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Forest Of Flowers Case Study Solution

CASE ANALYSIS

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Forest Of Flowers Case Study Solution

Background and Facts

Forest Of Flowers a workplace supplies merchant for tiny and also medium sized services has actually just recently been associated with planning for a merging with its rival Residence Deport, which has impacted effectiveness levels in departmentswith the elderly supervisor associated with legal issues put forth by the federal Profession Payment. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the near future. With challenges in the kind of a possible social modification as well as low employee spirits, the company wants a full reengineering initiative at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social change at the advertising department of Forest Of Flowers is enhancing unpredictability in the workplace resulting in numerous 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 significant role in impacting strategic choices considering that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's intervention at the same time. Given the reality that the shop has an international existence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may have the ability to influence efficiency or calculated objectives. Federal Profession Compensation's antitrust fit against the merging occupied useful time of the company's elderly management recommending that 'political' factors can have severe effects for a worldwide service.

Economic Factors: Economic factors such as the emergence of small companies in the global circumstance recommend that Forest Of Flowers is prospering in an environment where there is possible development of businesses. Reality that shop consumers are primarily looking for workplace products for house offices suggests that the market has a rising pattern of entrepreneurs and also residence based services.

Social factors: Social patterns in the economic climate reveal that consumers are trying to find comfort in addition to eye-catching rates. Marketing research demonstrates how the client for Forest Of Flowers lacks understanding about locating options which can supply a mix of convenience as well as affordable.

Technological factors: Technology plays an important duty in Forest Of Flowers's company technique especially as the organization is piloting Innovation centers which would certainly offer technology sales and support in the kind of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Actions concerns can be seen in Forest Of Flowers's case as highlighted in this section.

Apprehensions about social adjustment: There is apprehension regarding a social adjustment that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with most of the personnel currently revealing unhappiness over this prospective move. This expected adjustment has actually created anxiety in the office which has actually been combined with the previous stress and anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Work Atmosphere for Newcomers: There is scarcity of workers that can match the difficult environment of a fast-paced company. Not just does this lead to difficulty in finding the appropriate individuals, it puts stress and anxiety on new hires as can not hold up against the rate and stress that the organization expects them to birth.

Dual Reporting Lines: Novices find this organizational culture troublesome as well as hard to deal with especially as dotted line relationships are meant to be weak generally and also objective setup as well as efficiency examination is still done by the solid line manager. This implies that beginners can lose quality about their respective functions as well as purposes specifically as populated line coverage does not maintain them in direct interaction with the solid line managers.

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

Fear & Task Instability: Worry as well as insecurity can be determined as 2 significant worries that Lewis would be taking care of specifically as the merger has now be cancelled and 2 senior execs of the advertising and marketing division would be leaving. The entire duty of the department would be falling on Lewis's shoulders who would certainly not simply be in charge of brining regarding a cultural change but would certainly additionally have to confirm herself in her new duty.

Inappropriate Monitoring Design of Leader: Lewis's administration design and also its conflict with the marketing department's role can also be seen as an OB obstacle particularly as she has actually been made use of to taking care of issues in the operations department where workers are educated to focus on processes and also obtain them right. The advertising and marketing department on the other hand can be seen as a team of people that are used to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Disagreements: Interdepartmental arguments between three departments, advertising, merchandizing and operations specifically over the allowance of the marketing mix can be identified as another OB problem. Although the marketing department does not share the very same vision as the various other two divisions regarding the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allocation among one another either.

Fragmentation in Marketing Department: Disintegration between the advertising and marketing divisions can be recognized as another OB issue which could need further focus. The fact that the advertising and marketing sections in the advertising division are disconnected is protecting against both divisions from acquiring from each other's experience and also proficiency. Combination of advertising with retailing and procedures would certainly come to be harder if the marketing department itself is broken down which can be another potential OB worry.

Forest Of Flowers Analysis

Different concepts have actually been utilized to describe the scenarios to get further quality concerning the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that staffs are easy and also careless, have little passion as well as withstand change. The situation at Forest Of Flowers is not entirely complying with Theory X, it can be seen that new hires are finding this setting instead stressful which may at some point lead to a higher inclination of the administration towards Concept X. Even while assessing Lewis's administration style, concept X may have been ideal in the procedures department to some degree but the Marketing division would call for dependence on Concept Y in order to obtain the imagination as well as originality from the groups.

