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Mountainview Country Club Whos Minding The Store Case Study Analysis

CASE SOLUTION

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Mountainview Country Club Whos Minding The Store Case Study Solution

Background and Facts

Mountainview Country Club Whos Minding The Store an office materials seller for little and also moderate sized companies has just recently been involved in preparing for a merger with its rival Home Deport, which has actually impacted efficiency degrees in departmentswith the elderly manager associated with legal issues presented by the government Profession Commission. With the Marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the near future. With obstacles in the form of a potential cultural change and also reduced employee spirits, the company wants a full reengineering effort at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural modification at the advertising and marketing division of Mountainview Country Club Whos Minding The Store is raising unpredictability in the working environment resulting in numerous challenges for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical choices given that Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Profession Compensation's intervention at the same time. Offered the truth that the shop has an international visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might be able to impact efficiency or critical goals. Federal Profession Payment's antitrust suit against the merger took up valuable time of the company's elderly monitoring suggesting that 'political' factors can have significant ramifications for a global company.

Economic Factors: Economic factors such as the development of small businesses in the global situation recommend that Mountainview Country Club Whos Minding The Store is growing in an atmosphere where there is potential growth of services. In addition to this, fact that store consumers are mostly trying to find workplace supplies for home offices suggests that the market has an increasing fad of business owners as well as online businesses.

Social factors: Social patterns in the economic situation reveal that consumers are seeking benefit along with attractive prices. Market research shows how the customer for Mountainview Country Club Whos Minding The Store lacks understanding about discovering solutions which can supply a combination of ease and also affordable.

Technical factors: Innovation plays a vital function in Mountainview Country Club Whos Minding The Store's organisation strategy especially as the organization is piloting Modern technology facilities which would use modern technology sales and assistance in the type of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues and Manifestations.

Several underlying Business Actions problems can be seen in Mountainview Country Club Whos Minding The Store's case as highlighted in this area.

Apprehensions regarding social adjustment: There is uneasiness regarding a cultural modification that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with most of the employee already showing unhappiness over this potential relocation. This anticipated modification has actually produced anxiety in the work environment which has been coupled with the previous stress and anxiety of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is lack of employees that can match the difficult environment of a fast-paced organization. Not only does this lead to difficulty in discovering the right individuals, it places tension on brand-new hires as can not endure the speed and also stress that the organization expects them to bear.

Double Coverage Lines: Beginners locate this organizational society difficult and also difficult to manage especially as dotted line connections are meant to be weaker generally and objective setting and performance evaluation is still done by the strong line supervisor. This suggests that novices could lose quality regarding their respective duties as well as objectives specifically as populated line coverage does not maintain them in direct communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had actually been guessed that the last would take Krasnow's setting came as a blow to her spirits. Lewis may have been qualified and appropriate for the job but the reality that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Work Instability: Worry and insecurity can be recognized as 2 major worries that Lewis would certainly be managing specifically as the merging has now be cancelled and 2 senior execs of the advertising and marketing division would be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining regarding a social change but would certainly likewise have to prove herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's administration design as well as its conflict with the advertising department's duty can also be seen as an OB difficulty specifically as she has been used to taking care of issues 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 group of people who are made use of to being nurtured by Krasnow that concentrated much more on output than procedures.

Interdepartmental Disputes: Interdepartmental disputes between 3 departments, marketing, merchandizing and procedures specifically over the allowance of the advertising mix can be recognized as one more OB concern. Although the advertising and marketing division does not share the exact same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and also procedures departments do not agree over the advertising mix appropriation among one another either.

Fragmentation in Advertising Division: Fragmentation between the advertising and marketing divisions can be identified as an additional OB issue which could require more attention. The truth that the advertising and marketing sections in the marketing department are detached is avoiding both divisions from acquiring from each other's experience as well as know-how. Combination of advertising with merchandising and procedures would certainly come to be more difficult if the advertising department itself is disintegrated which can be an additional prospective OB concern.

Mountainview Country Club Whos Minding The Store Analysis

Different theories have been utilized to clarify the situations to obtain more clarity about the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers believe that subordinates are passive as well as careless, have little passion as well as stand up to change. The situation at Mountainview Country Club Whos Minding The Store is not entirely following Theory X, it can be seen that brand-new hires are finding this environment rather demanding which may at some point lead to a better inclination of the monitoring towards Concept X. Also while examining Lewis's monitoring style, concept X may have been suitable in the operations department to some degree but the Advertising and marketing division would need dependence on Theory Y in order to obtain the imagination and originality from the teams.

