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Centre Partners American Seafoods 2003 Case Study Solution

CASE ANALYSIS

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Centre Partners American Seafoods 2003 Case Study Solution

Background and Facts

Centre Partners American Seafoods 2003 an office products store for little and moderate sized companies has actually just recently been involved in planning for a merging with its competitor House Deport, which has influenced performance degrees in departmentswith the elderly supervisor associated with legal problems put forth by the federal Profession Commission. With the Advertising Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the future. With difficulties in the type of a prospective social change as well as reduced staff member morale, the organization requires a complete reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural modification at the marketing department of Centre Partners American Seafoods 2003 is enhancing unpredictability in the working environment causing different challenges 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 strategic choices because Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Trade Commission's treatment in the process. Given the reality that the store has an international visibility with branches in UK, USA, Canada as well as Germany, political consider each of these nations may be able to influence efficiency or calculated goals. Federal Profession Payment's antitrust suit against the merging took up beneficial time of the company's senior administration recommending that 'political' factors can have major ramifications for a worldwide business.

Economic Factors: Economic factors such as the development of small companies in the international situation recommend that Centre Partners American Seafoods 2003 is prospering in a setting where there is prospective development of businesses. Along with this, reality that shop consumers are mostly searching for workplace supplies for home offices recommends that the market has a rising pattern of entrepreneurs and also home based companies.

Social factors: Social fads in the economy show that customers are trying to find convenience along with eye-catching prices. Market research shows how the customer for Centre Partners American Seafoods 2003 does not have awareness concerning discovering services which can offer a combination of ease and inexpensive.

Technological factors: Modern technology plays an important role in Centre Partners American Seafoods 2003's service approach specifically as the company is piloting Technology centers which would certainly provide modern technology sales as well as assistance in the type of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Habits concerns can be seen in Centre Partners American Seafoods 2003's case as highlighted in this area.

Worries about social modification: There is worry regarding a social change that would take place when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with a lot of the employee already showing unhappiness over this prospective step. This anticipated modification has created anxiety in the workplace which has been combined with the previous stress of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is lack of workers that can match the difficult setting of a busy company. Not just does this bring about difficulty in locating the right people, it puts anxiety on new hires as can not hold up against the pace and also stress that the organization anticipates them to bear.

Double Reporting Lines: Beginners discover this business culture troublesome and hard to cope with particularly as populated line connections are implied to be weak generally and also unbiased setup and efficiency evaluation is still done by the solid line manager. This indicates that newbies could lose clarity about their corresponding duties and also objectives especially as dotted line reporting does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had been guessed that the last would certainly take Krasnow's placement came as a blow to her spirits. Lewis may have been capable and also suitable for the work however the reality that Kransnow's separation would 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 identified as 2 significant worries that Lewis would certainly be handling particularly as the merging has currently be cancelled and also 2 senior executives of the marketing department would certainly be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders that would not simply be in charge of brining about a social change yet would certainly likewise have to prove herself in her new role.

Inappropriate Administration Design of Leader: Lewis's management design as well as its conflict with the marketing department's duty can also be seen as an OB difficulty specifically as she has actually been used to managing concerns in the operations division where workers are educated to focus on procedures and get them. The advertising department on the other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow who focused a lot more on result than processes.

Interdepartmental Disputes: Interdepartmental disagreements between three departments, advertising, merchandizing and also operations specifically over the allotment of the advertising mix can be identified as one more OB issue. Although the advertising division does not share the very same vision as the other 2 divisions regarding the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix allocation among one another either.

Fragmentation in Marketing Division: Disintegration between the advertising and marketing departments can be recognized as another OB issue which can require more interest. The truth that the advertising and marketing sections in the advertising and marketing department are detached is avoiding both divisions from obtaining from each various other's experience and knowledge. Assimilation of advertising with merchandising and operations would come to be more difficult if the advertising division itself is disintegrated which can be one more potential OB worry.

