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Grow Green Program Case Study Solution

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Grow Green Program Case Study Analysis

Background and Facts

Grow Green Program a workplace products retailer for little as well as average sized organisations has lately been involved in planning for a merger with its rival Residence Deport, which has influenced performance levels in departmentswith the elderly manager associated with lawful difficulties presented by the government Profession Compensation. With the Advertising and marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With difficulties in the type of a potential cultural change and low staff member morale, the organization requires a complete reengineering effort at the marketing department.

Issue Declaration

The potential cultural change at the advertising department of Grow Green Program is boosting uncertainty in the workplace leading to various challenges for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting tactical choices since Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Commission's treatment at the same time. Provided the truth that the store has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries may have the ability to influence performance or tactical objectives. Federal Trade Commission's antitrust fit against the merger occupied valuable time of the organization's senior management suggesting that 'political' factors can have severe effects for a global service.

Economic Factors: Economic factors such as the emergence of local business in the global circumstance recommend that Grow Green Program is flourishing in an atmosphere where there is possible development of companies. Reality that shop clients are primarily looking for workplace materials for residence offices suggests that the market has a rising trend of entrepreneurs as well as home based services.

Social factors: Social fads in the economic situation show that clients are searching for comfort as well as eye-catching costs. Marketing research shows how the customer for Grow Green Program does not have awareness regarding locating services which can offer a combination of comfort and low costs.

Technical factors: Technology plays an important duty in Grow Green Program's company technique particularly as the company is piloting Modern technology centers which would supply technology sales and assistance in the form of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Actions issues can be seen in Grow Green Program's case as highlighted in this area.

Uneasiness concerning social adjustment: There is concern concerning a social modification that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice President of Marketing with a lot of the personnel currently showing unhappiness over this potential action. This predicted modification has created stress and anxiety in the office which has actually been combined with the past stress and anxiety of preparing the firm for a prospective merging with Residence Deport.

Difficult Task Atmosphere for Newcomers: There is scarcity of workers that can match the difficult atmosphere of a hectic organization. Not only does this cause trouble in finding the best people, it puts stress on new hires as can not stand up to the speed and pressure that the organization anticipates them to bear.

Twin Coverage Lines: Newcomers find this business culture difficult and also difficult to deal with specifically as populated line partnerships are suggested to be weak as a whole as well as unbiased setup and performance evaluation is still done by the strong line manager. This indicates that beginners might shed quality concerning their corresponding roles and also goals particularly as dotted line coverage does not keep them in straight interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been speculated that the latter would certainly take Krasnow's setting came as a blow to her spirits. Lewis might have been capable and ideal for the job yet the reality that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Job Insecurity: Worry and insecurity can be recognized as two major concerns that Lewis would be managing specifically as the merger has actually currently be terminated and also two elderly execs of the marketing department would be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would not simply supervise of brining concerning a social modification but would certainly likewise have to verify herself in her new duty.

Incompatible Monitoring Style of Leader: Lewis's administration style and also its conflict with the advertising and marketing division's role can also be viewed as an OB challenge specifically as she has been used to taking care of problems in the operations division where employees are instructed to focus on procedures as well as obtain them right. The advertising division on the other hand can be viewed as a group of people who are utilized to being nurtured by Krasnow who concentrated more on result than procedures.

Interdepartmental Arguments: Interdepartmental arguments between 3 departments, advertising, merchandizing as well as procedures respectively over the allotment of the advertising and marketing mix can be determined as an additional OB worry. The marketing department does not share the same vision as the other two departments pertaining to the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing as well as operations divisions do not concur over the marketing mix allowance among one another either.

Disintegration in Advertising Division: Disintegration between the advertising and marketing divisions can be identified as another OB concern which can require more interest. The fact that the marketing and advertising sections in the advertising department are separated is protecting against both departments from acquiring from each various other's experience and proficiency. Integration of advertising with retailing and also procedures would become more difficult if the advertising division itself is broken down which can be another possible OB concern.

Grow Green Program Analysis

Various theories have actually been utilized to discuss the situations to get further quality about the circumstance at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors think that juniors are easy and also lazy, have little ambition and resist modification. The difficult variation of this theory emphasized threat, tight controls, threats and also penalties. Gradually it generates reduced productivity, refined sabotage and rivalry (Bargain, 2003). Although the scenario at Grow Green Program is not completely complying with Theory X, it can be seen that new hires are discovering this atmosphere rather stressful which might at some point lead to a greater inclination of the management in the direction of Concept X. Based on McGregor's advocated view, which he called Theory Y, the crucial task of the monitoring is to organize business problems so that people can achieve their own objectives best by routing their efforts in the direction of business benefits. If people find no satisfaction in their job, the administration would certainly have little selection but to rely upon concept X as well as external control (Deal, 2003). Even while assessing Lewis's management design, concept X may have appropriated in the procedures department to some extent however the Advertising and marketing department would require reliance on Theory Y so as to get the creative thinking as well as creativity from the groups.

