Touchdown Footwear On A Slippery Slope Case Study Help


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Touchdown Footwear On A Slippery Slope Case Study Help

Background and Facts

Touchdown Footwear On A Slippery Slope an office materials store for little as well as medium sized organisations has actually just recently been associated with preparing for a merging with its competitor House Deport, which has actually impacted efficiency degrees in departmentswith the elderly manager associated with legal complications put forth by the government Profession Compensation. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With challenges in the kind of a prospective social change and also low staff member spirits, the organization requires a full reengineering effort at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural modification at the advertising and marketing department of Touchdown Footwear On A Slippery Slope is increasing unpredictability in the working environment leading to numerous obstacles for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing calculated choices since Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's treatment at the same time. Provided the reality that the store has a global visibility with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may have the ability to impact performance or critical goals. Federal Profession Compensation's antitrust fit versus the merger occupied valuable time of the organization's senior monitoring recommending that 'political' factors can have major ramifications for a worldwide company.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide circumstance recommend that Touchdown Footwear On A Slippery Slope is growing in an atmosphere where there is potential growth of services. Fact that shop clients are primarily looking for office materials for home offices suggests that the market has a rising trend of entrepreneurs and house based businesses.

Social factors: Social fads in the economic climate reveal that customers are searching for ease along with eye-catching prices. Marketing research shows how the consumer for Touchdown Footwear On A Slippery Slope does not have awareness about locating solutions which can use a mix of benefit as well as low costs.

Technical factors: Technology plays an important duty in Touchdown Footwear On A Slippery Slope's service strategy particularly as the company is piloting Modern technology facilities which would supply modern technology sales and assistance in the kind of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues and Manifestations.

A number of underlying Organizational Actions issues can be seen in Touchdown Footwear On A Slippery Slope's case as highlighted in this area.

Concerns regarding cultural modification: There is concern concerning a cultural adjustment that would certainly happen as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with a lot of the staff members already revealing discontent over this potential relocation. This expected modification has created stress in the workplace which has actually been combined with the previous tension of preparing the company for a possible merging with House Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is lack of personnel that can match the stressful setting of a fast-paced company. Not only does this bring about trouble in finding the right people, it puts stress and anxiety on new hires as can not withstand the rate and pressure that the organization expects them to bear.

Double Coverage Lines: Newcomers locate this business culture difficult and hard to manage especially as populated line connections are suggested to be weak generally as well as objective setting and also performance assessment is still done by the solid line manager. This means that newbies might shed quality about their respective roles and also goals particularly as populated line reporting does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the latter would take Krasnow's position came as a strike to her spirits. Lewis may have been qualified and appropriate for the job but the fact that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Task Instability: Anxiety as well as instability can be determined as two major concerns that Lewis would certainly be handling specifically as the merging has currently be terminated as well as two elderly execs of the marketing division would be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining regarding a social modification yet would also need to prove herself in her new function.

Inappropriate Administration Design of Leader: Lewis's management style and its conflict with the marketing division's role can also be seen as an OB difficulty especially as she has actually been used to taking care of concerns in the procedures division where employees are shown to focus on processes and also get them. The marketing division on the other hand can be viewed as a team of individuals that are made use of to being nurtured by Krasnow that focused much more on outcome than processes.

Interdepartmental Arguments: Interdepartmental disputes between 3 departments, advertising, merchandizing as well as procedures respectively over the allocation of the advertising mix can be recognized as an additional OB worry. The advertising department does not share the very same vision as the various other two divisions relating to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and operations divisions do not concur over the marketing mix appropriation amongst one another either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing departments can be recognized as an additional OB issue which can require more attention. The fact that the marketing and advertising areas in the advertising department are detached is stopping both departments from acquiring from each various other's experience as well as experience. Assimilation of advertising and marketing with retailing as well as operations would become more difficult if the advertising and marketing division itself is degenerated which can be one more prospective OB issue.

Touchdown Footwear On A Slippery Slope Analysis

Numerous theories have actually been utilized to clarify the situations to obtain further clarity regarding the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers think that juniors are easy as well as lazy, have little aspiration as well as stand up to change. The situation at Touchdown Footwear On A Slippery Slope is not completely adhering to Concept X, it can be seen that new hires are locating this environment rather difficult which may at some point lead to a better inclination of the management in the direction of Concept X. Also while examining Lewis's administration style, concept X might have been suitable in the procedures department to some extent however the Advertising and marketing department would require dependence on Theory Y in order to obtain the imagination and also originality from the groups.

