Winning The Race With Ever Smarter Machines Case Study Analysis


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Winning The Race With Ever Smarter Machines Case Study Help

Background and Facts

Winning The Race With Ever Smarter Machines an office products retailer for tiny as well as medium sized services has just recently been associated with preparing for a merging with its competitor Home Deport, which has actually impacted efficiency levels in departmentswith the senior supervisor associated with legal issues put forth by the government Profession Payment. With the Advertising Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With difficulties in the kind of a prospective social modification as well as low worker spirits, the organization is in need of a total reengineering initiative at the marketing department.

Problem Declaration

The prospective social adjustment at the marketing division of Winning The Race With Ever Smarter Machines is raising unpredictability in the working environment causing various challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing critical decisions because Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Profession Payment's intervention at the same time. Provided the truth that the store has a global presence with branches in UK, USA, Canada and Germany, political consider each of these countries might be able to influence efficiency or tactical objectives. Federal Trade Commission's antitrust suit versus the merging used up important time of the company's senior monitoring recommending that 'political' factors can have serious implications for a global company.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide scenario recommend that Winning The Race With Ever Smarter Machines is prospering in a setting where there is prospective growth of services. Reality that store clients are mainly looking for workplace supplies for home offices suggests that the market has an increasing fad of business owners as well as house based services.

Social factors: Social patterns in the economic climate show that clients are seeking comfort as well as attractive costs. Marketing research demonstrates how the consumer for Winning The Race With Ever Smarter Machines lacks recognition concerning finding remedies which can offer a combination of ease as well as affordable.

Technical factors: Modern technology plays a crucial duty in Winning The Race With Ever Smarter Machines's service technique specifically as the organization is piloting Innovation centers which would use technology sales as well as support in the form of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

A number of underlying Business Habits issues can be seen in Winning The Race With Ever Smarter Machines's case as highlighted in this area.

Apprehensions concerning social modification: There is uneasiness regarding a cultural modification that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with a lot of the personnel already showing discontent over this potential action. This predicted change has actually developed anxiety in the work environment which has actually been combined with the past stress and anxiety of preparing the firm for a prospective merger with Residence Deport.

Difficult Job Setting for Newcomers: There is lack of workers that can match the demanding setting of a hectic organization. Not just does this cause difficulty in discovering the right people, it places stress on new hires as can not endure the pace and stress that the company expects them to bear.

Double Coverage Lines: Newcomers locate this organizational culture cumbersome as well as difficult to cope with particularly as dotted line relationships are indicated to be weak in general and objective setting as well as efficiency assessment is still done by the strong line supervisor. This implies that beginners can lose quality about their respective duties and goals specifically as populated line coverage does not keep them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been speculated that the latter would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been capable and also appropriate for the task yet the fact that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Instability: Anxiety and insecurity can be recognized as 2 significant concerns that Lewis would certainly be managing especially as the merger has now be terminated and also 2 senior execs of the advertising and marketing department would be leaving. The entire responsibility of the department would certainly be dropping on Lewis's shoulders who would not just supervise of brining concerning a social adjustment yet would certainly additionally have to show herself in her new duty.

Inappropriate Administration Style of Leader: Lewis's monitoring style as well as its conflict with the marketing division's duty can likewise be viewed as an OB difficulty particularly as she has actually been made use of to handling issues in the operations division where workers are instructed to focus on procedures and also obtain them right. The advertising division on the other hand can be viewed as a team of people who are utilized to being supported by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Disputes: Interdepartmental arguments in between 3 departments, advertising, merchandizing as well as operations respectively over the allowance of the advertising and marketing mix can be identified as an additional OB concern. Although the advertising department does not share the exact same vision as the other 2 divisions pertaining to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allowance amongst one another either.

Fragmentation in Marketing Division: Disintegration between the advertising and marketing divisions can be recognized as an additional OB issue which could need more interest. The reality that the advertising and marketing sections in the advertising and marketing department are separated is avoiding both divisions from gaining from each other's experience and proficiency. Integration of advertising with retailing and also operations would certainly become harder if the advertising department itself is broken down which can be one more potential OB issue.

