Dream Big Academy Charter School B Case Study Analysis


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Dream Big Academy Charter School B Case Study Solution

Background and Facts

Dream Big Academy Charter School B an office materials store for small and moderate sized businesses has recently been involved in preparing for a merging with its rival House Deport, which has actually influenced effectiveness degrees in departmentswith the senior supervisor involved in lawful complications presented by the government Profession Compensation. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the near future. With difficulties in the type of a prospective social adjustment and also low worker morale, the company wants a total reengineering initiative at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising division of Dream Big Academy Charter School B is raising unpredictability in the working environment resulting in different obstacles for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing critical decisions since Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Compensation's intervention while doing so. Offered the fact that the shop has a worldwide presence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations might have the ability to affect efficiency or strategic goals. Federal Trade Compensation's antitrust match against the merging used up useful time of the company's elderly management suggesting that 'political' factors can have severe ramifications for a worldwide business.

Economic Factors: Financial factors such as the appearance of local business in the global situation suggest that Dream Big Academy Charter School B is flourishing in an environment where there is potential growth of businesses. Reality that store clients are mostly looking for workplace products for home workplaces recommends that the market has a climbing pattern of entrepreneurs and also house based services.

Social factors: Social patterns in the economic situation reveal that clients are seeking ease as well as attractive costs. Marketing research demonstrates how the consumer for Dream Big Academy Charter School B lacks understanding regarding finding solutions which can offer a combination of convenience as well as low costs.

Technological factors: Technology plays an essential function in Dream Big Academy Charter School B's service approach especially as the organization is piloting Modern technology facilities which would certainly supply innovation sales as well as support in the type of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues as well as Effects.

A number of underlying Business Behavior concerns can be seen in Dream Big Academy Charter School B's case as highlighted in this section.

Concerns regarding cultural adjustment: There is worry concerning a cultural change that would occur as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with most of the staff members currently showing discontent over this possible action. This predicted adjustment has actually developed tension in the work environment which has actually been paired with the previous anxiety of preparing the company for a prospective merging with House Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is lack of workers that can match the difficult environment of a busy company. Not only does this lead to problem in finding the best individuals, it places stress on new hires as can not endure the pace and pressure that the organization anticipates them to bear.

Twin Reporting Lines: Newbies locate this organizational society cumbersome as well as tough to cope with especially as populated line connections are indicated to be weaker generally and also objective setting and efficiency evaluation is still done by the strong line supervisor. This suggests that novices can shed clearness regarding their respective functions and also purposes especially as populated line coverage does not maintain them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the latter would certainly take Krasnow's position came as a strike to her morale. Lewis may have been capable and also appropriate for the task yet the reality that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Anxiety & Work Insecurity: Anxiety and insecurity can be determined as 2 significant issues that Lewis would certainly be dealing with especially as the merger has currently be cancelled and 2 elderly execs of the advertising and marketing division would be leaving. The whole obligation of the department would be falling on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural change but would certainly additionally need to confirm herself in her new role.

Inappropriate Management Design of Leader: Lewis's monitoring style and its conflict with the marketing division's function can also be seen as an OB challenge particularly as she has actually been utilized to taking care of issues in the operations department where workers are shown to focus on procedures as well as obtain them right. The marketing department on the other hand can be seen as a group of individuals who are made use of to being nurtured by Krasnow that concentrated extra on result than procedures.

Interdepartmental Arguments: Interdepartmental arguments in between 3 divisions, advertising and marketing, merchandizing as well as procedures respectively over the allotment of the marketing mix can be recognized as an additional OB worry. Although the marketing division does not share the exact same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and also operations divisions do not agree over the advertising and marketing mix allocation amongst each other either.

Fragmentation in Marketing Division: Fragmentation in between the marketing and advertising divisions can be determined as another OB concern which could need further interest. The reality that the advertising and marketing areas in the advertising and marketing division are detached is protecting against both departments from getting from each other's experience as well as expertise. Assimilation of advertising with retailing and operations would end up being more difficult if the advertising division itself is degenerated which can be another prospective OB concern.

Dream Big Academy Charter School B Analysis

Various theories have actually been used to explain the scenarios to obtain additional quality about the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that juniors are easy and careless, have little ambition and also stand up to adjustment. The scenario at Dream Big Academy Charter School B is not totally complying with Concept X, it can be seen that brand-new hires are locating this setting instead demanding which may ultimately lead to a greater disposition of the monitoring in the direction of Concept X. Also while examining Lewis's administration style, concept X might have been ideal in the procedures division to some degree however the Advertising and marketing department would certainly need reliance on Theory Y in order to obtain the creative thinking and creativity from the groups.

