Crystal Meadows Of Tahoe Inc Spanish Version Case Study Solution


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Crystal Meadows Of Tahoe Inc Spanish Version Case Study Solution

Background and Facts

Crystal Meadows Of Tahoe Inc Spanish Version a workplace products seller for small as well as medium sized companies has just recently been involved in planning for a merging with its rival Residence Deport, which has influenced effectiveness degrees in departmentswith the senior manager involved in lawful difficulties put forth by the government Profession Payment. With the Marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With challenges in the type of a prospective cultural modification and low staff member morale, the company is in need of a complete reengineering effort at the advertising department.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising division of Crystal Meadows Of Tahoe Inc Spanish Version is boosting uncertainty in the workplace resulting in different difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic choices because Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Commission's treatment in the process. Offered the truth that the shop has a global presence with branches in UK, USA, Canada as well as Germany, political factors in each of these countries might be able to affect performance or strategic objectives. Federal Profession Compensation's antitrust suit versus the merger occupied valuable time of the organization's senior administration suggesting that 'political' factors can have significant ramifications for a worldwide organisation.

Economic Factors: Economic factors such as the development of small companies in the global circumstance recommend that Crystal Meadows Of Tahoe Inc Spanish Version is flourishing in an atmosphere where there is possible growth of companies. Truth that store customers are primarily looking for workplace materials for residence workplaces suggests that the market has a climbing fad of entrepreneurs as well as residence based services.

Social factors: Social patterns in the economic climate show that customers are searching for comfort along with attractive costs. Market research shows how the customer for Crystal Meadows Of Tahoe Inc Spanish Version lacks awareness regarding discovering solutions which can provide a combination of convenience as well as low costs.

Technological factors: Technology plays a vital duty in Crystal Meadows Of Tahoe Inc Spanish Version's company method particularly as the organization is piloting Innovation centers which would certainly provide technology sales as well as assistance in the form of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

A number of underlying Business Habits concerns can be seen in Crystal Meadows Of Tahoe Inc Spanish Version's case as highlighted in this area.

Concerns regarding social change: There is uneasiness regarding a social modification that would occur once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with the majority of the personnel currently showing discontent over this potential relocation. This anticipated change has actually created anxiety in the workplace which has actually been paired with the previous tension of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is shortage of personnel that can match the difficult setting of a busy organization. Not just does this result in problem in discovering the ideal people, it puts anxiety on brand-new hires as can not withstand the speed and also pressure that the organization anticipates them to bear.

Dual Reporting Lines: Newbies locate this organizational society troublesome as well as challenging to handle especially as dotted line connections are meant to be weak in general and objective setting and also efficiency assessment is still done by the solid line supervisor. This means that beginners might shed clearness about their respective roles as well as purposes particularly as dotted line reporting does not maintain them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's setting came as a blow to her morale. Lewis may have been capable and also appropriate for the work however the reality that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from services.

Concern & Task Instability: Concern and also instability can be identified as two major worries that Lewis would certainly be managing especially as the merger has actually now be terminated and two elderly execs of the advertising and marketing division would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders that would not simply supervise of brining regarding a cultural adjustment yet would likewise have to prove herself in her new duty.

Incompatible Management Design of Leader: Lewis's monitoring style as well as its incompatibility with the marketing department's duty can additionally be viewed as an OB challenge especially as she has been made use of to taking care of problems in the operations department where personnel are taught to focus on procedures as well as obtain them right. The marketing department on the various other hand can be viewed as a team of individuals who are made use of to being nurtured by Krasnow that concentrated more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disputes between three divisions, marketing, merchandizing and also procedures specifically over the allowance of the marketing mix can be identified as an additional OB worry. The advertising division does not share the very same vision as the other two departments pertaining to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and operations divisions do not agree over the advertising mix allowance amongst one another either.

Disintegration in Marketing Division: Disintegration in between the marketing and advertising departments can be recognized as an additional OB problem which could require more attention. The reality that the marketing and advertising areas in the marketing division are disconnected is preventing both departments from acquiring from each other's experience as well as knowledge. Assimilation of advertising with retailing as well as procedures would certainly end up being more difficult if the marketing department itself is disintegrated which can be an additional possible OB worry.

Crystal Meadows Of Tahoe Inc Spanish Version Analysis

Different concepts have been made use of to discuss the scenarios to obtain additional clarity regarding the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that juniors are easy and lazy, have little passion and stand up to change. The situation at Crystal Meadows Of Tahoe Inc Spanish Version is not entirely following Theory X, it can be seen that new hires are finding this setting rather stressful which may ultimately lead to a greater disposition of the administration towards Concept X. Also while evaluating Lewis's administration design, concept X may have been ideal in the procedures department to some extent yet the Advertising and marketing division would require reliance on Theory Y in order to get the creative thinking as well as creativity from the teams.

