Harbor City Community Center Case Study Solution


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Harbor City Community Center Case Study Analysis

Background and Facts

Harbor City Community Center an office products seller for small and moderate sized businesses has actually lately been involved in preparing for a merger with its competitor Home Deport, which has influenced effectiveness degrees in departmentswith the senior manager involved in lawful difficulties presented by the government Profession Commission. With the Advertising and marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the future. With challenges in the form of a prospective cultural adjustment as well as low worker morale, the company requires a full reengineering effort at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The possible social modification at the advertising and marketing division of Harbor City Community Center is boosting uncertainty in the working environment causing various difficulties for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting calculated choices because 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 an international presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might be able to affect efficiency or calculated objectives. Federal Trade Payment's antitrust suit against the merging occupied beneficial time of the company's elderly administration suggesting that 'political' factors can have significant ramifications for a global business.

Economic Factors: Economic factors such as the emergence of small businesses in the international situation recommend that Harbor City Community Center is prospering in an environment where there is prospective growth of organisations. Truth that shop consumers are mainly looking for workplace materials for home workplaces suggests that the market has a rising fad of entrepreneurs as well as house based services.

Social factors: Social patterns in the economic climate show that clients are searching for convenience along with eye-catching rates. Marketing research demonstrates how the consumer for Harbor City Community Center does not have recognition regarding locating solutions which can provide a combination of comfort and low costs.

Technological factors: Modern technology plays an essential duty in Harbor City Community Center's business approach specifically as the organization is piloting Technology centers which would certainly provide innovation sales as well as support in the kind of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Organizational Behavior issues can be seen in Harbor City Community Center's case as highlighted in this section.

Concerns concerning cultural change: There is uneasiness regarding a social adjustment that would certainly take place once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising with a lot of the staff members already revealing unhappiness over this potential move. This expected modification has actually created stress and anxiety in the office which has actually been coupled with the past stress of preparing the company for a potential merging with Home Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is shortage of personnel that can match the stressful setting of a hectic company. Not only does this result in trouble in locating the best individuals, it puts anxiety on brand-new hires as can not stand up to the speed and also stress that the company anticipates them to birth.

Twin Reporting Lines: Novices locate this business culture cumbersome and difficult to deal with specifically as populated line connections are suggested to be weaker generally and objective setting and performance analysis is still done by the strong line supervisor. This indicates that newcomers might shed clarity about their particular duties and also objectives specifically as populated line reporting does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the latter would certainly take Krasnow's placement came as a blow to her spirits. Lewis might have been capable and also proper for the work but the reality that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Concern and insecurity can be identified as two major concerns that Lewis would be dealing with especially as the merging has actually now be terminated and also two senior execs of the marketing department would certainly be leaving. The entire obligation of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining about a social adjustment yet would certainly also need to show herself in her brand-new function.

Incompatible Administration Style of Leader: Lewis's monitoring design and also its incompatibility with the advertising department's role can additionally be seen as an OB challenge especially as she has actually been made use of to managing problems in the procedures department where personnel are shown to focus on procedures as well as obtain them. The marketing department on the other hand can be seen as a group of individuals who are utilized to being supported by Krasnow who concentrated much more on output than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between 3 divisions, advertising and marketing, merchandizing and also procedures specifically over the allotment of the advertising mix can be recognized as an additional OB problem. Although the advertising and marketing division does not share the exact same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allowance among one another either.

Fragmentation in Marketing Division: Disintegration between the marketing and advertising divisions can be recognized as one more OB concern which could require additional focus. The truth that the marketing and advertising areas in the advertising department are disconnected is preventing both divisions from gaining from each other's experience as well as knowledge. Combination of marketing with retailing and procedures would come to be harder if the marketing department itself is broken down which can be another potential OB worry.

Harbor City Community Center Analysis

Various theories have actually been made use of to discuss the circumstances to get additional clearness regarding the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are passive and careless, have little aspiration and resist change. The hard version of this concept emphasized threat, limited controls, hazards and punishments. In time it generates low productivity, subtle sabotage as well as rivalry (Offer, 2003). The situation at Harbor City Community Center is not entirely complying with Concept X, it can be seen that brand-new hires are finding this setting instead stressful which might ultimately lead to a higher disposition of the management in the direction of Concept X. Based on McGregor's promoted sight, which he called Concept Y, the crucial task of the administration is to prepare business conditions to make sure that individuals can attain their very own objectives best by directing their efforts in the direction of business rewards. If people find no complete satisfaction in their job, the monitoring would have little choice however to count on concept X and outside control (Bargain, 2003). Also while evaluating Lewis's monitoring design, concept X may have been suitable in the operations division to some extent but the Advertising division would certainly need dependence on Theory Y to get the creative thinking and creativity from the teams.