Centre Partners American Seafoods 2003 Analysis

Different concepts have actually been made use of to describe the circumstances to get more clearness concerning the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors think that staffs are passive and careless, have little ambition as well as withstand adjustment. The circumstance at Centre Partners American Seafoods 2003 is not completely adhering to Concept X, it can be seen that new hires are locating this atmosphere instead stressful which may at some point lead to a better disposition of the administration in the direction of Theory X. Also while evaluating Lewis's monitoring style, theory X might have been suitable in the procedures department to some level however the Marketing division would need dependence on Theory Y in order to obtain the creativity and originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's issue about bringing harmony between the marketing and also advertising department is worried, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Synergy Concept'. By integrating the marketing and also advertising and marketing department's job, there might be the exact same initial disconnect which can lead to the second stage of 'storming' where the groups challenge one another.

Bridges' Transition Version: As per William Bridge's theory (appendix 4), people are quite awkward with modification, which is apparent by the scenario at Centre Partners American Seafoods 2003 The circumstance can be viewed as a typical program of life if is researched as per Bridge's concept where he explains that individuals experience 3 phases of shift when they experience adjustment. 'End, losing and also Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they enter stage one therefore there might be feelings like despair, uncertainty, stress, rage, worry, rejection and disorientation.The circumstance at the advertising and marketing division of Centre Partners American Seafoods 2003 is comparable so Lewis can obtain comfy with the idea that it is not amazing behavior. In the 2nd phase, there might be a demand to link the void in between the brand-new as well as old society so Lewis may need to face this experience once Krasnow leaves. There may be reduced spirits as well as low performance at this stage which should not be taken as an obstacle. It is throughout this phase that Lewis will have to provide advice to the department so that they can find an orientation. It can be seen just how Krasnow has actually currently made this shift easier by making Lewis obtain associated with the department a year prior to his actual separation. Based on Bridges' Design, stage 3 will bring about openness to learning, High power and also dedication as people will welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has talks about the relevance of 'security needs as being a reduced level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel protected and also out of danger' is at the 2nd level of requirements. Prior to an employee can be made to establish emotionally, he requires to have his 'Physical 'and 'Security' requires fulfilled.

SWOT Analysis for Centre Partners American Seafoods 2003 Case Study



Effects of Analysis.

The OB analysis has actually considered different concepts to comprehend exactly how to handle the current circumstance handy. The adhering to three options have been proposed to assist Lewis take care of the organizational obstacles in the marketing division. Each of these options has been suggested for easing the shift needed to bring the marketing division in line with the requirements of the marketplace and for making the social modification that would follow as soon as the existing leader leaves.

Integration of advertising and marketing functions. Separating Adverting and Manufacturing functions. Assimilation of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The internal advertising agency of Centre Partners American Seafoods 2003 is already stamina for the company in regards to conserving up on expenses connected to advertising and promotion. Considering that no new recruitment has actually been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the marketing 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 knowledge in business-to-business advertising together with firm and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and marketing features.

The advantage of this approach is that it will integrate both features while reducing the need for hiring an added resource for advertising. In addition to this, Lewis would be heading the marketing department and also regardless her substitute would be required for the existing duty that she is performing. The drawback of this choice is that external hiring might cause animosity from interior employees who may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Manufacturing: Given the affordable stress and high quality work called for from the advertising and marketing agency, it is advised that Lewis ought to allow the production device to be a separate feature from the advertising and marketing unit. Considering that most advertising and marketing companies had these two functions as different units, it makes even more sense to adhere to the norm.

Integration of Marketing with Workflows: Since Lewis is already taking treatment of the advertising and marketing as well as procedures departments at the same time; it makes sense to integrate the 2 features because she has been successfully taking treatment of both ends. The truth that Lewis has to adjust her monitoring style for the advertising and marketing division suggests that these 2 departments would be culturally diverse.

Referral.



An analysis of the three choices suggests that integration of advertising and marketing and operations would certainly not be a practical action due to the large distinctions in between the two divisions regardless of the reality that presently Lewis is taking care of both. While splitting up of the production feature might have been a favorable relocation for the marketing department, the reality that it would certainly indicate putting a 3rd function under Lewis's wing indicates this should be stayed clear of.

Activity Strategy.
Recommendation
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Manufacturing feature will remain component of advertising and marketing under advertising and marketing function.

Lewis will separate herself from procedures.

A democratic management style with staff member empowerment will certainly be utilized in advertising and marketing division.

Open door policy and also emphasis on cross departmental interaction will be aimed at removing dissonance.

Contingency strategy.

If the combination does not work out as planned, a contingency plan would follow which would separate 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 obtain worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the production feature will most definitely be divided by putting it under an SVP manufacturing.