Surviving Sap Implementation In A Hospital Case Study Solution


Home >> Kelloggs >> Surviving Sap Implementation In A Hospital >>

Surviving Sap Implementation In A Hospital Case Study Help

Background and Facts

Surviving Sap Implementation In A Hospital a workplace products merchant for small and moderate sized companies has actually recently been associated with planning for a merger with its rival Residence Deport, which has actually influenced performance degrees in departmentswith the elderly supervisor involved in legal issues put forth by the government Profession Payment. With the Marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the duty in the near future. With challenges in the kind of a potential cultural modification as well as reduced employee morale, the company requires a total reengineering initiative at the marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social adjustment at the marketing department of Surviving Sap Implementation In A Hospital is enhancing uncertainty in the workplace leading to various challenges for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical decisions because Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Commission's treatment while doing so. Provided the truth that the shop has a global visibility with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries may be able to influence efficiency or tactical goals. Federal Profession Commission's antitrust match against the merging used up valuable time of the organization's elderly administration recommending that 'political' factors can have severe implications for a global business.

Economic Factors: Economic factors such as the emergence of small companies in the international situation recommend that Surviving Sap Implementation In A Hospital is thriving in a setting where there is prospective development of companies. In addition to this, reality that shop customers are mainly searching for office materials for home offices suggests that the marketplace has a climbing fad of entrepreneurs as well as online companies.

Social factors: Social trends in the economic situation reveal that consumers are looking for benefit as well as attractive costs. Marketing research demonstrates how the customer for Surviving Sap Implementation In A Hospital does not have recognition concerning locating solutions which can use a combination of convenience and inexpensive.

Technical factors: Modern technology plays a crucial function in Surviving Sap Implementation In A Hospital's organisation technique specifically as the company is piloting Modern technology centers which would certainly provide modern technology sales as well as assistance in the kind of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Habits problems can be seen in Surviving Sap Implementation In A Hospital's case as highlighted in this section.

Worries regarding social adjustment: There is apprehension about a social change that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice President of Marketing with a lot of the team member already revealing unhappiness over this possible move. This expected modification has actually developed tension in the workplace which has actually been combined with the past stress and anxiety of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Demanding Job Atmosphere for Newcomers: There is scarcity of workers that can match the stressful atmosphere of a fast-paced company. Not only does this result in difficulty in discovering the best people, it puts stress and anxiety on new hires as can not stand up to the rate and also stress that the company anticipates them to birth.

Twin Coverage Lines: Newcomers find this organizational culture troublesome as well as hard to deal with particularly as populated line relationships are suggested to be weak as a whole as well as unbiased setup and also performance assessment is still done by the solid line manager. This means that beginners might shed clearness concerning their respective roles and purposes particularly as populated line reporting does not keep them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had been hypothesized that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified as well as proper for the task but the truth that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Fear & Work Insecurity: Concern and also instability can be determined as 2 major issues that Lewis would certainly be taking care of especially as the merging has actually currently be terminated and two elderly execs of the advertising and marketing division would certainly be leaving. The entire obligation of the department would certainly be falling on Lewis's shoulders who would not just be in charge of brining about a social change however would also have to prove herself in her new function.

Inappropriate Monitoring Design of Leader: Lewis's management style and also its incompatibility with the advertising department's role can likewise be seen as an OB obstacle specifically as she has been utilized to managing concerns in the procedures division where personnel are taught to focus on procedures and obtain them right. The advertising and marketing division on the other hand can be seen as a group of individuals who are made use of to being supported by Krasnow who focused a lot more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between three divisions, marketing, merchandizing as well as procedures specifically over the allocation of the advertising and marketing mix can be determined as another OB concern. The advertising and marketing department does not share the very same vision as the other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix allocation among one an additional either.

Disintegration in Marketing Department: Fragmentation in between the marketing and advertising divisions can be identified as an additional OB issue which might need additional interest. The reality that the marketing and advertising areas in the advertising division are detached is stopping both divisions from getting from each various other's experience as well as proficiency. Combination of advertising with retailing and procedures would end up being harder if the advertising division itself is broken down which can be another prospective OB problem.

