Forest City Tennis Club Pro Shop And Bar Lounge Case Study Analysis


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Forest City Tennis Club Pro Shop And Bar Lounge Case Study Analysis

Background and Facts

Forest City Tennis Club Pro Shop And Bar Lounge an office materials seller for small as well as average sized businesses has just recently been associated with preparing for a merging with its competitor Residence Deport, which has actually affected efficiency levels in departmentswith the senior supervisor involved in lawful difficulties presented by the federal Trade Compensation. With the Advertising Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With difficulties in the kind of a potential social adjustment and also reduced worker spirits, the company is in need of a complete reengineering initiative at the advertising and marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social modification at the advertising and marketing department of Forest City Tennis Club Pro Shop And Bar Lounge is increasing uncertainty in the workplace leading to various obstacles 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 function in affecting tactical decisions since Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Commission's treatment while doing so. Provided the truth that the store has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries may have the ability to affect performance or tactical goals. Federal Trade Payment's antitrust match versus the merger occupied important time of the organization's elderly administration suggesting that 'political' factors can have major implications for a global company.

Economic Factors: Financial factors such as the appearance of local business in the global circumstance suggest that Forest City Tennis Club Pro Shop And Bar Lounge is prospering in a setting where there is possible growth of organisations. Reality that shop clients are mainly looking for office materials for residence workplaces recommends that the market has an increasing pattern of business owners as well as house based companies.

Social factors: Social patterns in the economic situation show that consumers are searching for benefit as well as appealing prices. Market research shows how the client for Forest City Tennis Club Pro Shop And Bar Lounge does not have recognition concerning discovering options which can supply a mix of comfort as well as inexpensive.

Technical factors: Innovation plays an essential duty in Forest City Tennis Club Pro Shop And Bar Lounge's service strategy particularly as the organization is piloting Modern technology centers which would provide innovation sales and also support in the kind of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

A number of underlying Business Behavior issues can be seen in Forest City Tennis Club Pro Shop And Bar Lounge's case as highlighted in this area.

Uneasiness about cultural modification: There is concern concerning a cultural adjustment that would certainly occur once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising with the majority of the personnel currently revealing discontent over this possible move. This anticipated change has created stress in the work environment which has actually been combined with the previous stress and anxiety of preparing the company for a possible merging with House Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is shortage of personnel that can match the demanding atmosphere of a busy organization. Not just does this bring about difficulty in locating the right individuals, it places stress and anxiety on new hires as can not withstand the speed as well as pressure that the organization anticipates them to birth.

Twin Reporting Lines: Newcomers discover this organizational culture difficult and also hard to manage especially as populated line connections are implied to be weak in general and also unbiased setting and also performance assessment is still done by the solid line supervisor. This implies that newcomers could lose clearness concerning their respective duties as well as goals particularly as populated line reporting does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been guessed that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and also suitable for the job yet the fact that Kransnow's separation would make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Insecurity: Anxiety and instability can be determined as 2 significant issues that Lewis would be handling specifically as the merger has now be terminated and also two senior execs of the advertising and marketing department would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining concerning a social change however would certainly also need to prove herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's management style and its incompatibility with the marketing department's role can also be seen as an OB difficulty specifically as she has been used to taking care of issues in the procedures department where workers are instructed to focus on procedures and get them right. The advertising department on the various other hand can be viewed as a team of people that are made use of to being supported by Krasnow that focused much more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disputes between three divisions, advertising, merchandizing and procedures respectively over the appropriation of the advertising mix can be recognized as one more OB issue. Although the marketing department does not share the very same vision as the other two departments relating to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and operations departments do not concur over the advertising mix allocation amongst one another either.

Disintegration in Marketing Division: Fragmentation between the marketing and advertising departments can be recognized as another OB problem which could need further attention. The fact that the advertising and marketing sections in the advertising and marketing department are disconnected is protecting against both departments from obtaining from each various other's experience and also knowledge. Integration of advertising and marketing with merchandising and also procedures would end up being more difficult if the advertising department itself is disintegrated which can be another prospective OB problem.

