National Hockey League Collective Bargaining Agreement Case Study Solution


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National Hockey League Collective Bargaining Agreement Case Study Solution

Background and Facts

National Hockey League Collective Bargaining Agreement an office products retailer for tiny and also moderate sized organisations has actually just recently been associated with planning for a merging with its rival Home Deport, which has influenced effectiveness levels in departmentswith the elderly supervisor involved in lawful complications presented by the government Profession Commission. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the future. With difficulties in the form of a prospective cultural modification and reduced employee spirits, the company wants a total reengineering effort at the marketing division.

Problem Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of National Hockey League Collective Bargaining Agreement is boosting uncertainty in the working environment leading to various 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 duty in impacting critical choices because Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Profession Commission's treatment at the same time. Offered the truth that the shop has a worldwide presence with branches in UK, USA, Canada and Germany, political consider each of these countries may be able to impact efficiency or strategic goals. Federal Trade Payment's antitrust match against the merger took up beneficial time of the organization's elderly monitoring suggesting that 'political' factors can have severe ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the worldwide scenario recommend that National Hockey League Collective Bargaining Agreement is flourishing in an atmosphere where there is possible development of businesses. Reality that store clients are mostly looking for workplace supplies for home offices suggests that the market has an increasing trend of entrepreneurs and house based services.

Social factors: Social trends in the economic climate reveal that clients are seeking comfort in addition to attractive rates. Marketing research demonstrates how the consumer for National Hockey League Collective Bargaining Agreement lacks awareness about finding remedies which can supply a mix of benefit as well as low costs.

Technological factors: Innovation plays an essential function in National Hockey League Collective Bargaining Agreement's company strategy specifically as the organization is piloting Innovation facilities which would certainly provide modern technology sales and assistance in the kind of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues and Manifestations.

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

Uneasiness regarding cultural change: There is concern about a social change that would certainly occur once Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with most of the team member already showing discontent over this prospective action. This expected modification has actually developed stress and anxiety in the work environment which has actually been combined with the past stress and anxiety of preparing the firm for a prospective merging with Home Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is shortage of personnel that can match the stressful setting of a busy company. Not only does this bring about difficulty in locating the best individuals, it places stress and anxiety on brand-new hires as can not endure the rate and pressure that the company expects them to birth.

Twin Reporting Lines: Newcomers discover this business culture cumbersome as well as challenging to handle specifically as populated line connections are suggested to be weaker in general and also unbiased setup as well as performance assessment is still done by the solid line manager. This implies that beginners can shed clarity concerning their corresponding duties as well as goals especially as dotted line coverage does not maintain them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles although it had actually been speculated that the last would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and proper for the job but the reality that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Job Insecurity: Worry and insecurity can be determined as 2 significant problems that Lewis would certainly be managing especially as the merger has currently be terminated as well as two elderly executives of the advertising division would be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders who would not just be in charge of brining concerning a social change but would also have to show herself in her new role.

Inappropriate Management Style of Leader: Lewis's management style as well as its conflict with the advertising department's function can likewise be seen as an OB challenge particularly as she has been used to taking care of concerns in the procedures division where employees are shown to focus on procedures as well as get them right. The advertising and marketing department on the various other hand can be viewed as a group of people who are used to being nurtured by Krasnow who focused much more on result than procedures.

Interdepartmental Disputes: Interdepartmental differences in between three divisions, advertising and marketing, merchandizing and operations specifically over the appropriation of the marketing mix can be identified as an additional OB concern. The advertising department does not share the very same vision as the various other two divisions pertaining to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and operations divisions do not agree over the marketing mix allowance amongst one another either.

Fragmentation in Advertising Department: Disintegration in between the marketing and advertising departments can be determined as one more OB problem which might require more focus. The fact that the advertising and marketing sections in the advertising and marketing division are detached is protecting against both departments from gaining from each various other's experience as well as knowledge. Assimilation of marketing with retailing as well as procedures would certainly come to be more difficult if the advertising department itself is disintegrated which can be one more potential OB worry.

National Hockey League Collective Bargaining Agreement Analysis

Numerous concepts have actually been made use of to clarify the situations to obtain more quality about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that staffs are passive as well as careless, have little aspiration and also resist adjustment. The situation at National Hockey League Collective Bargaining Agreement is not totally following Theory X, it can be seen that new hires are finding this atmosphere instead difficult which might at some point lead to a greater disposition of the monitoring in the direction of Concept X. Also while evaluating Lewis's monitoring design, theory X may have been appropriate in the operations division to some degree yet the Marketing department would certainly require dependence on Concept Y in order to obtain the creative thinking and also originality from the groups.

