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Mountainview Country Club Whos Minding The Store Case Study Analysis

CASE ANALYSIS

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Background and Facts

Mountainview Country Club Whos Minding The Store an office supplies store for small and moderate sized businesses has recently been involved in preparing for a merger with its rival House Deport, which has actually impacted efficiency levels in departmentswith the senior manager involved in lawful difficulties put forth by the federal Profession Commission. With the Marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the near future. With obstacles in the kind of a potential social modification and reduced staff member spirits, the organization is in need of a complete reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The potential social change at the advertising and marketing department of Mountainview Country Club Whos Minding The Store is enhancing uncertainty in the working environment bring about 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 role in influencing critical decisions considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's treatment at the same time. Given the reality that the shop has a worldwide existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might be able to impact performance or critical goals. Federal Trade Compensation's antitrust fit versus the merging took up important time of the organization's senior administration suggesting that 'political' factors can have severe effects for an international organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide scenario suggest that Mountainview Country Club Whos Minding The Store is growing in an environment where there is possible development of businesses. Reality that shop consumers are mostly looking for office products for home workplaces recommends that the market has an increasing fad of business owners as well as house based businesses.

Social factors: Social fads in the economy reveal that clients are searching for comfort as well as appealing rates. Marketing research demonstrates how the client for Mountainview Country Club Whos Minding The Store lacks understanding regarding finding services which can provide a combination of ease and also low costs.

Technological factors: Innovation plays a vital function in Mountainview Country Club Whos Minding The Store's service method particularly as the organization is piloting Modern technology facilities which would certainly offer innovation sales and also support in the kind of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Business Behavior issues can be seen in Mountainview Country Club Whos Minding The Store's case as highlighted in this area.

Concerns about cultural adjustment: There is uneasiness concerning a cultural adjustment that would take place as soon as 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 anticipated modification has created stress and anxiety in the workplace which has been coupled with the previous anxiety of preparing the company for a prospective merger with House Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is scarcity of workers that can match the stressful atmosphere of a fast-paced organization. Not only does this result in trouble in locating the appropriate people, it puts stress on brand-new hires as can not stand up to the speed as well as pressure that the organization anticipates them to bear.

Twin Coverage Lines: Newbies discover this business culture difficult and tough to cope with specifically as populated line connections are indicated to be weak as a whole and unbiased setting as well as efficiency analysis is still done by the strong line supervisor. This means that novices can lose clearness concerning their corresponding functions and also goals particularly as dotted line coverage does not keep them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had been speculated that the last would take Krasnow's placement came as an impact to her morale. Lewis might have been capable as well as suitable for the work yet the reality that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Work Instability: Anxiety as well as instability can be recognized as 2 significant problems that Lewis would certainly be dealing with specifically as the merger has currently be cancelled and two senior execs of the marketing division would certainly be leaving. The entire obligation of the department would be falling on Lewis's shoulders that would certainly not simply supervise of brining regarding a cultural adjustment but would certainly additionally have to show herself in her new role.

Incompatible Management Design of Leader: Lewis's management style as well as its incompatibility with the advertising and marketing department's duty can additionally be seen as an OB obstacle especially as she has been utilized to managing issues in the operations department where employees are shown to focus on processes as well as obtain them. The advertising division on the various other hand can be seen as a team of people that are used to being nurtured by Krasnow that concentrated extra on result than procedures.

Interdepartmental Differences: Interdepartmental disagreements in between 3 departments, advertising, merchandizing as well as procedures respectively over the appropriation of the advertising and marketing mix can be determined as one more OB worry. Although the advertising and marketing division does not share the same vision as the various other two divisions concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and procedures divisions do not concur over the advertising and marketing mix allocation amongst each other either.

Disintegration in Marketing Division: Fragmentation in between the marketing and advertising divisions can be determined as one more OB issue which might require additional attention. The fact that the advertising and marketing sections in the advertising and marketing department are disconnected is preventing both departments from gaining from each other's experience and also expertise. Assimilation of advertising and marketing with retailing and operations would certainly come to be more difficult if the marketing department itself is degenerated which can be an additional potential OB problem.

Mountainview Country Club Whos Minding The Store Analysis

Different theories have been utilized to clarify the circumstances to get further clearness concerning the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that juniors are passive as well as lazy, have little ambition and also stand up to modification. The tough variation of this theory highlighted threat, limited controls, threats as well as penalties. In time it generates reduced efficiency, subtle sabotage and also rivalry (Bargain, 2003). Although the circumstance at Mountainview Country Club Whos Minding The Store is not totally complying with Concept X, it can be seen that new hires are finding this environment rather difficult which might eventually cause a higher inclination of the management in the direction of Theory X. Based on McGregor's promoted sight, which he called Theory Y, the necessary job of the management is to arrange business problems to ensure that individuals can attain their own objectives best by routing their initiatives in the direction of organizational rewards. If individuals discover no fulfillment in their job, the monitoring would have little option however to depend on concept X and external control (Offer, 2003). Also while assessing Lewis's monitoring style, theory X might have appropriated in the procedures department somewhat yet the Advertising and marketing division would certainly require reliance on Theory Y to get the creative thinking and originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's issue concerning bringing harmony between the advertising and marketing division is concerned, this would initially result in conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, throughout the initial phase of group advancement, people may not bond, as they are active locating their area in the group. By integrating the marketing and advertising department's work, there may coincide preliminary disconnect which can bring about the second stage of 'storming' where the groups challenge each other. Nevertheless, it is just throughout the third phase or 'norming' when they would integrate to share suggestions before the team can cause synergy in the fourth phase 'executing'.

