Menu

Cross Country Group A Piece Of The Rock B Case Study Solution

CASE HELP

Home >> Harvard >> Cross Country Group A Piece Of The Rock B >>

Cross Country Group A Piece Of The Rock B Case Study Analysis

Background and Facts

Cross Country Group A Piece Of The Rock B an office materials retailer for small and also moderate sized companies has recently been associated with preparing for a merging with its rival Home Deport, which has actually affected efficiency degrees in departmentswith the elderly manager associated with lawful problems presented by the government Trade Commission. With the Advertising Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the near future. With obstacles in the type of a possible cultural modification and low employee spirits, the organization requires a complete reengineering initiative at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential cultural change at the advertising department of Cross Country Group A Piece Of The Rock B is raising unpredictability in the workplace bring about different challenges for the Jeannie Lewis that would certainly 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 because Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Profession Compensation's intervention at the same time. Offered the reality that the store has a global visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may be able to influence efficiency or tactical objectives. Federal Profession Commission's antitrust fit against the merging used up useful time of the company's senior management recommending that 'political' factors can have major effects for an international service.

Economic Factors: Economic factors such as the introduction of small companies in the international situation recommend that Cross Country Group A Piece Of The Rock B is prospering in an environment where there is possible growth of organisations. In addition to this, truth that store customers are mostly looking for office supplies for office recommends that the marketplace has a climbing trend of entrepreneurs and home based companies.

Social factors: Social trends in the economic situation reveal that consumers are searching for convenience as well as attractive prices. Market research shows how the customer for Cross Country Group A Piece Of The Rock B lacks recognition concerning discovering services which can provide a mix of benefit and also affordable.

Technical factors: Modern technology plays a vital function in Cross Country Group A Piece Of The Rock B's service approach particularly as the company is piloting Modern technology facilities which would certainly offer innovation sales as well as assistance in the kind of memory upgrades, outer setups. (Summary of PEST in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Behavior concerns can be seen in Cross Country Group A Piece Of The Rock B's case as highlighted in this section.

Concerns concerning cultural change: There is worry about a cultural change that would occur when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with a lot of the team member currently revealing discontent over this prospective step. This predicted change has actually created stress and anxiety in the office which has been combined with the previous tension of preparing the firm for a potential merging with House Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is shortage of personnel that can match the demanding environment of a fast-paced company. Not just does this result in difficulty in discovering the appropriate people, it places stress on new hires as can not withstand the rate as well as stress that the organization expects them to birth.

Dual Reporting Lines: Novices find this organizational society troublesome as well as tough to deal with especially as dotted line partnerships are meant to be weaker in general and unbiased setting as well as performance analysis is still done by the strong line manager. This suggests that newbies might shed clarity concerning their respective duties and purposes particularly as dotted line reporting does not keep them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been guessed that the latter would take Krasnow's setting came as a blow to her spirits. Lewis may have been qualified and proper for the work however the reality that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Work Insecurity: Fear as well as insecurity can be recognized as two significant concerns that Lewis would be dealing with especially as the merger has actually currently be cancelled as well as two elderly executives of the advertising and marketing department would be leaving. The entire obligation of the division would be falling on Lewis's shoulders that would certainly not just supervise of brining regarding a cultural change but would certainly additionally need to show herself in her new role.

Incompatible Administration Design of Leader: Lewis's administration design and its conflict with the marketing division's role can also be seen as an OB difficulty particularly as she has been made use of to dealing with concerns in the operations division where employees are taught to concentrate on processes and also obtain them right. The marketing division on the various other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow that concentrated extra on result than procedures.

Interdepartmental Disagreements: Interdepartmental differences between three divisions, advertising, merchandizing and also procedures respectively over the appropriation of the marketing mix can be recognized as an additional OB issue. The advertising division does not share the very same vision as the other two divisions regarding the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as operations divisions do not concur over the advertising mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the advertising and marketing divisions can be determined as one more OB problem which can need additional interest. The fact that the marketing and advertising areas in the advertising department are detached is stopping both divisions from acquiring from each other's experience and know-how. Assimilation of marketing with retailing as well as procedures would become more difficult if the marketing division itself is disintegrated which can be an additional possible OB worry.

Cross Country Group A Piece Of The Rock B Analysis

Various theories have actually been made use of to describe the scenarios to get additional quality concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that subordinates are easy as well as lazy, have little passion and withstand modification. The circumstance at Cross Country Group A Piece Of The Rock B is not entirely complying with Concept X, it can be seen that brand-new hires are discovering this atmosphere instead demanding which may ultimately lead to a greater disposition of the management in the direction of Theory X. Even while assessing Lewis's monitoring design, theory X might have been ideal in the procedures division to some degree however the Advertising department would certainly need reliance on Concept Y in order to obtain the creative thinking and creativity from the groups.

