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Touchdown Footwear On A Slippery Slope Case Study Analysis

Background and Facts

Touchdown Footwear On A Slippery Slope a workplace products merchant for little and average sized companies has actually just recently been associated with preparing for a merger with its rival Residence Deport, which has influenced performance levels in departmentswith the senior supervisor involved in legal issues put forth by the government Profession Compensation. With the Marketing Head advancing the information of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With difficulties in the kind of a possible social adjustment and also reduced employee spirits, the company needs a total reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising division of Touchdown Footwear On A Slippery Slope is enhancing uncertainty in the working environment causing various challenges for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting strategic choices because Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Trade Commission's treatment while doing so. Given the fact that the store has an international presence with branches in UK, USA, Canada and Germany, political consider each of these nations might have the ability to influence performance or strategic goals. Federal Trade Commission's antitrust suit versus the merger took up beneficial time of the organization's elderly monitoring recommending that 'political' factors can have significant implications for a worldwide service.

Economic Factors: Economic factors such as the appearance of small companies in the international scenario suggest that Touchdown Footwear On A Slippery Slope is growing in an atmosphere where there is potential development of services. In addition to this, truth that shop clients are mainly searching for workplace supplies for home offices suggests that the market has a rising fad of entrepreneurs and online services.

Social factors: Social patterns in the economic situation show that clients are trying to find comfort along with appealing prices. Market research demonstrates how the customer for Touchdown Footwear On A Slippery Slope does not have understanding regarding locating solutions which can offer a combination of benefit and inexpensive.

Technological factors: Modern technology plays an important role in Touchdown Footwear On A Slippery Slope's business strategy particularly as the organization is piloting Technology centers which would use technology sales as well as support in the form of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues and also Symptoms.

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

Apprehensions about social adjustment: There is worry concerning a social change that would certainly occur when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with most of the personnel already revealing discontent over this possible step. This expected adjustment has actually developed tension in the office which has been coupled with the past stress and anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is lack of personnel that can match the demanding atmosphere of a fast-paced company. Not just does this bring about difficulty in discovering the appropriate people, it places stress on new hires as can not hold up against the pace as well as stress that the organization expects them to birth.

Dual Coverage Lines: Beginners find this business society cumbersome and also tough to deal with particularly as dotted line partnerships are implied to be weak in general and objective setup as well as efficiency evaluation is still done by the solid line supervisor. This means that beginners can lose clearness concerning their respective roles and objectives especially as populated line coverage does not maintain them in direct communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been guessed that the last would certainly take Krasnow's placement came as a blow to her morale. Lewis might have been capable as well as proper for the work yet the truth that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Fear & Task Insecurity: Fear as well as instability can be determined as two major problems that Lewis would certainly be managing especially as the merging has actually now be terminated and also two elderly executives of the marketing division 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 social adjustment yet would also have to prove herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's management design and its incompatibility with the advertising division's role can additionally be seen as an OB difficulty specifically as she has been used to dealing with problems in the procedures division where workers are instructed to concentrate on processes and also get them. The advertising and marketing department on the other hand can be viewed as a group of people that are used to being nurtured by Krasnow who concentrated a lot more on result than procedures.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 divisions, advertising and marketing, merchandizing and procedures respectively over the allowance of the marketing mix can be determined as another OB concern. The marketing department does not share the very same vision as the various other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and operations divisions do not agree over the marketing mix appropriation among one another either.

Disintegration in Advertising Department: Disintegration in between the marketing and advertising departments can be identified as one more OB problem which can need further focus. The truth that the advertising and marketing sections in the advertising and marketing division are detached is stopping both divisions from getting from each various other's experience and knowledge. Assimilation of marketing with retailing and procedures would become harder if the advertising division itself is degenerated which can be an additional prospective OB issue.

Touchdown Footwear On A Slippery Slope Analysis

Numerous concepts have been used to explain the scenarios to get additional clarity concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that juniors are easy and careless, have little passion and stand up to adjustment. The situation at Touchdown Footwear On A Slippery Slope is not completely following Concept X, it can be seen that brand-new hires are finding this setting rather difficult which might ultimately lead to a greater disposition of the management towards Concept X. Even while examining Lewis's administration style, theory X might have been suitable in the procedures department to some extent however the Marketing division would need reliance on Theory Y in order to get the creative thinking as well as creativity from the groups.

