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Anasazi Exclusive Salon Products Inc Case Study Solution

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Anasazi Exclusive Salon Products Inc Case Study Analysis

Background and Facts

Anasazi Exclusive Salon Products Inc a workplace products retailer for small and also moderate sized companies has actually just recently been involved in preparing for a merging with its rival Home Deport, which has affected effectiveness levels in departmentswith the senior supervisor involved in legal issues presented by the federal Profession Compensation. With the Advertising and marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the future. With obstacles in the type of a possible cultural adjustment and low staff member spirits, the company needs a full reengineering initiative at the advertising division.

Problem Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising and marketing division of Anasazi Exclusive Salon Products Inc is boosting uncertainty in the workplace bring about various difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting calculated choices considering that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Trade Compensation's intervention at the same time. Provided the truth that the store has a worldwide existence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations might have the ability to affect efficiency or tactical objectives. Federal Trade Commission's antitrust suit against the merging took up useful time of the company's elderly monitoring suggesting that 'political' factors can have serious ramifications for a worldwide service.

Economic Factors: Economic factors such as the development of small businesses in the global situation suggest that Anasazi Exclusive Salon Products Inc is thriving in an atmosphere where there is potential growth of companies. Truth that shop customers are primarily looking for office supplies for home offices recommends that the market has a rising trend of entrepreneurs and also residence based organisations.

Social factors: Social fads in the economic situation show that customers are searching for ease along with attractive prices. Market research demonstrates how the customer for Anasazi Exclusive Salon Products Inc lacks understanding regarding locating services which can provide a combination of convenience as well as affordable.

Technical factors: Innovation plays a vital duty in Anasazi Exclusive Salon Products Inc's company approach specifically as the company is piloting Technology facilities which would supply technology sales and assistance in the kind of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues and Manifestations.

Numerous underlying Organizational Habits concerns can be seen in Anasazi Exclusive Salon Products Inc's case as highlighted in this section.

Uneasiness about social adjustment: There is uneasiness regarding a cultural adjustment that would certainly happen when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with the majority of the personnel currently showing discontent over this prospective step. This anticipated adjustment has created stress and anxiety in the workplace which has been coupled with the previous anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is lack of personnel that can match the demanding environment of a busy organization. Not only does this cause trouble in locating the best individuals, it places anxiety on new hires as can not withstand the pace and also pressure that the organization anticipates them to bear.

Twin Reporting Lines: Newbies locate this business society troublesome and challenging to handle particularly as populated line connections are suggested to be weak as a whole and also unbiased setup and performance examination is still done by the solid line manager. This means that newbies can shed clarity regarding their respective roles and also purposes particularly as populated line coverage does not keep them in straight 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 been hypothesized that the latter would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and also appropriate for the task yet the reality that Kransnow's separation would make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Work Instability: Concern and also instability can be determined as two significant issues that Lewis would be dealing with especially as the merger has currently be terminated and two senior execs of the advertising division would certainly be leaving. The entire duty of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining about a cultural adjustment but would likewise need to verify herself in her new duty.

Inappropriate Administration Style of Leader: Lewis's management design and also its conflict with the marketing department's role can also be seen as an OB difficulty especially as she has actually been made use of to managing issues in the operations division where personnel are taught to focus on processes and get them right. The advertising and marketing division on the other hand can be viewed as a team of people that are made use of to being nurtured by Krasnow that concentrated a lot more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between 3 departments, advertising and marketing, merchandizing and also procedures respectively over the allocation of the advertising mix can be determined as one more OB issue. Although the advertising and marketing division does not share the very same vision as the various other two departments regarding the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allocation among one another either.

Fragmentation in Marketing Department: Disintegration in between the marketing and advertising departments can be identified as an additional OB concern which might require more attention. The reality that the advertising and marketing sections in the advertising department are disconnected is preventing both departments from gaining from each other's experience as well as know-how. Integration of advertising with merchandising and operations would come to be more difficult if the advertising department itself is broken down which can be an additional potential OB issue.

