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Boston Lyric Opera Case Study Solution

Background and Facts

Boston Lyric Opera a workplace products seller for small as well as average sized companies has actually just recently been associated with preparing for a merging with its competitor House Deport, which has actually impacted efficiency levels in departmentswith the elderly manager associated with lawful difficulties presented by the government Profession Compensation. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the near future. With difficulties in the type of a possible social modification as well as low worker morale, the organization needs a total reengineering initiative at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural change at the marketing department of Boston Lyric Opera is enhancing uncertainty in the workplace bring about various challenges for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting critical decisions considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Payment's intervention at the same time. Provided the truth that the store has an international visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may be able to impact performance or calculated goals. Federal Trade Payment's antitrust fit against the merging occupied beneficial time of the organization's elderly management recommending that 'political' factors can have serious ramifications for an international business.

Economic Factors: Financial factors such as the introduction of local business in the international circumstance suggest that Boston Lyric Opera is prospering in an atmosphere where there is possible development of services. Along with this, reality that shop consumers are mostly trying to find office products for home offices suggests that the market has a rising trend of business owners and home services.

Social factors: Social patterns in the economic situation reveal that clients are looking for comfort as well as appealing costs. Market research shows how the client for Boston Lyric Opera lacks recognition about finding solutions which can offer a combination of comfort as well as affordable.

Technical factors: Innovation plays a crucial function in Boston Lyric Opera's business technique particularly as the organization is piloting Modern technology centers which would certainly provide innovation sales and also support in the form of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Behavior issues can be seen in Boston Lyric Opera's case as highlighted in this section.

Concerns about cultural change: There is apprehension about a cultural change that would certainly happen once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with the majority of the employee currently revealing unhappiness over this possible action. This predicted adjustment has created anxiety in the office which has been coupled with the past tension of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is shortage of personnel that can match the stressful environment of a busy organization. Not only does this bring about trouble in finding the ideal people, it puts tension on brand-new hires as can not stand up to the pace and also pressure that the organization anticipates them to bear.

Dual Reporting Lines: Beginners find this business society troublesome as well as hard to deal with specifically as populated line relationships are indicated to be weak in general and unbiased setup and also efficiency assessment is still done by the solid line supervisor. This indicates that beginners might shed clearness regarding their corresponding roles as well as purposes particularly as dotted line coverage does not maintain them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been speculated that the last would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been qualified and also ideal for the work but the fact that Kransnow's departure would make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Fear & Work Insecurity: Anxiety as well as instability can be determined as 2 significant concerns that Lewis would be managing especially as the merging has actually currently be cancelled and 2 elderly execs of the advertising and marketing department would be leaving. The entire obligation of the department would be falling on Lewis's shoulders who would not just supervise of brining concerning a cultural modification yet would likewise have to verify herself in her brand-new function.

Inappropriate Administration Style of Leader: Lewis's monitoring style and also its incompatibility with the advertising division's duty can likewise be viewed as an OB challenge especially as she has actually been used to handling issues in the operations division where employees are shown to concentrate on procedures and obtain them right. The marketing department on the various other hand can be seen as a group of people who are used to being nurtured by Krasnow that focused extra on output than processes.

Interdepartmental Arguments: Interdepartmental arguments in between 3 departments, advertising, merchandizing as well as procedures specifically over the allocation of the advertising and marketing mix can be recognized as another OB problem. Although the advertising department does not share the exact same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not agree over the advertising mix allowance among each other either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the advertising and marketing departments can be determined as another OB problem which could require more focus. The reality that the marketing and advertising areas in the advertising and marketing division are separated is preventing both departments from gaining from each various other's experience and also proficiency. Assimilation of advertising with merchandising and operations would certainly become more difficult if the advertising and marketing department itself is disintegrated which can be one more possible OB issue.

Boston Lyric Opera Analysis

Numerous concepts have been utilized to explain the scenarios to obtain additional clearness regarding the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that juniors are easy and careless, have little passion and also withstand adjustment. The tough version of this concept emphasized threat, limited controls, dangers as well as punishments. Over time it creates reduced performance, refined sabotage and also competition (Bargain, 2003). Although the scenario at Boston Lyric Opera is not completely adhering to Theory X, it can be seen that new hires are finding this environment rather difficult which might ultimately bring about a higher inclination of the administration in the direction of Theory X. According to McGregor's promoted sight, which he called Concept Y, the essential job of the monitoring is to organize business problems to make sure that individuals can accomplish their own goals best by guiding their initiatives in the direction of organizational rewards. If people discover no fulfillment in their job, the management would certainly have little option but to count on concept X and exterior control (Deal, 2003). Even while assessing Lewis's management design, concept X might have appropriated in the procedures division to some extent however the Marketing division would certainly call for reliance on Theory Y to get the imagination and also creativity from the groups.

