Kansas City Zephyrs Baseball Club Inc Chinese Version Case Study Solution


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Kansas City Zephyrs Baseball Club Inc Chinese Version Case Study Help

Background and Facts

Kansas City Zephyrs Baseball Club Inc Chinese Version an office supplies seller for tiny and moderate sized companies has just recently been associated with preparing for a merger with its competitor Home Deport, which has actually impacted performance degrees in departmentswith the elderly supervisor involved in legal difficulties presented by the federal Trade Commission. With the Marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the near future. With challenges in the form of a potential cultural modification and reduced employee morale, the company needs a total reengineering initiative at the advertising department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing division of Kansas City Zephyrs Baseball Club Inc Chinese Version is enhancing uncertainty in the workplace resulting in various challenges for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting critical choices because Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Trade Commission's intervention while doing so. Given the reality that the store has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations may have the ability to affect performance or critical objectives. Federal Profession Payment's antitrust fit against the merger took up valuable time of the company's senior management suggesting that 'political' factors can have serious implications for an international company.

Economic Factors: Financial factors such as the appearance of local business in the international circumstance suggest that Kansas City Zephyrs Baseball Club Inc Chinese Version is prospering in an environment where there is possible growth of services. Truth that store customers are primarily looking for workplace materials for residence offices suggests that the market has a climbing fad of business owners and also home based businesses.

Social factors: Social patterns in the economic situation show that consumers are seeking convenience in addition to appealing costs. Marketing research shows how the customer for Kansas City Zephyrs Baseball Club Inc Chinese Version does not have awareness concerning locating options which can use a mix of comfort and inexpensive.

Technical factors: Technology plays an important function in Kansas City Zephyrs Baseball Club Inc Chinese Version's business strategy especially as the company is piloting Innovation facilities which would offer innovation sales and also support in the kind of memory upgrades, peripheral installments. (Summary of PEST in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Habits problems can be seen in Kansas City Zephyrs Baseball Club Inc Chinese Version's case as highlighted in this area.

Apprehensions regarding social adjustment: There is worry about a social change that would take place once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with most of the employee currently showing unhappiness over this possible step. This anticipated adjustment has produced stress and anxiety in the work environment which has actually been coupled with the past stress and anxiety of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is shortage of employees that can match the stressful setting of a busy company. Not just does this lead to trouble in locating the appropriate people, it puts anxiety on new hires as can not hold up against the pace as well as pressure that the organization expects them to bear.

Double Reporting Lines: Newbies locate this organizational culture cumbersome as well as challenging to deal with particularly as populated line relationships are suggested to be weaker in general and objective setup and also performance evaluation is still done by the solid line supervisor. This suggests that beginners could lose clarity regarding their respective functions and also goals particularly as populated line coverage does not maintain them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's position came as a blow to her morale. Lewis might have been qualified and also proper for the job however the reality that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Worry and also insecurity can be recognized as 2 significant worries that Lewis would be taking care of especially as the merger has actually currently be cancelled and also 2 senior execs of the marketing division would be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders who would not just supervise of brining concerning a cultural adjustment but would also have to verify herself in her new role.

Incompatible Administration Style of Leader: Lewis's monitoring style and also its conflict with the marketing department's function can additionally be seen as an OB challenge particularly as she has actually been used to managing concerns in the operations department where personnel are instructed to concentrate on procedures and get them. The marketing department on the other hand can be viewed as a team of individuals that are used to being supported by Krasnow that focused more on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments between 3 departments, advertising and marketing, merchandizing as well as procedures specifically over the allotment of the advertising and marketing mix can be recognized as another OB worry. Although the advertising department does not share the very same vision as the various other two departments concerning the aloocation of the marketing mix twoards promos and advertsing, the merchandizing as well as procedures departments do not agree over the marketing mix allotment among one another either.

Disintegration in Advertising And Marketing Department: Disintegration in between the marketing and advertising divisions can be recognized as an additional OB problem which might require further attention. The truth that the advertising and marketing areas in the marketing department are detached is preventing both divisions from acquiring from each other's experience as well as know-how. Assimilation of advertising with merchandising and also procedures would come to be more difficult if the advertising department itself is disintegrated which can be another possible OB issue.