Tuckman's Teamwork Theory: As much as Lewis's concern concerning bringing harmony between the advertising and marketing and also marketing division is concerned, this would originally lead to conflict as gone over by Bruce Tuckman in his 'Synergy Theory'. By incorporating the advertising and also marketing division's job, there might be the very same first detach which can lead to the second phase of 'storming' where the groups challenge one another.

Bridges' Transition Version: According To William Bridge's concept (appendix 4), people are quite awkward with modification, which is noticeable by the scenario at Harbor City Community Center The scenario can be viewed as a normal training course of life if is examined based on Bridge's concept where he clarifies that people go through 3 stages of change when they experience adjustment. 'End, shedding as well as Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people are presented with modification, they get in phase one therefore there may be emotions like sadness, unpredictability, irritation, rage, concern, denial and also disorientation.The scenario at the advertising department of Harbor City Community Center is comparable so Lewis can obtain comfy with the suggestion that it is not phenomenal habits. In the 2nd phase, there may be a requirement to link the void in between the brand-new as well as old culture so Lewis may have to face this experience once Krasnow leaves. There may be reduced morale and low performance at this stage which must not be taken as a problem. It is during this stage that Lewis will need to give support to the division so that they can find an orientation. It can be seen how Krasnow has already made this shift much easier by making Lewis get associated with the division a year before his real departure. According to Bridges' Design, phase 3 will produce openness to knowing, High energy and dedication as people will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the importance of 'safety and security needs as being a reduced level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel safe and secure and also out of danger' is at the 2nd degree of needs. Prior to a worker can be made to develop emotionally, he requires to have his 'Physiological 'and 'Safety' needs met.

SWOT Analysis for Harbor City Community Center Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous concepts to understand just how to deal with the present situation at hand. The following three options have been recommended to assist Lewis take care of the organizational difficulties in the advertising and marketing department. Each of these choices has actually been proposed for relieving the shift required to bring the advertising division in line with the needs of the market as well as for making the cultural change that would certainly comply with when the current leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Production functions. Combination of Marketing with Workflow.

Analysis of Alternatives.

Integration of Advertising & Advertising Functions: The internal advertising agency of Harbor City Community Center is currently strength for the organization in regards to saving up on overheads connected to marketing as well as promotion. Because no brand-new recruitment has actually been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising and marketing function, this is a beneficial chance for integrating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has know-how in business-to-business advertising along with agency and also retail marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The benefit of this method is that it will integrate both functions while minimizing the need for working with an extra resource for marketing. Along with this, Lewis would certainly be heading the advertising department and in any case her substitute would certainly be needed for the existing duty that she is executing. The negative aspect of this option is that exterior hiring might bring about resentment from internal personnel who might be eying the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Offered the competitive pressures and top quality job required from the advertising agency, it is suggested that Lewis should allow the manufacturing system to be a different function from the advertising and marketing device. Because many advertising agencies had these 2 features as different units, it makes more sense to comply with the standard. In addition to this, both features may be able to concentrate on their core turns on a lot more effectively. The negative aspect of this method would be that additional expenses would have to be birthed for establishing up different manufacturing features. A production head might have to be worked with which can enhance expenses for the organization.

Assimilation of Marketing with Procedures: Because Lewis is already taking treatment of the advertising and also operations departments concurrently; it makes feeling to incorporate the 2 features since she has been successfully taking treatment of both ends. The fact that Lewis has to adapt her administration design for the advertising division recommends that these 2 divisions would be culturally diverse.


An analysis of the 3 options shows that combination of advertising and also procedures would certainly not be a possible step due to the substantial distinctions in between both divisions despite the fact that currently Lewis is managing both. While splitting up of the manufacturing feature may have been a positive step for the advertising and marketing department, the reality that it would certainly imply placing a 3rd feature under Lewis's wing suggests this must be stayed clear of. The integration of the marketing department is the very best option in terms of getting the ideal arise from the department. An action prepare for this choice is talked about below.

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

Advertising and Marketing features would be merged.

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

Manufacturing function will remain component of advertising and marketing under advertising and marketing feature.

Lewis will divide herself from procedures.

An autonomous leadership style with employee empowerment will certainly be utilized in advertising department.

Open door plan as well as emphasis on cross department interaction will certainly be focused on eliminating discord.

Backup plan.

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