Tuckman's Teamwork Concept: As for Lewis's problem about bringing harmony in between the marketing and advertising department is worried, this would originally cause conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the initial stage of group development, people may not bond, as they are active finding their area in the team. By combining the advertising and marketing department's work, there may be the same first disconnect which can result in the second stage of 'storming' where the teams challenge each other. It is just throughout the 3rd stage or 'norming' when they would come together to share suggestions before the team can bring about synergy in the fourth phase 'doing'.

When individuals are offered with modification, they enter phase one and also so there might be emotions like despair, unpredictability, frustration, temper, worry, denial and also disorientation.The situation at the marketing department of Boston Lyric Opera is similar so Lewis can obtain comfortable with the concept that it is not phenomenal actions. It is throughout this stage that Lewis will have to provide advice to the department so that they can locate a sense of instructions. It can be seen exactly how Krasnow has actually currently made this shift less complicated by making Lewis get involved in the department a year prior to his actual departure.
Vrio Analysis
Maslow's Requirement power structure: The OB concern pertaining to instability at the work environment has been caused firstly by the change in monitoring as well as second of all by the reality that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the value of 'safety requires as being a reduced degree requirement of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to really feel safe as well as out of danger' goes to the second degree of demands. Before a worker can be made to create psychologically, he needs to have his 'Physiological 'as well as 'Security' requires satisfied. This shows that unless the personnel are made to feel protected concerning their current employment status in Boston Lyric Opera they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Boston Lyric Opera Case Study

Effects of Analysis.

The OB analysis has considered numerous theories to recognize exactly how to manage the existing circumstance at hand. The following 3 options have actually been proposed to assist Lewis handle the organizational challenges in the advertising department. Each of these alternatives has been proposed for easing the shift required to bring the marketing division in line with the requirements of the market as well as for making the cultural modification that would certainly adhere to as soon as the present leader leaves.

Combination of marketing and advertising features. Separating Adverting and Production functions. Integration of Marketing with Procedures.

Evaluation of Alternatives.

Combination of Marketing & Advertising Functions: The internal advertising company of Boston Lyric Opera is already toughness for the company in regards to saving up on overheads related to advertising and marketing and promo. Since no brand-new employment has actually been done after Bridget Cole's departure with the reporting line being directly appointed to Krasnow for the advertising and marketing function, this is a beneficial chance for integrating the marketing and advertising features. Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has proficiency in business-to-business advertising in addition to firm and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both marketing and advertising features.

The benefit of this technique is that it will incorporate the two features while decreasing the requirement for employing an added source for marketing. Along with this, Lewis would be heading the advertising department and also in any case her replacement would be required for the existing role that she is carrying out. The disadvantage of this choice is that exterior hiring may cause animosity from inner workers that may be looking at the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Manufacturing: Provided the affordable pressures and also high top quality job called for from the marketing firm, it is suggested that Lewis needs to permit the production unit to be a different function from the marketing device. Because many marketing agencies had these 2 features as separate devices, it makes more sense to adhere to the standard.

Assimilation of Advertising with Workflows: Because Lewis is already caring for the advertising and operations departments concurrently; it makes sense to incorporate the two functions because she has been efficiently looking after both ends. The reality that both divisions already have major distinctions over allocation of sources suggests that this combination may have the ability to bring about harmony particularly as Lewis would be heading both ends.However there are various drawbacks of this move specifically as it would certainly place way too much burden over Lewis's shoulders. The truth that Lewis needs to adjust her management style for the marketing department recommends that these two divisions would certainly be culturally varied. Lewis may not be able to apply one type of management style to both divisions which could result in ineffectiveness in either one of the 2 features.


An assessment of the 3 choices shows that assimilation of advertising and operations would certainly not be a possible relocation due to the huge distinctions between the 2 departments despite the fact that currently Lewis is dealing with both. While separation of the production function might have been a positive action for the advertising and marketing department, the truth that it would certainly mean placing a third feature under Lewis's wing indicates this must be prevented.

Activity Plan.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Production function will stay component of advertising under advertising and marketing feature.

Lewis will divide herself from operations.

An autonomous leadership design with employee empowerment will be utilized in marketing department.

Open door plan as well as focus on cross department communication will be focused on removing dissonance.

Backup strategy.

If the integration does not work out as planned, a contingency plan would certainly adhere to which would separate the manufacturing feature from the marketing feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production function will most definitely be divided by putting it under an SVP production.