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Bluewater Football Association Case Study Analysis

CASE SOLUTION

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Bluewater Football Association Case Study Solution

Background and Facts

Bluewater Football Association a workplace products store for little and also moderate sized organisations has actually recently been associated with preparing for a merging with its rival Home Deport, which has actually affected performance degrees in departmentswith the senior manager associated with legal complications presented by the federal Profession Compensation. With the Advertising Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the future. With obstacles in the form of a possible social modification and low staff member morale, the company needs a full reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural change at the marketing department of Bluewater Football Association is enhancing unpredictability in the working environment bring about numerous difficulties for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing tactical choices since Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment in the process. Provided the truth that the store has an international presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries might have the ability to affect performance or strategic goals. Federal Profession Compensation's antitrust match versus the merger occupied important time of the organization's senior administration suggesting that 'political' factors can have serious effects for a worldwide business.

Economic Factors: Financial factors such as the introduction of small companies in the global situation suggest that Bluewater Football Association is prospering in an atmosphere where there is prospective development of businesses. In addition to this, truth that shop customers are mainly looking for office products for home offices recommends that the market has a climbing trend of entrepreneurs and also home companies.

Social factors: Social patterns in the economic situation show that clients are trying to find benefit as well as appealing prices. Marketing research demonstrates how the customer for Bluewater Football Association does not have awareness regarding discovering solutions which can supply a mix of convenience and inexpensive.

Technological factors: Technology plays an essential function in Bluewater Football Association's business strategy specifically as the company is piloting Modern technology facilities which would certainly provide technology sales as well as support in the kind of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and Effects.

Several underlying Organizational Actions concerns can be seen in Bluewater Football Association's case as highlighted in this area.

Uneasiness about social modification: There is worry about a social adjustment that would take place when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the employee already revealing unhappiness over this prospective relocation. This expected adjustment has created tension in the work environment which has actually been coupled with the previous stress and anxiety of preparing the firm for a prospective merging with Home Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is scarcity of personnel that can match the stressful setting of a busy company. Not just does this bring about trouble in locating the appropriate people, it places tension on brand-new hires as can not endure the speed and pressure that the company anticipates them to birth.

Dual Coverage Lines: Newbies find this organizational society troublesome and also hard to manage specifically as dotted line partnerships are meant to be weaker as a whole and objective setup and also efficiency assessment is still done by the solid line supervisor. This suggests that beginners could shed quality concerning their particular duties as well as objectives specifically as populated line coverage does not keep them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had been guessed that the latter would certainly take Krasnow's position came as a strike to her spirits. Lewis might have been capable and also proper for the task but the truth that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Job Insecurity: Concern as well as instability can be identified as 2 major worries that Lewis would be taking care of especially as the merger has now be cancelled and two elderly executives of the advertising and marketing division would be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders that would not just supervise of brining about a cultural adjustment but would likewise need to confirm herself in her new role.

Incompatible Administration Style of Leader: Lewis's management design and its incompatibility with the marketing department's role can additionally be seen as an OB challenge especially as she has been utilized to handling issues in the procedures department where personnel are taught to concentrate on processes and also get them right. The marketing division on the other hand can be seen as a team of people that are made use of to being supported by Krasnow that concentrated much more on output than processes.

Interdepartmental Disagreements: Interdepartmental arguments between 3 divisions, marketing, merchandizing as well as operations specifically over the appropriation of the marketing mix can be determined as an additional OB worry. The advertising and marketing division does not share the same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and also procedures departments do not concur over the advertising mix allotment among one an additional either.

Fragmentation in Advertising Division: Disintegration in between the marketing and advertising departments can be identified as another OB problem which can need further focus. The reality that the marketing and advertising areas in the advertising and marketing division are separated is stopping both departments from acquiring from each various other's experience as well as competence. Integration of advertising and marketing with retailing and procedures would certainly come to be harder if the marketing department itself is degenerated which can be one more possible OB worry.

Bluewater Football Association Analysis

Numerous theories have been used to describe the situations to get further quality regarding the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers think that subordinates are easy as well as careless, have little passion and withstand adjustment. The difficult version of this concept highlighted browbeating, tight controls, risks as well as penalties. Gradually it creates reduced productivity, refined sabotage and rivalry (Bargain, 2003). Although the scenario at Bluewater Football Association is not completely adhering to Theory X, it can be seen that brand-new hires are locating this setting rather demanding which might ultimately bring about a greater inclination of the administration towards Concept X. As per McGregor's advocated view, which he called Concept Y, the necessary task of the monitoring is to set up organizational conditions so that individuals can achieve their very own goals best by directing their initiatives in the direction of organizational incentives. If people locate no satisfaction in their job, the monitoring would certainly have little option yet to count on theory X and also outside control (Offer, 2003). Also while analyzing Lewis's monitoring style, theory X might have appropriated in the procedures department to some extent however the Advertising and marketing department would certainly call for reliance on Theory Y to get the imagination as well as creativity from the groups.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing harmony in between the marketing as well as advertising division is concerned, this would initially lead to conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. By combining the marketing as well as advertising and marketing department's work, there may be the very same initial detach which can lead to the second phase of 'storming' where the groups test one another.

