National Hockey League Collective Bargaining Agreement Case Study Analysis


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National Hockey League Collective Bargaining Agreement Case Study Solution

Background and Facts

National Hockey League Collective Bargaining Agreement a workplace products store for small and moderate sized services has actually just recently been involved in planning for a merging with its competitor Home Deport, which has impacted efficiency levels in departmentswith the elderly supervisor associated with legal issues put forth by the government Trade Payment. With the Marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the future. With obstacles in the form of a potential cultural adjustment and also reduced worker spirits, the organization requires a complete reengineering effort at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible social change at the advertising division of National Hockey League Collective Bargaining Agreement is raising uncertainty in the workplace leading to various difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing calculated decisions given that Stapes Inc. had to desert its plans of merging with Workplace Deport after the Federal Trade Commission's treatment in the process. Provided the reality that the shop has an international presence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries may be able to impact efficiency or strategic goals. Federal Trade Compensation's antitrust suit versus the merger occupied valuable time of the company's elderly administration suggesting that 'political' factors can have serious ramifications for a worldwide company.

Economic Factors: Financial factors such as the appearance of small companies in the global scenario recommend that National Hockey League Collective Bargaining Agreement is prospering in an atmosphere where there is potential development of services. In addition to this, reality that store clients are mostly seeking workplace supplies for office recommends that the market has an increasing trend of business owners and also home companies.

Social factors: Social trends in the economic situation reveal that consumers are searching for comfort along with eye-catching prices. Market research demonstrates how the consumer for National Hockey League Collective Bargaining Agreement does not have recognition about locating remedies which can provide a combination of comfort and low costs.

Technical factors: Innovation plays a crucial function in National Hockey League Collective Bargaining Agreement's company strategy specifically as the company is piloting Technology centers which would provide technology sales and also assistance in the type of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Business Actions problems can be seen in National Hockey League Collective Bargaining Agreement's case as highlighted in this section.

Worries concerning cultural modification: There is apprehension about a social modification that would take place when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the personnel currently showing unhappiness over this possible step. This predicted change has actually developed anxiety in the workplace which has been paired with the previous tension of preparing the firm for a prospective merging with Home Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is scarcity of employees that can match the difficult atmosphere of a fast-paced organization. Not only does this bring about difficulty in discovering the right individuals, it places stress on brand-new hires as can not hold up against the speed and pressure that the company expects them to bear.

Dual Coverage Lines: Newbies discover this organizational culture cumbersome and hard to manage especially as populated line relationships are implied to be weaker generally and also unbiased setup as well as efficiency analysis is still done by the strong line manager. This suggests that newbies might lose clarity about their particular duties and also objectives especially as populated line coverage does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had actually been hypothesized that the last would take Krasnow's placement came as a blow to her spirits. Lewis might have been capable and also suitable for the task however the truth that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Work Insecurity: Worry as well as instability can be identified as two significant concerns that Lewis would be taking care of specifically as the merging has actually now be cancelled and also 2 senior executives of the advertising and marketing department would be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural adjustment but would certainly likewise have to verify herself in her brand-new role.

Inappropriate Management Design of Leader: Lewis's monitoring style and its conflict with the marketing department's function can additionally be viewed as an OB challenge specifically as she has been utilized to taking care of problems in the operations division where workers are taught to focus on processes and get them right. The advertising and marketing department on the other hand can be viewed as a group of people who are used to being supported by Krasnow who concentrated extra on output than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 divisions, advertising and marketing, merchandizing and procedures respectively over the allowance of the advertising and marketing mix can be identified as one more OB issue. Although the advertising department does not share the same vision as the other two divisions pertaining to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as operations departments do not agree over the advertising mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the advertising and marketing departments can be recognized as one more OB problem which can need additional focus. The truth that the marketing and advertising areas in the advertising and marketing division are separated is protecting against both departments from getting from each various other's experience as well as know-how. Combination of advertising with merchandising and procedures would certainly end up being harder if the advertising division itself is disintegrated which can be an additional possible OB issue.

