Antara Building Experiences In Senior Living Case Study Analysis


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Antara Building Experiences In Senior Living Case Study Analysis

Background and Facts

Antara Building Experiences In Senior Living a workplace supplies merchant for small and also medium sized businesses has actually lately been involved in preparing for a merger with its rival Home Deport, which has actually affected efficiency levels in departmentswith the elderly supervisor associated with legal difficulties presented by the federal Trade Payment. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the current head of operations has been asked to take the function in the future. With obstacles in the type of a potential social adjustment and low employee spirits, the company is in need of a total reengineering initiative at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible social change at the advertising division of Antara Building Experiences In Senior Living is enhancing unpredictability in the working environment leading to different difficulties for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting tactical decisions since Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Commission's intervention at the same time. Given the reality that the store has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might have the ability to influence performance or strategic objectives. Federal Trade Compensation's antitrust match versus the merger took up beneficial time of the organization's elderly administration suggesting that 'political' factors can have severe effects for a global business.

Economic Factors: Economic factors such as the appearance of small companies in the global scenario suggest that Antara Building Experiences In Senior Living is flourishing in an atmosphere where there is possible growth of companies. Along with this, reality that shop customers are primarily trying to find office supplies for office recommends that the marketplace has an increasing trend of business owners and also home businesses.

Social factors: Social fads in the economic climate reveal that customers are trying to find convenience as well as appealing costs. Marketing research shows how the client for Antara Building Experiences In Senior Living lacks awareness about finding solutions which can offer a combination of comfort and also inexpensive.

Technical factors: Innovation plays a crucial duty in Antara Building Experiences In Senior Living's organisation strategy especially as the company is piloting Innovation facilities which would use technology sales as well as support in the kind of memory upgrades, outer setups. (Summary of PARASITE in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Habits issues can be seen in Antara Building Experiences In Senior Living's case as highlighted in this section.

Uneasiness about cultural change: There is concern regarding a cultural change that would certainly take place when Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with most of the staff members already revealing unhappiness over this possible step. This predicted change has actually produced stress and anxiety in the office which has actually been paired with the previous stress and anxiety of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is shortage of employees that can match the stressful setting of a fast-paced company. Not just does this result in difficulty in finding the right people, it puts stress on new hires as can not withstand the speed as well as pressure that the organization expects them to bear.

Double Reporting Lines: Newbies find this organizational society troublesome and hard to cope with specifically as populated line connections are implied to be weaker generally as well as unbiased setting as well as performance examination is still done by the solid line supervisor. This implies that newbies can lose clearness about their corresponding roles and also purposes particularly as populated line reporting does not maintain them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's position came as a blow to her morale. Lewis may have been capable as well as proper for the work yet the fact that Kransnow's departure would make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Task Instability: Worry as well as instability can be identified as 2 significant worries that Lewis would be taking care of specifically as the merger has actually now be terminated as well as two senior execs of the marketing department would certainly be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining regarding a cultural adjustment but would certainly additionally need to show herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's monitoring style and also its conflict with the marketing division's duty can also be seen as an OB obstacle specifically as she has actually been made use of to handling issues in the procedures division where employees are educated to focus on procedures as well as get them. The advertising division on the various other hand can be seen as a team of individuals who are made use of to being supported by Krasnow that concentrated more on result than processes.

Interdepartmental Disputes: Interdepartmental arguments between three departments, advertising and marketing, merchandizing and also procedures respectively over the allotment of the advertising mix can be identified as one more OB problem. Although the advertising and marketing department does not share the very same vision as the other two divisions relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and also procedures departments do not concur over the advertising mix appropriation among one another either.

Fragmentation in Advertising Division: Disintegration between the advertising and marketing departments can be recognized as an additional OB concern which could require more focus. The reality that the advertising and marketing areas in the advertising and marketing department are disconnected is protecting against both divisions from getting from each other's experience as well as experience. Integration of advertising and marketing with retailing and also procedures would end up being more difficult if the marketing division itself is degenerated which can be another potential OB problem.

Antara Building Experiences In Senior Living Analysis

Numerous concepts have been made use of to explain the conditions to obtain further clarity concerning the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that juniors are passive and also lazy, have little ambition and also resist change. The circumstance at Antara Building Experiences In Senior Living is not completely following Concept X, it can be seen that brand-new hires are discovering this atmosphere instead demanding which may at some point lead to a higher disposition of the monitoring towards Concept X. Also while evaluating Lewis's monitoring style, theory X may have been suitable in the operations division to some degree but the Advertising department would certainly need reliance on Concept Y in order to get the creative thinking as well as creativity from the teams.