Tuckman's Teamwork Theory: As for Lewis's problem concerning bringing harmony in between the marketing and advertising division is worried, this would initially cause clash as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, during the preliminary stage of group development, individuals may not bond, as they are active locating their place in the team. By combining the advertising and marketing division's job, there may coincide first detach which might cause the 2nd stage of 'storming' where the teams test each other. It is just during the 3rd stage or 'norming' when they would come with each other to share ideas before the group can bring about synergy in the 4th stage 'carrying out'.

Bridges' Change Model: Based On William Bridge's theory (appendix 4), people are rather uneasy with change, which is apparent by the circumstance at Cross Country Group A Piece Of The Rock B The circumstance can be viewed as a normal training course of life if is studied as per Bridge's concept where he describes that people go through 3 phases of change when they experience change. 'Closing, shedding and Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they enter phase one and so there may be emotions like sadness, uncertainty, aggravation, rage, fear, denial and disorientation.The scenario at the advertising division of Cross Country Group A Piece Of The Rock B is similar so Lewis can obtain comfy with the idea that it is not amazing actions. In the 2nd phase, there might be a requirement to connect the void between the new and old society so Lewis may need to face this ordeal once Krasnow leaves. There might be reduced spirits and also low efficiency at this stage which ought to not be taken as a setback. It is during this stage that Lewis will certainly have to offer advice to the department to make sure that they can discover an orientation. It can be seen how Krasnow has actually already made this transition much easier by making Lewis obtain associated with the department a year prior to his real separation. Based on Bridges' Design, phase 3 will certainly bring about openness to learning, High power and also dedication as people will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Need power structure: The OB problem pertaining to insecurity at the workplace has actually been activated firstly by the modification in management and also secondly by the fact that the merger will no longer be launched. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has reviews the importance of 'safety and security requires as being a lower degree requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel secure and also unharmed' goes to the second level of needs. Prior to a worker can be made to develop emotionally, he needs to have his 'Physical 'and also 'Safety and security' needs fulfilled. This shows that unless the workers are made to really feel safe and secure about their present employment standing in Cross Country Group A Piece Of The Rock B they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Cross Country Group A Piece Of The Rock B Case Study



Ramification of Analysis.

The OB analysis has taken a look at different theories to comprehend how to handle the present situation available. The adhering to three alternatives have been proposed to help Lewis deal with the organizational difficulties in the marketing department. Each of these alternatives has actually been recommended for easing the change required to bring the marketing division in accordance with the demands of the marketplace and for making the social change that would follow as soon as the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Production features. Assimilation of Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merger days has knowledge in business-to-business marketing along with agency as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing and advertising functions.

The advantage of this method is that it will certainly integrate the two functions while reducing the demand for employing an extra source for advertising. Lewis would certainly be heading the marketing department and in any kind of case her substitute would certainly be required for the current duty that she is executing. The disadvantage of this alternative is that external hiring may bring about bitterness from inner workers who may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Provided the affordable pressures and premium quality job called for from the ad agency, it is suggested that Lewis ought to permit the production device to be a different function from the advertising and marketing unit. Because most ad agency had these 2 functions as different systems, it makes even more feeling to adhere to the norm. In addition to this, both functions may have the ability to concentrate on their core triggers much more successfully. The disadvantage of this approach would be that added prices would have to be borne for establishing up separate manufacturing functions. A manufacturing head may have to be worked with which can enhance expenses for the organization.

Integration of Advertising with Operations: Because Lewis is currently taking care of the advertising and marketing as well as operations divisions at the same time; it makes feeling to integrate the 2 features since she has actually been effectively taking treatment of both ends. The reality that Lewis has to adapt her administration style for the advertising and marketing division suggests that these 2 departments would be culturally diverse.

Recommendation.



An analysis of the three choices indicates that assimilation of advertising and marketing and operations would not be a practical step due to the substantial differences between the 2 divisions despite the fact that currently Lewis is taking care of both. While separation of the production feature might have been a favorable move for the advertising and marketing division, the truth that it would indicate placing a 3rd function under Lewis's wing indicates this should be avoided.

Action Strategy.
Recommendation
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

Judith Shapiro will be employed to take Lewis's place as SVP of advertising and marketing.

Production feature will remain part of advertising and marketing under advertising and marketing function.

Lewis will separate herself from procedures.

A democratic leadership style with staff member empowerment will certainly be used in marketing department.

Open up door policy as well as focus on cross department communication will be focused on getting rid of dissonance.

Contingency plan.

If the integration does not exercise as intended, a contingency strategy would follow which would certainly separate the production feature from the advertising and marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing function will definitely be separated by placing it under an SVP production.