Tuckman's Synergy Theory: Regarding Lewis's worry about bringing harmony in between the advertising and marketing division is concerned, this would at first cause clash as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, during the first stage of group advancement, people may not bond, as they are active finding their location in the team. By combining the advertising and marketing division's job, there might coincide first detach which could result in the second stage of 'storming' where the teams test one another. However, it is just during the 3rd phase or 'norming' when they would certainly collaborate to share concepts prior to the group can cause harmony in the 4th phase 'carrying out'.

Bridges' Change Model: According To William Bridge's theory (appendix 4), individuals are rather uncomfortable with change, which is obvious by the situation at Mountainview Country Club Whos Minding The Store The situation can be seen as a typical training course of life if is examined as per Bridge's theory where he clarifies that people undergo three stages of shift when they experience adjustment. 'Ending, shedding and Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they get in stage one and so there might be emotions like sadness, uncertainty, frustration, temper, fear, denial and also disorientation.The situation at the advertising department of Mountainview Country Club Whos Minding The Store is comparable so Lewis can obtain comfy with the suggestion that it is not remarkable habits. In the second stage, there might be a requirement to link the space between the brand-new as well as old culture so Lewis may need to encounter this experience as soon as Krasnow leaves. There may be reduced morale as well as reduced performance at this phase which ought to not be taken as a trouble. It is throughout this phase that Lewis will certainly have to provide advice to the division so that they can locate a sense of direction. It can be seen exactly how Krasnow has currently made this change simpler by making Lewis obtain associated with the division a year prior to his real departure. According to Bridges' Version, stage three will certainly bring about visibility to learning, High power as well as dedication as people will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB issue pertaining to insecurity at the office has been set off firstly by the change in management and secondly by the fact that the merging will no more be initiated. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the relevance of 'safety requires as being a reduced level need of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to feel safe and unharmed' is at the second level of requirements. Before a staff member can be made to establish psychologically, he needs to have his 'Physical 'and also 'Safety and security' needs met. This indicates that unless the workers are made to really feel protected about their current employment condition in Mountainview Country Club Whos Minding The Store they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Mountainview Country Club Whos Minding The Store Case Study



Ramification of Analysis.

The OB analysis has considered numerous theories to comprehend just how to cope with the existing circumstance available. The following 3 choices have been proposed to aid Lewis manage the organizational challenges in the marketing department. Each of these alternatives has been recommended for reducing the transition required to bring the advertising and marketing department according to the needs of the market and also for making the cultural adjustment that would certainly follow when the present leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Manufacturing functions. Assimilation of Advertising And Marketing with Operations.

Examination of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has know-how in business-to-business advertising along with firm and also retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both advertising and marketing as well as marketing functions.

The benefit of this method is that it will incorporate the two functions while minimizing the requirement for employing an added resource for advertising. In addition to this, Lewis would certainly be heading the advertising and marketing department and in any case her substitute would be required for the existing duty that she is performing. The negative aspect of this choice is that exterior hiring may bring about animosity from interior personnel who might be looking at the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Provided the competitive stress and premium quality work called for from the advertising agency, it is advised that Lewis must allow the manufacturing device to be a different function from the marketing system. Considering that a lot of ad agency had these two features as different units, it makes more sense to adhere to the norm. Along with this, both functions may be able to focus on their core activates a lot more effectively. The disadvantage of this strategy would be that additional expenses would certainly have to be birthed for setting up separate production functions. A manufacturing head may have to be hired which can enhance overheads for the company.

Integration of Advertising And Marketing with Workflows: Since Lewis is already caring for the marketing and procedures departments concurrently; it makes sense to integrate both features because she has actually been successfully caring for both ends. The reality that the two departments currently have significant differences over allotment of sources recommends that this assimilation might be able to bring about consistency specifically as Lewis would be heading both ends.However there are numerous negative aspects of this action especially as it would certainly place too much concern over Lewis's shoulders. The truth that Lewis has to adjust her monitoring style for the marketing department recommends that these 2 departments would be culturally varied. Lewis may not be able to use one type of management style to both departments which might result in inefficiency in either one of the 2 functions.

Recommendation.



An evaluation of the three alternatives indicates that integration of marketing as well as procedures would not be a viable move due to the huge differences in between the 2 departments despite the fact that currently Lewis is managing both. While splitting up of the production feature might have been a beneficial relocation for the advertising department, the reality that it would indicate placing a 3rd feature under Lewis's wing means this should be prevented.

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

Marketing and advertising features would be merged.

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

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

Lewis will certainly separate herself from operations.

An autonomous management style with staff member empowerment will be used in advertising department.

Open door plan and focus on cross department interaction will certainly be focused on removing dissonance.

Backup plan.

If the assimilation does not exercise as planned, a backup strategy would follow which would divide the manufacturing function from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production function will definitely be separated by positioning it under an SVP production.