Bridges' Change Design: According To William Bridge's concept (appendix 4), individuals are quite uneasy with adjustment, which is noticeable by the situation at Bluewater Football Association The circumstance can be seen as a typical training course of life if is studied based on Bridge's theory where he discusses that individuals experience 3 phases of shift when they experience modification. 'Closing, losing and also Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they go into stage one therefore there might be feelings like despair, uncertainty, irritation, temper, fear, denial and disorientation.The scenario at the advertising department of Bluewater Football Association is similar so Lewis can get comfy with the suggestion that it is not amazing behavior. In the 2nd stage, there may be a requirement to connect the gap between the brand-new as well as old society so Lewis might need to face this challenge as soon as Krasnow leaves. There may be reduced spirits and also low performance at this stage which must not be taken as a setback. It is during this stage that Lewis will have to give advice to the division to ensure that they can discover a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis get involved in the division a year prior to his real separation. Based on Bridges' Model, stage 3 will cause visibility to knowing, High power and also dedication as individuals will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem related to insecurity at the work environment has been set off to start with by the modification in monitoring as well as second of all by the fact that the merger will no longer be launched. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the significance of 'protection needs as being a lower level requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel protected and also out of danger' is at the second degree of requirements. Prior to an employee can be made to establish psychologically, he requires to have his 'Physical 'and 'Security' needs met. This shows that unless the personnel are made to feel protected concerning their current work status in Bluewater Football Association they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Bluewater Football Association Case Study



Ramification of Analysis.

The OB analysis has actually checked out numerous theories to comprehend how to manage the current scenario at hand. The adhering to 3 alternatives have been proposed to help Lewis handle the organizational obstacles in the marketing department. Each of these alternatives has been recommended for reducing the shift required to bring the advertising division according to the requirements of the market as well as for making the cultural change that would adhere to when the existing leader leaves.

Integration of advertising and marketing features. Dividing Adverting as well as Production features. Integration of Advertising with Operations.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merger days has expertise in business-to-business marketing along with agency and also retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both marketing and also marketing features.

The advantage of this method is that it will incorporate both features while lowering the requirement for employing an added resource for advertising. Lewis would be heading the marketing department and in any case her substitute would certainly be required for the present duty that she is executing. The negative aspect of this option is that external hiring may cause animosity from interior personnel that may be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Given the affordable pressures and also top quality job called for from the advertising agency, it is suggested that Lewis must permit the manufacturing unit to be a different feature from the advertising and marketing unit. Given that many ad agency had these two functions as different systems, it makes even more sense to follow the norm. Along with this, both features might be able to focus on their core activates extra effectively. However, the drawback of this technique would be that added costs would need to be borne for setting up separate manufacturing functions. In addition to this, a manufacturing head may need to be worked with which might increase overheads for the company.

Integration of Marketing with Operations: Since Lewis is already taking treatment of the marketing and also procedures divisions simultaneously; it makes sense to incorporate the two features because she has actually been effectively taking care of both ends. The truth that Lewis has to adjust her monitoring style for the marketing department suggests that these two divisions would be culturally varied.

Recommendation.



An analysis of the 3 options suggests that combination of advertising and operations would not be a feasible step due to the vast distinctions between the two departments in spite of the reality that presently Lewis is dealing with both. While splitting up of the production feature may have been a favorable move for the marketing division, the truth that it would certainly suggest placing a 3rd function under Lewis's wing suggests this need to be prevented.

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

Marketing and advertising functions would certainly be merged.

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

Manufacturing function will stay component of marketing under advertising and marketing function.

Lewis will certainly separate herself from operations.

A democratic leadership style with employee empowerment will be made use of in advertising division.

Open up door policy and also focus on cross departmental interaction will certainly be aimed at getting rid of discord.

Backup plan.

If the assimilation does not work out as planned, a backup plan would certainly follow which would certainly separate the manufacturing function from the advertising and marketing feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising division without an SVP. Because case the manufacturing function will absolutely be divided by positioning it under an SVP production.