Tuckman's Team effort Theory: As far as Lewis's issue concerning bringing harmony in between the advertising and marketing division is worried, this would initially result in clash as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, throughout the preliminary stage of group advancement, individuals might not bond, as they are busy discovering their area in the group. By integrating the advertising and marketing department's work, there may be the same preliminary separate which can result in the second phase of 'storming' where the teams challenge one another. It is just during the 3rd phase or 'norming' when they would certainly come together to share suggestions before the team can bring about synergy in the 4th stage 'executing'.

Bridges' Shift Model: According To William Bridge's theory (appendix 4), individuals are quite unpleasant with change, which is evident by the circumstance at Touchdown Footwear On A Slippery Slope The scenario can be seen as a regular course of life if is examined according to Bridge's concept where he explains that individuals go through three stages of shift when they experience modification. 'Closing, shedding and also Releasing', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with change, they go into stage one therefore there might be emotions like unhappiness, unpredictability, aggravation, anger, worry, rejection and also disorientation.The scenario at the advertising department of Touchdown Footwear On A Slippery Slope is similar so Lewis can obtain comfortable with the concept that it is not phenomenal actions. In the 2nd phase, there might be a requirement to link the void between the brand-new and also old culture so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There might be low spirits and also low performance at this stage which should not be taken as a problem. It is during this stage that Lewis will need to provide support to the division to ensure that they can locate an orientation. It can be seen how Krasnow has actually already made this shift less complicated by making Lewis get involved in the division a year before his actual departure. Based on Bridges' Model, stage 3 will certainly cause visibility to learning, High power as well as dedication as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB issue related to insecurity at the office has been triggered to start with by the modification in administration and also second of all by the reality that the merger will no longer be started. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has talks about the importance of 'safety needs as being a reduced level requirement of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to feel safe as well as unharmed' is at the second degree of needs. Before a worker can be made to develop psychologically, he requires to have his 'Physiological 'and also 'Safety' requires fulfilled. This suggests that unless the workers are made to really feel safe about their current work condition in Touchdown Footwear On A Slippery Slope they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Touchdown Footwear On A Slippery Slope Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various theories to comprehend exactly how to deal with the existing circumstance handy. The adhering to three options have actually been suggested to aid Lewis manage the organizational difficulties in the advertising and marketing department. Each of these options has been recommended for easing the transition required to bring the advertising division according to the demands of the marketplace and for making the cultural adjustment that would comply with once the existing leader leaves.

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

Evaluation of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house marketing company of Touchdown Footwear On A Slippery Slope is currently stamina for the company in regards to saving up on expenses connected to marketing and also promotion. Given that no new recruitment has been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the marketing feature, this is a desirable possibility for incorporating the marketing and advertising functions. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing along with agency and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The benefit of this approach is that it will integrate both functions while minimizing the need for hiring an extra resource for advertising and marketing. In addition to this, Lewis would be heading the advertising division as well as regardless her substitute would be needed for the present duty that she is carrying out. The negative aspect of this alternative is that external hiring may bring about animosity from interior personnel who might be looking at the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Provided the affordable stress as well as premium quality work needed from the advertising agency, it is recommended that Lewis needs to allow the manufacturing system to be a different feature from the advertising device. Because the majority of ad agency had these 2 features as different units, it makes even more feeling to comply with the standard. Along with this, both functions may be able to concentrate on their core activates much more successfully. The downside of this approach would certainly be that additional costs would certainly have to be birthed for establishing up separate production functions. A production head may have to be hired which might boost expenses for the organization.

Combination of Marketing with Operations: Given that Lewis is currently taking treatment of the advertising and also operations divisions simultaneously; it makes feeling to incorporate the 2 features because she has been efficiently taking treatment of both ends. The reality that Lewis has to adjust her management design for the advertising and marketing department recommends that these 2 departments would certainly be culturally varied.


An analysis of the 3 choices indicates that integration of advertising as well as procedures would certainly not be a practical action due to the vast distinctions between the 2 divisions regardless of the fact that presently Lewis is dealing with both. While separation of the manufacturing function might have been a desirable action for the advertising department, the fact that it would certainly mean putting a 3rd feature under Lewis's wing indicates this should be prevented.

Action Strategy.
Lewis will take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Production feature will certainly remain part of marketing under marketing function.

Lewis will certainly divide herself from procedures.

An autonomous management design with employee empowerment will be utilized in advertising department.

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

Backup strategy.

If the combination does not exercise as intended, a contingency plan would certainly comply with which would separate the manufacturing feature from the advertising feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing function will most definitely be separated by positioning it under an SVP production.