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 a workplace products retailer for little and also medium sized organisations has just recently been involved in preparing for a merging with its rival Home Deport, which has actually influenced efficiency degrees in departmentswith the elderly supervisor associated with lawful difficulties put forth by the federal Trade Compensation. With the Advertising and marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the function in the future. With challenges in the kind of a potential cultural change as well as low employee spirits, the organization requires a complete reengineering effort at the advertising and marketing division.

Trouble Declaration

The prospective cultural modification at the advertising and marketing division of Touchdown Footwear On A Slippery Slope is enhancing uncertainty in the working environment bring about various challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting critical choices since Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Trade Payment's intervention at the same time. Offered the reality that the store has a worldwide presence with branches in UK, USA, Canada and Germany, political consider each of these nations may have the ability to affect performance or calculated objectives. Federal Profession Compensation's antitrust suit against the merger took up useful time of the organization's senior administration recommending that 'political' factors can have significant ramifications for an international service.

Economic Factors: Economic factors such as the development of small companies in the global situation suggest that Touchdown Footwear On A Slippery Slope is flourishing in an environment where there is potential growth of services. Truth that shop clients are primarily looking for workplace products for residence workplaces recommends that the market has an increasing fad of entrepreneurs and residence based businesses.

Social factors: Social trends in the economic climate reveal that customers are looking for convenience as well as eye-catching rates. Marketing research demonstrates how the client for Touchdown Footwear On A Slippery Slope does not have understanding concerning locating solutions which can supply a mix of ease and low costs.

Technical factors: Innovation plays a crucial function in Touchdown Footwear On A Slippery Slope's organisation strategy particularly as the company is piloting Technology facilities which would certainly provide innovation sales as well as support in the form of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Habits concerns can be seen in Touchdown Footwear On A Slippery Slope's case as highlighted in this area.

Worries concerning social change: There is worry about a cultural modification that would occur once Todd Krasnow leaves from his position as the Exec Vice President of Advertising with a lot of the personnel already showing unhappiness over this possible relocation. This expected modification has actually created anxiety in the work environment which has actually been combined with the past tension of preparing the firm for a prospective merger with House Deport.

Demanding Work Atmosphere for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a hectic company. Not only does this lead to difficulty in discovering the right individuals, it puts stress on brand-new hires as can not endure the rate and stress that the organization expects them to birth.

Double Coverage Lines: Beginners locate this business society cumbersome and also challenging to handle particularly as populated line connections are suggested to be weaker generally and also unbiased setting and efficiency analysis is still done by the strong line manager. This indicates that beginners can shed clarity regarding their respective duties as well as goals especially as dotted line coverage does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles even though it had actually been guessed that the latter would take Krasnow's position came as a strike to her spirits. Lewis might have been qualified as well as suitable for the work however the reality that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Insecurity: Anxiety and also instability can be identified as two major concerns that Lewis would be taking care of specifically as the merging has now be terminated and also 2 elderly executives of the advertising division would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders who would not simply be in charge of brining about a cultural change yet would certainly additionally need to show herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's management design and also its conflict with the marketing division's function can also be seen as an OB challenge particularly as she has been utilized to dealing with concerns in the procedures division where personnel are shown to focus on procedures and also get them. The marketing department on the other hand can be seen as a team of people that are made use of to being nurtured by Krasnow that focused much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental disagreements between three divisions, advertising, merchandizing and operations specifically over the allowance of the advertising mix can be recognized as another OB worry. Although the marketing division does not share the exact same vision as the various other 2 departments pertaining to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not concur over the marketing mix allocation among one another either.

Disintegration in Marketing Division: Fragmentation between the marketing and advertising divisions can be identified as an additional OB issue which could require more attention. The reality that the advertising and marketing areas in the advertising division are separated is preventing both divisions from acquiring from each various other's experience and know-how. Assimilation of marketing with merchandising as well as operations would come to be harder if the advertising department itself is degenerated which can be another prospective OB issue.