Bridges' Shift Design: Based On William Bridge's theory (appendix 4), people are fairly uncomfortable with adjustment, which is apparent by the circumstance at Mountainview Country Club Whos Minding The Store The scenario can be seen as a regular program of life if is studied according to Bridge's theory where he clarifies that individuals experience 3 stages of transition when they experience change. 'Ending, shedding as well as Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they get in phase one and so there might be emotions like sadness, uncertainty, disappointment, temper, anxiety, denial and also disorientation.The situation at the advertising department of Mountainview Country Club Whos Minding The Store is comparable so Lewis can get comfy with the concept that it is not phenomenal actions. In the second phase, there might be a requirement to connect the gap in between the brand-new and old society so Lewis might have to face this ordeal as soon as Krasnow leaves. There may be reduced morale as well as reduced efficiency at this stage which must not be taken as a problem. It is throughout this phase that Lewis will have to provide advice to the division so that they can locate an orientation. It can be seen exactly how Krasnow has already made this transition much easier by making Lewis get involved in the division a year prior to his actual separation. As per Bridges' Version, phase 3 will produce openness to understanding, High energy as well as dedication as individuals will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the importance of 'safety and security requires as being a reduced level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and secure and also out of danger' is at the 2nd degree of requirements. Prior to a worker can be made to develop emotionally, he requires to have his 'Physiological 'as well as 'Safety and security' needs satisfied.

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



Ramification of Analysis.

The OB analysis has taken a look at various concepts to comprehend how to deal with the present circumstance handy. The adhering to three options have been recommended to aid Lewis deal with the business challenges in the advertising and marketing department. Each of these choices has been suggested for alleviating the transition required to bring the advertising division according to the needs of the market and also for making the social change that would certainly comply with once the current leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has competence in business-to-business marketing along with firm and retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and marketing functions.

The advantage of this approach is that it will integrate both functions while decreasing the demand for employing an additional resource for advertising and marketing. Lewis would be heading the marketing division and in any type of case her substitute would be required for the existing function that she is executing. The disadvantage of this option is that exterior hiring may produce animosity from inner employees that may be looking at the setting of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Provided the competitive stress and also excellent quality job called for from the ad agency, it is recommended that Lewis needs to allow the manufacturing system to be a different feature from the marketing unit. Given that a lot of advertising agencies had these 2 features as different systems, it makes more feeling to follow the norm. Along with this, both functions might have the ability to focus on their core activates a lot more effectively. Nevertheless, the negative aspect of this method would be that extra costs would certainly need to be birthed for establishing separate manufacturing functions. A manufacturing head might have to be employed which can increase overheads for the company.

Combination of Marketing with Operations: Because Lewis is currently caring for the advertising as well as procedures divisions simultaneously; it makes good sense to incorporate the two features considering that she has actually been efficiently dealing with both ends. The reality that both divisions currently have significant differences over allotment of resources recommends that this integration may be able to produce consistency especially as Lewis would certainly be heading both ends.However there are different downsides of this action specifically as it would certainly put excessive problem over Lewis's shoulders. The reality that Lewis needs to adapt her management style for the marketing division recommends that these two departments would certainly be culturally diverse. Lewis may not be able to apply one type of management design to both divisions which could result in ineffectiveness in either one of the two functions.

Recommendation.



An assessment of the three options indicates that assimilation of marketing and also procedures would not be a feasible move due to the vast distinctions in between the two divisions despite the fact that currently Lewis is dealing with both. While separation of the production function might have been a favorable move for the advertising department, the reality that it would imply putting a third feature under Lewis's wing indicates this ought to be stayed clear of also. The assimilation of the advertising division is the very best choice in regards to obtaining the optimal results from the division. An action prepare for this alternative is talked about below.

Action Plan.
Recommendation
Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will certainly stay component of marketing under marketing function.

Lewis will certainly divide herself from procedures.

A democratic leadership style with employee empowerment will certainly be used in advertising and marketing division.

Open door policy and also emphasis on cross departmental communication will certainly be targeted at eliminating disharmony.

Backup plan.

If the integration does not exercise as planned, a contingency strategy would certainly adhere to which would divide the manufacturing function from the advertising function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing division without an SVP. In that case the production feature will absolutely be divided by placing it under an SVP manufacturing.