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Social Media Content Strategy At Ayojak Case Study Solution

Background and Facts

Social Media Content Strategy At Ayojak a workplace products store for small and average sized companies has recently been involved in planning for a merger with its competitor House Deport, which has actually affected effectiveness degrees in departmentswith the elderly manager involved in lawful problems put forth by the government Trade Commission. With the Advertising Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the near future. With obstacles in the form of a potential cultural adjustment and also low employee spirits, the company is in need of a full reengineering effort at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the marketing division of Social Media Content Strategy At Ayojak is increasing uncertainty in the working environment leading to different 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 significant function in influencing calculated choices considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Compensation's treatment while doing so. Offered the fact that the shop has a global presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these countries may have the ability to affect performance or tactical objectives. Federal Profession Payment's antitrust fit versus the merging occupied useful time of the company's senior management suggesting that 'political' factors can have major ramifications for a global company.

Economic Factors: Financial factors such as the appearance of local business in the international circumstance recommend that Social Media Content Strategy At Ayojak is prospering in a setting where there is potential growth of companies. In addition to this, fact that store clients are mainly seeking workplace materials for home offices suggests that the marketplace has a rising pattern of business owners and home companies.

Social factors: Social fads in the economic situation show that clients are searching for comfort along with appealing prices. Market research demonstrates how the client for Social Media Content Strategy At Ayojak does not have recognition concerning locating services which can provide a mix of benefit and also low costs.

Technological factors: Modern technology plays an important role in Social Media Content Strategy At Ayojak's service approach particularly as the company is piloting Modern technology centers which would provide innovation sales as well as support in the type of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Actions problems can be seen in Social Media Content Strategy At Ayojak's case as highlighted in this section.

Worries concerning cultural modification: There is worry regarding a social adjustment that would take place once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with the majority of the team member already showing unhappiness over this prospective step. This predicted change has actually developed anxiety in the office which has been combined with the previous stress and anxiety of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a hectic organization. Not only does this bring about problem in discovering the ideal individuals, it puts anxiety on brand-new hires as can not withstand the rate and also pressure that the company expects them to bear.

Dual Coverage Lines: Novices find this business culture troublesome and difficult to handle specifically as dotted line partnerships are implied to be weak in general and also objective setup and also efficiency examination is still done by the solid line manager. This means that beginners could shed quality concerning their particular duties and also objectives especially as populated line reporting does not keep them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles despite the fact that it had been speculated that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis may have been capable and ideal for the job yet the fact that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Job Instability: Worry and also insecurity can be determined as two significant worries that Lewis would certainly be handling particularly as the merger has now be cancelled and 2 elderly execs of the marketing department would be leaving. The whole duty of the department would be dropping on Lewis's shoulders that would not just be in charge of brining about a social modification but would additionally have to confirm herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's administration design as well as its incompatibility with the marketing department's role can additionally be seen as an OB challenge specifically as she has actually been made use of to handling problems in the operations department where personnel are taught to concentrate on processes and also get them. The advertising department on the other hand can be viewed as a team of people who are used to being nurtured by Krasnow that focused much more on output than procedures.

Interdepartmental Disputes: Interdepartmental differences between three departments, marketing, merchandizing and also procedures specifically over the allocation of the marketing mix can be recognized as an additional OB concern. Although the advertising and marketing division does not share the very same vision as the various other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and also operations departments do not concur over the marketing mix allotment amongst each other either.

Disintegration in Marketing Division: Disintegration in between the advertising and marketing divisions can be determined as an additional OB problem which might require additional interest. The truth that the marketing and advertising sections in the advertising division are separated is protecting against both divisions from gaining from each other's experience as well as proficiency. Integration of advertising and marketing with retailing and also operations would certainly end up being harder if the advertising department itself is broken down which can be another prospective OB concern.

Social Media Content Strategy At Ayojak Analysis

Different concepts have been used to describe the situations to obtain additional clarity about the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers think that staffs are passive as well as lazy, have little passion and stand up to adjustment. The difficult version of this theory emphasized browbeating, limited controls, risks and penalties. Gradually it produces reduced productivity, subtle sabotage as well as rivalry (Offer, 2003). Although the scenario at Social Media Content Strategy At Ayojak is not entirely complying with Concept X, it can be seen that new hires are locating this atmosphere instead difficult which might at some point lead to a greater inclination of the management towards Theory X. Based on McGregor's supported sight, which he called Theory Y, the necessary task of the management is to arrange business conditions to make sure that individuals can achieve their own goals best by routing their efforts towards organizational incentives. If individuals discover no contentment in their work, the administration would have little option but to rely upon theory X as well as external control (Bargain, 2003). Even while assessing Lewis's administration style, theory X may have appropriated in the procedures division to some extent yet the Marketing department would certainly require reliance on Concept Y so as to get the imagination as well as originality from the groups.

