Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel Case Study Solution


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Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel Case Study Analysis

Background and Facts

Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel a workplace materials merchant for tiny and moderate sized organisations has just recently been associated with planning for a merger with its competitor Residence Deport, which has actually influenced performance levels in departmentswith the elderly supervisor involved in lawful complications presented by the government Profession Compensation. With the Marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the near future. With challenges in the type of a possible cultural modification and also low staff member morale, the company requires a full reengineering initiative at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural modification at the advertising and marketing division of Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel is boosting uncertainty in the workplace bring about different challenges for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical choices considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Commission's treatment at the same time. Offered the truth that the store has a worldwide presence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these nations may be able to influence performance or critical objectives. Federal Trade Payment's antitrust match against the merger used up important time of the company's senior management suggesting that 'political' factors can have severe ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the development of local business in the global situation suggest that Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel is thriving in an environment where there is prospective development of companies. Fact that shop customers are mainly looking for workplace products for house workplaces suggests that the market has a climbing trend of entrepreneurs as well as residence based companies.

Social factors: Social trends in the economy show that consumers are looking for benefit in addition to appealing prices. Marketing research demonstrates how the client for Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel lacks awareness about locating remedies which can provide a mix of convenience and inexpensive.

Technical factors: Modern technology plays an important role in Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel's business approach especially as the organization is piloting Innovation centers which would provide technology sales as well as assistance in the form of memory upgrades, outer setups. (Summary of PARASITE in appendix 2).

OB Issues and also Manifestations.

A number of underlying Business Habits problems can be seen in Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel's case as highlighted in this section.

Apprehensions concerning cultural adjustment: There is uneasiness regarding a cultural adjustment that would certainly occur once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with the majority of the team member currently revealing unhappiness over this possible relocation. This predicted modification has developed anxiety in the workplace which has actually been coupled with the previous stress of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is shortage of personnel that can match the difficult setting of a hectic company. Not just does this bring about problem in finding the appropriate individuals, it places anxiety on brand-new hires as can not endure the pace as well as stress that the company anticipates them to bear.

Twin Coverage Lines: Newcomers locate this organizational culture troublesome and also hard to deal with specifically as dotted line relationships are indicated to be weak as a whole as well as objective setup and also performance analysis is still done by the solid line supervisor. This indicates that novices can shed clarity regarding their particular duties and also purposes particularly as dotted line coverage does not keep them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's placement came as a strike to her spirits. Lewis might have been capable and also proper for the task however the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Instability: Fear and insecurity can be determined as two major issues that Lewis would be managing specifically as the merger has actually now be cancelled as well as 2 elderly execs of the marketing division would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a cultural adjustment but would likewise have to confirm herself in her brand-new duty.

Incompatible Monitoring Design of Leader: Lewis's administration design as well as its incompatibility with the advertising department's function can additionally be viewed as an OB obstacle especially as she has actually been made use of to managing issues in the operations division where personnel are shown to focus on processes as well as get them right. The marketing department on the various other hand can be seen as a team of people who are utilized to being nurtured by Krasnow that concentrated a lot more on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between three departments, marketing, merchandizing and also operations specifically over the appropriation of the marketing mix can be identified as another OB issue. 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 procedures divisions do not concur over the advertising mix allowance among each other either.

Fragmentation in Advertising Division: Fragmentation between the advertising and marketing departments can be identified as one more OB problem which can need additional interest. The truth that the marketing and advertising sections in the advertising and marketing department are separated is avoiding both divisions from obtaining from each various other's experience and also knowledge. Assimilation of advertising and marketing with retailing as well as procedures would come to be more difficult if the marketing division itself is broken down which can be an additional prospective OB worry.

Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel Analysis

Numerous concepts have been made use of to clarify the conditions to get additional clearness concerning the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are passive and lazy, have little aspiration and also withstand modification. The difficult variation of this concept emphasized threat, limited controls, threats and also punishments. In time it creates low efficiency, subtle sabotage as well as competition (Offer, 2003). The circumstance at Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel is not completely complying with Theory X, it can be seen that new hires are finding this setting instead difficult which may at some point lead to a better inclination of the administration towards Concept X. As per McGregor's supported view, which he called Concept Y, the vital job of the administration is to organize business conditions so that individuals can attain their own objectives best by routing their initiatives towards business rewards. If individuals find no complete satisfaction in their job, the management would have little selection but to depend on theory X and external control (Deal, 2003). Even while evaluating Lewis's administration style, concept X might have been suitable in the operations division somewhat however the Advertising and marketing department would need reliance on Theory Y in order to get the imagination as well as originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's concern about bringing harmony between the advertising and also marketing department is worried, this would at first lead to clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. By integrating the marketing and marketing department's job, there may be the same preliminary detach which could lead to the second stage of 'storming' where the groups test one another.

When people are offered with modification, they get in stage one and also so there might be emotions like sadness, unpredictability, disappointment, rage, anxiety, rejection and disorientation.The scenario at the advertising department of Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel is comparable so Lewis can obtain comfy with the idea that it is not remarkable behavior. It is throughout this phase that Lewis will have to give advice to the division so that they can locate a feeling of instructions. It can be seen just how Krasnow has actually already made this change simpler by making Lewis obtain entailed in the department a year before his actual departure.
Vrio Analysis
Maslow's Requirement power structure: The OB problem related to insecurity at the workplace has actually been activated firstly by the change in monitoring as well as second of all by the fact that the merging will certainly no longer be launched. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the value of 'security requires as being a lower degree need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and untouched' is at the second degree of needs. Prior to a worker can be made to develop mentally, he needs to have his 'Physiological 'and 'Safety and security' needs satisfied. This shows that unless the employees are made to feel secure concerning their existing employment standing in Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands Sequel Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various concepts to understand how to handle the present scenario available. The following 3 choices have actually been suggested to help Lewis manage the organizational difficulties in the advertising division. Each of these alternatives has actually been proposed for relieving the shift required to bring the advertising department in accordance with the requirements of the market as well as for making the social change that would follow as soon as the present leader leaves.

Integration of advertising and marketing functions. Dividing Adverting as well as Manufacturing functions. Combination of Marketing with Procedures.

Examination of Alternatives.

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

The advantage of this strategy is that it will certainly incorporate the two functions while reducing the requirement for working with an added resource for advertising. In addition to this, Lewis would be heading the advertising department and also regardless her substitute would be required for the current role that she is carrying out. The downside of this alternative is that exterior hiring might cause resentment from interior personnel that may be eying the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Provided the affordable pressures and also high top quality work required from the advertising and marketing company, it is advised that Lewis must allow the production device to be a different function from the advertising and marketing system. Because many advertising and marketing companies had these two functions as separate systems, it makes more feeling to follow the norm.

Combination of Advertising And Marketing with Procedures: Given that Lewis is currently taking treatment of the advertising and marketing and also procedures divisions at the same time; it makes sense to integrate the two functions since she has actually been efficiently taking care of both ends. The reality that Lewis has to adapt her administration style for the advertising division suggests that these two departments would be culturally varied.


An assessment of the 3 choices shows that combination of marketing as well as procedures would certainly not be a viable step due to the substantial differences between the 2 divisions regardless of the truth that currently Lewis is taking care of both. While separation of the production feature might have been a beneficial action for the advertising department, the reality that it would certainly imply putting a 3rd function under Lewis's wing indicates this must be stayed clear of.

Action Plan.
Lewis will take control of the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Manufacturing feature will certainly remain part of advertising under advertising feature.

Lewis will certainly separate herself from procedures.

A democratic management style with staff member empowerment will be made use of in advertising department.

Open door plan as well as focus on cross departmental communication will certainly be aimed at getting rid of discord.

Backup plan.

If the combination does not work out as prepared, a backup plan 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 get employed, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing feature will most definitely be divided by putting it under an SVP manufacturing.