When Imperatives Collide The 2003 San Diego Firestorm Case Study Help


Home >> Chicago Booth >> When Imperatives Collide The 2003 San Diego Firestorm >>

When Imperatives Collide The 2003 San Diego Firestorm Case Study Solution

Background and Facts

When Imperatives Collide The 2003 San Diego Firestorm an office products merchant for tiny and medium sized companies has lately been involved in planning for a merger with its rival House Deport, which has actually influenced performance degrees in departmentswith the senior supervisor associated with lawful problems put forth by the government Trade Payment. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With difficulties in the form of a prospective cultural modification and reduced staff member spirits, the company is in need of a full reengineering effort at the advertising department.

Trouble Declaration
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing department of When Imperatives Collide The 2003 San Diego Firestorm is boosting unpredictability in the working environment leading to various difficulties for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting strategic choices since Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Profession Commission's treatment in the process. Offered the fact that the store has a global existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might be able to impact efficiency or critical goals. Federal Profession Compensation's antitrust fit against the merging took up important time of the company's elderly administration recommending that 'political' factors can have severe ramifications for a worldwide organisation.

Economic Factors: Economic factors such as the introduction of local business in the international scenario suggest that When Imperatives Collide The 2003 San Diego Firestorm is flourishing in an environment where there is prospective growth of organisations. In addition to this, reality that shop consumers are mostly seeking office products for office recommends that the marketplace has a climbing fad of business owners and online companies.

Social factors: Social fads in the economy reveal that consumers are looking for convenience in addition to eye-catching rates. Market research shows how the client for When Imperatives Collide The 2003 San Diego Firestorm lacks understanding concerning locating solutions which can provide a combination of convenience and also low costs.

Technical factors: Innovation plays a vital function in When Imperatives Collide The 2003 San Diego Firestorm's company strategy especially as the organization is piloting Innovation facilities which would certainly use innovation sales and assistance in the type of memory upgrades, outer installations. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits concerns can be seen in When Imperatives Collide The 2003 San Diego Firestorm's case as highlighted in this area.

Worries about cultural change: There is concern concerning a social modification that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the team member currently revealing discontent over this potential action. This expected modification has produced stress in the office which has been paired with the past anxiety of preparing the firm for a possible merging with House Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is shortage of employees that can match the difficult environment of a hectic company. Not only does this cause difficulty in locating the best people, it puts stress and anxiety on new hires as can not withstand the pace as well as stress that the organization anticipates them to bear.

Double Coverage Lines: Novices discover this organizational society difficult and challenging to manage particularly as dotted line relationships are implied to be weaker in general and also objective setup as well as performance analysis is still done by the strong line supervisor. This indicates that newbies might lose quality about their particular functions as well as objectives specifically as populated line coverage does not maintain them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had actually been speculated that the latter would take Krasnow's placement came as a blow to her morale. Lewis may have been qualified and appropriate for the work however the truth that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Work Instability: Concern and also insecurity can be recognized as two significant issues that Lewis would be handling particularly as the merger has actually now be terminated as well as 2 elderly execs of the advertising department would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining concerning a social change however would additionally need to confirm herself in her new role.

Incompatible Management Design of Leader: Lewis's monitoring design as well as its conflict with the advertising and marketing division's function can likewise be seen as an OB obstacle especially as she has been utilized to dealing with problems in the procedures division where workers are educated to focus on procedures and get them right. The marketing division on the various other hand can be seen as a group of people who are used to being supported by Krasnow who focused a lot more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements in between 3 divisions, advertising, merchandizing as well as procedures specifically over the allowance of the marketing mix can be recognized as one more OB issue. The advertising division does not share the very same vision as the various other 2 divisions pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing as well as operations divisions do not agree over the advertising mix allowance among one an additional either.

Fragmentation in Marketing Department: Disintegration in between the marketing and advertising departments can be determined as an additional OB concern which might need more interest. The truth that the advertising and marketing areas in the advertising and marketing division are separated is preventing both departments from getting from each other's experience and know-how. Combination of marketing with retailing and procedures would end up being harder if the advertising and marketing division itself is degenerated which can be an additional prospective OB concern.

