We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa Case Study Help


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We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa Case Study Help

Background and Facts

We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa a workplace supplies retailer for little and average sized services has just recently been involved in planning for a merger with its competitor Residence Deport, which has actually influenced performance degrees in departmentswith the senior supervisor associated with lawful difficulties presented by the federal Profession Compensation. With the Advertising Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With obstacles in the form of a possible cultural adjustment and low employee morale, the organization requires a complete reengineering initiative at the advertising department.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing department of We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa is enhancing unpredictability in the workplace resulting in numerous difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic decisions considering that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Profession Compensation's intervention in the process. Offered the truth that the shop has a worldwide presence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries may have the ability to influence efficiency or calculated objectives. Federal Trade Commission's antitrust suit against the merger took up beneficial time of the organization's elderly administration suggesting that 'political' factors can have major ramifications for a global service.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide circumstance suggest that We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa is growing in an atmosphere where there is possible growth of organisations. Along with this, truth that shop consumers are mostly looking for office materials for office recommends that the marketplace has an increasing trend of business owners and online businesses.

Social factors: Social fads in the economic climate show that customers are searching for benefit along with eye-catching prices. Market research shows how the consumer for We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa does not have recognition concerning discovering solutions which can provide a mix of benefit and also affordable.

Technological factors: Modern technology plays a crucial role in We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa's company approach particularly as the organization is piloting Modern technology centers which would offer innovation sales and also assistance in the form of memory upgrades, peripheral installments. (Recap of INSECT in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Behavior concerns can be seen in We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa's case as highlighted in this section.

Worries about social change: There is apprehension about a cultural change that would take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with the majority of the staff members currently revealing discontent over this potential move. This expected adjustment has produced stress in the work environment which has been coupled with the previous stress of preparing the company for a possible merger with Home Deport.
Pest Analysis
Stressful Work Setting for Newcomers: There is lack of employees that can match the stressful setting of a busy company. Not just does this result in difficulty in discovering the right people, it places stress on new hires as can not withstand the rate and pressure that the organization expects them to birth.

Twin Coverage Lines: Newcomers find this organizational culture difficult and also tough to deal with especially as dotted line partnerships are implied to be weak generally and also objective setup and efficiency analysis is still done by the strong line manager. This implies that newcomers might lose quality about their particular duties and purposes especially as populated line reporting does not maintain them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been speculated that the last would take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and also proper for the work however the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Task Insecurity: Concern as well as instability can be identified as two significant problems that Lewis would certainly be dealing with specifically as the merging has now be terminated as well as two senior executives of the advertising division would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining concerning a social change yet would likewise have to show herself in her new role.

Inappropriate Management Design of Leader: Lewis's administration style as well as its incompatibility with the advertising department's role can likewise be seen as an OB difficulty specifically as she has actually been utilized to managing concerns in the operations division where workers are educated to focus on processes and also obtain them right. The advertising and marketing department on the other hand can be viewed as a group of individuals who are used to being nurtured by Krasnow that concentrated much more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 departments, marketing, merchandizing and operations specifically over the allocation of the marketing mix can be recognized as another OB problem. Although the advertising and marketing division does not share the same vision as the various other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and procedures departments do not concur over the marketing mix appropriation amongst each other either.

Fragmentation in Marketing Department: Disintegration in between the advertising and marketing departments can be determined as another OB problem which might need further attention. The reality that the marketing and advertising sections in the marketing department are disconnected is avoiding both departments from getting from each other's experience and also experience. Assimilation of advertising with retailing and also operations would come to be more difficult if the advertising department itself is broken down which can be an additional possible OB worry.

We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa Analysis

Different theories have actually been utilized to explain the circumstances to obtain additional quality about the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are passive as well as lazy, have little aspiration and also withstand change. The scenario at We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa is not completely complying with Concept X, it can be seen that brand-new hires are locating this environment instead difficult which might eventually lead to a better inclination of the management in the direction of Theory X. Even while examining Lewis's administration style, theory X may have been ideal in the operations department to some level but the Advertising department would certainly call for dependence on Concept Y in order to obtain the creativity and creativity from the groups.

Tuckman's Team effort Theory: As far as Lewis's worry concerning bringing harmony in between the marketing and advertising department is concerned, this would at first cause contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the initial stage of group growth, people may not bond, as they are hectic finding their area in the team. By integrating the marketing and advertising department's work, there might be the same preliminary separate which can lead to the second stage of 'storming' where the teams challenge each other. Nevertheless, it is only during the 3rd stage or 'norming' when they would certainly collaborate to share suggestions prior to the team can cause synergy in the fourth stage 'performing'.