Tuckman's Team effort Theory: As far as Lewis's issue about bringing consistency in between the marketing as well as marketing division is worried, this would at first lead to conflict as reviewed by Bruce Tuckman in his 'Team effort Concept'. By combining the advertising and advertising department's job, there may be the same preliminary detach which might lead to the second phase of 'storming' where the groups test one an additional.

Bridges' Change Design: According To William Bridge's theory (appendix 4), individuals are quite unpleasant with adjustment, which is evident by the situation at Antara Building Experiences In Senior Living The scenario can be seen as a typical course of life if is studied as per Bridge's theory where he describes that individuals go through 3 phases of transition when they experience change. 'End, losing and also Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people exist with modification, they go into phase one therefore there might be feelings like sadness, uncertainty, irritation, anger, anxiety, denial and disorientation.The scenario at the advertising division of Antara Building Experiences In Senior Living is comparable so Lewis can get comfortable with the suggestion that it is not amazing behavior. In the second stage, there may be a need to link the void in between the brand-new and also old culture so Lewis might need to encounter this experience when Krasnow leaves. There may be low spirits and also reduced performance at this stage which must not be taken as a problem. It is during this stage that Lewis will certainly have to give assistance to the department so that they can find a sense of direction. It can be seen how Krasnow has actually currently made this change easier by making Lewis get involved in the division a year before his real departure. As per Bridges' Version, stage 3 will certainly bring about visibility to discovering, High power and also dedication as people will accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the significance of 'safety and security requires as being a lower level demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure as well as out of danger' is at the 2nd level of requirements. Before a staff member can be made to establish emotionally, he needs to have his 'Physical 'and 'Safety and security' requires satisfied.

SWOT Analysis for Antara Building Experiences In Senior Living Case Study

Ramification of Analysis.

The OB analysis has considered various theories to recognize just how to manage the existing circumstance available. The complying with 3 choices have been suggested to assist Lewis manage the organizational obstacles in the advertising and marketing division. Each of these options has been suggested for easing the transition required to bring the advertising and marketing division in accordance with the requirements of the market as well as for making the social change that would certainly adhere to as soon as the current leader leaves.

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

Examination of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing along with company as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both advertising and advertising and marketing functions.

The benefit of this strategy is that it will integrate the two functions while lowering the requirement for employing an added resource for advertising and marketing. Along with this, Lewis would be heading the marketing division and also all the same her replacement would be needed for the present role that she is executing. The disadvantage of this alternative is that external hiring may produce bitterness from internal workers that may be looking at the placement of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and Production: Given the competitive pressures and high quality work required from the advertising firm, it is recommended that Lewis must enable the manufacturing unit to be a separate function from the marketing system. Since a lot of marketing companies had these 2 features as different systems, it makes even more sense to follow the norm.

Combination of Advertising And Marketing with Procedures: Since Lewis is already caring for the advertising and procedures departments simultaneously; it makes good sense to incorporate both functions given that she has been successfully dealing with both ends. The fact that the two divisions currently have major distinctions over allotment of resources recommends that this combination might have the ability to cause consistency especially as Lewis would certainly be heading both ends.However there are various disadvantages of this action specifically as it would put too much concern over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring style for the advertising department suggests that these 2 departments would be culturally diverse. In addition to this, Lewis may not be able to use one type of management style to both divisions which could cause inadequacy in either one of the two functions.


An examination of the 3 alternatives indicates that assimilation of advertising and marketing as well as procedures would certainly not be a feasible action because of the substantial distinctions in between both divisions despite the fact that presently Lewis is handling both. While separation of the manufacturing feature may have been a desirable action for the advertising and marketing department, the reality that it would certainly mean putting a 3rd function under Lewis's wing suggests this need to be avoided. The integration of the advertising division is the very best choice in terms of obtaining the optimal results from the division. An activity plan for this choice is talked about below.

Activity Strategy.
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Production feature will certainly stay component of advertising and marketing under marketing feature.

Lewis will certainly divide herself from operations.

A democratic leadership style with employee empowerment will certainly be utilized in advertising department.

Open door plan as well as focus on cross department interaction will be focused on getting rid of dissonance.

Backup plan.

If the integration does not exercise as intended, a backup strategy would certainly comply with which would divide the production function from the advertising feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will most definitely be separated by positioning it under an SVP manufacturing.