Tuckman's Teamwork Concept: As for Lewis's concern about bringing harmony in between the marketing and advertising division is concerned, this would initially cause conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the preliminary phase of team growth, people might not bond, as they are busy locating their place in the team. By incorporating the marketing and advertising department's job, there may coincide preliminary disconnect which might result in the 2nd stage of 'storming' where the teams challenge each other. Nevertheless, it is just throughout the 3rd phase or 'norming' when they would integrate to share concepts before the group can produce synergy in the 4th stage 'doing'.

Bridges' Transition Design: According To William Bridge's concept (appendix 4), individuals are rather unpleasant with change, which is evident by the situation at Social Media Content Strategy At Ayojak The circumstance can be viewed as a regular course of life if is studied according to Bridge's theory where he describes that people undergo 3 stages of shift when they experience modification. 'Ending, shedding as well as Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals are presented with modification, they get in stage one and so there may be feelings like unhappiness, unpredictability, aggravation, temper, worry, rejection and also disorientation.The scenario at the advertising and marketing division of Social Media Content Strategy At Ayojak is similar so Lewis can get comfortable with the concept that it is not extraordinary actions. In the 2nd stage, there may be a need to connect the void in between the brand-new and also old culture so Lewis might need to encounter this challenge when Krasnow leaves. There may be low morale as well as reduced productivity at this phase which need to not be taken as a setback. It is during this phase that Lewis will certainly have to give advice to the division to make sure that they can discover an orientation. It can be seen exactly how Krasnow has actually currently made this shift easier by making Lewis obtain involved in the division a year prior to his actual departure. As per Bridges' Model, phase three will certainly bring about openness to discovering, High power and commitment as individuals will certainly accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the importance of 'safety needs as being a lower degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected and also out of risk' is at the 2nd level of needs. Before an employee can be made to create mentally, he requires to have his 'Physiological 'as well as 'Safety' needs met.

SWOT Analysis for Social Media Content Strategy At Ayojak Case Study

Implication of Analysis.

The OB analysis has looked at various theories to recognize just how to handle the existing scenario at hand. The adhering to three options have actually been proposed to help Lewis handle the business obstacles in the marketing department. Each of these alternatives has actually been proposed for reducing the change required to bring the advertising and marketing department in line with the needs of the marketplace and also for making the cultural adjustment that would certainly follow once the current leader leaves.

Integration of advertising and marketing functions. Separating Adverting and also Production functions. Combination of Advertising with Workflow.

Assessment of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has competence in business-to-business advertising along with firm and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and marketing and also advertising and marketing functions.

The benefit of this method is that it will certainly incorporate the two features while reducing the requirement for hiring an additional resource for marketing. Lewis would certainly be heading the advertising and marketing division and also in any kind of case her substitute would certainly be required for the existing duty that she is carrying out. The disadvantage of this choice is that external hiring might bring about resentment from interior personnel that might be eying the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Manufacturing: Offered the affordable stress and also premium quality work needed from the advertising agency, it is suggested that Lewis needs to permit the production system to be a separate function from the marketing device. Since most ad agency had these two functions as separate systems, it makes even more feeling to comply with the norm. Both features might be able to focus on their core activates more effectively. The downside of this technique would certainly be that added expenses would certainly have to be borne for setting up different manufacturing features. In addition to this, a production head may have to be worked with which could enhance overheads for the company.

Combination of Advertising And Marketing with Operations: Given that Lewis is currently caring for the advertising and marketing as well as procedures divisions at the same time; it makes good sense to incorporate the two functions given that she has been successfully dealing with both ends. The reality that the two departments currently have significant distinctions over allowance of sources recommends that this integration might be able to bring about harmony particularly as Lewis would certainly be heading both ends.However there are numerous negative aspects of this relocation specifically as it would put excessive worry over Lewis's shoulders. The reality that Lewis has to adapt her monitoring design for the advertising and marketing department recommends that these 2 divisions would be culturally diverse. In addition to this, Lewis may not have the ability to apply one type of leadership style to both departments which could result in ineffectiveness in either one of the two functions.


An analysis of the 3 choices indicates that integration of marketing and also operations would not be a practical move due to the vast distinctions in between the 2 departments in spite of the reality that presently Lewis is dealing with both. While splitting up of the manufacturing feature might have been a beneficial step for the advertising and marketing department, the truth that it would suggest placing a third function under Lewis's wing implies this must be stayed clear of.

Action Strategy.
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

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

Lewis will separate herself from operations.

An autonomous leadership design with employee empowerment will be used in advertising and marketing department.

Open door policy and also focus on cross departmental communication will be targeted at getting rid of disharmony.

Contingency plan.

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