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Always The Sun A Case For Solar Energy Case Study Analysis

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Always The Sun A Case For Solar Energy Case Study Solution

Background and Facts

Always The Sun A Case For Solar Energy a workplace supplies store for little as well as moderate sized services has lately been involved in planning for a merging with its competitor Residence Deport, which has impacted effectiveness degrees in departmentswith the elderly supervisor involved in lawful difficulties presented by the government Trade Payment. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With challenges in the kind of a prospective cultural change and reduced staff member morale, the organization wants a complete reengineering initiative at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural modification at the advertising department of Always The Sun A Case For Solar Energy is increasing uncertainty in the workplace bring about numerous difficulties for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic choices considering that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Payment's treatment in the process. Provided the truth that the store has a worldwide presence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations may be able to influence efficiency or critical objectives. Federal Trade Compensation's antitrust suit versus the merging took up beneficial time of the company's senior management suggesting that 'political' factors can have serious effects for a worldwide service.

Economic Factors: Financial factors such as the emergence of small companies in the international situation recommend that Always The Sun A Case For Solar Energy is thriving in an environment where there is possible development of companies. Truth that store clients are primarily looking for workplace supplies for residence workplaces recommends that the market has a climbing trend of entrepreneurs and also home based organisations.

Social factors: Social fads in the economic situation reveal that clients are seeking convenience in addition to attractive costs. Market research shows how the client for Always The Sun A Case For Solar Energy lacks awareness concerning discovering services which can offer a combination of ease as well as affordable.

Technological factors: Innovation plays a crucial role in Always The Sun A Case For Solar Energy's business method specifically as the organization is piloting Modern technology facilities which would supply technology sales and also assistance in the form of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Behavior issues can be seen in Always The Sun A Case For Solar Energy's case as highlighted in this section.

Apprehensions concerning cultural change: There is concern about a cultural change that would certainly happen when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with most of the personnel currently revealing unhappiness over this possible relocation. This expected change has actually produced stress in the workplace which has been paired with the past stress and anxiety of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Demanding Job Atmosphere for Newcomers: There is scarcity of employees that can match the demanding environment of a hectic organization. Not only does this bring about problem in discovering the appropriate individuals, it places anxiety on brand-new hires as can not hold up against the pace and also pressure that the company expects them to bear.

Dual Coverage Lines: Newcomers locate this business society cumbersome and hard to deal with specifically as populated line partnerships are indicated to be weak as a whole and also unbiased setting and performance evaluation is still done by the solid line manager. This suggests that newbies might shed quality about their particular functions as well as goals specifically as populated line coverage does not maintain them in direct communication 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 actually been hypothesized that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been qualified and also suitable for the work yet the truth that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Concern & Task Insecurity: Anxiety and insecurity can be determined as 2 major concerns that Lewis would be taking care of especially as the merger has actually currently be terminated and two elderly execs of the advertising department would certainly be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining about a social adjustment but would certainly likewise need to show herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's monitoring style and its incompatibility with the advertising division's role can likewise be seen as an OB obstacle particularly as she has actually been utilized to taking care of concerns in the operations division where personnel are educated to focus on processes and also get them. The advertising and marketing division on the other hand can be seen as a group of people who are made use of to being supported by Krasnow that focused more on output than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between three departments, marketing, merchandizing and also operations specifically over the allocation of the advertising mix can be identified as an additional OB worry. Although the advertising department does not share the same vision as the various other 2 divisions concerning the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and also operations divisions do not concur over the advertising mix allotment amongst each other either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the advertising and marketing departments can be recognized as one more OB issue which can need additional focus. The reality that the advertising and marketing sections in the advertising division are separated is avoiding both departments from obtaining from each various other's experience as well as knowledge. Combination of marketing with retailing and also procedures would end up being harder if the advertising division itself is disintegrated which can be an additional potential OB worry.

