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Barrington High School Case Study Analysis

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Barrington High School Case Study Analysis

Background and Facts

Barrington High School a workplace supplies store for small as well as medium sized organisations has recently been involved in planning for a merging with its rival House Deport, which has impacted efficiency levels in departmentswith the elderly manager associated with legal complications presented by the federal Profession Compensation. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the future. With challenges in the kind of a prospective cultural modification as well as low employee morale, the company is in need of a total reengineering initiative at the advertising and marketing division.

Problem Declaration

The prospective social adjustment at the advertising department of Barrington High School is enhancing uncertainty in the working environment causing numerous challenges for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting critical choices considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Commission's treatment while doing so. Given the fact that the store has a global presence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations might be able to influence performance or critical objectives. Federal Profession Compensation's antitrust match versus the merger took up beneficial time of the company's elderly management recommending that 'political' factors can have major ramifications for an international business.

Economic Factors: Economic factors such as the appearance of local business in the global circumstance recommend that Barrington High School is thriving in an environment where there is potential growth of businesses. Along with this, truth that shop consumers are primarily seeking workplace supplies for office recommends that the marketplace has an increasing pattern of entrepreneurs and home based businesses.

Social factors: Social fads in the economic climate reveal that customers are seeking ease as well as appealing rates. Market research demonstrates how the client for Barrington High School does not have awareness concerning finding solutions which can provide a combination of comfort and inexpensive.

Technical factors: Modern technology plays an important role in Barrington High School's company method specifically as the company is piloting Technology facilities which would certainly offer modern technology sales as well as assistance in the form of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Behavior concerns can be seen in Barrington High School's case as highlighted in this area.

Apprehensions concerning social modification: There is apprehension about a cultural change that would occur when Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with a lot of the team member currently showing discontent over this potential action. This predicted modification has produced stress in the workplace which has been coupled with the past tension of preparing the company for a potential merger with Residence Deport.

Stressful Task Setting for Newcomers: There is shortage of personnel that can match the demanding environment of a fast-paced organization. Not only does this result in problem in finding the appropriate people, it puts stress on new hires as can not stand up to the speed and stress that the company anticipates them to birth.

Twin Reporting Lines: Novices discover this organizational culture cumbersome and also difficult to manage particularly as populated line relationships are implied to be weaker as a whole as well as objective setting as well as performance evaluation is still done by the solid line supervisor. This implies that beginners can shed clearness concerning their particular functions as well as goals especially as dotted line reporting does not keep them in direct interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice 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 might have been qualified and proper for the task yet the fact that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Concern and instability can be determined as 2 major worries that Lewis would be handling specifically as the merger has now be cancelled as well as 2 senior executives of the marketing division would certainly be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders who would not simply be in charge of brining concerning a social adjustment however would likewise need to prove herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's management design and its incompatibility with the advertising and marketing division's duty can additionally be viewed as an OB difficulty particularly as she has actually been used to handling issues in the operations division where workers are instructed to focus on procedures as well as get them right. The advertising department on the various other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow who concentrated a lot more on output than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between 3 divisions, advertising, merchandizing and also operations respectively over the appropriation of the advertising and marketing mix can be recognized as an additional OB concern. Although the advertising department does not share the exact same vision as the various other two divisions relating to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and also operations departments do not concur over the advertising mix appropriation amongst each other either.

Fragmentation in Marketing Division: Disintegration in between the advertising and marketing departments can be identified as another OB concern which could need additional focus. The truth that the advertising and marketing sections in the marketing department are disconnected is protecting against both departments from gaining from each various other's experience and experience. Integration of advertising with retailing and operations would come to be more difficult if the advertising and marketing department itself is degenerated which can be another prospective OB concern.

Barrington High School Analysis

Different concepts have actually been utilized to discuss the conditions to get more clearness concerning the situation available.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that staffs are easy and also careless, have little aspiration as well as resist change. The tough variation of this concept emphasized coercion, tight controls, dangers as well as penalties. Gradually it creates low productivity, refined sabotage and competition (Bargain, 2003). Although the situation at Barrington High School is not totally complying with Theory X, it can be seen that brand-new hires are discovering this setting rather demanding which might ultimately result in a higher inclination of the management towards Theory X. According to McGregor's promoted view, which he called Theory Y, the essential task of the management is to set up organizational conditions to ensure that people can attain their very own objectives best by routing their initiatives towards organizational benefits. If individuals find no fulfillment in their work, the monitoring would certainly have little option yet to depend on theory X as well as outside control (Offer, 2003). Even while examining Lewis's administration design, concept X might have been suitable in the operations division somewhat yet the Marketing division would need dependence on Theory Y so as to get the creative thinking and creativity from the groups.

