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Clarks At A Crossroads Video Case Study Solution

CASE SOLUTION

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Clarks At A Crossroads Video Case Study Analysis

Background and Facts

Clarks At A Crossroads Video an office products retailer for little and medium sized businesses has lately been associated with planning for a merging with its competitor Home Deport, which has actually impacted effectiveness degrees in departmentswith the senior manager involved in legal issues presented by the government Profession Payment. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the near future. With challenges in the type of a possible cultural change as well as low worker spirits, the company requires a full reengineering initiative at the advertising department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising and marketing division of Clarks At A Crossroads Video is raising uncertainty in the workplace bring about various challenges for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting tactical choices considering that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Profession Payment's intervention in the process. Offered the reality that the store has a worldwide visibility with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may have the ability to affect performance or critical objectives. Federal Profession Compensation's antitrust fit against the merger used up useful time of the company's elderly management recommending that 'political' factors can have severe effects for a worldwide business.

Economic Factors: Financial factors such as the development of small businesses in the international scenario recommend that Clarks At A Crossroads Video is growing in an environment where there is potential growth of businesses. Reality that store customers are mainly looking for workplace materials for residence workplaces recommends that the market has an increasing pattern of entrepreneurs and also house based organisations.

Social factors: Social fads in the economy reveal that consumers are seeking benefit along with eye-catching rates. Marketing research shows how the customer for Clarks At A Crossroads Video does not have recognition about discovering solutions which can use a combination of comfort and also low costs.

Technical factors: Modern technology plays a vital role in Clarks At A Crossroads Video's business method especially as the company is piloting Modern technology centers which would supply modern technology sales and also support in the type of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Actions problems can be seen in Clarks At A Crossroads Video's case as highlighted in this area.

Apprehensions about social change: There is concern regarding a social adjustment that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with the majority of the staff members already showing discontent over this potential step. This predicted modification has actually developed tension in the work environment which has been paired with the past stress and anxiety of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is scarcity of employees that can match the difficult setting of a hectic organization. Not only does this result in problem in discovering the appropriate individuals, it places stress on brand-new hires as can not endure the pace and also pressure that the organization anticipates them to birth.

Twin Reporting Lines: Newcomers discover this organizational society cumbersome and difficult to deal with especially as dotted line relationships are indicated to be weak as a whole and also unbiased setting and also efficiency evaluation is still done by the strong line supervisor. This indicates that novices might lose clearness regarding their respective roles and purposes especially as populated line coverage does not maintain them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had been hypothesized that the last would take Krasnow's setting came as a blow to her morale. Lewis may have been qualified and proper for the work however the fact that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Worry and also insecurity can be recognized as two major worries that Lewis would be managing especially as the merging has actually now be cancelled and two senior executives of the advertising division would be leaving. The entire duty of the department would be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a cultural adjustment however would likewise have to prove herself in her new function.

Incompatible Administration Design of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing division's function can likewise be seen as an OB difficulty specifically as she has been utilized to managing concerns in the operations department where personnel are educated to focus on processes and also get them. The advertising department on the other hand can be viewed as a group of individuals who are utilized to being supported by Krasnow who focused a lot more on result than processes.

Interdepartmental Differences: Interdepartmental arguments in between 3 departments, advertising, merchandizing as well as procedures specifically over the allocation of the advertising mix can be identified as an additional OB concern. Although the advertising department does not share the very same vision as the other two divisions concerning the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not concur over the advertising mix appropriation amongst each other either.

Fragmentation in Advertising Division: Disintegration between the advertising and marketing departments can be determined as an additional OB concern which might need further attention. The truth that the marketing and advertising areas in the marketing department are disconnected is avoiding both divisions from getting from each various other's experience as well as know-how. Integration of advertising with merchandising and also procedures would certainly end up being harder if the marketing department itself is degenerated which can be one more potential OB worry.