Tuckman's Team effort Theory: As much as Lewis's problem concerning bringing consistency between the marketing and advertising department is concerned, this would initially lead to clash as gone over by Bruce Tuckman in his 'Synergy Theory'. By combining the marketing and also advertising and marketing department's work, there might be the exact same preliminary separate which can lead to the second phase of 'storming' where the teams test one an additional.

Bridges' Transition Version: Based On William Bridge's concept (appendix 4), people are rather awkward with modification, which is apparent by the situation at Grow Green Program The circumstance can be seen as a regular training course of life if is researched based on Bridge's theory where he discusses that individuals experience 3 stages of transition when they experience modification. 'Ending, shedding as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with modification, they enter stage one and so there may be emotions like despair, uncertainty, aggravation, anger, anxiety, denial as well as disorientation.The scenario at the advertising division of Grow Green Program is similar so Lewis can obtain comfortable with the concept that it is not amazing habits. In the second stage, there may be a demand to bridge the space between the new and old society so Lewis may have to encounter this challenge when Krasnow leaves. There might be low spirits and also low efficiency at this phase which should not be taken as a trouble. It is during this stage that Lewis will have to give guidance to the department so that they can locate an orientation. It can be seen just how Krasnow has currently made this change less complicated by making Lewis get associated with the department a year prior to his actual departure. Based on Bridges' Model, phase three will produce visibility to knowing, High power and commitment as people will certainly embrace the change (Bridges, 2004).

Maslow's Need hierarchy: The OB issue pertaining to instability at the workplace has been caused to start with by the change in administration as well as secondly by the fact that the merging will no more be initiated. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has goes over the significance of 'safety requires as being a reduced level need of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to really feel secure and out of danger' is at the second level of needs. Before a worker can be made to create emotionally, he needs to have his 'Physical 'as well as 'Safety' requires fulfilled. This suggests that unless the workers are made to feel protected about their present work status in Grow Green Program they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Grow Green Program Case Study



Ramification of Analysis.

The OB analysis has looked at numerous theories to comprehend just how to manage the present situation at hand. The complying with 3 choices have actually been proposed to assist Lewis deal with the business difficulties in the marketing department. Each of these options has actually been recommended for relieving the change required to bring the marketing department in accordance with the requirements of the marketplace and for making the social adjustment that would comply with once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and Production functions. Integration of Marketing with Operations.

Evaluation of Alternatives.

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

The benefit of this method is that it will integrate both functions while decreasing the need for employing an added source for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising department as well as regardless her substitute would be required for the existing duty that she is doing. The downside of this option is that external hiring may produce resentment from interior workers who might be considering the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Manufacturing: Given the affordable pressures as well as high top quality work required from the marketing company, it is recommended that Lewis ought to permit the production device to be a separate function from the advertising and marketing unit. Considering that a lot of marketing agencies had these two features as different devices, it makes more sense to adhere to the norm.

Integration of Advertising with Operations: Since Lewis is currently taking care of the advertising and marketing and also procedures departments simultaneously; it makes good sense to incorporate the two features because she has been effectively caring for both ends. The truth that the two divisions currently have major distinctions over allocation of sources suggests that this combination may be able to produce harmony particularly as Lewis would certainly be heading both ends.However there are numerous downsides of this step particularly as it would put excessive problem over Lewis's shoulders. The fact that Lewis needs to adapt her management style for the advertising division recommends that these two departments would be culturally varied. Along with this, Lewis might not be able to apply one sort of leadership design to both departments which might result in inefficiency in either one of both features.

Referral.



An evaluation of the three options indicates that integration of advertising and procedures would not be a viable action due to the substantial distinctions in between the two departments in spite of the truth that currently Lewis is taking care of both. While splitting up of the manufacturing function might have been a positive relocation for the advertising department, the truth that it would certainly mean placing a third function under Lewis's wing means this must be avoided.

Activity Strategy.

Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

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

Lewis will separate herself from procedures.

A democratic management style with worker empowerment will be used in marketing division.

Open door plan and also focus on cross department communication will be targeted at getting rid of disharmony.

Contingency plan.

If the combination does not exercise as planned, a backup strategy would certainly follow which would certainly separate the manufacturing feature from the advertising function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will definitely be divided by positioning it under an SVP production.