Tuckman's Synergy Theory: As far as Lewis's issue about bringing consistency between the marketing and also advertising department is worried, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Synergy Theory'. By incorporating the marketing and marketing division's job, there might be the very same initial detach which might lead to the second phase of 'storming' where the teams challenge one an additional.

Bridges' Change Design: As per William Bridge's concept (appendix 4), individuals are fairly unpleasant with adjustment, which is noticeable by the situation at Dream Big Academy Charter School B The situation can be viewed as a normal program of life if is studied as per Bridge's concept where he describes that people go through three stages of shift when they experience change. 'End, losing as well as Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they go into stage one and so there may be feelings like unhappiness, uncertainty, irritation, rage, anxiety, denial and also disorientation.The circumstance at the advertising department of Dream Big Academy Charter School B is similar so Lewis can get comfortable with the concept that it is not extraordinary behavior. In the 2nd phase, there may be a demand to link the gap in between the new as well as old society so Lewis may have to encounter this challenge when Krasnow leaves. There may be low spirits as well as reduced productivity at this phase which need to not be taken as a trouble. It is throughout this stage that Lewis will need to give advice to the department so that they can find a sense of direction. It can be seen exactly how Krasnow has actually already made this shift less complicated by making Lewis get associated with the department a year prior to his real departure. According to Bridges' Version, phase three will certainly bring about openness to understanding, High energy and commitment as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB issue pertaining to instability at the workplace has actually been caused first of all by the adjustment in administration and secondly by the truth that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has talks about the significance of 'security needs as being a reduced degree need of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to feel secure as well as unharmed' goes to the second degree of demands. Prior to a worker can be made to create emotionally, he needs to have his 'Physiological 'as well as 'Safety' requires satisfied. This suggests that unless the employees are made to really feel secure about their present employment condition in Dream Big Academy Charter School B they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Dream Big Academy Charter School B Case Study

Ramification of Analysis.

The OB analysis has looked at various concepts to recognize how to cope with the current circumstance at hand. The following 3 alternatives have been proposed to aid Lewis manage the business challenges in the marketing division. Each of these choices has been proposed for alleviating the change required to bring the advertising division according to the needs of the market and for making the social change that would certainly follow as soon as the current leader leaves.

Combination of marketing and advertising functions. Dividing Adverting as well as Manufacturing features. Combination of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business marketing along with company and also retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing and advertising features.

The benefit of this strategy is that it will incorporate the two functions while minimizing the demand for working with an additional resource for advertising. Lewis would certainly be heading the advertising and marketing department as well as in any case her substitute would be needed for the existing function that she is carrying out. The drawback of this alternative is that external hiring might produce resentment from interior employees who might be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Provided the competitive stress and high quality work required from the advertising and marketing firm, it is advised that Lewis should enable the manufacturing device to be a separate function from the marketing system. Since the majority of marketing firms had these two functions as separate systems, it makes even more feeling to follow the norm.

Assimilation of Advertising with Operations: Considering that Lewis is currently taking care of the advertising and marketing and operations divisions concurrently; it makes feeling to incorporate the 2 functions because she has been efficiently taking treatment of both ends. The truth that Lewis has to adjust her administration style for the advertising and marketing division suggests that these two divisions would be culturally diverse.


An examination of the 3 alternatives indicates that assimilation of marketing as well as operations would certainly not be a possible move because of the substantial distinctions in between the two departments although that currently Lewis is dealing with both. While splitting up of the production feature might have been a favorable move for the advertising division, the fact that it would certainly suggest putting a third function under Lewis's wing implies this should be prevented too. The integration of the advertising division is the very best alternative in terms of obtaining the ideal arise from the division. An action prepare for this choice is reviewed below.

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

Advertising and Marketing functions would certainly be merged.

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

Manufacturing function will certainly stay component of marketing under marketing feature.

Lewis will certainly separate herself from operations.

A democratic management style with worker empowerment will be made use of in advertising and marketing division.

Open up door policy and also focus on cross departmental interaction will certainly be targeted at removing dissonance.

Contingency strategy.

If the combination does not exercise as intended, a backup plan would adhere to which would separate the production feature from the advertising feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the production function will most definitely be separated by placing it under an SVP production.