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Atlanta Schools Measures To Improve Performance Case Study Solution

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Atlanta Schools Measures To Improve Performance Case Study Help

Background and Facts

Atlanta Schools Measures To Improve Performance an office materials seller for little and also moderate sized companies has lately been associated with planning for a merging with its rival Home Deport, which has impacted performance degrees in departmentswith the senior supervisor associated with lawful problems put forth by the federal Profession Compensation. With the Marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the future. With obstacles in the kind of a prospective cultural modification as well as reduced worker spirits, the company wants a complete reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible social modification at the advertising department of Atlanta Schools Measures To Improve Performance is boosting uncertainty in the workplace resulting in numerous difficulties for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting calculated decisions since Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's treatment in the process. Given the fact that the store has a global visibility with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries may be able to affect performance or tactical goals. Federal Trade Compensation's antitrust fit against the merging took up important time of the organization's elderly monitoring suggesting that 'political' factors can have significant effects for a global company.

Economic Factors: Financial factors such as the development of small companies in the international situation recommend that Atlanta Schools Measures To Improve Performance is prospering in an atmosphere where there is possible growth of organisations. Truth that shop consumers are mainly looking for office materials for home offices suggests that the market has a climbing pattern of entrepreneurs and house based services.

Social factors: Social fads in the economy reveal that consumers are trying to find benefit in addition to appealing rates. Market research shows how the customer for Atlanta Schools Measures To Improve Performance lacks awareness concerning discovering solutions which can supply a mix of benefit and affordable.

Technological factors: Technology plays an important role in Atlanta Schools Measures To Improve Performance's company approach especially as the company is piloting Technology facilities which would supply modern technology sales and also support in the kind of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Behavior concerns can be seen in Atlanta Schools Measures To Improve Performance's case as highlighted in this area.

Worries regarding cultural modification: There is worry regarding a cultural change that would take place once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the team member already revealing discontent over this prospective step. This expected adjustment has actually created anxiety in the office which has been paired with the previous tension of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Demanding Work Atmosphere for Newcomers: There is shortage of workers that can match the stressful environment of a hectic company. Not just does this bring about problem in discovering the best individuals, it puts stress and anxiety on brand-new hires as can not withstand the rate as well as pressure that the company expects them to bear.

Dual Reporting Lines: Novices discover this organizational society cumbersome and difficult to deal with especially as dotted line partnerships are suggested to be weak as a whole as well as objective setting and also efficiency assessment is still done by the solid line manager. This means that newcomers might shed quality regarding their respective functions as well as objectives especially as populated line reporting does not keep them in straight communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been guessed that the latter would take Krasnow's setting came as an impact to her spirits. Lewis might have been qualified and ideal for the task however the fact that Kransnow's departure would make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Worry & Task Insecurity: Anxiety and also instability can be recognized as 2 major concerns that Lewis would be dealing with particularly as the merger has actually currently be cancelled and 2 elderly execs of the advertising department would certainly be leaving. The whole duty of the division would be dropping on Lewis's shoulders who would not simply supervise of brining about a cultural modification but would also need to verify herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's administration style as well as its conflict with the advertising department's role can also be viewed as an OB challenge specifically as she has actually been utilized to dealing with problems in the procedures division where employees are taught to concentrate on processes and get them right. The marketing division on the various other hand can be viewed as a group of people that are made use of to being nurtured by Krasnow that concentrated more on output than processes.

Interdepartmental Arguments: Interdepartmental arguments in between three divisions, advertising, merchandizing and operations respectively over the allowance of the marketing mix can be recognized as an additional OB concern. The advertising and marketing division does not share the exact same vision as the various other 2 departments pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allotment amongst one another either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing departments can be determined as one more OB problem which can require additional focus. The truth that the advertising and marketing areas in the advertising and marketing division are disconnected is stopping both departments from gaining from each other's experience and also experience. Combination of advertising with retailing and also procedures would certainly end up being harder if the marketing division itself is broken down which can be an additional possible OB issue.

Atlanta Schools Measures To Improve Performance Analysis

Various theories have been made use of to explain the conditions to obtain additional clarity about the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that staffs are easy and lazy, have little ambition and also withstand modification. The hard variation of this theory highlighted browbeating, limited controls, threats and penalties. Gradually it creates reduced productivity, subtle sabotage as well as competition (Deal, 2003). Although the circumstance at Atlanta Schools Measures To Improve Performance is not totally complying with Theory X, it can be seen that brand-new hires are locating this environment rather stressful which may eventually lead to a greater inclination of the administration in the direction of Concept X. As per McGregor's promoted sight, which he called Concept Y, the essential task of the monitoring is to set up business problems to make sure that people can accomplish their own objectives best by routing their efforts in the direction of business incentives. If individuals find no complete satisfaction in their work, the management would certainly have little choice yet to rely upon concept X and exterior control (Offer, 2003). Even while examining Lewis's monitoring style, concept X may have been suitable in the procedures department somewhat but the Advertising and marketing department would certainly need reliance on Concept Y to get the creativity and also creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's worry about bringing harmony between the advertising and marketing division is worried, this would initially cause contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the preliminary phase of team advancement, people might not bond, as they are hectic discovering their location in the group. By incorporating the marketing and advertising division's work, there might be the same initial separate which might cause the 2nd stage of 'storming' where the teams challenge one another. However, it is just throughout the third phase or 'norming' when they would come together to share concepts before the group can produce synergy in the fourth stage 'executing'.

