Marks Spencer And Zara Process Competition In The Textile Apparel Industry Case Study Solution


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Marks Spencer And Zara Process Competition In The Textile Apparel Industry Case Study Analysis

Background and Facts

Marks Spencer And Zara Process Competition In The Textile Apparel Industry a workplace materials merchant for tiny and also medium sized services has lately been associated with preparing for a merging with its competitor House Deport, which has actually impacted effectiveness levels in departmentswith the senior manager involved in legal problems put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the near future. With challenges in the type of a prospective cultural change and low worker morale, the organization requires a full reengineering initiative at the advertising department.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the marketing department of Marks Spencer And Zara Process Competition In The Textile Apparel Industry is boosting uncertainty in the working environment causing various 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 major role in affecting critical choices since Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Profession Compensation's intervention while doing so. Offered the reality that the store has a worldwide presence with branches in UK, USA, Canada and Germany, political factors in each of these countries may have the ability to influence efficiency or critical objectives. Federal Trade Commission's antitrust suit versus the merger occupied important time of the company's senior administration recommending that 'political' factors can have severe ramifications for an international business.

Economic Factors: Economic factors such as the introduction of local business in the global circumstance suggest that Marks Spencer And Zara Process Competition In The Textile Apparel Industry is thriving in an atmosphere where there is possible growth of companies. Reality that shop consumers are mainly looking for office materials for residence workplaces suggests that the market has a rising trend of entrepreneurs as well as residence based businesses.

Social factors: Social trends in the economic situation reveal that customers are searching for convenience as well as eye-catching prices. Marketing research demonstrates how the consumer for Marks Spencer And Zara Process Competition In The Textile Apparel Industry lacks understanding regarding locating remedies which can provide a mix of convenience as well as low costs.

Technical factors: Technology plays an important function in Marks Spencer And Zara Process Competition In The Textile Apparel Industry's company method particularly as the organization is piloting Innovation centers which would certainly supply modern technology sales and also support in the form of memory upgrades, outer installations. (Recap of PARASITE in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Actions concerns can be seen in Marks Spencer And Zara Process Competition In The Textile Apparel Industry's case as highlighted in this area.

Uneasiness about cultural modification: There is uneasiness concerning a social change that would occur as soon as Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with most of the staff members currently showing discontent over this possible action. This anticipated adjustment has developed anxiety in the workplace which has actually been combined with the past anxiety of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of workers that can match the demanding atmosphere of a busy organization. Not just does this bring about difficulty in discovering the right individuals, it places stress on brand-new hires as can not endure the rate and also pressure that the organization anticipates them to birth.

Twin Reporting Lines: Beginners discover this organizational culture cumbersome and also challenging to manage especially as dotted line connections are indicated to be weaker in general and also unbiased setting and also performance evaluation is still done by the solid line supervisor. This suggests that newcomers might lose clarity regarding their particular duties and purposes specifically as populated line coverage does not keep them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been guessed that the latter would certainly take Krasnow's position came as a strike to her spirits. Lewis might have been qualified and suitable for the task yet the fact that Kransnow's departure would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Job Insecurity: Worry and insecurity can be determined as 2 major problems that Lewis would certainly be taking care of particularly as the merger has now be cancelled and also two elderly execs of the advertising department would certainly be leaving. The whole duty of the division would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining about a cultural modification however would certainly also have to prove herself in her brand-new duty.

Incompatible Monitoring Style of Leader: Lewis's administration style and its incompatibility with the advertising and marketing division's function can likewise be seen as an OB obstacle particularly as she has actually been used to managing concerns in the operations division where personnel are taught to concentrate on procedures as well as obtain them. The advertising and marketing department on the various other hand can be viewed as a team of people who are used to being supported by Krasnow that concentrated a lot more on output than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between three divisions, advertising, merchandizing as well as operations respectively over the allotment of the advertising and marketing mix can be identified as one more OB issue. The advertising division does not share the very same vision as the other two divisions regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and operations departments do not concur over the advertising mix appropriation among one another either.

Fragmentation in Marketing Division: Fragmentation in between the advertising and marketing departments can be recognized as one more OB issue which could need further interest. The fact that the advertising and marketing sections in the advertising and marketing department are disconnected is stopping both departments from acquiring from each other's experience and also proficiency. Combination of advertising and marketing with retailing and procedures would end up being harder if the marketing department itself is disintegrated which can be one more prospective OB issue.

Marks Spencer And Zara Process Competition In The Textile Apparel Industry Analysis

Numerous concepts have actually been utilized to clarify the scenarios to get additional clarity concerning the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that staffs are easy and also careless, have little passion as well as resist change. The situation at Marks Spencer And Zara Process Competition In The Textile Apparel Industry is not entirely complying with Theory X, it can be seen that brand-new hires are locating this setting rather stressful which might eventually lead to a greater disposition of the management in the direction of Theory X. Also while examining Lewis's management design, concept X might have been appropriate in the procedures division to some degree however the Advertising department would need reliance on Concept Y in order to obtain the imagination as well as creativity from the groups.