Tuckman's Synergy Concept: As far as Lewis's problem concerning bringing consistency between the marketing and advertising division is concerned, this would originally result in clash as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the preliminary phase of team advancement, individuals might not bond, as they are active discovering their location in the group. By incorporating the marketing and advertising department's job, there might coincide preliminary detach which could result in the second stage of 'storming' where the groups challenge one another. However, it is just throughout the 3rd phase or 'norming' when they would come together to share ideas prior to the team can bring about synergy in the 4th stage 'doing'.

When individuals are presented with change, they enter phase one and so there may be emotions like unhappiness, uncertainty, disappointment, anger, anxiety, rejection and disorientation.The scenario at the marketing department of Crystal Meadows Of Tahoe Inc Spanish Version is comparable so Lewis can get comfy with the suggestion that it is not remarkable habits. It is throughout this stage that Lewis will certainly have to give support to the department so that they can discover a sense of instructions. It can be seen how Krasnow has already made this change much easier by making Lewis obtain included in the division a year before his actual separation.
Vrio Analysis
Maslow's Requirement pecking order: The OB problem related to instability at the workplace has actually been activated to start with by the adjustment in administration and second of all by the reality that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has discusses the relevance of 'protection requires as being a reduced level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel secure and out of danger' is at the 2nd degree of demands. Prior to an employee can be made to establish emotionally, he needs to have his 'Physical 'and 'Security' needs satisfied. This shows that unless the workers are made to really feel safe and secure regarding their existing employment standing in Crystal Meadows Of Tahoe Inc Spanish Version they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Crystal Meadows Of Tahoe Inc Spanish Version Case Study

Ramification of Analysis.

The OB analysis has considered various concepts to understand exactly how to deal with the existing situation handy. The adhering to three options have been recommended to aid Lewis handle the business difficulties in the marketing department. Each of these choices has been recommended for relieving the transition required to bring the advertising division in line with the demands of the market and for making the social modification that would certainly follow once the existing leader leaves.

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

Assessment of Alternatives.

Combination of Advertising And Marketing & Marketing Functions: The in-house advertising and marketing agency of Crystal Meadows Of Tahoe Inc Spanish Version is currently strength for the organization in regards to conserving up on overheads associated with advertising and also promo. Since no brand-new employment has been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the marketing function, this is a desirable possibility for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has competence in business-to-business marketing together with firm and also retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both marketing and advertising features.

The advantage of this technique is that it will certainly incorporate the two functions while decreasing the demand for hiring an added resource for advertising and marketing. Lewis would certainly be heading the advertising division as well as in any kind of case her substitute would certainly be needed for the current duty that she is carrying out. The disadvantage of this choice is that exterior hiring might produce resentment from internal employees who may be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Offered the competitive stress and also high quality work required from the marketing agency, it is suggested that Lewis must permit the production device to be a different function from the marketing unit. Considering that many marketing companies had these 2 features as different devices, it makes even more feeling to comply with the norm.

Integration of Marketing with Workflows: Given that Lewis is currently taking care of the advertising and marketing and procedures departments all at once; it makes feeling to integrate the two functions because she has been efficiently taking treatment of both ends. The reality that Lewis has to adapt her administration style for the advertising division suggests that these two departments would certainly be culturally varied.


An examination of the three options suggests that integration of advertising and marketing and also operations would certainly not be a possible relocation due to the huge distinctions in between the two departments although that presently Lewis is taking care of both. While splitting up of the manufacturing function may have been a beneficial action for the advertising and marketing division, the fact that it would suggest placing a third feature under Lewis's wing implies this must be avoided also. The combination of the marketing department is the very best option in regards to getting the optimal arise from the department. An activity plan for this alternative is discussed below.

Action Plan.
Lewis will certainly take control of the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Production feature will certainly remain component of marketing under advertising feature.

Lewis will certainly separate herself from operations.

A democratic leadership style with employee empowerment will be utilized in advertising and marketing department.

Open door plan and also focus on cross departmental interaction will be focused on eliminating discord.

Backup plan.

If the combination does not work out as planned, a contingency strategy would certainly comply with which would separate the production feature from the advertising and marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing division without an SVP. Because case the production feature will absolutely be separated by positioning it under an SVP manufacturing.