Blue Turtle Clothing Company Case Study Analysis


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Blue Turtle Clothing Company Case Study Solution

Background and Facts

Blue Turtle Clothing Company an office materials store for small and also average sized companies has actually just recently been involved in planning for a merger with its competitor Residence Deport, which has impacted effectiveness levels in departmentswith the elderly supervisor involved in lawful issues put forth by the federal Trade Payment. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the near future. With obstacles in the kind of a potential cultural adjustment and also reduced staff member spirits, the company needs a complete reengineering effort at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The possible social change at the marketing division of Blue Turtle Clothing Company is boosting unpredictability in the workplace resulting in various obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing tactical choices given that Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Profession Compensation's treatment at the same time. Given the fact that the shop has a global presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations may have the ability to affect performance or critical goals. Federal Trade Commission's antitrust fit against the merging took up useful time of the organization's elderly monitoring recommending that 'political' factors can have significant implications for a worldwide organisation.

Economic Factors: Economic factors such as the appearance of local business in the worldwide circumstance suggest that Blue Turtle Clothing Company is thriving in an environment where there is prospective development of services. Reality that store consumers are primarily looking for workplace products for house offices suggests that the market has a climbing fad of entrepreneurs and also residence based organisations.

Social factors: Social trends in the economic situation show that customers are trying to find ease along with attractive rates. Marketing research shows how the customer for Blue Turtle Clothing Company lacks understanding about discovering solutions which can provide a combination of benefit and affordable.

Technical factors: Modern technology plays a vital duty in Blue Turtle Clothing Company's company technique especially as the company is piloting Innovation centers which would certainly use innovation sales and assistance in the form of memory upgrades, outer installations. (Summary of PARASITE in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Actions concerns can be seen in Blue Turtle Clothing Company's case as highlighted in this section.

Concerns about social change: There is apprehension concerning a social adjustment that would certainly occur once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the team member currently revealing discontent over this prospective step. This predicted modification has developed stress and anxiety in the work environment which has been combined with the previous stress of preparing the company for a prospective merger with Home Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is shortage of employees that can match the difficult environment of a fast-paced organization. Not just does this lead to trouble in locating the appropriate people, it puts stress on brand-new hires as can not stand up to the pace and pressure that the organization anticipates them to birth.

Double Reporting Lines: Newbies discover this business society cumbersome and also tough to manage especially as dotted line partnerships are meant to be weaker as a whole and unbiased setup and also performance assessment is still done by the solid line supervisor. This suggests that novices can shed clearness concerning their particular functions as well as purposes particularly as populated line reporting does not maintain them in straight communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had been hypothesized that the latter would certainly take Krasnow's position came as a strike to her morale. Lewis may have been capable and also proper for the task however the fact that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Job Insecurity: Worry and instability can be recognized as 2 significant worries that Lewis would certainly be managing especially as the merging has actually currently be terminated as well as two senior execs of the advertising division would certainly be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders who would not just be in charge of brining regarding a cultural modification yet would additionally need to show herself in her new role.

Incompatible Administration Design of Leader: Lewis's monitoring design and its incompatibility with the advertising department's function can likewise be seen as an OB difficulty especially as she has been made use of to taking care of issues in the operations department where personnel are shown to concentrate on processes as well as obtain them right. The marketing department on the various other hand can be seen as a team of individuals who are used to being nurtured by Krasnow that concentrated extra on outcome than procedures.

Interdepartmental Arguments: Interdepartmental differences in between three divisions, advertising, merchandizing and procedures specifically over the appropriation of the advertising and marketing mix can be identified as one more OB concern. Although the marketing department does not share the same vision as the other 2 departments concerning the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allowance among one another either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing departments can be recognized as another OB issue which might need additional attention. The fact that the marketing and advertising areas in the advertising and marketing division are detached is preventing both divisions from obtaining from each various other's experience and also know-how. Combination of advertising with merchandising as well as procedures would certainly end up being harder if the advertising and marketing division itself is degenerated which can be one more prospective OB concern.

Blue Turtle Clothing Company Analysis

Various concepts have been used to discuss the scenarios to obtain further clearness regarding the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that subordinates are passive and also lazy, have little aspiration as well as withstand change. The scenario at Blue Turtle Clothing Company is not totally complying with Concept X, it can be seen that brand-new hires are locating this atmosphere rather stressful which might eventually lead to a higher disposition of the management in the direction of Concept X. Also while examining Lewis's monitoring style, theory X may have been appropriate in the procedures department to some extent however the Advertising division would need dependence on Theory Y in order to obtain the creative thinking as well as originality from the groups.