Surviving Sap Implementation In A Hospital Analysis

Numerous theories have been made use of to describe the scenarios to get additional clarity regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers think that juniors are easy as well as lazy, have little aspiration and stand up to modification. The difficult version of this concept stressed coercion, tight controls, threats and also penalties. Over time it produces reduced performance, refined sabotage as well as competition (Offer, 2003). Although the scenario at Surviving Sap Implementation In A Hospital is not completely complying with Theory X, it can be seen that new hires are discovering this setting rather difficult which may eventually lead to a better inclination of the management in the direction of Theory X. According to McGregor's advocated view, which he called Theory Y, the essential job of the monitoring is to organize organizational problems to ensure that people can attain their own goals best by guiding their initiatives in the direction of organizational incentives. If people locate no fulfillment in their job, the monitoring would have little option however to depend on theory X as well as external control (Deal, 2003). Also while analyzing Lewis's administration style, theory X may have appropriated in the operations department somewhat but the Advertising division would need dependence on Theory Y so as to get the creativity as well as creativity from the teams.

Tuckman's Teamwork Concept: As far as Lewis's worry regarding bringing harmony in between the advertising and marketing and also advertising and marketing department is concerned, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Team effort Concept'. By combining the marketing and also marketing department's job, there might be the very same first disconnect which could lead to the second stage of 'storming' where the teams challenge one another.

When individuals are presented with change, they get in stage one and so there might be feelings like despair, uncertainty, irritation, rage, anxiety, denial and also disorientation.The circumstance at the advertising and marketing department of Surviving Sap Implementation In A Hospital is similar so Lewis can obtain comfy with the concept that it is not extraordinary actions. It is throughout this phase that Lewis will certainly have to give guidance to the division so that they can locate a feeling of direction. It can be seen just how Krasnow has currently made this change simpler by making Lewis get involved in the division a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the importance of 'safety needs as being a lower degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel protected as well as out of risk' is at the second degree of demands. Before an employee can be made to develop emotionally, he requires to have his 'Physical 'and also 'Safety' requires fulfilled.

SWOT Analysis for Surviving Sap Implementation In A Hospital Case Study

Implication of Analysis.

The OB analysis has looked at different concepts to understand just how to manage the present circumstance available. The complying with 3 choices have been proposed to assist Lewis manage the business challenges in the marketing division. Each of these options has actually been suggested for easing the change required to bring the marketing division according to the needs of the market and also for making the cultural modification that would certainly adhere to once the current leader leaves.

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

Analysis of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merging days has experience in business-to-business advertising and marketing along with firm and retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both advertising and marketing and advertising and marketing functions.

The benefit of this approach is that it will incorporate the two features while lowering the need for working with an extra source for marketing. Along with this, Lewis would be heading the advertising department and also regardless her substitute would be needed for the current role that she is carrying out. The negative aspect of this alternative is that external hiring might bring about resentment from internal personnel that might be considering the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Given the affordable stress and high quality work called for from the advertising firm, it is suggested that Lewis needs to allow the production system to be a different feature from the advertising and marketing unit. Given that many advertising agencies had these two functions as separate systems, it makes even more feeling to adhere to the standard.

Integration of Marketing with Procedures: Because Lewis is currently taking care of the advertising as well as operations departments simultaneously; it makes good sense to incorporate both features considering that she has been efficiently caring for both ends. The truth that the two divisions currently have significant differences over allotment of sources suggests that this integration might have the ability to cause consistency specifically as Lewis would be heading both ends.However there are different negative aspects of this step specifically as it would put too much burden over Lewis's shoulders. The fact that Lewis needs to adapt her administration design for the advertising division recommends that these 2 divisions would certainly be culturally varied. Lewis might not be able to use one kind of leadership style to both departments which could result in inefficiency in either one of the two functions.


An analysis of the three alternatives suggests that combination of marketing and also operations would certainly not be a practical step due to the large distinctions in between the two departments regardless of the fact that currently Lewis is dealing with both. While splitting up of the production feature may have been a beneficial relocation for the advertising division, the reality that it would certainly imply putting a 3rd feature under Lewis's wing indicates this need to be avoided.

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

Advertising and Marketing functions would be merged.

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

Production function will certainly stay part of marketing under advertising feature.

Lewis will separate herself from procedures.

An autonomous management design with staff member empowerment will be made use of in marketing department.

Open door plan and focus on cross departmental interaction will be aimed at eliminating discord.

Backup strategy.

If the assimilation does not work out as planned, a contingency strategy would certainly follow which would divide the manufacturing function from the advertising function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing feature will definitely be separated by putting it under an SVP manufacturing.