Winning The Race With Ever Smarter Machines Analysis

Various concepts have been made use of to discuss the situations to obtain additional clearness concerning the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that subordinates are easy as well as lazy, have little passion and stand up to change. The tough version of this concept stressed coercion, limited controls, dangers and punishments. Gradually it creates low productivity, refined sabotage as well as competition (Deal, 2003). Although the scenario at Winning The Race With Ever Smarter Machines is not totally complying with Concept X, it can be seen that new hires are finding this setting instead stressful which might at some point lead to a higher disposition of the monitoring in the direction of Theory X. According to McGregor's supported sight, which he called Concept Y, the necessary task of the administration is to set up business conditions to make sure that people can achieve their own objectives best by guiding their efforts towards organizational incentives. If individuals discover no complete satisfaction in their job, the management would certainly have little option but to rely on concept X and external control (Deal, 2003). Also while evaluating Lewis's monitoring style, concept X may have appropriated in the operations division to some extent however the Marketing division would certainly need reliance on Theory Y so as to get the imagination and also creativity from the teams.

Tuckman's Synergy Theory: As far as Lewis's worry concerning bringing consistency between the marketing as well as marketing department is concerned, this would initially lead to clash as discussed by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing as well as marketing department's job, there may be the very same first disconnect which could lead to the 2nd phase of 'storming' where the groups test one another.

When individuals are presented with modification, they go into stage one and so there may be emotions like unhappiness, unpredictability, stress, anger, concern, denial as well as disorientation.The circumstance at the marketing department of Winning The Race With Ever Smarter Machines is similar so Lewis can get comfortable with the suggestion that it is not remarkable habits. It is during this phase that Lewis will have to provide support to the department so that they can find a feeling of direction. It can be seen how Krasnow has already made this change much easier by making Lewis get included in the division a year before his actual separation.

Maslow's Requirement pecking order: The OB issue pertaining to instability at the work environment has been caused first of all by the modification in management and secondly by the reality that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has talks about the significance of 'safety requires as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel safe and also untouched' goes to the 2nd degree of demands. Before a worker can be made to create psychologically, he requires to have his 'Physiological 'and also 'Safety and security' requires met. This shows that unless the workers are made to feel secure concerning their existing work condition in Winning The Race With Ever Smarter Machines they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Winning The Race With Ever Smarter Machines Case Study

Effects of Analysis.

The OB analysis has actually looked at numerous concepts to recognize just how to manage the present scenario available. The following three alternatives have actually been suggested to assist Lewis manage the business difficulties in the advertising division. Each of these choices has been proposed for easing the change required to bring the marketing department in accordance with the requirements of the marketplace as well as for making the cultural modification that would comply with once the existing leader leaves.

Combination of marketing and advertising functions. Separating Adverting and Manufacturing features. Combination of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Combination of Marketing & Advertising Functions: The internal marketing agency of Winning The Race With Ever Smarter Machines is currently toughness for the company in regards to conserving up on expenses connected to marketing as well as promotion. Since no new employment has actually been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising function, this is a beneficial chance for integrating 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 along with firm and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The advantage of this strategy is that it will certainly incorporate both features while reducing the need for working with an extra source for advertising and marketing. Along with this, Lewis would certainly be heading the marketing division as well as all the same her replacement would certainly be needed for the existing function that she is doing. The downside of this option is that outside hiring may produce resentment from internal employees that might be looking at the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Provided the competitive stress and premium quality work called for from the ad agency, it is advised that Lewis must permit the production device to be a separate feature from the marketing unit. Considering that the majority of ad agency had these 2 functions as separate devices, it makes even more feeling to comply with the standard. Both functions might be able to focus on their core activates extra effectively. Nevertheless, the downside of this approach would certainly be that additional expenses would certainly need to be borne for establishing different production functions. A production head may have to be worked with which can increase overheads for the company.

Assimilation of Advertising And Marketing with Procedures: Considering that Lewis is currently dealing with the advertising and also procedures divisions all at once; it makes good sense to incorporate the two functions given that she has been successfully dealing with both ends. The fact that both divisions already have significant distinctions over allocation of sources recommends that this combination may be able to bring about consistency specifically as Lewis would be heading both ends.However there are different downsides of this step especially as it would certainly put too much worry over Lewis's shoulders. The truth that Lewis needs to adjust her management design for the advertising department recommends that these two departments would certainly be culturally diverse. In addition to this, Lewis may not be able to apply one sort of management style to both divisions which might lead to inadequacy in either one of both functions.


An evaluation of the three options indicates that combination of advertising as well as operations would certainly not be a possible relocation due to the vast distinctions between the 2 departments despite the truth that presently Lewis is dealing with both. While splitting up of the manufacturing function may have been a beneficial move for the marketing department, the fact that it would mean putting a third feature under Lewis's wing means this need to be avoided.

Activity Plan.

Lewis will take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production feature will remain part of marketing under advertising and marketing feature.

Lewis will certainly separate herself from operations.

An autonomous leadership style with employee empowerment will be used in advertising department.

Open door policy and also focus on cross departmental interaction will certainly be aimed at eliminating dissonance.

Backup plan.

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