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

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

Background and Facts

Sound Move A The Debate Over Seattles Regional Transit System a workplace products merchant for little and moderate sized companies has actually recently been associated with planning for a merger with its rival Home Deport, which has affected efficiency degrees in departmentswith the elderly supervisor associated with lawful difficulties presented by the government Trade Payment. With the Marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the near future. With challenges in the form of a prospective cultural modification and also reduced staff member spirits, the organization needs a full reengineering effort at the marketing department.

Problem Statement

The potential cultural adjustment at the marketing division of Sound Move A The Debate Over Seattles Regional Transit System is enhancing unpredictability in the workplace leading to different challenges for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting critical choices because Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Trade Commission's intervention while doing so. Offered the fact 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 impact performance or tactical objectives. Federal Trade Compensation's antitrust match versus the merger took up valuable time of the organization's elderly monitoring recommending that 'political' factors can have serious effects for a global service.

Economic Factors: Economic factors such as the emergence of small businesses in the global scenario suggest that Sound Move A The Debate Over Seattles Regional Transit System is flourishing in an environment where there is potential growth of companies. Along with this, fact that shop customers are mainly looking for workplace supplies for home offices recommends that the market has a climbing trend of entrepreneurs and home organisations.

Social factors: Social patterns in the economic situation reveal that clients are trying to find convenience along with appealing costs. Market research demonstrates how the consumer for Sound Move A The Debate Over Seattles Regional Transit System lacks understanding regarding locating options which can provide a mix of ease as well as low costs.

Technological factors: Innovation plays an important function in Sound Move A The Debate Over Seattles Regional Transit System's organisation method especially as the organization is piloting Technology facilities which would supply modern technology sales and also assistance in the kind of memory upgrades, peripheral installations. (Recap of INSECT in appendix 2).

OB Issues and Symptoms.

A number of underlying Organizational Actions issues can be seen in Sound Move A The Debate Over Seattles Regional Transit System's case as highlighted in this area.

Apprehensions concerning social change: There is apprehension about a social modification that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with most of the team member already showing discontent over this prospective step. This anticipated modification has actually developed stress in the workplace which has actually been coupled with the previous anxiety of preparing the company for a prospective merger with Residence Deport.

Demanding Task Atmosphere for Newcomers: There is shortage of personnel that can match the difficult atmosphere of a hectic company. Not only does this result in difficulty in locating the right individuals, it places stress and anxiety on brand-new hires as can not hold up against the speed and also stress that the company anticipates them to birth.

Double Coverage Lines: Novices locate this business culture difficult and also difficult to deal with specifically as dotted line connections are suggested to be weaker as a whole and also objective setup as well as efficiency assessment is still done by the solid line supervisor. This implies that beginners could lose clearness concerning their corresponding functions and purposes especially as populated line reporting does not keep them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been guessed that the latter would take Krasnow's setting came as an impact to her morale. Lewis might have been qualified as well as proper for the work yet the truth that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Task Insecurity: Anxiety as well as instability can be identified as 2 major concerns that Lewis would be taking care of particularly as the merger has actually now be cancelled and two elderly execs of the advertising department would be leaving. The whole obligation of the division would be falling on Lewis's shoulders that would not just be in charge of brining regarding a cultural modification yet would certainly additionally have to prove herself in her new duty.

Inappropriate Administration Style of Leader: Lewis's administration style and also its conflict with the marketing department's duty can likewise be seen as an OB difficulty especially as she has been made use of to taking care of issues in the operations department where workers are shown to focus on procedures as well as obtain them. The marketing division on the various other hand can be seen as a group of individuals that are made use of to being nurtured by Krasnow who concentrated more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental disagreements between three divisions, advertising and marketing, merchandizing and operations respectively over the allocation of the advertising mix can be identified as an additional OB issue. Although the advertising and marketing division does not share the exact same vision as the other 2 divisions concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as procedures departments do not agree over the advertising mix appropriation among each other either.

Disintegration in Advertising Division: Disintegration in between the advertising and marketing departments can be determined as an additional OB problem which might require additional interest. The truth that the advertising and marketing areas in the advertising department are separated is protecting against both divisions from obtaining from each various other's experience as well as competence. Integration of advertising with merchandising and operations would end up being more difficult if the advertising department itself is broken down which can be an additional prospective OB issue.

