Huron Farms Dressage Case Study Solution


Home >> Harvard >> Huron Farms Dressage >>

Huron Farms Dressage Case Study Help

Background and Facts

Huron Farms Dressage a workplace products store for tiny and also average sized services has just recently been associated with planning for a merging with its rival Residence Deport, which has actually affected performance levels in departmentswith the elderly supervisor associated with legal complications presented by the federal Trade Commission. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With difficulties in the form of a possible cultural change and also low employee morale, the company is in need of a complete reengineering effort at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the marketing division of Huron Farms Dressage is raising unpredictability in the workplace leading to numerous difficulties for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting tactical choices given that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Trade Commission's intervention at the same time. Provided the truth that the store has a worldwide presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may have the ability to affect performance or critical objectives. Federal Profession Commission's antitrust match versus the merger took up important time of the company's senior administration recommending that 'political' factors can have significant implications for a worldwide company.

Economic Factors: Economic factors such as the emergence of small businesses in the international situation suggest that Huron Farms Dressage is flourishing in an atmosphere where there is potential growth of businesses. Along with this, reality that shop clients are mainly looking for workplace materials for office recommends that the marketplace has a climbing fad of entrepreneurs and also online businesses.

Social factors: Social patterns in the economic situation show that consumers are seeking ease in addition to appealing rates. Marketing research shows how the client for Huron Farms Dressage does not have awareness about locating options which can provide a combination of convenience and low costs.

Technical factors: Modern technology plays a crucial duty in Huron Farms Dressage's organisation method particularly as the organization is piloting Technology facilities which would certainly supply modern technology sales and support in the type of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Behavior problems can be seen in Huron Farms Dressage's case as highlighted in this area.

Apprehensions about cultural adjustment: There is concern about a cultural modification that would certainly occur once Todd Krasnow leaves from his position as the Executive Vice President of Advertising with the majority of the staff members currently showing discontent over this potential move. This predicted modification has created anxiety in the workplace which has actually been paired with the previous stress of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is scarcity of workers that can match the stressful setting of a fast-paced organization. Not only does this lead to difficulty in discovering the best people, it places tension on brand-new hires as can not endure the pace and also pressure that the organization anticipates them to birth.

Double Coverage Lines: Novices discover this business culture cumbersome and also hard to handle specifically as dotted line relationships are indicated to be weaker as a whole and also unbiased setting and performance assessment is still done by the solid line supervisor. This suggests that newcomers might shed clarity about their respective functions and purposes specifically as dotted line coverage does not keep them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had actually been hypothesized that the last would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and also proper for the task however the truth that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Worry & Task Instability: Worry and insecurity can be recognized as 2 major concerns that Lewis would certainly be handling particularly as the merger has actually currently be terminated and two senior execs of the marketing department would certainly be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining about a social change however would likewise have to show herself in her new function.

Incompatible Management Design of Leader: Lewis's monitoring style and also its conflict with the marketing department's function can additionally be viewed as an OB obstacle specifically as she has actually been made use of to taking care of concerns in the operations division where employees are educated to focus on processes as well as get them right. The advertising department on the other hand can be seen as a team of people who are made use of to being supported by Krasnow that concentrated a lot more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 departments, advertising and marketing, merchandizing and also procedures respectively over the allotment of the advertising and marketing mix can be identified as another OB problem. The advertising and marketing division does not share the very same vision as the various other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and also procedures departments do not concur over the advertising mix allocation amongst one an additional either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing divisions can be recognized as an additional OB problem which can need further focus. The truth that the advertising and marketing areas in the marketing department are disconnected is avoiding both departments from gaining from each various other's experience and expertise. Assimilation of advertising with retailing and also operations would certainly come to be more difficult if the advertising division itself is disintegrated which can be an additional prospective OB issue.

Huron Farms Dressage Analysis

Numerous concepts have actually been used to clarify the conditions to obtain more clarity concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers think that staffs are passive and also lazy, have little ambition and stand up to adjustment. The circumstance at Huron Farms Dressage is not completely adhering to Theory X, it can be seen that new hires are finding this environment rather stressful which might at some point lead to a higher disposition of the administration towards Concept X. Even while analyzing Lewis's administration design, theory X may have been ideal in the operations department to some extent but the Marketing division would certainly need reliance on Concept Y in order to get the imagination as well as creativity from the teams.