Anasazi Exclusive Salon Products Inc Analysis

Numerous theories have actually been made use of to describe the conditions to get further clarity concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are passive as well as careless, have little passion as well as resist modification. The hard version of this theory stressed coercion, limited controls, dangers and also penalties. In time it creates low productivity, subtle sabotage and also rivalry (Deal, 2003). The situation at Anasazi Exclusive Salon Products Inc is not completely following Concept X, it can be seen that new hires are locating this environment instead demanding which may eventually lead to a greater inclination of the monitoring towards Concept X. According to McGregor's advocated view, which he called Concept Y, the important job of the management is to prepare business problems so that individuals can accomplish their very own goals best by routing their initiatives in the direction of organizational rewards. If individuals locate no satisfaction in their work, the management would have little choice yet to rely upon concept X and outside control (Deal, 2003). Even while examining Lewis's management design, theory X may have been suitable in the procedures division somewhat however the Marketing division would certainly require dependence on Theory Y so as to get the creativity and also originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's concern about bringing consistency between the marketing and advertising division is worried, this would originally lead to contrast as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the first stage of team advancement, people might not bond, as they are hectic discovering their area in the team. By combining the advertising and marketing department's work, there might be the same preliminary separate which could lead to the 2nd stage of 'storming' where the teams challenge one another. It is just throughout the 3rd stage or 'norming' when they would certainly come with each other to share suggestions prior to the group can bring around synergy in the fourth phase 'doing'.

When people are provided with change, they enter stage one and so there may be emotions like sadness, unpredictability, stress, anger, concern, rejection and disorientation.The scenario at the marketing division of Anasazi Exclusive Salon Products Inc is similar so Lewis can get comfy with the concept that it is not amazing behavior. It is throughout this phase that Lewis will have to provide guidance to the division so that they can locate a feeling of direction. It can be seen exactly how Krasnow has actually already made this shift easier by making Lewis obtain involved in the division a year prior to his real separation.
Vrio Analysis
Maslow's Need power structure: The OB problem related to instability at the office has actually been triggered to start with by the change in administration and also secondly by the truth that the merger will certainly no more be launched. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has talks about the importance of 'safety and security requires as being a lower level requirement of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to really feel protected and also safe' is at the second degree of needs. Prior to an employee can be made to create psychologically, he requires to have his 'Physiological 'as well as 'Security' needs met. This shows that unless the workers are made to feel safe concerning their existing work status in Anasazi Exclusive Salon Products Inc they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Anasazi Exclusive Salon Products Inc Case Study



Ramification of Analysis.

The OB analysis has actually taken a look at different concepts to understand just how to deal with the current circumstance handy. The following three alternatives have been suggested to aid Lewis take care of the business difficulties in the advertising department. Each of these choices has been suggested for easing the shift needed to bring the advertising department in line with the requirements of the market and also for making the cultural change that would certainly follow once the present leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during 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 work with Shapiro as an EVP for advertising and marketing to take care of both advertising as well as marketing features.

The benefit of this strategy is that it will certainly integrate the two functions while decreasing the need for employing an extra source for advertising. Along with this, Lewis would be heading the marketing division as well as regardless her substitute would certainly be required for the present role that she is performing. The disadvantage of this option is that outside hiring might produce resentment from internal workers who may be considering the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Provided the affordable pressures as well as high top quality work required from the advertising and marketing company, it is recommended that Lewis ought to permit the production device to be a different function from the advertising and marketing system. Given that most advertising and marketing firms had these 2 functions as different devices, it makes even more feeling to comply with the standard.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is already taking care of the marketing and procedures departments simultaneously; it makes sense to integrate the two features considering that she has been efficiently taking care of both ends. The fact that both divisions currently have major differences over allocation of sources suggests that this combination might have the ability to bring about harmony particularly as Lewis would be heading both ends.However there are numerous disadvantages of this step especially as it would put excessive worry over Lewis's shoulders. The truth that Lewis has to adjust her monitoring style for the advertising department suggests that these 2 departments would certainly be culturally varied. In addition to this, Lewis may not be able to apply one type of leadership style to both departments which could lead to inadequacy in either among both functions.

Referral.



An assessment of the three choices shows that assimilation of advertising and marketing as well as procedures would not be a feasible move as a result of the vast differences in between the two divisions despite the fact that presently Lewis is taking care of both. While splitting up of the production function may have been a positive step for the advertising department, the reality that it would certainly mean positioning a 3rd function under Lewis's wing implies this should be stayed clear of. The integration of the advertising and marketing division is the best alternative in terms of obtaining the optimal results from the division. An action prepare for this option is reviewed listed below.

Action Plan.
Recommendation
Lewis will certainly take over the role of EVP 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.

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

Lewis will separate herself from operations.

An autonomous leadership design with staff member empowerment will be utilized in advertising and marketing division.

Open up door policy and focus on cross departmental interaction will be focused on eliminating disharmony.

Contingency strategy.

If the combination does not work out as prepared, a backup plan would certainly follow which would separate the production function from the advertising and marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising division without an SVP. Because case the production function will certainly be separated by placing it under an SVP manufacturing.