Sound Move A The Debate Over Seattles Regional Transit System Analysis

Different concepts have actually been used to clarify the conditions to get further quality regarding the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are easy as well as careless, have little passion and also resist adjustment. The scenario at Sound Move A The Debate Over Seattles Regional Transit System is not completely adhering to Theory X, it can be seen that brand-new hires are locating this environment instead difficult which might at some point lead to a higher inclination of the monitoring in the direction of Concept X. Also while evaluating Lewis's monitoring design, theory X might have been appropriate in the operations department to some level however the Marketing department would certainly need reliance on Theory Y in order to get the creative thinking and also originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's worry about bringing consistency between the advertising and marketing department is worried, this would initially lead to conflict as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the preliminary phase of team development, individuals may not bond, as they are busy locating their location in the team. By incorporating the advertising and marketing department's job, there might coincide initial separate which might bring about the 2nd phase of 'storming' where the groups challenge one another. It is only throughout the 3rd stage or 'norming' when they would certainly come with each other to share suggestions prior to the team can bring about synergy in the fourth stage 'doing'.

When people are provided with adjustment, they go into stage one as well as so there may be feelings like unhappiness, uncertainty, frustration, rage, anxiety, rejection and also disorientation.The scenario at the marketing division of Sound Move A The Debate Over Seattles Regional Transit System is similar so Lewis can get comfortable with the concept that it is not phenomenal actions. It is during this stage that Lewis will certainly have to give assistance to the division so that they can discover a sense of direction. It can be seen how Krasnow has already made this shift simpler by making Lewis get included in the department a year prior to his actual separation.

Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the relevance of 'safety and security needs as being a lower level need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected and out of risk' is at the second level of needs. Before a worker can be made to create mentally, he needs to have his 'Physical 'and also 'Safety and security' needs met.

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



Ramification of Analysis.

The OB analysis has taken a look at numerous concepts to comprehend just how to cope with the current situation available. The adhering to 3 alternatives have actually been suggested to help Lewis handle the business challenges in the marketing division. Each of these options has been recommended for relieving the transition required to bring the advertising division according to the needs of the marketplace and for making the social change that would certainly follow as soon as the current leader leaves.

Combination of advertising and marketing features. Separating Adverting and Manufacturing features. Combination of Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has experience in business-to-business advertising along with company and retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and also marketing functions.

The benefit of this approach is that it will certainly incorporate both functions while reducing the need for working with an extra source for advertising. Lewis would be heading the advertising division as well as in any case her replacement would be required for the present duty that she is carrying out. The disadvantage of this option is that external hiring may bring about resentment from internal personnel that might be considering the position of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Production: Given the competitive pressures and also high quality job required from the advertising company, it is recommended that Lewis ought to permit the production system to be a different function from the advertising and marketing system. Since many advertising and marketing firms had these 2 features as separate devices, it makes more feeling to follow the standard.

Assimilation of Advertising And Marketing with Procedures: Considering that Lewis is already dealing with the advertising and marketing and also procedures departments at the same time; it makes good sense to incorporate both features considering that she has been effectively dealing with both ends. The fact that both departments currently have significant differences over allowance of sources recommends that this integration might have the ability to bring about harmony especially as Lewis would be heading both ends.However there are numerous drawbacks of this action particularly as it would certainly put excessive problem over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring style for the advertising and marketing department suggests that these 2 departments would be culturally varied. Along with this, Lewis might not have the ability to apply one kind of management style to both departments which can lead to inefficiency in either among the two functions.

Referral.



An assessment of the 3 alternatives indicates that assimilation of marketing as well as operations would not be a viable move because of the substantial differences in between both divisions despite the fact that currently Lewis is managing both. While separation of the production function may have been a positive action for the marketing division, the reality that it would certainly imply putting a third function under Lewis's wing suggests this should be avoided as well. The assimilation of the marketing department is the very best alternative in terms of getting the optimal arise from the division. An activity plan for this choice is reviewed below.

Action Plan.

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

Marketing and advertising functions would certainly be merged.

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

Production feature will certainly continue to be component of marketing under advertising and marketing feature.

Lewis will separate herself from operations.

A democratic leadership style with staff member empowerment will certainly be made use of in advertising and marketing department.

Open door plan and emphasis on cross department communication will certainly be aimed at removing dissonance.

Backup strategy.

If the combination does not exercise as prepared, a contingency plan would certainly adhere to which would divide the manufacturing feature from the advertising feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising division without an SVP. In that case the manufacturing function will certainly be divided by putting it under an SVP manufacturing.