The Digitization Of Just About Everything Case Study Solution


Home >> Kelloggs >> The Digitization Of Just About Everything >>

The Digitization Of Just About Everything Case Study Solution

Background and Facts

The Digitization Of Just About Everything an office materials merchant for small and also moderate sized organisations has actually recently been involved in preparing for a merging with its competitor Residence Deport, which has affected efficiency levels in departmentswith the senior supervisor associated with legal problems presented by the government Trade Compensation. With the Advertising and marketing Head advancing the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the future. With challenges in the form of a potential cultural modification and also low staff member morale, the company wants a total reengineering initiative at the advertising department.

Problem Statement

The prospective cultural adjustment at the advertising division of The Digitization Of Just About Everything is increasing unpredictability in the working environment resulting in numerous challenges for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting critical choices because Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Trade Compensation's intervention at the same time. Provided the fact that the shop has an international existence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may be able to affect efficiency or critical objectives. Federal Trade Commission's antitrust match versus the merger used up beneficial time of the organization's elderly management suggesting that 'political' factors can have significant effects for an international service.

Economic Factors: Financial factors such as the introduction of local business in the international scenario suggest that The Digitization Of Just About Everything is prospering in an environment where there is possible development of companies. Fact that store customers are primarily looking for office supplies for house workplaces recommends that the market has an increasing trend of entrepreneurs and also residence based organisations.

Social factors: Social patterns in the economy show that clients are looking for benefit as well as appealing costs. Market research shows how the consumer for The Digitization Of Just About Everything lacks awareness concerning discovering solutions which can provide a mix of benefit and affordable.

Technological factors: Innovation plays a crucial duty in The Digitization Of Just About Everything's company technique particularly as the organization is piloting Innovation facilities which would certainly offer innovation sales and also support in the kind of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Behavior concerns can be seen in The Digitization Of Just About Everything's case as highlighted in this area.

Worries about cultural adjustment: There is uneasiness concerning a social modification that would certainly take place when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising And Marketing with the majority of the employee already revealing discontent over this possible relocation. This expected change has produced anxiety in the workplace which has been coupled with the previous stress and anxiety of preparing the company for a potential merging with Home Deport.

Difficult Task Environment for Newcomers: There is lack of workers that can match the difficult atmosphere of a busy organization. Not only does this bring about problem in discovering the best people, it puts anxiety on brand-new hires as can not withstand the pace and also stress that the organization anticipates them to birth.

Double Reporting Lines: Newbies locate this organizational culture cumbersome and also hard to cope with specifically as populated line partnerships are indicated to be weak as a whole as well as unbiased setup and also efficiency analysis is still done by the strong line supervisor. This indicates that beginners could lose clearness about their respective roles and also purposes especially as populated line reporting does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had been speculated that the latter would take Krasnow's position came as an impact to her spirits. Lewis may have been capable and also appropriate for the job however 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: Concern and insecurity can be identified as 2 significant problems that Lewis would certainly be dealing with especially as the merging has actually now be cancelled as well as 2 elderly execs of the marketing department would be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders who would not simply supervise of brining regarding a cultural modification yet would likewise have to prove herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's monitoring style as well as its conflict with the marketing department's function can also be viewed as an OB challenge particularly as she has actually been made use of to managing problems in the operations department where employees are instructed to focus on procedures and also get them right. The advertising division on the other hand can be seen as a team of individuals who are utilized to being supported by Krasnow that focused a lot more on result than processes.

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

Fragmentation in Marketing Division: Disintegration in between the advertising and marketing divisions can be recognized as another OB problem which could need further focus. The reality that the advertising and marketing sections in the marketing department are disconnected is stopping both departments from acquiring from each other's experience as well as expertise. Combination of advertising and marketing with retailing as well as operations would certainly end up being more difficult if the marketing division itself is disintegrated which can be one more possible OB concern.

The Digitization Of Just About Everything Analysis

Various concepts have been made use of to discuss the situations to obtain additional clarity concerning the circumstance handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that subordinates are passive and careless, have little passion and also stand up to change. The difficult version of this concept emphasized browbeating, limited controls, hazards as well as punishments. With time it produces low performance, subtle sabotage as well as competition (Bargain, 2003). Although the situation at The Digitization Of Just About Everything is not totally following Theory X, it can be seen that new hires are locating this setting rather demanding which may at some point cause a better disposition of the monitoring towards Theory X. Based on McGregor's promoted sight, which he called Concept Y, the essential task of the administration is to set up organizational problems to make sure that people can attain their very own goals best by guiding their initiatives in the direction of organizational benefits. If individuals discover no fulfillment in their job, the management would certainly have little choice however to count on concept X as well as external control (Deal, 2003). Also while examining Lewis's monitoring style, theory X may have been suitable in the procedures division to some extent yet the Advertising and marketing department would call for dependence on Concept Y to get the creativity as well as originality from the teams.

