National Hockey League Collective Bargaining Agreement Case Study Analysis


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National Hockey League Collective Bargaining Agreement Case Study Analysis

Background and Facts

National Hockey League Collective Bargaining Agreement a workplace products merchant for small and also average sized businesses has actually just recently been involved in planning for a merging with its rival Home Deport, which has influenced efficiency levels in departmentswith the elderly supervisor involved in legal difficulties put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the future. With challenges in the form of a potential cultural change and also low staff member spirits, the organization is in need of a full reengineering initiative at the marketing division.

Issue Statement

The potential cultural modification at the marketing department of National Hockey League Collective Bargaining Agreement is raising unpredictability in the working environment leading to various difficulties for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical decisions given that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's treatment at the same time. Offered the truth that the shop has a global visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries may have the ability to influence performance or strategic goals. Federal Trade Payment's antitrust fit against the merging took up useful time of the company's elderly monitoring recommending that 'political' factors can have significant implications for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of local business in the global scenario suggest that National Hockey League Collective Bargaining Agreement is flourishing in a setting where there is potential growth of companies. Fact that shop customers are mostly looking for office materials for residence offices suggests that the market has a climbing fad of business owners as well as house based businesses.

Social factors: Social trends in the economic climate reveal that clients are searching for ease in addition to appealing rates. Marketing research shows how the customer for National Hockey League Collective Bargaining Agreement lacks understanding about discovering solutions which can provide a combination of benefit and also inexpensive.

Technological factors: Technology plays a vital function in National Hockey League Collective Bargaining Agreement's organisation method particularly as the organization is piloting Modern technology centers which would certainly use modern technology sales and also support in the form of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits concerns can be seen in National Hockey League Collective Bargaining Agreement's case as highlighted in this section.

Uneasiness regarding cultural adjustment: There is concern regarding a cultural adjustment that would certainly happen as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the employee already revealing discontent over this potential relocation. This anticipated adjustment has produced stress in the office which has actually been paired with the past anxiety of preparing the firm for a possible merger with House Deport.

Stressful Job Setting for Newcomers: There is lack of personnel that can match the difficult setting of a fast-paced company. Not only does this lead to difficulty in finding the ideal individuals, it puts anxiety on new hires as can not withstand the pace and pressure that the organization anticipates them to birth.

Double Coverage Lines: Newcomers locate this organizational society cumbersome and difficult to manage particularly as populated line connections are meant to be weak as a whole and unbiased setting as well as performance examination is still done by the strong line manager. This suggests that newcomers might lose clarity concerning their corresponding functions as well as objectives especially as populated line reporting does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been hypothesized that the last would take Krasnow's setting came as a blow to her morale. Lewis may have been qualified and also appropriate for the job however the reality that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Concern & Task Insecurity: Anxiety and insecurity can be identified as 2 significant issues that Lewis would certainly be managing particularly as the merging has now be terminated as well as 2 senior execs of the advertising and marketing department would be leaving. The whole obligation of the department would be falling on Lewis's shoulders that would certainly not just supervise of brining regarding a cultural change however would certainly also have to confirm herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's monitoring style and also its incompatibility with the advertising department's function can likewise be viewed as an OB obstacle particularly as she has actually been made use of to managing problems in the operations division where personnel are shown to focus on procedures and obtain them right. The advertising and marketing division on the other hand can be seen as a team of people who are made use of to being nurtured by Krasnow who focused much more on output than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between 3 divisions, marketing, merchandizing as well as operations specifically over the appropriation of the advertising and marketing mix can be identified as another OB issue. The advertising and marketing division does not share the exact same vision as the other 2 divisions concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations divisions do not concur over the advertising mix allocation amongst one an additional either.

Fragmentation in Marketing Division: Fragmentation in between the marketing and advertising divisions can be determined as one more OB issue which might require further interest. The reality that the advertising and marketing sections in the advertising department are detached is protecting against both divisions from obtaining from each other's experience and expertise. Combination of advertising and marketing with retailing and procedures would come to be more difficult if the advertising department itself is disintegrated which can be another possible OB worry.

National Hockey League Collective Bargaining Agreement Analysis

Various concepts have actually been made use of to explain the situations to get additional quality regarding the scenario handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that subordinates are passive and also careless, have little passion and also stand up to change. The tough version of this theory emphasized browbeating, limited controls, risks as well as penalties. In time it creates reduced performance, refined sabotage as well as competition (Deal, 2003). The scenario at National Hockey League Collective Bargaining Agreement is not entirely adhering to Theory X, it can be seen that brand-new hires are discovering this setting instead difficult which may eventually lead to a better inclination of the management in the direction of Concept X. As per McGregor's advocated view, which he called Concept Y, the necessary task of the monitoring is to organize organizational problems to make sure that individuals can accomplish their very own objectives best by directing their efforts in the direction of business rewards. If individuals discover no satisfaction in their work, the monitoring would have little option but to rely on theory X as well as external control (Offer, 2003). Also while assessing Lewis's management design, theory X might have appropriated in the procedures department to some extent however the Marketing division would certainly require reliance on Concept Y so as to get the creative thinking as well as originality from the teams.