Tuckman's Synergy Theory: As far as Lewis's problem regarding bringing harmony between the advertising and marketing department is concerned, this would at first bring about conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the preliminary stage of group growth, people may not bond, as they are hectic finding their area in the group. By combining the marketing and advertising department's work, there might be the same initial detach which might cause the 2nd stage of 'storming' where the teams test each other. However, it is just throughout the 3rd stage or 'norming' when they would come together to share concepts before the group can cause harmony in the fourth stage 'doing'.

When people are presented with modification, they get in phase one as well as so there might be emotions like sadness, uncertainty, irritation, temper, anxiety, rejection as well as disorientation.The situation at the advertising division of Blue Turtle Clothing Company is comparable so Lewis can obtain comfy with the suggestion that it is not amazing actions. It is during this stage that Lewis will certainly have to give advice to the department so that they can locate a feeling of instructions. It can be seen exactly how Krasnow has actually already made this change easier by making Lewis get entailed in the division a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has reviews the significance of 'safety and security needs as being a reduced level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure as well as out of risk' is at the second level of demands. Prior to an employee can be made to create psychologically, he needs to have his 'Physiological 'as well as 'Safety and security' requires satisfied.

SWOT Analysis for Blue Turtle Clothing Company Case Study

Effects of Analysis.

The OB analysis has actually looked at numerous concepts to recognize exactly how to handle the existing situation handy. The following three choices have been proposed to help Lewis take care of the business difficulties in the advertising division. Each of these options has been proposed for reducing the change required to bring the marketing division according to the demands of the market as well as for making the social adjustment that would comply with once the existing leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and Manufacturing functions. Assimilation of Advertising with Operations.

Evaluation of Alternatives.

Combination of Advertising & Marketing Functions: The internal marketing agency of Blue Turtle Clothing Company is currently stamina for the organization in regards to conserving up on overheads associated with advertising and marketing and also promo. Considering that no new recruitment has actually been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the advertising and marketing feature, this is a desirable opportunity for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has know-how in business-to-business advertising together with agency and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both advertising and marketing functions.

The advantage of this approach is that it will certainly incorporate the two features while decreasing the requirement for hiring an additional resource for advertising. Lewis would certainly be heading the advertising and marketing division and also in any kind of case her substitute would certainly be required for the present function that she is carrying out. The drawback of this option is that exterior hiring may bring about animosity from interior workers who might be considering the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and also Manufacturing: Provided the competitive pressures and high top quality work called for from the advertising firm, it is advised that Lewis ought to allow the production unit to be a separate feature from the advertising and marketing unit. Given that the majority of advertising companies had these two functions as different units, it makes even more sense to comply with the standard.

Assimilation of Advertising And Marketing with Operations: Since Lewis is currently caring for the advertising and marketing as well as operations divisions concurrently; it makes sense to incorporate the two features given that she has been successfully caring for both ends. The reality that both departments already have significant distinctions over allotment of resources suggests that this integration may be able to produce harmony particularly as Lewis would certainly be heading both ends.However there are different downsides of this action especially as it would put excessive burden over Lewis's shoulders. The reality that Lewis has to adapt her management style for the marketing division recommends that these two divisions would be culturally diverse. Lewis may not be able to use one kind of management design to both divisions which might result in inefficiency in either one of the two functions.


An evaluation of the 3 choices indicates that assimilation of marketing and also procedures would certainly not be a viable step due to the huge distinctions in between the two divisions despite the fact that presently Lewis is dealing with both. While splitting up of the manufacturing function might have been a beneficial relocation for the marketing department, the reality that it would suggest placing a 3rd feature under Lewis's wing means this must be stayed clear of also. The combination of the advertising and marketing department is the best alternative in terms of getting the optimal results from the division. An action plan for this option is gone over below.

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

Marketing and advertising functions would certainly be merged.

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

Production function will remain part of advertising and marketing under advertising and marketing feature.

Lewis will separate herself from operations.

A democratic leadership style with worker empowerment will certainly be used in advertising and marketing division.

Open door plan and also focus on cross departmental communication will certainly be focused on getting rid of disharmony.

Contingency plan.

If the assimilation does not work out as planned, a contingency strategy would certainly adhere to which would divide the production function from the advertising and marketing feature to decrease the lots on the SVP of advertising and marketing. 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 manufacturing function will certainly be separated by positioning it under an SVP production.