing function, this is a beneficial possibility for integrating the advertising and marketing features. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with company as well as retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The benefit of this approach is that it will incorporate the two functions while reducing the need for hiring an extra resource for advertising and marketing. In addition to this, Lewis would be heading the advertising division and also all the same her substitute would be needed for the present duty that she is performing. The disadvantage of this choice is that exterior hiring may bring about resentment from internal employees who might be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Given the affordable stress and also high quality work called for from the advertising agency, it is suggested that Lewis needs to allow the manufacturing unit to be a separate function from the advertising device. Since most advertising agencies had these two features as different units, it makes more sense to comply with the norm. Along with this, both features might be able to concentrate on their core activates extra successfully. Nonetheless, the drawback of this strategy would be that extra prices would certainly need to be birthed for establishing separate manufacturing features. A manufacturing head may have to be employed which might enhance overheads for the company.

Combination of Advertising with Operations: Considering that Lewis is currently caring for the advertising as well as operations divisions all at once; it makes good sense to integrate both functions because she has actually been successfully caring for both ends. The reality that both divisions currently have significant distinctions over allowance of resources suggests that this assimilation may have the ability to bring about harmony especially as Lewis would be heading both ends.However there are different disadvantages of this relocation specifically as it would place too much burden over Lewis's shoulders. The truth that Lewis has to adapt her administration style for the marketing department suggests that these two divisions would certainly be culturally varied. Lewis might not be able to use one kind of leadership design to both divisions which can result in inadequacy in either one of the two features.


An assessment of the 3 choices indicates that combination of advertising and marketing and also operations would certainly not be a practical action due to the large distinctions between the two departments although that currently Lewis is dealing with both. While splitting up of the manufacturing feature might have been a beneficial step for the advertising and marketing division, the reality that it would certainly imply positioning a 3rd feature under Lewis's wing implies this must be avoided too. The assimilation of the advertising and marketing division is the very best choice in terms of obtaining the optimal results from the division. An action prepare for this alternative is talked about listed below.

Activity Plan.
Lewis will take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

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

Lewis will divide herself from procedures.

An autonomous management design with worker empowerment will be utilized in advertising and marketing department.

Open door plan as well as focus on cross department interaction will certainly be targeted at eliminating discord.

Backup strategy.

If the integration does not exercise as prepared, a backup plan would certainly comply with which would certainly divide the manufacturing feature from the marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising division without an SVP. Because case the manufacturing feature will absolutely be separated by positioning it under an SVP manufacturing.