Bridges' Shift Model: As per William Bridge's concept (appendix 4), individuals are rather uncomfortable with modification, which is evident by the scenario at Atlanta Schools Measures To Improve Performance The situation can be seen as a regular training course of life if is researched based on Bridge's theory where he explains that people undergo three phases of transition when they experience adjustment. 'End, shedding as well as Releasing', The Neutral Area and 'The New Beginning' (Bridges, 2004). When people exist with change, they get in stage one and so there may be feelings like despair, unpredictability, frustration, temper, concern, denial and also disorientation.The scenario at the advertising department of Atlanta Schools Measures To Improve Performance is similar so Lewis can get comfy with the idea that it is not remarkable actions. In the 2nd stage, there might be a demand to link the void between the brand-new and also old society so Lewis may have to face this ordeal when Krasnow leaves. There might be low morale as well as low productivity at this phase which ought to not be taken as a trouble. It is throughout this phase that Lewis will certainly need to offer advice to the department to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has currently made this transition simpler by making Lewis obtain involved in the department a year before his real separation. As per Bridges' Version, phase three will certainly bring about visibility to discovering, High energy as well as commitment as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB problem pertaining to instability at the work environment has been caused first of all by the adjustment in administration and second of all by the reality that the merger will certainly no more be started. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has reviews the relevance of 'safety requires as being a lower degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel safe and also safe' goes to the 2nd degree of needs. Prior to a staff member can be made to develop emotionally, he needs to have his 'Physiological 'as well as 'Safety and security' needs met. This indicates that unless the personnel are made to feel safe and secure regarding their present work condition in Atlanta Schools Measures To Improve Performance they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Atlanta Schools Measures To Improve Performance Case Study



Effects of Analysis.

The OB analysis has actually considered different concepts to comprehend just how to deal with the present situation at hand. The complying with three alternatives have been proposed to assist Lewis manage the organizational obstacles in the marketing division. Each of these choices has been proposed for easing the transition required to bring the advertising and marketing department in line with the needs of the marketplace and for making the social modification that would certainly follow as soon as the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and also Production functions. Combination of Marketing with Operations.

Analysis of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The internal marketing company of Atlanta Schools Measures To Improve Performance is already toughness for the company in terms of saving up on overheads associated with advertising and marketing and also promotion. Because no new employment has been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the advertising function, this is a favorable possibility for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing together with agency and retail advertising experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and marketing features.

The benefit of this technique is that it will integrate both functions while minimizing the demand for hiring an additional resource for advertising. In addition to this, Lewis would certainly be heading the advertising and marketing division as well as all the same her substitute would certainly be required for the present role that she is carrying out. The drawback of this choice is that external hiring might bring about bitterness from internal personnel who might be eying the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting as well as Production: Offered the affordable stress and high quality job required from the advertising and marketing agency, it is recommended that Lewis needs to allow the production unit to be a different feature from the marketing unit. Considering that the majority of advertising and marketing firms had these 2 functions as separate systems, it makes even more feeling to comply with the norm.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is currently looking after the marketing and procedures departments concurrently; it makes sense to incorporate both functions given that she has been effectively caring for both ends. The fact that the two departments currently have major differences over appropriation of resources recommends that this combination may have the ability to bring about harmony specifically as Lewis would certainly be heading both ends.However there are numerous downsides of this action particularly as it would put too much problem over Lewis's shoulders. The reality that Lewis has to adapt her monitoring style for the marketing division suggests that these two departments would be culturally diverse. Lewis may not be able to apply one type of leadership design to both divisions which could result in ineffectiveness in either one of the two functions.

Recommendation.



An analysis of the 3 choices suggests that integration of advertising and also procedures would certainly not be a practical relocation because of the huge distinctions between both departments despite the fact that currently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a positive action for the advertising and marketing department, the truth that it would certainly suggest placing a 3rd feature under Lewis's wing means this should be avoided. The integration of the advertising and marketing division is the very best option in terms of getting the ideal arise from the division. An activity plan for this choice is talked about below.

Action Strategy.
Recommendation
Lewis will take control of the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

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

Lewis will certainly divide herself from operations.

A democratic management style with employee empowerment will certainly be made use of in advertising and marketing department.

Open up door plan and focus on cross department interaction will certainly be aimed at getting rid of discord.

Contingency strategy.

If the assimilation does not exercise as intended, a backup strategy would certainly follow which would divide the manufacturing feature from the advertising and marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising division without an SVP. Because case the manufacturing feature will absolutely be separated by positioning it under an SVP manufacturing.