Kansas City Zephyrs Baseball Club Inc Chinese Version Analysis

Various concepts have been utilized to explain the scenarios to obtain further quality concerning the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers think that staffs are easy and careless, have little ambition and also resist adjustment. The situation at Kansas City Zephyrs Baseball Club Inc Chinese Version is not totally following Theory X, it can be seen that brand-new hires are finding this environment instead demanding which may ultimately lead to a greater inclination of the administration towards Theory X. Also while analyzing Lewis's administration style, concept X may have been ideal in the operations department to some degree yet the Marketing division would certainly call for dependence on Theory Y in order to get the creativity and originality from the groups.

Tuckman's Team effort Concept: As for Lewis's concern about bringing harmony between the marketing and advertising department is concerned, this would at first cause conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, throughout the first stage of group advancement, people might not bond, as they are active finding their location in the group. By incorporating the marketing and advertising division's work, there may coincide initial separate which can bring about the 2nd stage of 'storming' where the teams challenge one another. However, it is only during the 3rd stage or 'norming' when they would certainly come together to share suggestions prior to the group can produce harmony in the 4th stage 'performing'.

When individuals are presented with modification, they enter phase one and so there may be feelings like despair, uncertainty, aggravation, anger, anxiety, rejection and disorientation.The situation at the marketing division of Kansas City Zephyrs Baseball Club Inc Chinese Version is similar so Lewis can obtain comfy with the idea that it is not remarkable habits. It is during this phase that Lewis will have to offer advice to the department so that they can discover a sense of direction. It can be seen exactly how Krasnow has already made this change simpler by making Lewis get included in the division a year before his real departure.
Vrio Analysis
Maslow's Need pecking order: The OB problem related to instability at the workplace has actually been activated firstly by the modification in administration as well as secondly by the fact that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the value of 'safety needs as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and safe' goes to the 2nd level of demands. Prior to an employee can be made to develop emotionally, he requires to have his 'Physical 'and also 'Safety' requires met. This shows that unless the workers are made to really feel safe about their present work status in Kansas City Zephyrs Baseball Club Inc Chinese Version they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Kansas City Zephyrs Baseball Club Inc Chinese Version Case Study

Implication of Analysis.

The OB analysis has actually checked out various theories to recognize how to manage the present circumstance available. The adhering to three options have actually been recommended to aid Lewis take care of the business difficulties in the advertising and marketing division. Each of these alternatives has been proposed for relieving the shift needed to bring the advertising and marketing department in line with the requirements of the market and also for making the social adjustment that would follow once the existing leader leaves.

Combination of marketing and advertising features. Separating Adverting and also Production features. Assimilation of Advertising with Operations.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has experience in business-to-business marketing along with company and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both advertising and marketing and advertising features.

The benefit of this technique is that it will certainly integrate the two functions while minimizing the demand for employing an extra source for marketing. In addition to this, Lewis would be heading the advertising division and in any case her substitute would be needed for the existing function that she is doing. The downside of this option is that external hiring may bring about resentment from internal employees who may be looking at the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Production: Offered the competitive stress and high quality job needed from the advertising firm, it is suggested that Lewis needs to enable the production device to be a separate feature from the advertising and marketing system. Since a lot of advertising and marketing companies had these two functions as separate systems, it makes more sense to adhere to the norm.

Assimilation of Advertising with Workflows: Given that Lewis is already taking treatment of the advertising and marketing and operations departments concurrently; it makes sense to incorporate the 2 features given that she has been efficiently taking care of both ends. The truth that Lewis has to adapt her management design for the advertising division recommends that these two divisions would be culturally diverse.


An assessment of the 3 options indicates that integration of marketing and procedures would not be a feasible action due to the vast distinctions in between the two departments regardless of the reality that presently Lewis is dealing with both. While separation of the manufacturing feature might have been a favorable action for the marketing department, the truth that it would mean positioning a 3rd feature under Lewis's wing suggests this ought to be prevented.

Activity Plan.
Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Production function will certainly remain component of marketing under advertising feature.

Lewis will certainly separate herself from operations.

An autonomous management style with employee empowerment will certainly be utilized in advertising division.

Open door plan as well as emphasis on cross department interaction will certainly be aimed at getting rid of dissonance.

Backup plan.

If the combination does not work out as prepared, a contingency strategy would certainly adhere to which would certainly separate the manufacturing function from the advertising function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing function will certainly be divided by positioning it under an SVP production.