Sound Move A The Debate Over Seattles Regional Transit System Case Study Solution


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Background and Facts

Sound Move A The Debate Over Seattles Regional Transit System an office supplies merchant for tiny and average sized companies has actually recently been involved in preparing for a merging with its rival Home Deport, which has actually affected performance degrees in departmentswith the elderly supervisor associated with lawful issues put forth by the government Profession Payment. With the Marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the future. With difficulties in the kind of a prospective social adjustment and low employee morale, the company requires a full reengineering initiative at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The possible social change at the marketing department of Sound Move A The Debate Over Seattles Regional Transit System is raising unpredictability in the working environment resulting in numerous challenges for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting critical decisions since Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Trade Compensation's treatment in the process. Provided the truth that the store has a worldwide presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may be able to affect performance or calculated objectives. Federal Profession Compensation's antitrust match against the merger occupied valuable time of the company's senior monitoring suggesting that 'political' factors can have serious ramifications for an international business.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide circumstance recommend that Sound Move A The Debate Over Seattles Regional Transit System is prospering in an environment where there is possible growth of companies. Reality that shop clients are primarily looking for workplace supplies for residence workplaces suggests that the market has a climbing fad of entrepreneurs and also home based companies.

Social factors: Social patterns in the economy reveal that customers are searching for benefit as well as attractive prices. Market research demonstrates how the consumer for Sound Move A The Debate Over Seattles Regional Transit System lacks understanding about discovering services which can offer a combination of benefit as well as low costs.

Technological factors: Technology plays a crucial function in Sound Move A The Debate Over Seattles Regional Transit System's service strategy specifically as the organization is piloting Innovation centers which would provide technology sales as well as support in the kind of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues and also Effects.

Several underlying Business Actions problems can be seen in Sound Move A The Debate Over Seattles Regional Transit System's case as highlighted in this section.

Concerns concerning social modification: There is concern about a cultural adjustment that would take place when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with most of the employee currently showing discontent over this potential move. This predicted adjustment has developed stress in the office which has been combined with the past tension of preparing the company for a prospective merging with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is lack of workers that can match the demanding atmosphere of a busy company. Not just does this lead to problem in discovering the right people, it puts stress and anxiety on brand-new hires as can not endure the pace as well as pressure that the company anticipates them to birth.

Double Coverage Lines: Novices discover this organizational society cumbersome as well as hard to cope with specifically as populated line relationships are implied to be weaker in general and also objective setting and also efficiency examination is still done by the solid line supervisor. This means that beginners can shed clarity about their corresponding duties and purposes particularly as populated line reporting does not keep them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been speculated that the last would take Krasnow's placement came as a blow to her spirits. Lewis might have been capable and also appropriate for the work yet the truth that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Task Insecurity: Fear as well as insecurity can be determined as two significant issues that Lewis would be handling particularly as the merging has actually currently be cancelled and also 2 senior execs of the advertising and marketing division would certainly be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a cultural change but would also need to show herself in her new role.

Incompatible Administration Design of Leader: Lewis's administration design and its incompatibility with the marketing department's function can likewise be viewed as an OB challenge specifically as she has been made use of to managing issues in the operations division where workers are taught to focus on procedures and obtain them right. The advertising division on the various other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow that concentrated more on result than processes.

Interdepartmental Arguments: Interdepartmental disputes in between 3 divisions, marketing, merchandizing and also operations respectively over the allocation of the marketing mix can be determined as one more OB issue. Although the marketing department does not share the same vision as the various other two departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising and marketing mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the marketing and advertising departments can be identified as one more OB concern which can require further attention. The fact that the marketing and advertising areas in the marketing division are separated is avoiding both divisions from gaining from each other's experience and also proficiency. Integration of advertising with retailing as well as procedures would come to be harder if the advertising department itself is disintegrated which can be another potential OB problem.