Tuckman's Team effort Theory: Regarding Lewis's worry concerning bringing consistency in between the advertising and marketing division is worried, this would initially bring about contrast as gone over by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the preliminary stage of team growth, people may not bond, as they are busy discovering their location in the team. By combining the advertising and marketing division's work, there may be the same first disconnect which might bring about the 2nd stage of 'storming' where the groups challenge one another. Nevertheless, it is only during the 3rd stage or 'norming' when they would integrate to share ideas prior to the team can produce synergy in the fourth phase 'executing'.

Bridges' Change Model: As per William Bridge's theory (appendix 4), people are rather uneasy with modification, which is noticeable by the scenario at Forest Of Flowers The situation can be seen as a typical course of life if is researched according to Bridge's concept where he discusses that people go through 3 stages of change when they experience modification. 'Closing, shedding and Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they enter phase one and so there may be emotions like unhappiness, uncertainty, irritation, temper, fear, rejection as well as disorientation.The circumstance at the marketing division of Forest Of Flowers is comparable so Lewis can obtain comfy with the suggestion that it is not extraordinary habits. In the 2nd phase, there might be a demand to connect the space between the new and also old culture so Lewis might have to face this challenge when Krasnow leaves. There might be reduced morale and low productivity at this phase which need to not be taken as a trouble. It is throughout this stage that Lewis will have to offer assistance to the department to make sure that they can locate a sense of direction. It can be seen how Krasnow has currently made this change less complicated by making Lewis get involved in the department a year before his real separation. As per Bridges' Model, phase three will produce openness to learning, High power and dedication as individuals will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has talks about the value of 'safety and security requires as being a lower level demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe as well as out of danger' is at the second level of needs. Before an employee can be made to establish emotionally, he requires to have his 'Physical 'as well as 'Safety' needs met.

SWOT Analysis for Forest Of Flowers Case Study



Implication of Analysis.

The OB analysis has actually looked at numerous theories to understand just how to cope with the current situation at hand. The complying with 3 choices have been recommended to assist Lewis manage the organizational difficulties in the advertising and marketing department. Each of these choices has actually been recommended for alleviating the shift required to bring the marketing division in accordance with the requirements of the market and for making the cultural modification that would certainly comply with as soon as the present leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and Production features. Assimilation of Advertising And Marketing with Procedures.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has proficiency in business-to-business advertising along with company and retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and marketing as well as advertising and marketing functions.

The advantage of this technique is that it will incorporate both features while minimizing the demand for hiring an added source for advertising. Lewis would certainly be heading the marketing department and in any type of case her substitute would be required for the current function that she is carrying out. The downside of this alternative is that outside hiring may cause animosity from interior personnel who might be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Provided the affordable pressures as well as high top quality job needed from the marketing firm, it is suggested that Lewis ought to permit the manufacturing unit to be a different function from the advertising and marketing system. Since many advertising and marketing companies had these 2 functions as separate devices, it makes more feeling to comply with the norm.

Integration of Advertising with Procedures: Since Lewis is already taking treatment of the advertising and marketing and operations divisions at the same time; it makes feeling to integrate the two features since she has actually been successfully taking treatment of both ends. The reality that Lewis has to adapt her management style for the advertising division recommends that these two divisions would certainly be culturally diverse.

Suggestion.



An analysis of the 3 alternatives shows that integration of advertising and marketing and also operations would certainly not be a practical relocation due to the vast differences between the two divisions despite the reality that presently Lewis is handling both. While splitting up of the production function may have been a desirable relocation for the advertising department, the truth that it would indicate placing a third function under Lewis's wing indicates this should be stayed clear of.

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

Advertising and Marketing functions would be merged.

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

Manufacturing feature will certainly continue to be component of marketing under marketing function.

Lewis will separate herself from procedures.

A democratic management design with worker empowerment will certainly be used in advertising and marketing division.

Open door policy as well as emphasis on cross departmental communication will certainly be focused on removing disharmony.

Backup plan.

If the combination does not exercise as planned, a backup strategy would certainly comply with which would certainly separate the manufacturing function from the advertising feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing division without an SVP. In that case the production feature will most definitely be divided by positioning it under an SVP manufacturing.