Tuckman's Synergy Concept: Regarding Lewis's problem about bringing harmony in between the marketing and advertising department is worried, this would at first bring about clash as discussed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the preliminary stage of team advancement, people might not bond, as they are busy locating their place in the group. By integrating the advertising and marketing division's work, there might coincide first detach which can lead to the second phase of 'storming' where the groups test each other. Nevertheless, it is just throughout the third stage or 'norming' when they would certainly integrate to share suggestions before the group can bring about harmony in the fourth phase 'doing'.

Bridges' Shift Model: According To William Bridge's concept (appendix 4), individuals are fairly uncomfortable with adjustment, which is obvious by the circumstance at Marks Spencer And Zara Process Competition In The Textile Apparel Industry The situation can be seen as a regular program of life if is examined based on Bridge's theory where he explains that individuals go through 3 phases of transition when they experience change. 'Closing, losing as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with modification, they go into phase one therefore there may be emotions like despair, uncertainty, aggravation, rage, anxiety, denial as well as disorientation.The situation at the advertising and marketing department of Marks Spencer And Zara Process Competition In The Textile Apparel Industry is similar so Lewis can obtain comfortable with the idea that it is not remarkable habits. In the second stage, there might be a need to connect the void in between the new as well as old society so Lewis might have to face this challenge once Krasnow leaves. There may be low morale and also reduced efficiency at this phase which ought to not be taken as a trouble. It is throughout this stage that Lewis will need to offer advice to the division to make sure that they can locate an orientation. It can be seen how Krasnow has actually currently made this transition simpler by making Lewis get associated with the division a year before his actual departure. Based on Bridges' Version, stage three will certainly produce visibility to knowing, High power and also commitment as people will certainly accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB issue pertaining to insecurity at the work environment has been triggered to start with by the change in administration as well as second of all by the truth that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has goes over the value of 'safety requires as being a lower level demand of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to feel protected as well as unharmed' goes to the second level of demands. Prior to a worker can be made to establish mentally, he needs to have his 'Physiological 'and also 'Security' needs fulfilled. This indicates that unless the employees are made to feel safe and secure about their current work condition in Marks Spencer And Zara Process Competition In The Textile Apparel Industry they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Marks Spencer And Zara Process Competition In The Textile Apparel Industry Case Study

Effects of Analysis.

The OB analysis has considered numerous theories to recognize how to deal with the existing circumstance at hand. The complying with three options have been suggested to aid Lewis manage the business challenges in the advertising department. Each of these choices has actually been proposed for easing the transition required to bring the marketing department in accordance with the demands of the marketplace and also for making the cultural adjustment that would follow as soon as the existing leader leaves.

Assimilation of marketing and advertising features. Separating Adverting as well as Production features. Integration of Advertising And Marketing with Operations.

Analysis of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The internal advertising firm of Marks Spencer And Zara Process Competition In The Textile Apparel Industry is already strength for the company in terms of saving up on overheads connected to advertising and marketing as well as promo. Given that no brand-new employment has been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising feature, this is a desirable chance for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merger days has experience in business-to-business advertising and marketing in addition to company and retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both marketing and advertising functions.

The benefit of this technique is that it will certainly incorporate the two functions while reducing the requirement for hiring an additional resource for advertising and marketing. Lewis would be heading the advertising and marketing department and also in any case her replacement would be required for the existing function that she is executing. The disadvantage of this alternative is that exterior hiring may cause bitterness from inner employees that may be considering the setting of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Manufacturing: Offered the affordable pressures and high quality job called for from the advertising agency, it is advised that Lewis needs to allow the production unit to be a separate function from the advertising and marketing device. Since a lot of advertising and marketing agencies had these two functions as separate systems, it makes even more feeling to comply with the standard.

Integration of Marketing with Procedures: Given that Lewis is already looking after the marketing and also procedures departments simultaneously; it makes good sense to incorporate the two features considering that she has actually been efficiently looking after both ends. The fact that the two divisions currently have significant differences over allotment of sources suggests that this integration may have the ability to bring about consistency especially as Lewis would be heading both ends.However there are various disadvantages of this relocation particularly as it would place excessive burden over Lewis's shoulders. The fact that Lewis has to adjust her management design for the marketing division suggests that these 2 departments would be culturally varied. Lewis may not be able to apply one kind of leadership style to both departments which could result in ineffectiveness in either one of the 2 features.


An assessment of the 3 alternatives shows that combination of marketing and also procedures would certainly not be a viable relocation because of the vast differences between the two departments although that currently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a positive step for the advertising and marketing division, the truth that it would indicate putting a third feature under Lewis's wing suggests this need to be stayed clear of too. The integration of the advertising and marketing department is the very best option in terms of getting the ideal results from the division. An action prepare for this alternative is reviewed listed below.

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

Advertising and Marketing features would be combined.

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

Production feature will continue to be component of marketing under marketing function.

Lewis will certainly separate herself from operations.

A democratic leadership style with staff member empowerment will be utilized in advertising and marketing division.

Open up door plan as well as emphasis on cross departmental communication will be targeted at getting rid of dissonance.

Backup strategy.

If the combination does not work out as planned, a contingency strategy would adhere to which would divide the manufacturing function from the advertising and marketing function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production function will most definitely be divided by placing it under an SVP manufacturing.