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Surveymonkey In 2014 Case Study Solution

CASE ANALYSIS

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Surveymonkey In 2014 Case Study Analysis

Background and Facts

Surveymonkey In 2014 a workplace products seller for tiny and moderate sized companies has actually lately been associated with preparing for a merging with its competitor Residence Deport, which has actually influenced performance levels in departmentswith the elderly manager involved in legal problems presented by the government Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With challenges in the kind of a possible cultural change as well as reduced worker morale, the company requires a full reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural change at the marketing department of Surveymonkey In 2014 is raising uncertainty in the working environment resulting in different difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical decisions since Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Profession Commission's intervention in the process. Offered the reality that the shop has a global visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might be able to affect efficiency or tactical objectives. Federal Trade Payment's antitrust fit versus the merging occupied beneficial time of the company's elderly monitoring suggesting that 'political' factors can have serious ramifications for a global company.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide scenario recommend that Surveymonkey In 2014 is flourishing in an atmosphere where there is potential development of companies. Reality that shop customers are mostly looking for office supplies for house workplaces recommends that the market has a climbing pattern of business owners as well as residence based companies.

Social factors: Social fads in the economic situation show that clients are trying to find benefit along with eye-catching rates. Market research shows how the consumer for Surveymonkey In 2014 lacks recognition about finding options which can offer a mix of convenience as well as inexpensive.

Technological factors: Technology plays an essential function in Surveymonkey In 2014's company method especially as the organization is piloting Modern technology centers which would offer modern technology sales and support in the form of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Behavior problems can be seen in Surveymonkey In 2014's case as highlighted in this section.

Concerns regarding social change: There is uneasiness concerning a cultural modification that would take place when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with the majority of the personnel currently revealing discontent over this possible action. This anticipated modification has actually created tension in the office which has actually been paired with the previous tension of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is lack of personnel that can match the demanding atmosphere of a fast-paced organization. Not only does this bring about difficulty in locating the ideal people, it places stress and anxiety on brand-new hires as can not hold up against the rate as well as pressure that the organization anticipates them to birth.

Double Reporting Lines: Newbies discover this organizational culture cumbersome and tough to handle particularly as dotted line connections are meant to be weak as a whole and unbiased setting as well as efficiency assessment is still done by the solid line manager. This indicates that newcomers might lose clarity regarding their corresponding duties as well as goals particularly as dotted line coverage does not maintain them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's placement came as a strike to her morale. Lewis might have been capable and ideal for the job yet the reality that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Job Insecurity: Concern as well as instability can be determined as two major issues that Lewis would be taking care of specifically as the merger has actually now be cancelled and also two senior execs of the marketing department would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders who would not simply be in charge of brining concerning a cultural modification however would additionally have to show herself in her new function.

Incompatible Administration Style of Leader: Lewis's management style as well as its incompatibility with the advertising and marketing division's duty can additionally be seen as an OB challenge specifically as she has been made use of to taking care of problems in the operations department where personnel are instructed to concentrate on procedures and obtain them. The advertising and marketing department on the other hand can be viewed as a team of individuals who are made use of to being supported by Krasnow who concentrated extra on outcome than processes.

Interdepartmental Arguments: Interdepartmental arguments in between 3 divisions, advertising, merchandizing and also procedures specifically over the allowance of the marketing mix can be recognized as another OB worry. Although the marketing department does not share the same vision as the various other 2 departments concerning the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also procedures divisions do not agree over the advertising mix allotment amongst one another either.

Fragmentation in Marketing Division: Disintegration in between the marketing and advertising divisions can be recognized as an additional OB problem which could require more attention. The reality that the advertising and marketing sections in the advertising and marketing division are detached is protecting against both departments from getting from each various other's experience as well as expertise. Integration of advertising and marketing with merchandising and operations would become harder if the marketing department itself is disintegrated which can be one more prospective OB worry.

Surveymonkey In 2014 Analysis

Numerous theories have actually been used to discuss the situations to get more clearness about the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that staffs are easy as well as lazy, have little passion as well as resist change. The situation at Surveymonkey In 2014 is not entirely following Theory X, it can be seen that brand-new hires are locating this environment rather difficult which might eventually lead to a better disposition of the management towards Concept X. Even while evaluating Lewis's administration design, concept X might have been appropriate in the operations department to some extent yet the Advertising department would certainly need dependence on Concept Y in order to obtain the imagination and also creativity from the groups.