Bridges' Change Design: According To William Bridge's theory (appendix 4), people are quite unpleasant with modification, which is noticeable by the situation at We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa The circumstance can be seen as a regular course of life if is studied according to Bridge's concept where he explains that people experience 3 phases of transition when they experience modification. 'Ending, shedding and Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people are presented with change, they go into phase one and so there might be emotions like despair, unpredictability, aggravation, rage, worry, rejection as well as disorientation.The situation at the advertising division of We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa is similar so Lewis can get comfortable with the concept that it is not amazing actions. In the 2nd phase, there might be a need to connect the gap in between the brand-new as well as old culture so Lewis might need to face this challenge as soon as Krasnow leaves. There might be low spirits and also reduced productivity at this stage which must not be taken as a problem. It is throughout this phase that Lewis will have to provide assistance to the department to ensure that they can locate an orientation. It can be seen how Krasnow has actually already made this shift easier by making Lewis obtain associated with the department a year before his actual separation. As per Bridges' Model, phase three will produce visibility to learning, High energy and commitment as people will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has reviews the relevance of 'protection requires as being a lower level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel safe and out of danger' is at the 2nd degree of demands. Prior to a staff member can be made to establish psychologically, he requires to have his 'Physiological 'and also 'Security' requires met.

SWOT Analysis for We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa Case Study

Effects of Analysis.

The OB analysis has looked at various theories to comprehend just how to deal with the current scenario available. The following 3 options have been recommended to help Lewis handle the organizational difficulties in the marketing division. Each of these options has been proposed for alleviating the transition required to bring the advertising and marketing division in line with the demands of the market and for making the social adjustment that would follow as soon as the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Manufacturing functions. Assimilation of Marketing with Operations.

Examination of Alternatives.

Integration of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing firm of We Gave Them A Tool But Hardly Anyones Using It Untangling The Knowledge Management Dilemma At Tpa is currently strength for the organization in terms of conserving up on overheads connected to advertising and marketing and promo. Considering that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the advertising function, this is a positive opportunity for incorporating the marketing and advertising features. Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has expertise in business-to-business advertising along with agency and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both marketing and advertising functions.

The benefit of this technique is that it will certainly incorporate both features while lowering the demand for hiring an extra resource for marketing. In addition to this, Lewis would certainly be heading the advertising and marketing division and all the same her substitute would be required for the current duty that she is performing. The downside of this option is that exterior hiring might bring about animosity from inner personnel that might be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Offered the affordable stress and also premium quality job called for from the ad agency, it is suggested that Lewis ought to allow the production unit to be a different function from the advertising and marketing unit. Because a lot of ad agency had these 2 features as different systems, it makes even more sense to comply with the norm. In addition to this, both functions may be able to concentrate on their core activates a lot more efficiently. Nevertheless, the disadvantage of this strategy would be that additional expenses would certainly need to be borne for setting up different manufacturing features. A manufacturing head might have to be hired which can raise overheads for the organization.

Combination of Marketing with Workflows: Considering that Lewis is already looking after the advertising and marketing as well as procedures divisions all at once; it makes good sense to incorporate both functions given that she has actually been efficiently dealing with both ends. The fact that both departments currently have significant distinctions over allowance of sources suggests that this integration might be able to produce harmony specifically as Lewis would be heading both ends.However there are various negative aspects of this move particularly as it would certainly put too much worry over Lewis's shoulders. The reality that Lewis has to adjust her monitoring style for the advertising department recommends that these two departments would certainly be culturally varied. Along with this, Lewis may not be able to use one sort of leadership style to both departments which can lead to ineffectiveness in either among both features.


An assessment of the three alternatives indicates that integration of marketing as well as operations would certainly not be a feasible move because of the large distinctions between both divisions although that presently Lewis is taking care of both. While separation of the manufacturing function might have been a beneficial relocation for the advertising and marketing division, the reality that it would certainly suggest placing a third function under Lewis's wing indicates this ought to be stayed clear of. The integration of the marketing division is the very best alternative in regards to getting the ideal results from the division. An action plan for this choice is reviewed below.

Action Strategy.
Lewis will certainly take control of the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

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

Lewis will certainly divide herself from operations.

An autonomous management style with staff member empowerment will certainly be utilized in advertising division.

Open door policy as well as emphasis on cross departmental communication will certainly be focused on removing disharmony.

Contingency plan.

If the integration does not work out as planned, a contingency strategy would follow which would separate the manufacturing feature from the advertising function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. In that case the manufacturing function will absolutely be separated by placing it under an SVP manufacturing.