Focused Philanthropy The Steans Family Foundation North Lawndale Initiative Case Study Analysis


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Background and Facts

Focused Philanthropy The Steans Family Foundation North Lawndale Initiative a workplace products store for tiny and also moderate sized companies has lately been associated with preparing for a merger with its rival House Deport, which has impacted efficiency degrees in departmentswith the elderly supervisor associated with lawful problems presented by the federal Profession Compensation. With the Advertising Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the future. With obstacles in the form of a possible cultural modification as well as low staff member morale, the company wants a total reengineering effort at the advertising division.

Issue Declaration

The prospective social change at the advertising division of Focused Philanthropy The Steans Family Foundation North Lawndale Initiative is enhancing unpredictability in the working environment resulting in different obstacles 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 significant duty in impacting tactical choices since Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Compensation's treatment at the same time. Provided the reality that the shop has a global presence with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations might have the ability to affect performance or critical objectives. Federal Trade Compensation's antitrust match versus the merging used up valuable time of the company's elderly management recommending that 'political' factors can have severe implications for a global service.

Economic Factors: Economic factors such as the development of small businesses in the worldwide situation suggest that Focused Philanthropy The Steans Family Foundation North Lawndale Initiative is flourishing in a setting where there is potential growth of companies. Fact that shop customers are primarily looking for office supplies for residence offices recommends that the market has an increasing trend of business owners and home based organisations.

Social factors: Social trends in the economic situation show that customers are seeking convenience along with eye-catching rates. Market research shows how the client for Focused Philanthropy The Steans Family Foundation North Lawndale Initiative does not have recognition concerning locating services which can supply a mix of ease as well as low costs.

Technological factors: Modern technology plays an essential function in Focused Philanthropy The Steans Family Foundation North Lawndale Initiative's organisation technique particularly as the organization is piloting Modern technology facilities which would certainly supply innovation sales and assistance in the type of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Habits concerns can be seen in Focused Philanthropy The Steans Family Foundation North Lawndale Initiative's case as highlighted in this area.

Apprehensions regarding social adjustment: There is worry concerning a cultural change that would take place once Todd Krasnow leaves from his position as the Executive Vice President of Marketing with a lot of the personnel currently showing unhappiness over this prospective action. This expected modification has developed tension in the workplace which has actually been coupled with the previous anxiety of preparing the company for a prospective merger with House Deport.

Demanding Job Atmosphere for Newcomers: There is scarcity of employees that can match the difficult environment of a busy company. Not just does this cause problem in finding the ideal people, it puts stress on brand-new hires as can not hold up against the rate and stress that the company anticipates them to bear.

Twin Reporting Lines: Newbies discover this organizational culture troublesome and also tough to manage especially as populated line connections are meant to be weaker in general and objective setting and efficiency examination is still done by the strong line supervisor. This implies that newcomers could lose quality about their corresponding roles and purposes especially as dotted line reporting does not maintain them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been qualified as well as appropriate for the work but the reality that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Job Instability: Worry and also instability can be determined as 2 major issues that Lewis would certainly be managing especially as the merging has actually currently be terminated as well as two senior executives of the advertising department would certainly be leaving. The whole obligation of the department would be dropping on Lewis's shoulders that would not simply be in charge of brining about a social adjustment yet would certainly also have to prove herself in her new duty.

Incompatible Monitoring Style of Leader: Lewis's monitoring design and its conflict with the marketing division's duty can additionally be seen as an OB difficulty specifically as she has actually been utilized to taking care of issues in the procedures department where employees are educated to focus on procedures as well as get them. The advertising department on the various other hand can be viewed as a group of individuals that are utilized to being supported by Krasnow that concentrated a lot more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between three departments, advertising and marketing, merchandizing as well as operations respectively over the allocation of the marketing mix can be identified as an additional OB issue. The advertising and marketing division does not share the exact same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also procedures departments do not concur over the marketing mix allowance among one an additional either.

Fragmentation in Marketing Division: Disintegration in between the marketing and advertising departments can be determined as one more OB problem which can need further interest. The truth that the marketing and advertising areas in the marketing department are detached is stopping both departments from acquiring from each various other's experience as well as know-how. Assimilation of marketing with retailing and also procedures would end up being harder if the advertising and marketing division itself is disintegrated which can be an additional potential OB issue.

Focused Philanthropy The Steans Family Foundation North Lawndale Initiative Analysis

Various theories have actually been used to describe the conditions to obtain more clarity concerning the circumstance handy.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors believe that juniors are passive as well as careless, have little aspiration and also resist change. The situation at Focused Philanthropy The Steans Family Foundation North Lawndale Initiative is not completely following Theory X, it can be seen that brand-new hires are discovering this environment instead stressful which may at some point lead to a better disposition of the management towards Concept X. Also while analyzing Lewis's administration style, concept X may have been ideal in the operations division to some degree however the Advertising department would require dependence on Theory Y in order to obtain the creativity and originality from the teams.