Forest City Tennis Club Pro Shop And Bar Lounge Analysis

Various concepts have actually been used to describe the scenarios to obtain more clearness concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers believe that juniors are passive and careless, have little aspiration and also withstand adjustment. The difficult variation of this theory stressed browbeating, tight controls, hazards and punishments. In time it generates reduced productivity, refined sabotage as well as rivalry (Offer, 2003). The scenario at Forest City Tennis Club Pro Shop And Bar Lounge is not totally following Theory X, it can be seen that brand-new hires are discovering this atmosphere rather difficult which may ultimately lead to a higher inclination of the management towards Concept X. According to McGregor's advocated sight, which he called Concept Y, the important job of the monitoring is to prepare organizational conditions to make sure that individuals can accomplish their own goals best by guiding their initiatives in the direction of organizational incentives. If people locate no complete satisfaction in their job, the monitoring would certainly have little option however to rely on theory X and exterior control (Deal, 2003). Also while evaluating Lewis's administration design, theory X may have been suitable in the operations division somewhat but the Advertising division would require reliance on Theory Y so as to get the creativity and also creativity from the groups.

Tuckman's Teamwork Theory: As for Lewis's concern regarding bringing consistency between the marketing and advertising division is worried, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the first stage of team development, individuals may not bond, as they are hectic finding their area in the team. By incorporating the advertising and marketing division's work, there might be the same initial separate which can lead to the second phase of 'storming' where the groups test each other. Nevertheless, it is only throughout the 3rd phase or 'norming' when they would collaborate to share ideas before the group can produce synergy in the 4th stage 'doing'.

When individuals are presented with adjustment, they go into phase one and so there might be feelings like despair, unpredictability, aggravation, anger, worry, rejection as well as disorientation.The scenario at the advertising division of Forest City Tennis Club Pro Shop And Bar Lounge is comparable so Lewis can get comfortable with the suggestion that it is not extraordinary behavior. It is throughout this phase that Lewis will have to give guidance to the department so that they can discover a feeling of direction. It can be seen exactly how Krasnow has currently made this shift easier by making Lewis get involved in the department a year prior to his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has goes over the importance of 'safety and security needs as being a reduced level demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel safe and out of danger' is at the 2nd degree of demands. Prior to a staff member can be made to develop mentally, he needs to have his 'Physical 'and also 'Safety' needs met.

SWOT Analysis for Forest City Tennis Club Pro Shop And Bar Lounge Case Study

Ramification of Analysis.

The OB analysis has actually considered different concepts to comprehend just how to deal with the current situation handy. The adhering to three options have actually been recommended to aid Lewis manage the business difficulties in the advertising and marketing department. Each of these choices has been suggested for alleviating the transition needed to bring the marketing department in accordance with the demands of the market and for making the cultural change that would follow as soon as the existing leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production functions. Combination of Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merger days has expertise in business-to-business advertising along with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both marketing as well as advertising functions.

The benefit of this method is that it will integrate the two features while decreasing the need for employing an added source for advertising. Lewis would certainly be heading the advertising and marketing division and also in any type of case her substitute would certainly be needed for the existing role that she is executing. The downside of this option is that exterior hiring might produce bitterness from interior personnel that may be looking at the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Production: Given the affordable pressures and also top quality work required from the advertising agency, it is suggested that Lewis needs to enable the production system to be a separate function from the marketing unit. Given that a lot of advertising agencies had these 2 functions as separate systems, it makes more sense to adhere to the standard. Both functions might be able to focus on their core triggers more effectively. The drawback of this approach would be that extra expenses would certainly have to be birthed for establishing up separate production functions. Along with this, a manufacturing head may need to be hired which might raise overheads for the organization.

Assimilation of Marketing with Workflows: Because Lewis is currently taking care of the marketing and procedures divisions at the same time; it makes sense to incorporate the 2 features because she has been efficiently taking care of both ends. The reality that Lewis has to adjust her monitoring design for the marketing department recommends that these 2 departments would be culturally varied.


An examination of the three choices indicates that integration of advertising and procedures would certainly not be a feasible step due to the substantial differences between the two divisions in spite of the fact that currently Lewis is dealing with both. While separation of the manufacturing feature might have been a positive relocation for the marketing division, the truth that it would suggest putting a third function under Lewis's wing suggests this should be prevented.

Action Strategy.
Lewis will take over the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be combined.

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

Production feature will continue to be part of marketing under advertising and marketing function.

Lewis will certainly separate herself from operations.

A democratic leadership design with staff member empowerment will be made use of in advertising department.

Open door policy and also focus on cross department communication will be focused on getting rid of disharmony.

Backup plan.

If the assimilation does not work out as intended, a contingency plan would follow which would divide the production feature from the advertising function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising division without an SVP. Because case the manufacturing function will definitely be divided by placing it under an SVP production.