Tuckman's Teamwork Concept: As much as Lewis's problem regarding bringing consistency between the marketing as well as advertising division is concerned, this would originally lead to clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising as well as advertising and marketing department's job, there may be the same preliminary separate which might lead to the 2nd stage of 'storming' where the groups challenge one another.

Bridges' Change Model: According To William Bridge's theory (appendix 4), people are fairly awkward with modification, which is evident by the scenario at National Hockey League Collective Bargaining Agreement The scenario can be viewed as a typical course of life if is researched based on Bridge's concept where he explains that individuals go through 3 stages of change when they experience adjustment. 'Ending, shedding and Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with adjustment, they enter stage one therefore there might be feelings like unhappiness, unpredictability, disappointment, rage, concern, denial as well as disorientation.The circumstance at the 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. In the 2nd phase, there might be a demand to bridge the gap between the brand-new and old society so Lewis might have to face this experience when Krasnow leaves. There may be low morale and also low efficiency at this stage which need to not be taken as an obstacle. It is throughout this phase that Lewis will certainly need to offer support to the division to ensure that they can locate an orientation. It can be seen just how Krasnow has already made this shift easier by making Lewis obtain involved in the division a year prior to his real departure. According to Bridges' Version, phase three will certainly produce openness to learning, High power as well as dedication as individuals will embrace the adjustment (Bridges, 2004).

Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has goes over the relevance of 'protection requires as being a lower degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and secure and out of danger' is at the 2nd level of requirements. Before a staff member can be made to establish psychologically, he needs to have his 'Physiological 'and 'Safety and security' requires satisfied.

SWOT Analysis for National Hockey League Collective Bargaining Agreement Case Study

Ramification of Analysis.

The OB analysis has actually considered various concepts to comprehend just how to handle the present circumstance handy. The adhering to 3 choices have actually been suggested to help Lewis handle the organizational obstacles in the advertising and marketing department. Each of these alternatives has actually been recommended for easing the transition needed to bring the advertising division according to the demands of the marketplace and for making the cultural adjustment that would certainly follow when the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting as well as Production features. Combination of Marketing with Operations.

Evaluation of Alternatives.

Combination of Advertising & Marketing Functions: The in-house advertising company of National Hockey League Collective Bargaining Agreement is already strength for the organization in regards to conserving up on overheads associated with marketing and also promotion. Considering that no brand-new recruitment has been done after Bridget Cole's departure with the coverage line being straight designated to Krasnow for the marketing function, this is a desirable opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has knowledge in business-to-business advertising together with firm and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both marketing and advertising functions.

The advantage of this approach is that it will certainly incorporate both features while decreasing the need for hiring an additional resource for marketing. Along with this, Lewis would certainly be heading the marketing department and also all the same her replacement would be required for the existing function that she is performing. The drawback of this choice is that exterior hiring may cause bitterness from inner employees who might be considering the position of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Manufacturing: Provided the competitive stress as well as high top quality job required from the advertising agency, it is suggested that Lewis must enable the production device to be a different feature from the marketing unit. Considering that many marketing firms had these 2 features as different devices, it makes even more feeling to comply with the standard.

Assimilation of Advertising with Operations: Considering that Lewis is already taking care of the advertising and procedures divisions at the same time; it makes sense to incorporate the two functions given that she has actually been successfully taking care of both ends. The truth that the two divisions already have major differences over allotment of sources suggests that this integration might be able to bring about consistency particularly as Lewis would certainly be heading both ends.However there are different drawbacks of this action specifically as it would certainly put way too much burden over Lewis's shoulders. The fact that Lewis has to adjust her management style for the advertising division recommends that these 2 divisions would be culturally diverse. In addition to this, Lewis may not have the ability to use one kind of management style to both divisions which might result in inefficiency in either one of both functions.


An assessment of the 3 alternatives suggests that integration of advertising and marketing and also procedures would certainly not be a practical step as a result of the huge distinctions in between the two departments despite the fact that currently Lewis is managing both. While separation of the production function might have been a positive move for the marketing department, the fact that it would mean positioning a third function under Lewis's wing implies this must be avoided too. The integration of the marketing division is the very best choice in regards to getting the ideal results from the division. An action prepare for this choice is gone over listed below.

Activity Plan.

Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will certainly stay component of advertising and marketing under marketing feature.

Lewis will certainly separate herself from procedures.

A democratic leadership design with staff member empowerment will certainly be used in advertising department.

Open up door policy and emphasis on cross department communication will certainly be targeted at removing dissonance.

Backup plan.

If the integration does not work out as intended, a backup strategy would adhere to which would separate the production function from the advertising and marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising department without an SVP. Because case the manufacturing function will certainly be divided by positioning it under an SVP manufacturing.