Tuckman's Team effort Theory: As far as Lewis's issue regarding bringing harmony between the advertising and marketing department is worried, this would at first result in contrast as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, throughout the initial stage of group development, people might not bond, as they are active discovering their place in the group. By combining the advertising and marketing division's work, there might be the same first separate which might result in the 2nd phase of 'storming' where the teams challenge each other. It is only throughout the 3rd phase or 'norming' when they would certainly come together to share suggestions before the team can bring about harmony in the fourth stage 'performing'.

Bridges' Change Version: Based On William Bridge's concept (appendix 4), people are fairly awkward with adjustment, which is obvious by the circumstance at Focused Philanthropy The Steans Family Foundation North Lawndale Initiative The scenario can be seen as a regular program of life if is examined as per Bridge's theory where he clarifies that people go through 3 phases of transition when they experience adjustment. 'End, losing and also Releasing', The Neutral Area and 'The New Beginning' (Bridges, 2004). When individuals exist with adjustment, they get in phase one and so there might be emotions like sadness, unpredictability, disappointment, rage, fear, denial and disorientation.The circumstance at the advertising and marketing division of Focused Philanthropy The Steans Family Foundation North Lawndale Initiative is comparable so Lewis can obtain comfortable with the suggestion that it is not phenomenal habits. In the 2nd stage, there might be a demand to bridge the void between the brand-new as well as old society so Lewis may need to encounter this ordeal when Krasnow leaves. There might be reduced spirits as well as reduced efficiency at this phase which need to not be taken as a trouble. It is during this stage that Lewis will need to provide support to the department to make sure that they can locate an orientation. It can be seen exactly how Krasnow has actually already made this transition less complicated by making Lewis get involved in the department a year prior to his real departure. Based on Bridges' Version, phase three will certainly produce visibility to learning, High power as well as commitment as individuals will certainly accept the change (Bridges, 2004).

Maslow's Need power structure: The OB problem related to instability at the office has been activated first of all by the modification in administration as well as second of all by the truth that the merging will no more be started. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the importance of 'safety requires as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe and unharmed' goes to the 2nd level of requirements. Before a worker can be made to establish emotionally, he requires to have his 'Physiological 'and 'Safety and security' needs fulfilled. This suggests that unless the employees are made to feel protected concerning their existing employment standing in Focused Philanthropy The Steans Family Foundation North Lawndale Initiative they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Focused Philanthropy The Steans Family Foundation North Lawndale Initiative Case Study

Ramification of Analysis.

The OB analysis has taken a look at numerous theories to understand how to manage the current scenario handy. The complying with 3 choices have actually been suggested to help Lewis take care of the organizational difficulties in the advertising and marketing division. Each of these alternatives has been proposed for reducing the shift required to bring the advertising and marketing division in accordance with the requirements of the market and also for making the social modification that would certainly adhere to when the existing leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and also Manufacturing functions. Combination of Marketing with Workflow.

Examination of Alternatives.

Integration of Advertising & Marketing Functions: The in-house advertising firm of Focused Philanthropy The Steans Family Foundation North Lawndale Initiative is already stamina for the organization in terms of conserving up on expenses related to advertising and also promotion. Considering that no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the advertising and marketing function, this is a favorable possibility for integrating the marketing and advertising features. Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merger days has experience in business-to-business marketing in addition to agency as well as retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both marketing and advertising features.

The advantage of this strategy is that it will certainly integrate both functions while minimizing the demand for hiring an added source for advertising and marketing. Along with this, Lewis would be heading the advertising division and also regardless her substitute would certainly be needed for the current role that she is performing. The drawback of this alternative is that exterior hiring may produce animosity from inner personnel who may be looking at the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable stress and high quality job needed from the marketing agency, it is recommended that Lewis ought to permit the production device to be a different feature from the marketing unit. Given that a lot of marketing firms had these 2 features as separate devices, it makes more feeling to comply with the standard.

Integration of Marketing with Operations: Since Lewis is currently taking care of the advertising and marketing and also operations divisions concurrently; it makes feeling to integrate the 2 features because she has actually been effectively taking care of both ends. The truth that Lewis has to adapt her management design for the advertising department suggests that these two departments would certainly be culturally diverse.


An examination of the three options suggests that integration of marketing and procedures would certainly not be a viable step due to the substantial differences in between both divisions although that currently Lewis is taking care of both. While splitting up of the production feature might have been a positive step for the marketing department, the truth that it would certainly imply placing a 3rd feature under Lewis's wing suggests this must be prevented. The integration of the advertising and marketing division is the most effective alternative in regards to getting the optimum results from the division. An activity prepare for this choice is reviewed below.

Action Plan.

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

Advertising and Marketing features would certainly be merged.

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

Manufacturing feature will remain component of marketing under advertising function.

Lewis will separate herself from operations.

An autonomous management design with worker empowerment will certainly be made use of in advertising and marketing department.

Open up door policy and emphasis on cross departmental communication will certainly be aimed at getting rid of dissonance.

Backup strategy.

If the assimilation does not exercise as prepared, a contingency strategy would certainly adhere to which would certainly divide the manufacturing feature from the advertising function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing feature will most definitely be separated by positioning it under an SVP production.