Tuckman's Team effort Concept: Regarding Lewis's issue regarding bringing harmony between the advertising and marketing division is worried, this would originally bring about conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the first stage of group growth, individuals might not bond, as they are busy discovering their place in the team. By incorporating the marketing and advertising department's work, there might coincide preliminary disconnect which could result in the second stage of 'storming' where the teams test one another. It is only throughout the 3rd stage or 'norming' when they would certainly come with each other to share suggestions prior to the team can bring about harmony in the 4th phase 'performing'.

When individuals are presented with modification, they get in phase one as well as so there may be feelings like unhappiness, unpredictability, frustration, temper, anxiety, denial as well as disorientation.The scenario at the advertising department of Huron Farms Dressage is comparable so Lewis can obtain comfy with the idea that it is not phenomenal habits. It is throughout this stage that Lewis will have to give guidance to the department so that they can locate a sense of direction. It can be seen how Krasnow has currently made this shift less complicated by making Lewis obtain entailed in the division a year prior to his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has reviews the significance of 'safety and security requires as being a lower degree requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and out of danger' is at the second degree of needs. Prior to a worker can be made to develop psychologically, he requires to have his 'Physical 'as well as 'Security' needs satisfied.

SWOT Analysis for Huron Farms Dressage Case Study

Effects of Analysis.

The OB analysis has checked out numerous theories to recognize exactly how to handle the existing circumstance at hand. The following 3 options have been suggested to help Lewis manage the business obstacles in the marketing department. Each of these options has actually been proposed for easing the shift needed to bring the advertising division in accordance with the needs of the market as well as for making the social adjustment that would certainly comply with when the existing leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production functions. Assimilation of Advertising with Workflow.

Evaluation of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The in-house advertising company of Huron Farms Dressage is already toughness for the organization in terms of saving up on overheads connected to advertising and marketing and also promo. Given that no brand-new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising feature, this is a desirable chance for integrating the marketing and advertising functions. Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has expertise in business-to-business advertising and marketing together with company and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both marketing and advertising functions.

The advantage of this approach is that it will incorporate both functions while reducing the need for hiring an additional resource for advertising and marketing. Lewis would certainly be heading the advertising department and in any case her substitute would certainly be required for the current duty that she is carrying out. The downside of this choice is that external hiring might cause resentment from inner personnel that might be eying the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Provided the affordable stress and excellent quality work called for from the advertising agency, it is advised that Lewis should allow the manufacturing device to be a separate feature from the marketing unit. Given that a lot of ad agency had these 2 functions as separate units, it makes more sense to adhere to the standard. Both features might be able to focus on their core turns on a lot more effectively. However, the drawback of this strategy would be that extra costs would certainly need to be borne for setting up different production functions. In addition to this, a production head may need to be worked with which might raise expenses for the organization.

Combination of Advertising And Marketing with Operations: Because Lewis is already taking treatment of the marketing as well as procedures divisions all at once; it makes sense to incorporate the 2 functions because she has actually been efficiently taking care of both ends. The truth that Lewis has to adapt her monitoring design for the marketing department suggests that these 2 departments would certainly be culturally diverse.


An examination of the three alternatives suggests that combination of advertising and marketing and also procedures would not be a practical relocation as a result of the large distinctions between the two departments although that currently Lewis is dealing with both. While splitting up of the manufacturing function may have been a favorable move for the advertising and marketing division, the truth that it would indicate positioning a 3rd feature under Lewis's wing indicates this ought to be stayed clear of. The assimilation of the advertising division is the best option in regards to getting the ideal results from the division. An action prepare for this option is reviewed below.

Activity Plan.
Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

Production feature will remain component of marketing under advertising feature.

Lewis will separate herself from operations.

An autonomous leadership style with worker empowerment will certainly be used in marketing division.

Open up door plan and emphasis on cross department communication will certainly be aimed at eliminating discord.

Backup strategy.

If the integration does not exercise as prepared, a backup strategy would certainly adhere to which would certainly divide the manufacturing function from the advertising function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production feature will certainly be divided by putting it under an SVP production.