Touchdown Footwear On A Slippery Slope Analysis

Various concepts have been used to clarify the scenarios to get additional clearness about the circumstance available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that subordinates are passive and also lazy, have little aspiration and also withstand adjustment. The difficult variation of this theory stressed threat, tight controls, dangers as well as punishments. Over time it generates low efficiency, refined sabotage and competition (Bargain, 2003). The circumstance at Touchdown Footwear On A Slippery Slope is not entirely complying with Concept X, it can be seen that new hires are locating this environment rather demanding which might ultimately lead to a greater disposition of the administration in the direction of Concept X. As per McGregor's supported sight, which he called Concept Y, the necessary job of the management is to arrange business conditions to make sure that individuals can accomplish their very own objectives best by directing their initiatives towards business rewards. If individuals discover no satisfaction in their job, the administration would certainly have little selection however to rely upon theory X as well as external control (Offer, 2003). Even while examining Lewis's management style, theory X might have been suitable in the operations department to some extent yet the Advertising and marketing department would require dependence on Theory Y to get the creativity as well as creativity from the groups.

Tuckman's Synergy Concept: As far as Lewis's concern regarding bringing harmony in between the advertising and also advertising department is worried, this would at first lead to clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and marketing as well as advertising and marketing department's job, there might be the exact same initial separate which might lead to the 2nd stage of 'storming' where the teams challenge one an additional.

When people are presented with modification, they go into phase one as well as so there might be emotions like unhappiness, unpredictability, aggravation, anger, worry, rejection and also disorientation.The circumstance at the advertising and marketing division of Touchdown Footwear On A Slippery Slope is comparable so Lewis can obtain comfortable with the suggestion that it is not amazing behavior. It is throughout this phase that Lewis will certainly have to offer advice to the department so that they can find a feeling of direction. It can be seen how Krasnow has currently made this shift easier by making Lewis get entailed in the department a year prior to his real separation.

Maslow's Need pecking order: The OB problem pertaining to instability at the workplace has actually been triggered first of all by the change in administration as well as secondly by the reality that the merger will no more be launched. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has talks about the relevance of 'safety needs as being a lower level requirement of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel safe and also unharmed' is at the second degree of demands. Before an employee can be made to establish emotionally, he needs to have his 'Physical 'as well as 'Safety' needs met. This shows that unless the workers are made to really feel secure regarding their current employment standing 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

Effects of Analysis.

The OB analysis has actually looked at various theories to recognize just how to manage the existing circumstance at hand. The adhering to three choices have actually been recommended to assist Lewis manage the business challenges in the marketing department. Each of these options has been recommended for reducing the change required to bring the advertising division in line with the needs of the marketplace as well as for making the social adjustment that would adhere to when the present leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Production functions. Integration of Advertising And Marketing with Procedures.

Examination of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing agency of Touchdown Footwear On A Slippery Slope is already strength for the organization in terms of saving up on expenses related to advertising and marketing and also promo. Considering that no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the marketing feature, this is a positive possibility for incorporating the marketing and advertising functions. Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing along with firm as well as retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both marketing and advertising features.

The advantage of this technique is that it will certainly incorporate both features while minimizing the need for employing an additional resource for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising department as well as in any case her substitute would certainly be needed for the current role that she is performing. The drawback of this alternative is that external hiring might cause animosity from internal employees that may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Production: Provided the affordable stress and also top quality work needed from the ad agency, it is suggested that Lewis should permit the manufacturing system to be a separate function from the advertising and marketing unit. Given that the majority of advertising agencies had these two features as different units, it makes even more sense to adhere to the standard. In addition to this, both features might have the ability to concentrate on their core turns on extra effectively. The downside of this technique would be that added costs would have to be borne for establishing up separate manufacturing functions. Along with this, a manufacturing head may need to be worked with which can enhance expenses for the organization.

Combination of Marketing with Operations: Because Lewis is already taking care of the advertising and marketing and procedures divisions concurrently; it makes sense to incorporate the two features because she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adapt her administration style for the advertising and marketing department suggests that these 2 departments would be culturally varied.


An evaluation of the three choices indicates that combination of advertising and marketing and procedures would not be a feasible action as a result of the substantial distinctions in between both departments although that currently Lewis is handling both. While separation of the production feature may have been a beneficial relocation for the marketing division, the truth that it would certainly suggest putting a 3rd function under Lewis's wing indicates this should be avoided also. The integration of the marketing department is the most effective alternative in terms of obtaining the ideal results from the department. An action prepare for this choice is gone over below.

Activity Strategy.

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

Advertising and Marketing functions would be combined.

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

Production function will remain component of marketing under advertising feature.

Lewis will divide herself from procedures.

A democratic management design with staff member empowerment will certainly be made use of in advertising division.

Open up door policy and also focus on cross department interaction will certainly be focused on removing dissonance.

Backup plan.

If the integration does not work out as prepared, a contingency strategy would follow which would separate the production function from the advertising and marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production function will definitely be divided by putting it under an SVP manufacturing.