National Hockey League Collective Bargaining Agreement Analysis

Different concepts have been made use of to discuss the conditions to obtain more clearness regarding the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that staffs are easy and lazy, have little ambition and stand up to adjustment. The hard variation of this theory highlighted browbeating, limited controls, risks as well as punishments. With time it creates low performance, subtle sabotage as well as competition (Bargain, 2003). Although the scenario at National Hockey League Collective Bargaining Agreement is not entirely adhering to Theory X, it can be seen that new hires are finding this environment rather difficult which may ultimately lead to a greater inclination of the management towards Concept X. As per McGregor's advocated view, which he called Theory Y, the necessary task of the administration is to organize business conditions so that people can attain their very own objectives best by guiding their efforts towards organizational rewards. If people locate no satisfaction in their job, the monitoring would have little choice however to rely upon theory X and also outside control (Bargain, 2003). Even while examining Lewis's administration style, concept X might have appropriated in the procedures division somewhat but the Advertising and marketing department would need reliance on Theory Y in order to get the creative thinking and originality from the groups.

Tuckman's Synergy Theory: As for Lewis's worry about bringing harmony in between the marketing and advertising division is concerned, this would at first cause conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the preliminary phase of team growth, individuals may not bond, as they are busy finding their area in the group. By combining the advertising and marketing department's work, there may coincide first disconnect which can bring about the 2nd phase of 'storming' where the teams challenge each other. Nonetheless, it is just throughout the third stage or 'norming' when they would certainly come together to share suggestions prior to the team can produce harmony in the fourth phase 'carrying out'.

When people are presented with change, they go into phase one as well as so there may be feelings like unhappiness, unpredictability, irritation, anger, anxiety, rejection and disorientation.The situation at the advertising division of National Hockey League Collective Bargaining Agreement is similar so Lewis can get comfortable with the concept that it is not extraordinary actions. It is during this stage that Lewis will have to offer assistance to the division so that they can discover a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition easier by making Lewis get entailed in the department a year prior to his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the value of 'safety requires as being a reduced level demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel protected and also out of risk' is at the 2nd level of demands. Before an employee can be made to create mentally, he requires to have his 'Physical 'and also 'Security' requires satisfied.

SWOT Analysis for National Hockey League Collective Bargaining Agreement Case Study

Effects of Analysis.

The OB analysis has actually considered various theories to recognize exactly how to manage the current scenario available. The following three alternatives have actually been proposed to assist Lewis manage the organizational difficulties in the advertising department. Each of these choices has actually been recommended for reducing the transition required to bring the advertising and marketing department according to the requirements of the marketplace and for making the social adjustment that would follow once the present leader leaves.

Integration of marketing and advertising functions. Separating Adverting and Production features. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Assimilation of Marketing & Advertising Functions: The in-house marketing agency of National Hockey League Collective Bargaining Agreement is already strength for the company in terms of saving up on expenses associated with advertising and marketing as well as promo. Considering that no new employment has been done after Bridget Cole's departure with the reporting line being straight appointed to Krasnow for the advertising feature, this is a positive possibility for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business marketing along with company and retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to take care of both advertising and marketing features.

The advantage of this approach is that it will integrate both features while decreasing the demand for hiring an extra source for advertising. Lewis would be heading the advertising and marketing department as well as in any type of case her substitute would certainly be required for the present role that she is doing. The disadvantage of this choice is that exterior hiring may bring about resentment from internal employees who may be looking at the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Manufacturing: Provided the affordable pressures as well as high quality job required from the advertising agency, it is suggested that Lewis needs to permit the production unit to be a separate function from the advertising and marketing unit. Since many advertising firms had these two functions as different systems, it makes even more feeling to follow the norm.

Combination of Advertising with Operations: Given that Lewis is already taking care of the advertising and procedures departments all at once; it makes sense to incorporate the 2 features because she has actually been effectively taking care of both ends. The fact that Lewis has to adapt her administration design for the marketing department recommends that these 2 divisions would be culturally varied.


An evaluation of the three alternatives indicates that integration of marketing and also operations would not be a feasible move because of the substantial distinctions in between the two divisions despite the fact that currently Lewis is taking care of both. While splitting up of the production function may have been a positive action for the advertising department, the fact that it would certainly suggest positioning a 3rd feature under Lewis's wing means this must be avoided. The assimilation of the advertising and marketing department is the most effective alternative in regards to getting the optimal arise from the division. An action plan for this option is reviewed listed below.

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

Advertising and Marketing functions would be merged.

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

Production function will certainly stay part of advertising under advertising and marketing function.

Lewis will separate herself from operations.

An autonomous leadership style with worker empowerment will be made use of in marketing division.

Open door policy and also focus on cross departmental communication will be aimed at eliminating dissonance.

Contingency strategy.

If the assimilation does not exercise as prepared, a backup strategy would adhere to which would certainly separate the manufacturing function from the advertising and marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. In that case the production feature will most definitely be divided by putting it under an SVP production.