Always The Sun A Case For Solar Energy Analysis

Numerous concepts have actually been made use of to explain the circumstances to get further clearness about the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that subordinates are passive and also lazy, have little passion as well as stand up to change. The hard variation of this theory highlighted browbeating, tight controls, threats and also punishments. Gradually it creates low productivity, subtle sabotage and rivalry (Offer, 2003). The scenario at Always The Sun A Case For Solar Energy is not entirely adhering to Theory X, it can be seen that new hires are discovering this setting instead stressful which might at some point lead to a greater inclination of the management in the direction of Concept X. Based on McGregor's advocated sight, which he called Concept Y, the crucial task of the administration is to organize business conditions so that people can achieve their very own objectives best by routing their initiatives towards business rewards. If people locate no fulfillment in their work, the management would have little selection yet to rely upon theory X as well as exterior control (Offer, 2003). Also while examining Lewis's management style, concept X might have appropriated in the procedures department somewhat yet the Marketing department would certainly require dependence on Concept Y in order to get the imagination as well as originality from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's concern about bringing consistency in between the advertising and marketing department is concerned, this would at first bring about conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the first phase of group development, individuals may not bond, as they are active locating their area in the group. By combining the marketing and advertising division's job, there might be the same initial detach which might bring about the 2nd phase of 'storming' where the groups test one another. Nonetheless, it is only throughout the third stage or 'norming' when they would integrate to share concepts before the group can bring about harmony in the 4th stage 'carrying out'.

When people are presented with adjustment, they go into stage one as well as so there may be feelings like despair, unpredictability, disappointment, temper, concern, rejection and also disorientation.The situation at the advertising division of Always The Sun A Case For Solar Energy is comparable so Lewis can get comfortable with the suggestion that it is not amazing habits. It is during this phase that Lewis will certainly have to offer support to the division so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has already made this change less complicated by making Lewis obtain included in the department a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has reviews the value of 'protection needs as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and out of risk' is at the second level of needs. Before an employee can be made to create emotionally, he requires to have his 'Physical 'and 'Security' requires satisfied.

SWOT Analysis for Always The Sun A Case For Solar Energy Case Study



Ramification of Analysis.

The OB analysis has actually checked out various concepts to recognize just how to handle the present scenario available. The following 3 options have been proposed to aid Lewis handle the business difficulties in the advertising and marketing department. Each of these options has been recommended for easing the shift needed to bring the advertising department in line with the demands of the market as well as for making the social modification that would certainly adhere to when the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting as well as Production features. Integration of Marketing with Procedures.

Examination of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The internal marketing agency of Always The Sun A Case For Solar Energy is already toughness for the organization in terms of conserving up on expenses associated with advertising and marketing and also promo. Because no brand-new employment has actually been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the advertising and marketing function, this is a beneficial chance for integrating the advertising and marketing functions. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business advertising in addition to firm and retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing features.

The advantage of this strategy is that it will incorporate the two features while lowering the requirement for working with an extra resource for marketing. Lewis would be heading the advertising division as well as in any kind of case her replacement would be required for the existing duty that she is performing. The negative aspect of this alternative is that exterior hiring might produce animosity from interior personnel that may be looking at the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Given the affordable stress and also high quality job required from the ad agency, it is recommended that Lewis should permit the production device to be a separate function from the marketing system. Considering that a lot of ad agency had these 2 functions as different systems, it makes even more feeling to comply with the standard. Both features may be able to concentrate on their core activates more efficiently. The downside of this strategy would certainly be that added prices would have to be borne for establishing up different production functions. In addition to this, a production head might need to be worked with which could enhance overheads for the company.

Assimilation of Advertising And Marketing with Procedures: Given that Lewis is currently taking care of the marketing as well as operations departments concurrently; it makes good sense to incorporate the two features since she has actually been efficiently taking care of both ends. The fact that the two departments currently have major distinctions over allocation of sources recommends that this integration might have the ability to cause consistency particularly as Lewis would certainly be heading both ends.However there are numerous drawbacks of this relocation particularly as it would certainly put way too much worry over Lewis's shoulders. The fact that Lewis has to adjust her administration style for the advertising and marketing division recommends that these 2 departments would be culturally varied. Lewis might not be able to use one type of management style to both divisions which can result in inadequacy in either one of the 2 functions.

Recommendation.



An examination of the 3 options suggests that assimilation of marketing and operations would certainly not be a feasible relocation due to the large differences in between the 2 divisions despite the reality that presently Lewis is managing both. While separation of the production feature may have been a desirable relocation for the advertising division, the fact that it would indicate positioning a 3rd function under Lewis's wing suggests this should be stayed clear of.

Activity Plan.
Recommendation
Lewis will take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

Manufacturing feature will continue to be component of advertising and marketing under advertising and marketing function.

Lewis will divide herself from operations.

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

Open door plan and focus on cross departmental interaction will certainly be aimed at getting rid of disharmony.

Backup strategy.

If the integration does not exercise as intended, a backup plan would follow which would divide the production feature from the advertising and marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising department without an SVP. Because case the production feature will certainly be separated by putting it under an SVP manufacturing.