Planting For A Global Harvest Case Study Analysis


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Planting For A Global Harvest Case Study Help

Background and Facts

Planting For A Global Harvest an office supplies store for tiny as well as medium sized businesses has actually lately been associated with planning for a merging with its competitor Residence Deport, which has influenced performance degrees in departmentswith the elderly supervisor involved in legal problems presented by the federal Trade Compensation. With the Marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the near future. With challenges in the kind of a potential social modification and also low worker morale, the company is in need of a full reengineering initiative at the marketing department.

Issue Declaration

The possible cultural change at the marketing division of Planting For A Global Harvest is enhancing unpredictability in the workplace leading to various difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing strategic decisions considering that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Trade Compensation's treatment in the process. Offered the reality that the store has a worldwide existence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may be able to affect performance or tactical goals. Federal Profession Commission's antitrust suit against the merging occupied important time of the company's elderly administration suggesting that 'political' factors can have serious effects for an international organisation.

Economic Factors: Economic factors such as the development of local business in the global circumstance suggest that Planting For A Global Harvest is prospering in an atmosphere where there is possible growth of businesses. Fact that store clients are mostly looking for office products for home offices recommends that the market has a climbing fad of entrepreneurs as well as house based organisations.

Social factors: Social fads in the economic situation reveal that consumers are looking for convenience along with appealing costs. Marketing research shows how the customer for Planting For A Global Harvest does not have recognition concerning locating remedies which can provide a combination of convenience and inexpensive.

Technical factors: Innovation plays an important duty in Planting For A Global Harvest's company method specifically as the company is piloting Technology facilities which would certainly supply innovation sales and also assistance in the form of memory upgrades, peripheral installments. (Recap of INSECT in appendix 2).

OB Issues and Effects.

Several underlying Business Actions concerns can be seen in Planting For A Global Harvest's case as highlighted in this area.

Concerns concerning social modification: There is concern regarding a cultural adjustment that would certainly occur once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with the majority of the employee already showing discontent over this possible move. This expected change has actually created anxiety in the workplace which has been paired with the past tension of preparing the firm for a potential merger with Residence Deport.

Stressful Task Environment for Newcomers: There is shortage of personnel that can match the stressful environment of a hectic company. Not just does this bring about difficulty in finding the ideal people, it places tension on brand-new hires as can not stand up to the rate as well as pressure that the company anticipates them to bear.

Twin Reporting Lines: Newcomers find this organizational society difficult and hard to deal with especially as populated line connections are indicated to be weak as a whole and unbiased setting and also efficiency examination is still done by the strong line supervisor. This indicates that novices might shed quality about their respective functions and also goals particularly as populated line coverage does not maintain them in direct communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had actually been guessed that the last would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been capable and appropriate for the task yet the reality that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Fear as well as insecurity can be recognized as 2 significant worries that Lewis would be handling especially as the merger has currently be terminated as well as 2 elderly execs of the advertising division would be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders that would not simply supervise of brining concerning a social adjustment yet would certainly additionally have to confirm herself in her brand-new duty.

Incompatible Management Design of Leader: Lewis's management design and also its conflict with the advertising department's function can likewise be viewed as an OB challenge especially as she has been utilized to handling concerns in the operations department where personnel are shown to concentrate on procedures and obtain them right. The marketing department on the various other hand can be seen as a team of people that are used to being supported by Krasnow who focused more on output than procedures.

Interdepartmental Arguments: Interdepartmental arguments in between 3 departments, marketing, merchandizing as well as operations respectively over the allotment of the advertising mix can be identified as one more OB worry. The advertising division does not share the very same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not agree over the advertising mix allowance amongst one another either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing departments can be identified as one more OB problem which can need additional attention. The fact that the advertising and marketing sections in the advertising and marketing division are disconnected is protecting against both departments from gaining from each other's experience and also know-how. Assimilation of marketing with merchandising as well as operations would end up being more difficult if the advertising and marketing division itself is disintegrated which can be an additional possible OB worry.

