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Commonwealth Business School Case Study Help

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Commonwealth Business School Case Study Help

Background and Facts

Commonwealth Business School a workplace materials store for small and average sized businesses has lately been involved in preparing for a merging with its competitor Residence Deport, which has affected efficiency degrees in departmentswith the senior supervisor involved in legal difficulties presented by the federal Profession Commission. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With challenges in the type of a potential social adjustment and also reduced worker morale, the organization wants a total reengineering initiative at the marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing division of Commonwealth Business School is increasing uncertainty in the working environment bring about numerous 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 major function in influencing tactical choices since Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Trade Payment's intervention at the same time. Given the truth that the shop has a global visibility with branches in UK, USA, Canada and also Germany, political factors in each of these countries may be able to impact performance or calculated goals. Federal Trade Commission's antitrust suit against the merging took up beneficial time of the organization's senior management recommending that 'political' factors can have severe ramifications for a global organisation.

Economic Factors: Financial factors such as the development of small companies in the worldwide scenario recommend that Commonwealth Business School is thriving in a setting where there is potential development of businesses. Truth that store consumers are primarily looking for workplace supplies for residence workplaces recommends that the market has a climbing fad of business owners and home based organisations.

Social factors: Social patterns in the economy reveal that consumers are looking for ease as well as eye-catching costs. Marketing research demonstrates how the client for Commonwealth Business School lacks understanding regarding finding solutions which can offer a mix of ease and also inexpensive.

Technical factors: Innovation plays a crucial duty in Commonwealth Business School's organisation technique especially as the company is piloting Innovation facilities which would offer technology sales and also assistance in the type of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues and also Effects.

Several underlying Business Behavior issues can be seen in Commonwealth Business School's case as highlighted in this area.

Worries concerning social adjustment: There is concern regarding a cultural adjustment that would certainly happen when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with a lot of the staff members already revealing discontent over this potential step. This anticipated change has actually created stress in the work environment which has actually been paired with the past stress of preparing the company for a possible merger with House Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a busy organization. Not just does this lead to trouble in locating the ideal people, it puts stress on new hires as can not withstand the speed as well as pressure that the organization expects them to birth.

Dual Coverage Lines: Beginners locate this organizational society troublesome and tough to cope with specifically as dotted line relationships are suggested to be weaker as a whole and unbiased setting and also efficiency examination is still done by the strong line supervisor. This means that newbies can lose quality concerning their particular roles and objectives specifically as populated line reporting does not keep them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had actually been speculated that the last would take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and ideal for the work however the fact that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Concern & Task Instability: Anxiety as well as insecurity can be determined as two major worries that Lewis would be taking care of specifically as the merging has currently be terminated as well as 2 elderly execs of the advertising and marketing department would be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining regarding a cultural change however would certainly additionally have to show herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's monitoring design and also its incompatibility with the advertising and marketing department's function can additionally be viewed as an OB obstacle especially as she has actually been made use of to dealing with problems in the operations division where personnel are taught to concentrate on processes and also obtain them right. The marketing division on the other hand can be seen as a team of people that are utilized to being supported by Krasnow who concentrated a lot more on result than procedures.

Interdepartmental Differences: Interdepartmental arguments between three departments, advertising, merchandizing and also operations specifically over the allotment of the advertising mix can be recognized as another OB issue. The advertising and marketing department does not share the same vision as the other two divisions concerning the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and operations departments do not concur over the advertising and marketing mix allocation amongst one an additional either.

Disintegration in Marketing Department: Disintegration between the marketing and advertising divisions can be determined as another OB problem which can need further interest. The truth that the marketing and advertising areas in the marketing department are disconnected is preventing both divisions from getting from each various other's experience and also proficiency. Assimilation of marketing with retailing and procedures would end up being harder if the marketing department itself is degenerated which can be one more possible OB issue.