Tuckman's Team effort Theory: As for Lewis's problem about bringing consistency between the marketing and advertising division is concerned, this would originally cause conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, throughout the first phase of team growth, people might not bond, as they are hectic locating their place in the team. By combining the advertising and marketing department's work, there might coincide first detach which can cause the second phase of 'storming' where the groups test each other. Nonetheless, it is only throughout the 3rd phase or 'norming' when they would collaborate to share concepts before the group can produce harmony in the fourth phase 'executing'.

Bridges' Shift Version: Based On William Bridge's concept (appendix 4), individuals are fairly awkward with adjustment, which is obvious by the scenario at Touchdown Footwear On A Slippery Slope The circumstance can be viewed as a typical course of life if is studied according to Bridge's concept where he discusses that individuals undergo three phases of change when they experience adjustment. 'End, shedding and Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people exist with change, they enter stage one and so there might be feelings like despair, uncertainty, frustration, rage, fear, denial and disorientation.The circumstance at the advertising division of Touchdown Footwear On A Slippery Slope is comparable so Lewis can obtain comfy with the idea that it is not extraordinary habits. In the second stage, there may be a requirement to connect the void between the brand-new and old society so Lewis might have to encounter this ordeal as soon as Krasnow leaves. There might be low spirits as well as low productivity at this phase which ought to not be taken as an obstacle. It is during this stage that Lewis will certainly need to offer assistance to the department to ensure that they can locate an orientation. It can be seen just how Krasnow has already made this shift easier by making Lewis get involved in the department a year prior to his real departure. As per Bridges' Design, phase three will certainly produce openness to discovering, High power as well as dedication as individuals will certainly accept the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has goes over the value of 'safety and security needs as being a lower degree need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and secure and out of threat' is at the second degree of needs. Before a worker can be made to establish psychologically, he needs to have his 'Physical 'and also 'Security' requires met.

SWOT Analysis for Touchdown Footwear On A Slippery Slope Case Study

Ramification of Analysis.

The OB analysis has checked out numerous concepts to comprehend exactly how to manage the current scenario handy. The adhering to three options have been suggested to assist Lewis manage the business difficulties in the marketing department. Each of these choices has been proposed for reducing the change needed to bring the advertising department according to the needs of the market as well as for making the cultural adjustment that would certainly follow as soon as the existing leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business marketing along with company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both advertising and marketing and also advertising functions.

The benefit of this strategy is that it will certainly integrate the two features while decreasing the need for employing an additional source for advertising and marketing. Lewis would certainly be heading the advertising and marketing division and also in any kind of case her substitute would certainly be needed for the current function that she is carrying out. The negative aspect of this alternative is that external hiring may bring about resentment from inner personnel who might be eying the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Given the competitive pressures and high top quality job required from the marketing company, it is advised that Lewis must allow the manufacturing system to be a different feature from the marketing system. Considering that many marketing companies had these two functions as separate units, it makes more sense to follow the norm.

Assimilation of Advertising with Operations: Given that Lewis is already taking treatment of the marketing and operations departments all at once; it makes feeling to integrate the 2 features since she has been successfully taking care of both ends. The truth that Lewis has to adapt her administration style for the marketing division suggests that these two divisions would certainly be culturally varied.


An analysis of the 3 options shows that assimilation of advertising and marketing and operations would certainly not be a viable action as a result of the huge differences between both departments although that presently Lewis is managing both. While separation of the production function might have been a desirable action for the advertising department, the reality that it would certainly imply positioning a 3rd feature under Lewis's wing suggests this need to be avoided too. The combination of the marketing department is the most effective choice in regards to getting the ideal results from the department. An action prepare for this alternative is talked about below.

Activity Strategy.
Lewis will certainly take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production feature will continue to be part of marketing under advertising and marketing function.

Lewis will certainly separate herself from procedures.

An autonomous leadership design with employee empowerment will be made use of in marketing division.

Open up door plan and also emphasis on cross departmental communication will be focused on getting rid of discord.

Contingency plan.

If the integration does not work out as intended, a contingency plan would comply with which would divide the production feature from the advertising feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing feature will certainly be divided by placing it under an SVP manufacturing.