Tuckman's Teamwork Concept: As far as Lewis's concern concerning bringing consistency in between the advertising and marketing and also advertising division is worried, this would initially lead to conflict as gone over by Bruce Tuckman in his 'Team effort Concept'. By integrating the marketing and also advertising and marketing division's job, there might be the exact same first separate which can lead to the second phase of 'storming' where the groups test one another.

Bridges' Transition Design: Based On William Bridge's theory (appendix 4), individuals are rather uneasy with adjustment, which is apparent by the scenario at The Digitization Of Just About Everything The situation can be viewed as a normal course of life if is examined based on Bridge's theory where he discusses that individuals experience 3 stages of shift when they experience adjustment. 'Closing, losing and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people exist with adjustment, they go into phase one and so there might be feelings like unhappiness, unpredictability, disappointment, temper, anxiety, denial and also disorientation.The situation at the marketing division of The Digitization Of Just About Everything is similar so Lewis can obtain comfortable with the concept that it is not phenomenal actions. In the second phase, there may be a need to bridge the void between the brand-new as well as old society so Lewis might have to encounter this ordeal once Krasnow leaves. There might be low morale and also reduced efficiency at this stage which need to not be taken as a setback. It is during this stage that Lewis will need to offer support to the department to make sure that they can discover an orientation. It can be seen just how Krasnow has already made this shift much easier by making Lewis obtain involved in the department a year before his real separation. As per Bridges' Model, stage 3 will certainly produce visibility to discovering, High energy and also dedication as people will certainly welcome the adjustment (Bridges, 2004).

Maslow's Demand pecking order: The OB problem related to insecurity at the work environment has actually been triggered first of all by the change in administration as well as secondly by the fact that the merging will certainly no longer be started. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has reviews the significance of 'protection needs as being a lower level need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel secure as well as untouched' goes to the second degree of requirements. Before a worker can be made to develop mentally, he requires to have his 'Physiological 'and also 'Security' needs fulfilled. This indicates that unless the workers are made to feel secure about their present work condition in The Digitization Of Just About Everything they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Digitization Of Just About Everything Case Study

Implication of Analysis.

The OB analysis has actually looked at different theories to recognize exactly how to manage the current scenario at hand. The complying with 3 options have been suggested to help Lewis deal with the business challenges in the advertising and marketing division. Each of these options has actually been suggested for reducing the transition needed to bring the advertising division according to the needs of the marketplace and for making the social adjustment that would certainly adhere to as soon as the current leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has knowledge in business-to-business advertising and marketing along with agency as well as retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both advertising as well as advertising and marketing features.

The benefit of this method is that it will certainly integrate the two features while reducing the need for employing an additional resource for marketing. Lewis would certainly be heading the advertising department and also in any case her replacement would certainly be needed for the present role that she is executing. The negative aspect of this option is that external hiring might cause animosity from inner workers that may be eying the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Provided the competitive stress as well as high top quality work needed from the marketing agency, it is suggested that Lewis ought to enable the production device to be a different feature from the advertising device. Because a lot of advertising and marketing firms had these 2 functions as different systems, it makes even more feeling to follow the standard.

Assimilation of Marketing with Operations: Since Lewis is currently dealing with the advertising and also procedures departments simultaneously; it makes good sense to incorporate the two functions since she has been effectively dealing with both ends. The reality that the two departments currently have major differences over appropriation of sources recommends that this integration might have the ability to cause harmony particularly as Lewis would certainly be heading both ends.However there are numerous negative aspects of this action especially as it would place excessive problem over Lewis's shoulders. The reality that Lewis has to adapt her administration style for the advertising division recommends that these two divisions would be culturally diverse. Along with this, Lewis may not have the ability to use one kind of leadership style to both divisions which could cause ineffectiveness in either one of the two features.


An analysis of the 3 alternatives shows that assimilation of advertising and marketing and procedures would certainly not be a feasible move as a result of the vast differences in between both departments although that currently Lewis is dealing with both. While separation of the manufacturing feature might have been a desirable relocation for the advertising and marketing department, the truth that it would imply positioning a third function under Lewis's wing means this ought to be prevented. The integration of the advertising and marketing division is the most effective alternative in regards to obtaining the optimal arise from the department. An activity prepare for this choice is talked about listed below.

Activity Plan.

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

Advertising and Marketing features would be combined.

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

Manufacturing feature will certainly stay component of advertising under advertising and marketing function.

Lewis will certainly separate herself from procedures.

An autonomous management style with employee empowerment will certainly be utilized in marketing division.

Open up door policy and focus on cross department interaction will certainly be aimed at removing discord.

Contingency plan.

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