Sound Move A The Debate Over Seattles Regional Transit System Analysis

Various concepts have actually been used to clarify the conditions to get more clearness concerning the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that subordinates are easy as well as careless, have little passion and also withstand modification. The situation at Sound Move A The Debate Over Seattles Regional Transit System is not totally adhering to Theory X, it can be seen that new hires are finding this atmosphere rather difficult which may eventually lead to a higher inclination of the administration towards Concept X. Also while assessing Lewis's management style, theory X might have been appropriate in the procedures department to some degree however the Advertising and marketing division would call for dependence on Theory Y in order to obtain the creative thinking and also originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's concern concerning bringing harmony between the advertising as well as advertising division is concerned, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Teamwork Concept'. By combining the advertising and marketing and advertising and marketing division's job, there may be the very same preliminary separate which might lead to the 2nd phase of 'storming' where the teams challenge one another.

When individuals are presented with adjustment, they get in phase one and also so there may be emotions like sadness, unpredictability, stress, rage, fear, denial as well as disorientation.The circumstance at the advertising and marketing division of Sound Move A The Debate Over Seattles Regional Transit System is similar so Lewis can obtain comfy with the idea that it is not amazing habits. It is throughout this stage that Lewis will have to provide support to the division so that they can locate a sense of instructions. It can be seen exactly how Krasnow has currently made this change simpler by making Lewis get included in the division a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has reviews the importance of 'protection requires as being a reduced level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected and out of risk' is at the second degree of demands. Prior to a staff member can be made to create mentally, he requires to have his 'Physiological 'as well as 'Security' requires met.

SWOT Analysis for Sound Move A The Debate Over Seattles Regional Transit System Case Study

Implication of Analysis.

The OB analysis has actually looked at various theories to recognize exactly how to handle the present scenario handy. The adhering to three options have actually been suggested to aid Lewis handle the organizational obstacles in the advertising division. Each of these alternatives has actually been recommended for easing the shift needed to bring the advertising and marketing division in accordance with the requirements of the marketplace and also for making the social change that would follow when the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting as well as Production features. Combination of Advertising with Procedures.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with firm as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both marketing and marketing functions.

The benefit of this method is that it will incorporate both functions while reducing the need for hiring an added resource for advertising and marketing. Lewis would certainly be heading the marketing department and also in any kind of case her substitute would be required for the current duty that she is executing. The disadvantage of this alternative is that outside hiring might produce resentment from interior workers that might be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Given the affordable pressures and also high quality work needed from the advertising and marketing company, it is recommended that Lewis should allow the manufacturing device to be a different feature from the advertising unit. Given that the majority of advertising firms had these 2 functions as separate systems, it makes even more sense to comply with the standard.

Integration of Advertising And Marketing with Workflows: Given that Lewis is currently taking care of the marketing and procedures divisions simultaneously; it makes sense to incorporate both features because she has been effectively caring for both ends. The reality that both departments currently have major differences over allotment of sources suggests that this integration may have the ability to bring about harmony especially as Lewis would be heading both ends.However there are numerous downsides of this action specifically as it would certainly place excessive problem over Lewis's shoulders. The truth that Lewis needs to adjust her administration design for the advertising and marketing department suggests that these 2 departments would certainly be culturally diverse. In addition to this, Lewis might not have the ability to use one type of management design to both departments which might lead to ineffectiveness in either among the two features.


An examination of the three options shows that integration of advertising as well as operations would certainly not be a viable step due to the vast distinctions in between the 2 departments regardless of the fact that presently Lewis is taking care of both. While separation of the production feature might have been a favorable relocation for the advertising division, the truth that it would indicate positioning a 3rd feature under Lewis's wing implies this should be prevented.

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

Advertising and Marketing functions would be combined.

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

Manufacturing function will remain part of marketing under advertising function.

Lewis will certainly divide herself from operations.

An autonomous management style with staff member empowerment will be used in marketing department.

Open up door plan as well as focus on cross departmental interaction will certainly be targeted at getting rid of disharmony.

Backup strategy.

If the integration does not work out as intended, a contingency strategy would adhere to which would separate the production feature from the advertising and marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing department without an SVP. Because case the production feature will most definitely be separated by placing it under an SVP production.