Tuckman's Teamwork Theory: As far as Lewis's worry concerning bringing harmony between the advertising and marketing department is worried, this would at first result in clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the initial phase of group development, individuals may not bond, as they are hectic locating their area in the group. By incorporating the marketing and advertising department's job, there might be the same initial detach which can result in the second stage of 'storming' where the teams challenge one another. It is just during the 3rd phase or 'norming' when they would certainly come with each other to share concepts before the group can bring around synergy in the 4th phase 'executing'.

When individuals are provided with modification, they go into phase one and so there might be emotions like sadness, uncertainty, aggravation, temper, fear, rejection and disorientation.The situation at the advertising and marketing division of Surveymonkey In 2014 is similar so Lewis can obtain comfortable with the concept that it is not extraordinary behavior. It is throughout this stage that Lewis will have to provide advice to the division so that they can find a sense of instructions. It can be seen how Krasnow has currently made this change less complicated by making Lewis get included in the department a year before his real departure.
Vrio Analysis
Maslow's Demand hierarchy: The OB concern pertaining to instability at the work environment has been triggered firstly by the modification in management as well as secondly by the truth that the merger will certainly no longer be launched. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has discusses the value of 'safety needs as being a reduced level demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to feel protected as well as safe' goes to the second degree of requirements. Prior to a staff member can be made to create mentally, he requires to have his 'Physical 'and 'Safety and security' needs fulfilled. This indicates that unless the employees are made to feel safe and secure concerning their current work condition in Surveymonkey In 2014 they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Surveymonkey In 2014 Case Study



Ramification of Analysis.

The OB analysis has checked out different theories to understand how to manage the present scenario at hand. The following 3 choices have actually been suggested to assist Lewis deal with the organizational difficulties in the marketing department. Each of these options has actually been suggested for easing the shift required to bring the marketing division in accordance with the requirements of the marketplace and also for making the social change that would comply with once the present leader leaves.

Combination of advertising and marketing features. Separating Adverting as well as Manufacturing functions. Combination of Marketing with Procedures.

Examination of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The internal marketing agency of Surveymonkey In 2014 is currently toughness for the organization in regards to conserving up on expenses connected to marketing and promotion. Given that no new employment has been done after Bridget Cole's departure with the reporting line being straight assigned to Krasnow for the marketing feature, this is a beneficial possibility for incorporating the marketing and advertising functions. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merger days has proficiency in business-to-business advertising and marketing in addition to firm as well as retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The advantage of this method is that it will certainly incorporate both functions while lowering the need for hiring an extra source for advertising and marketing. Lewis would be heading the advertising division and also in any kind of case her substitute would certainly be required for the existing role that she is performing. The drawback of this choice is that exterior hiring might produce animosity from interior employees that may be eying the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Given the affordable stress as well as excellent quality work called for from the ad agency, it is advised that Lewis should permit the manufacturing unit to be a separate feature from the advertising device. Given that many advertising agencies had these 2 functions as different devices, it makes more sense to comply with the norm. Both features may be able to concentrate on their core triggers much more successfully. The negative aspect of this strategy would be that added prices would certainly have to be borne for establishing up different manufacturing features. In addition to this, a production head may have to be worked with which might increase overheads for the company.

Combination of Marketing with Procedures: Given that Lewis is already taking care of the advertising and marketing and also procedures divisions all at once; it makes good sense to incorporate both features since she has actually been successfully looking after both ends. The truth that both departments already have significant distinctions over allowance of sources suggests that this combination may have the ability to produce harmony specifically as Lewis would be heading both ends.However there are various disadvantages of this move particularly as it would put excessive concern over Lewis's shoulders. The truth that Lewis has to adjust her management style for the advertising and marketing division suggests that these 2 divisions would certainly be culturally diverse. Along with this, Lewis may not be able to apply one kind of management style to both departments which can lead to inadequacy in either among both functions.

Suggestion.



An examination of the three alternatives indicates that combination of advertising and marketing and also operations would certainly not be a possible move as a result of the large distinctions in between the two divisions despite the fact that currently Lewis is managing both. While splitting up of the manufacturing feature might have been a positive step for the advertising and marketing department, the truth that it would imply putting a 3rd feature under Lewis's wing means this ought to be avoided. The combination of the advertising and marketing department is the best option in terms of obtaining the optimum arise from the division. An activity prepare for this alternative is reviewed listed below.

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

Marketing and advertising features would certainly be merged.

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

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

Lewis will separate herself from operations.

An autonomous management style with employee empowerment will certainly be made use of in advertising and marketing department.

Open up door plan and emphasis on cross departmental communication will certainly be targeted at getting rid of disharmony.

Contingency plan.

If the combination does not work out as prepared, a contingency strategy would certainly follow which would separate the production function from the marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing division without an SVP. In that case the manufacturing function will absolutely be separated by positioning it under an SVP manufacturing.