Commonwealth Business School Analysis

Various concepts have actually been utilized to discuss the scenarios to obtain additional clarity concerning the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that staffs are passive and also careless, have little ambition and stand up to change. The hard version of this concept stressed coercion, tight controls, risks and penalties. With time it creates low performance, subtle sabotage and rivalry (Bargain, 2003). The circumstance at Commonwealth Business School is not entirely following Concept X, it can be seen that new hires are discovering this environment instead stressful which may ultimately lead to a better disposition of the management towards Concept X. Based on McGregor's supported view, which he called Concept Y, the essential task of the administration is to set up business problems to make sure that people can achieve their very own objectives best by routing their efforts in the direction of organizational benefits. If people find no complete satisfaction in their work, the management would certainly have little selection however to rely on concept X and external control (Deal, 2003). Even while examining Lewis's administration design, concept X might have appropriated in the procedures department somewhat however the Advertising and marketing department would certainly require reliance on Concept Y in order to get the creative thinking and also originality from the groups.

Tuckman's Teamwork Concept: As for Lewis's issue regarding bringing harmony between the advertising and marketing department is concerned, this would initially cause clash as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, during the first stage of team development, individuals might not bond, as they are busy finding their location in the team. By integrating the marketing and advertising division's job, there might coincide first separate which might result in the second phase of 'storming' where the teams test each other. It is only throughout the third stage or 'norming' when they would certainly come together to share ideas prior to the team can bring about synergy in the fourth phase 'doing'.

When individuals are offered with modification, they get in phase one and so there may be emotions like sadness, unpredictability, stress, rage, worry, rejection and disorientation.The scenario at the advertising and marketing department of Commonwealth Business School is comparable so Lewis can get comfy with the concept that it is not remarkable behavior. It is during this phase that Lewis will have to provide guidance to the department so that they can locate a sense of direction. It can be seen just how Krasnow has currently made this shift easier by making Lewis get included in the division a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the importance of 'protection requires as being a lower level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel protected and also out of threat' is at the second degree of needs. Prior to an employee can be made to establish psychologically, he needs to have his 'Physical 'as well as 'Safety and security' needs met.

SWOT Analysis for Commonwealth Business School Case Study



Effects of Analysis.

The OB analysis has actually considered various theories to recognize how to cope with the existing scenario at hand. The following three options have been suggested to aid Lewis handle the organizational difficulties in the advertising and marketing division. Each of these choices has been recommended for easing the transition required to bring the marketing department in line with the demands of the market and for making the social modification that would certainly comply with as soon as the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting as well as Manufacturing features. Assimilation of Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has competence in business-to-business advertising along with firm as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both marketing and advertising and marketing features.

The advantage of this technique is that it will certainly incorporate the two functions while lowering the demand for hiring an extra resource for advertising. Along with this, Lewis would certainly be heading the marketing department as well as in any case her substitute would certainly be needed for the present duty that she is carrying out. The negative aspect of this alternative is that outside hiring may bring about bitterness from internal employees who may be eying the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable pressures and also premium quality job required from the advertising agency, it is recommended that Lewis must enable the manufacturing unit to be a separate feature from the advertising device. Because a lot of ad agency had these two features as different units, it makes even more sense to comply with the standard. Both features might be able to concentrate on their core triggers a lot more effectively. Nonetheless, the downside of this technique would be that extra prices would need to be birthed for setting up different manufacturing functions. A production head might have to be worked with which might enhance expenses for the company.

Combination of Marketing with Operations: Since Lewis is currently taking care of the advertising and operations departments at the same time; it makes sense to incorporate the two functions since she has actually been effectively taking care of both ends. The reality that Lewis has to adjust her management design for the marketing department suggests that these two departments would be culturally varied.

Suggestion.



An evaluation of the 3 choices suggests that combination of marketing and operations would certainly not be a possible relocation due to the vast distinctions in between the two departments despite the reality that presently Lewis is managing both. While splitting up of the manufacturing function may have been a favorable step for the advertising and marketing division, the fact that it would indicate putting a 3rd feature under Lewis's wing implies this need to be avoided.

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

Marketing and advertising functions would certainly be combined.

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

Manufacturing function will continue to be component of advertising and marketing under advertising and marketing function.

Lewis will certainly separate herself from operations.

A democratic management design with employee empowerment will be made use of in advertising division.

Open door plan as well as emphasis on cross departmental interaction will certainly be aimed at eliminating dissonance.

Backup strategy.

If the integration does not work out as prepared, a contingency strategy would certainly follow which would certainly divide the production feature from the advertising feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the advertising department without an SVP. In that case the production feature will most definitely be divided by positioning it under an SVP manufacturing.