Tuckman's Teamwork Theory: As far as Lewis's concern regarding bringing harmony in between the advertising and marketing division is worried, this would originally bring about clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the preliminary phase of group growth, individuals might not bond, as they are hectic finding their area in the team. By integrating the advertising and marketing department's job, there might coincide preliminary separate which could result in the 2nd phase of 'storming' where the groups test each other. Nevertheless, it is only during the third phase or 'norming' when they would collaborate to share suggestions prior to the group can produce synergy in the fourth stage 'executing'.

When individuals are provided with adjustment, they get in stage one as well as so there might be feelings like despair, unpredictability, irritation, temper, worry, denial as well as disorientation.The circumstance at the marketing department of Barrington High School is comparable so Lewis can obtain comfortable with the idea that it is not remarkable habits. It is during this stage that Lewis will have to offer support to the department so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis get included in the division a year prior to his real separation.

Maslow's Requirement power structure: The OB issue pertaining to instability at the work environment has been activated to start with by the adjustment in management as well as second of all by the reality that the merger will certainly no more be launched. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has reviews the importance of 'safety and security needs as being a reduced degree demand of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to really feel safe and secure and unharmed' is at the 2nd degree of requirements. Before a worker can be made to establish psychologically, he requires to have his 'Physiological 'and also 'Safety' requires fulfilled. This indicates that unless the employees are made to feel protected concerning their current employment standing in Barrington High School they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Barrington High School Case Study



Ramification of Analysis.

The OB analysis has actually checked out numerous theories to comprehend how to deal with the present scenario at hand. The following 3 options have actually been suggested to assist Lewis deal with the organizational difficulties in the advertising division. Each of these alternatives has been suggested for alleviating the shift required to bring the marketing division in line with the needs of the marketplace as well as for making the cultural modification that would certainly comply with as soon as the current leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting and Manufacturing features. Assimilation of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

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

The advantage of this method is that it will certainly incorporate the two functions while minimizing the demand for working with an extra resource for advertising and marketing. Lewis would be heading the marketing department as well as in any case her replacement would be needed for the existing role that she is performing. The drawback of this choice is that exterior hiring may cause resentment from inner personnel that might be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Production: Offered the affordable pressures as well as excellent quality work required from the advertising agency, it is advised that Lewis should enable the production device to be a different function from the advertising and marketing device. Considering that many ad agency had these two features as different units, it makes even more sense to comply with the standard. Along with this, both functions may be able to focus on their core activates much more efficiently. The negative aspect of this strategy would be that extra costs would certainly have to be borne for establishing up different manufacturing functions. Along with this, a production head might have to be hired which could enhance overheads for the organization.

Integration of Advertising with Procedures: Given that Lewis is currently dealing with the marketing and procedures divisions at the same time; it makes sense to incorporate the two functions given that she has been efficiently dealing with both ends. The reality that the two divisions currently have significant distinctions over allowance of sources suggests that this integration might have the ability to cause consistency especially as Lewis would be heading both ends.However there are different negative aspects of this move particularly as it would place excessive concern over Lewis's shoulders. The truth that Lewis has to adjust her management design for the marketing department suggests that these two divisions would certainly be culturally varied. Lewis may not be able to use one kind of leadership design to both departments which can result in inadequacy in either one of the 2 features.

Suggestion.



An assessment of the 3 alternatives shows that integration of advertising and marketing as well as procedures would not be a practical step due to the substantial distinctions in between the two departments regardless of the truth that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a beneficial action for the advertising department, the reality that it would mean putting a third function under Lewis's wing indicates this ought to be prevented.

Action Plan.

Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

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

Lewis will certainly separate herself from procedures.

An autonomous management design with employee empowerment will certainly be used in marketing division.

Open up door plan and emphasis on cross departmental communication will be focused on getting rid of dissonance.

Backup plan.

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