Clarks At A Crossroads Video Analysis

Various theories have been used to clarify the situations to get more clearness about the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are easy as well as lazy, have little passion and stand up to modification. The hard version of this concept emphasized threat, limited controls, threats and also punishments. Gradually it produces reduced efficiency, refined sabotage as well as competition (Bargain, 2003). The scenario at Clarks At A Crossroads Video is not entirely adhering to Concept X, it can be seen that new hires are discovering this atmosphere instead difficult which may eventually lead to a greater disposition of the administration in the direction of Concept X. As per McGregor's promoted sight, which he called Concept Y, the vital job of the management is to set up business conditions to ensure that people can attain their very own objectives best by guiding their efforts towards business incentives. If individuals locate no satisfaction in their job, the management would have little selection however to rely upon concept X and also outside control (Bargain, 2003). Also while assessing Lewis's monitoring design, theory X may have appropriated in the operations department somewhat however the Advertising and marketing division would call for reliance on Theory Y in order to get the imagination and also originality from the groups.

Tuckman's Teamwork Theory: As for Lewis's worry regarding bringing harmony between the marketing and advertising department is worried, this would initially result in clash as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, during the first stage of group advancement, individuals may not bond, as they are hectic locating their location in the team. By integrating the advertising and marketing department's job, there might be the same initial separate which might result in the 2nd stage of 'storming' where the teams challenge one another. Nevertheless, it is only during the 3rd stage or 'norming' when they would certainly collaborate to share concepts before the group can cause harmony in the fourth phase 'carrying out'.

When individuals are presented with adjustment, they get in stage one as well as so there might be feelings like despair, uncertainty, irritation, temper, concern, denial and also disorientation.The scenario at the marketing department of Clarks At A Crossroads Video is similar so Lewis can get comfortable with the idea that it is not remarkable actions. It is throughout this stage that Lewis will have to offer guidance to the division so that they can find a sense of instructions. It can be seen how Krasnow has actually currently made this change simpler by making Lewis get entailed in the department a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has goes over the value of 'protection needs as being a lower degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel secure and also out of risk' is at the second level of requirements. Before an employee can be made to establish mentally, he requires to have his 'Physiological 'and also 'Safety and security' requires met.

SWOT Analysis for Clarks At A Crossroads Video Case Study



Effects of Analysis.

The OB analysis has checked out numerous theories to recognize exactly how to cope with the present scenario available. The following three options have actually been suggested to help Lewis handle the business obstacles in the advertising and marketing division. Each of these choices has been suggested for relieving the change required to bring the advertising and marketing division according to the needs of the market and for making the cultural modification that would follow once the existing leader leaves.

Assimilation of marketing and advertising features. Separating Adverting and Production features. Combination of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merger days has competence in business-to-business marketing along with company and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and also marketing functions.

The benefit of this strategy is that it will certainly integrate the two functions while minimizing the need for employing an extra resource for advertising. Lewis would certainly be heading the marketing division and in any kind of case her replacement would be required for the existing function that she is executing. The disadvantage of this choice is that external hiring may bring about bitterness from interior employees that might be considering the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Offered the competitive stress and also high quality job required from the ad agency, it is advised that Lewis should allow the production system to be a separate feature from the advertising unit. Because a lot of advertising agencies had these two functions as separate devices, it makes even more sense to follow the norm. Both features might be able to focus on their core triggers much more successfully. The drawback of this strategy would be that additional costs would certainly have to be borne for setting up separate manufacturing functions. A production head might have to be worked with which could increase overheads for the company.

Combination of Advertising And Marketing with Operations: Since Lewis is currently taking treatment of the advertising and also operations departments concurrently; it makes feeling to integrate the 2 functions since she has actually been effectively taking treatment of both ends. The truth that Lewis has to adapt her administration design for the marketing division recommends that these two departments would be culturally diverse.

Referral.



An analysis of the 3 alternatives suggests that integration of advertising and marketing as well as operations would not be a feasible action due to the vast differences in between the two departments in spite of the truth that presently Lewis is taking care of both. While splitting up of the manufacturing function may have been a positive relocation for the advertising and marketing department, the fact that it would certainly suggest positioning a third function under Lewis's wing implies this should be stayed clear of.

Activity Strategy.
Recommendation
Lewis will take over the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Manufacturing function will stay part of marketing under advertising feature.

Lewis will certainly separate herself from operations.

An autonomous leadership design with staff member empowerment will be utilized in advertising and marketing department.

Open door plan as well as emphasis on cross departmental communication will certainly be targeted at eliminating discord.

Backup strategy.

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