Planting For A Global Harvest Analysis

Various theories have been made use of to describe the circumstances to get additional clearness about the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers believe that juniors are passive and also careless, have little aspiration and also resist adjustment. The difficult variation of this theory stressed browbeating, limited controls, hazards as well as penalties. Over time it generates reduced productivity, refined sabotage and also rivalry (Offer, 2003). The scenario at Planting For A Global Harvest is not completely complying with Concept X, it can be seen that new hires are locating this environment instead stressful which may ultimately lead to a greater disposition of the administration in the direction of Theory X. As per McGregor's promoted view, which he called Theory Y, the important job of the monitoring is to arrange organizational conditions so that people can accomplish their very own goals best by routing their efforts in the direction of organizational rewards. If people locate no fulfillment in their work, the monitoring would certainly have little option but to rely on concept X and exterior control (Offer, 2003). Even while assessing Lewis's monitoring style, theory X may have been suitable in the procedures division to some extent but the Marketing division would certainly need reliance on Concept Y in order to get the creativity and creativity from the groups.

Tuckman's Teamwork Concept: As much as Lewis's worry concerning bringing consistency between the advertising as well as marketing division is concerned, this would originally lead to contrast as gone over by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and also marketing department's work, there might be the exact same first detach which can lead to the 2nd stage of 'storming' where the groups test one another.

When individuals are presented with change, they get in stage one and also so there may be feelings like despair, uncertainty, disappointment, anger, concern, rejection and also disorientation.The situation at the marketing department of Planting For A Global Harvest is comparable so Lewis can get comfortable with the idea that it is not remarkable behavior. It is during this stage that Lewis will have to provide advice to the department so that they can locate a feeling of instructions. It can be seen just how Krasnow has currently made this transition easier by making Lewis obtain entailed in the division a year before his real departure.

Maslow's Demand hierarchy: The OB concern pertaining to insecurity at the work environment has been activated to start with by the modification in administration and second of all by the reality that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has discusses the value of 'security needs as being a reduced degree requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel protected as well as untouched' goes to the 2nd degree of requirements. Before an employee can be made to establish emotionally, he requires to have his 'Physiological 'as well as 'Safety' needs fulfilled. This shows that unless the workers are made to feel secure about their current work status in Planting For A Global Harvest they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Planting For A Global Harvest Case Study

Ramification of Analysis.

The OB analysis has taken a look at numerous theories to understand how to manage the present situation handy. The adhering to three alternatives have actually been suggested to assist Lewis deal with the organizational challenges in the marketing department. Each of these alternatives has actually been recommended for alleviating the change required to bring the marketing division according to the demands of the marketplace as well as for making the social adjustment that would follow as soon as the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting as well as Manufacturing features. Integration of Advertising with Operations.

Examination of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has know-how in business-to-business advertising along with firm and also retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to deal with both advertising and advertising and marketing functions.

The benefit of this approach is that it will certainly integrate the two features while reducing the demand for hiring an additional resource for advertising. Lewis would certainly be heading the advertising division and in any case her substitute would be required for the present duty that she is performing. The drawback of this choice is that outside hiring might cause resentment from interior personnel who might be considering the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Given the competitive pressures as well as high quality job required from the marketing firm, it is advised that Lewis must permit the production system to be a different function from the marketing device. Considering that most advertising and marketing agencies had these 2 features as separate systems, it makes even more feeling to follow the norm.

Combination of Marketing with Operations: Since Lewis is currently dealing with the advertising and also procedures divisions concurrently; it makes good sense to incorporate the two functions because she has been efficiently taking care of both ends. The truth that both departments currently have major distinctions over allocation of sources recommends that this assimilation might be able to cause consistency specifically as Lewis would be heading both ends.However there are different drawbacks of this action particularly as it would certainly place too much worry over Lewis's shoulders. The truth that Lewis needs to adapt her administration style for the marketing department recommends that these 2 departments would certainly be culturally varied. Lewis might not be able to apply one kind of management design to both divisions which could result in inefficiency in either one of the two features.


An analysis of the three choices suggests that combination of advertising and operations would certainly not be a viable relocation because of the huge differences in between the two departments despite the fact that currently Lewis is handling both. While separation of the production feature may have been a positive move for the advertising department, the reality that it would certainly indicate placing a 3rd feature under Lewis's wing means this should be prevented. The assimilation of the advertising division is the most effective alternative in regards to getting the optimum results from the division. An activity prepare for this choice is talked about listed below.

Action Strategy.

Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

Manufacturing feature will stay part of marketing under advertising and marketing function.

Lewis will certainly divide herself from procedures.

An autonomous management style with worker empowerment will be utilized in marketing department.

Open up door policy and also emphasis on cross departmental communication will certainly be targeted at removing disharmony.

Backup strategy.

If the combination does not exercise as planned, a backup plan would comply with which would separate the production feature from the advertising feature to reduce 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. Because case the production function will most definitely be separated by placing it under an SVP production.