When Imperatives Collide The 2003 San Diego Firestorm Analysis

Various theories have been used to explain the scenarios to obtain more quality about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers think that staffs are passive as well as careless, have little aspiration and resist modification. The scenario at When Imperatives Collide The 2003 San Diego Firestorm is not completely following Theory X, it can be seen that brand-new hires are finding this atmosphere instead difficult which might at some point lead to a greater disposition of the administration towards Theory X. Also while evaluating Lewis's monitoring style, theory X may have been ideal in the procedures division to some extent however the Marketing department would call for reliance on Theory Y in order to get the creative thinking and creativity from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's issue about bringing consistency between the advertising and marketing division is worried, this would originally bring about conflict as gone over by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the initial stage of team growth, individuals may not bond, as they are hectic finding their location in the group. By integrating the marketing and advertising division's job, there might be the same initial disconnect which might result in the second phase of 'storming' where the groups test each other. It is just throughout the 3rd phase or 'norming' when they would come together to share ideas prior to the team can bring around synergy in the 4th phase 'doing'.

When people are offered with change, they get in stage one and so there may be feelings like unhappiness, uncertainty, frustration, anger, anxiety, denial and also disorientation.The situation at the marketing department of When Imperatives Collide The 2003 San Diego Firestorm is similar so Lewis can get comfortable with the concept that it is not phenomenal habits. It is during this phase that Lewis will certainly have to give assistance to the department so that they can discover a sense of instructions. It can be seen exactly how Krasnow has currently made this shift simpler by making Lewis obtain involved in the division a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the significance of 'safety and security requires as being a lower level need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe and secure and out of danger' is at the 2nd level of demands. Prior to a staff member can be made to establish psychologically, he needs to have his 'Physiological 'and also 'Safety' requires satisfied.

SWOT Analysis for When Imperatives Collide The 2003 San Diego Firestorm Case Study

Implication of Analysis.

The OB analysis has considered various concepts to recognize how to cope with the present situation available. The adhering to three options have actually been recommended to help Lewis handle the business obstacles in the advertising division. Each of these alternatives has actually been recommended for reducing the shift required to bring the advertising division according to the requirements of the market as well as for making the social modification that would certainly comply with as soon as the present leader leaves.

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

Assessment of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merger days has knowledge in business-to-business advertising and marketing along with company and retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both advertising and marketing and also advertising features.

The benefit of this method is that it will certainly incorporate the two functions while decreasing the need for hiring an extra source for advertising and marketing. Lewis would be heading the advertising and marketing division as well as in any type of case her substitute would certainly be needed for the existing duty that she is doing. The negative aspect of this option is that external hiring might cause animosity from internal workers who may be looking at the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Provided the affordable pressures and excellent quality job required from the ad agency, it is recommended that Lewis must enable the manufacturing unit to be a separate function from the advertising and marketing system. Since most advertising agencies had these two features as different devices, it makes even more feeling to adhere to the standard. Along with this, both features might have the ability to focus on their core triggers extra successfully. Nevertheless, the disadvantage of this strategy would certainly be that added prices would have to be birthed for setting up separate production features. A manufacturing head might have to be employed which could boost overheads for the organization.

Assimilation of Marketing with Operations: Since Lewis is already taking care of the marketing and also operations departments all at once; it makes good sense to integrate both functions because she has actually been efficiently dealing with both ends. The reality that the two divisions currently have significant differences over allocation of sources recommends that this integration may be able to produce consistency especially as Lewis would be heading both ends.However there are various drawbacks of this action specifically as it would certainly place excessive problem over Lewis's shoulders. The reality that Lewis needs to adjust her management style for the advertising division recommends that these 2 divisions would certainly be culturally varied. Along with this, Lewis might not have the ability to apply one kind of leadership design to both departments which can lead to inadequacy in either one of both features.


An evaluation of the three choices indicates that integration of advertising and procedures would not be a possible relocation due to the vast differences in between the two divisions in spite of the truth that presently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a beneficial action for the advertising and marketing division, the reality that it would indicate putting a third function under Lewis's wing indicates this ought to be avoided.

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

Advertising and Marketing functions would certainly be merged.

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

Manufacturing feature will certainly continue to be part of marketing under advertising function.

Lewis will certainly divide herself from procedures.

An autonomous management style with employee empowerment will certainly be made use of in advertising division.

Open door policy as well as focus on cross department interaction will certainly be targeted at removing disharmony.

Contingency plan.

If the combination does not work out as intended, a contingency strategy would certainly adhere to which would separate the production function from the marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing division without an SVP. Because case the manufacturing feature will certainly be separated by positioning it under an SVP production.