Tuckman's Synergy Concept: As for Lewis's worry concerning bringing consistency in between the advertising and marketing division is concerned, this would originally result in clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the initial stage of group development, people might not bond, as they are hectic finding their area in the team. By incorporating the advertising and marketing department's job, there might be the same initial detach which might result in the 2nd stage of 'storming' where the groups test each other. Nonetheless, it is only throughout the third phase or 'norming' when they would come together to share suggestions prior to the group can produce harmony in the 4th stage 'executing'.

When individuals are offered with modification, they get in stage one and also so there might be feelings like sadness, uncertainty, aggravation, rage, worry, denial as well as disorientation.The scenario at the advertising and marketing division of National Hockey League Collective Bargaining Agreement is comparable so Lewis can obtain comfy with the concept that it is not phenomenal behavior. It is during this phase that Lewis will have to offer advice to the department so that they can discover a feeling of instructions. It can be seen how Krasnow has actually already made this shift simpler by making Lewis obtain involved in the department a year prior to his actual separation.
Vrio Analysis
Maslow's Demand hierarchy: The OB problem pertaining to instability at the work environment has been set off to start with by the adjustment in administration as well as second of all by the truth that the merger will no longer be initiated. Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has reviews the significance of 'security needs as being a reduced level demand of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to really feel protected as well as unharmed' goes to the 2nd level of needs. Before a staff member can be made to establish mentally, he needs to have his 'Physiological 'and 'Security' needs fulfilled. This indicates that unless the personnel are made to feel secure regarding their present employment condition in National Hockey League Collective Bargaining Agreement they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for National Hockey League Collective Bargaining Agreement Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various theories to comprehend exactly how to manage the current situation at hand. The complying with 3 alternatives have been proposed to assist Lewis deal with the organizational difficulties in the advertising and marketing department. Each of these alternatives has been proposed for easing the transition needed to bring the advertising and marketing division in accordance with the requirements of the market and also for making the cultural change that would adhere to once the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and also Manufacturing functions. Integration of Marketing with Procedures.

Analysis of Alternatives.

Assimilation of Marketing & Advertising Functions: The internal marketing firm of National Hockey League Collective Bargaining Agreement is currently strength for the company in regards to conserving up on overheads connected to marketing and promotion. Because no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being directly designated to Krasnow for the marketing feature, this is a favorable opportunity for incorporating the marketing and advertising features. Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has competence in business-to-business advertising in addition to agency and retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both marketing and advertising features.

The advantage of this technique is that it will certainly incorporate both functions while decreasing the requirement for employing an extra resource for advertising. Lewis would be heading the marketing department and also in any type of case her replacement would certainly be needed for the current function that she is carrying out. The negative aspect of this choice is that exterior hiring may produce resentment from inner workers that may be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Manufacturing: Offered the affordable pressures and also top quality job called for from the ad agency, it is advised that Lewis needs to enable the manufacturing system to be a different feature from the advertising and marketing device. Because most advertising agencies had these 2 functions as different devices, it makes even more sense to comply with the standard. In addition to this, both features might have the ability to concentrate on their core activates a lot more successfully. The downside of this strategy would certainly be that extra costs would have to be borne for setting up separate production features. In addition to this, a production head may have to be worked with which could increase overheads for the company.

Assimilation of Advertising with Workflows: Given that Lewis is currently taking treatment of the advertising and procedures divisions all at once; it makes feeling to incorporate the 2 functions because she has actually been successfully taking care of both ends. The reality that Lewis has to adapt her administration design for the marketing department recommends that these two divisions would be culturally diverse.


An analysis of the 3 choices shows that integration of advertising and marketing and operations would certainly not be a viable move because of the vast differences between both divisions although that currently Lewis is dealing with both. While separation of the production function might have been a beneficial move for the marketing division, the truth that it would certainly suggest placing a 3rd feature under Lewis's wing suggests this need to be avoided as well. The integration of the advertising division is the very best alternative in regards to getting the optimum arise from the department. An action prepare for this option is gone over listed below.

Action Strategy.
Lewis will take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing feature will stay part of advertising and marketing under advertising function.

Lewis will separate herself from operations.

An autonomous management style with employee empowerment will certainly be used in advertising and marketing division.

Open up door policy and focus on cross departmental interaction will certainly be focused on getting rid of disharmony.

Contingency strategy.

If the integration does not work out as planned, a contingency plan would comply with which would certainly separate the manufacturing function from the advertising and marketing function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing division without an SVP. Because case the production feature will definitely be divided by putting it under an SVP manufacturing.