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


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

Background and Facts

Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands a workplace materials store for small and medium sized businesses has recently been involved in preparing for a merger with its competitor Home Deport, which has influenced effectiveness degrees in departmentswith the elderly manager involved in legal difficulties put forth by the government Profession Compensation. With the Advertising and marketing Head advancing the information of his departure from the business in one year, Jeannie Lewis, the present head of procedures has been asked to take the function in the near future. With challenges in the type of a potential cultural adjustment and also low staff member morale, the organization wants a complete reengineering initiative at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social change at the advertising department of Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is boosting uncertainty in the working environment bring about numerous obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic decisions given that Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Offered the fact that the shop has an international presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might be able to impact performance or tactical goals. Federal Profession Payment's antitrust fit against the merger used up beneficial time of the organization's senior monitoring suggesting that 'political' factors can have major ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the emergence of local business in the global situation recommend that Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is growing in an environment where there is prospective growth of organisations. Reality that store clients are mainly looking for office supplies for home workplaces recommends that the market has an increasing trend of entrepreneurs as well as home based companies.

Social factors: Social fads in the economic climate reveal that clients are looking for convenience along with eye-catching rates. Market research shows how the customer for Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands lacks awareness about discovering solutions which can supply a mix of ease as well as low costs.

Technical factors: Modern technology plays an essential duty in Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands's company technique especially as the organization is piloting Modern technology centers which would certainly supply modern technology sales as well as assistance in the kind of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues and also Effects.

Numerous underlying Business Behavior issues can be seen in Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands's case as highlighted in this section.

Apprehensions concerning social modification: There is apprehension concerning a cultural change that would certainly occur as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with most of the team member currently revealing discontent over this potential move. This expected adjustment has produced stress in the office which has been paired with the past stress and anxiety of preparing the firm for a prospective merger with Residence Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is lack of workers that can match the stressful environment of a fast-paced company. Not only does this cause difficulty in finding the right people, it puts stress and anxiety on brand-new hires as can not withstand the pace and stress that the organization expects them to birth.

Twin Reporting Lines: Novices find this business culture cumbersome and difficult to handle particularly as populated line connections are indicated to be weak as a whole as well as objective setup and also performance evaluation is still done by the solid line supervisor. This means that newbies might shed clearness about their corresponding roles and also objectives especially as populated line reporting does not keep them in direct communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would take Krasnow's placement came as a blow to her morale. Lewis might have been qualified and also ideal for the task but the fact that Kransnow's departure would make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Concern & Task Instability: Worry and instability can be determined as two significant concerns that Lewis would be taking care of specifically as the merger has currently be terminated as well as two senior execs of the advertising and marketing division would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would not simply be in charge of brining regarding a cultural change however would also have to confirm herself in her new role.

Inappropriate Monitoring Design of Leader: Lewis's management style as well as its incompatibility with the advertising division's role can also be seen as an OB obstacle especially as she has actually been made use of to taking care of concerns in the procedures department where employees are taught to focus on processes and also get them. The advertising department on the various other hand can be viewed as a group of people that are used to being nurtured by Krasnow who concentrated extra on result than processes.

Interdepartmental Arguments: Interdepartmental differences between 3 departments, advertising and marketing, merchandizing and also procedures respectively over the allocation of the advertising mix can be recognized as one more OB worry. The advertising and marketing department does not share the exact same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as operations divisions do not agree over the advertising mix allocation amongst one another either.

Disintegration in Advertising And Marketing Division: Fragmentation in between the advertising and marketing departments can be determined as another OB concern which might require more attention. The reality that the advertising and marketing areas in the advertising and marketing department are disconnected is avoiding both divisions from gaining from each various other's experience as well as competence. Combination of advertising and marketing with retailing and procedures would come to be more difficult if the advertising and marketing department itself is broken down which can be one more possible OB problem.

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

Different concepts have actually been used to describe the situations to get further clearness concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that juniors are passive as well as careless, have little aspiration and resist change. The difficult version of this concept stressed coercion, tight controls, dangers and punishments. Over time it produces reduced productivity, refined sabotage and also rivalry (Bargain, 2003). The situation at Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is not completely following Concept X, it can be seen that new hires are finding this atmosphere instead demanding which might ultimately lead to a better disposition of the monitoring towards Concept X. According to McGregor's advocated sight, which he called Theory Y, the vital job of the management is to organize business conditions to ensure that people can achieve their very own objectives best by directing their efforts towards business rewards. If individuals locate no fulfillment in their work, the monitoring would certainly have little selection but to count on concept X as well as exterior control (Deal, 2003). Also while analyzing Lewis's administration design, concept X may have appropriated in the operations division somewhat yet the Marketing division would certainly require reliance on Concept Y to get the creative thinking and creativity from the groups.

Tuckman's Team effort Concept: As far as Lewis's worry concerning bringing harmony in between the advertising and marketing department is concerned, this would initially result in conflict as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, during the first phase of group development, individuals might not bond, as they are active finding their location in the team. By integrating the advertising and marketing department's job, there may coincide initial disconnect which might lead to the 2nd stage of 'storming' where the groups challenge one another. It is just throughout the third stage or 'norming' when they would come with each other to share suggestions before the team can bring about synergy in the fourth phase 'carrying out'.

When people are provided with modification, they enter phase one and also so there may be emotions like unhappiness, uncertainty, frustration, anger, fear, rejection and also disorientation.The circumstance at the advertising and marketing department of Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is similar so Lewis can get comfortable with the concept that it is not phenomenal behavior. It is during this stage that Lewis will certainly have to offer advice to the division so that they can find a sense of direction. It can be seen how Krasnow has actually already made this shift much easier by making Lewis obtain entailed in the department a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has reviews the significance of 'security needs as being a reduced degree need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe and secure and out of risk' is at the second level of requirements. Before a staff member can be made to create emotionally, he requires to have his 'Physical 'as well as 'Safety and security' requires fulfilled.

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

Implication of Analysis.

The OB analysis has actually considered various theories to recognize exactly how to handle the present scenario handy. The adhering to three options have actually been recommended to help Lewis deal with the business obstacles in the advertising department. Each of these alternatives has actually been proposed for reducing the change needed to bring the advertising and marketing department in accordance with the demands of the market and also for making the social adjustment that would certainly adhere to once the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting and also Production functions. Combination of Advertising with Procedures.

Analysis of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The in-house advertising agency of Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is already toughness for the organization in regards to saving up on expenses associated with advertising and promo. Considering that no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising feature, this is a desirable possibility for integrating the marketing and advertising functions. Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has competence in business-to-business marketing together with firm and also retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both advertising and marketing features.

The benefit of this approach is that it will incorporate both features while minimizing the demand for hiring an added source for advertising. Lewis would be heading the advertising division as well as in any case her substitute would certainly be required for the present function that she is performing. The negative aspect of this alternative is that external hiring may bring about bitterness from interior employees that might be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Provided the competitive pressures and top quality work required from the advertising agency, it is suggested that Lewis should enable the manufacturing unit to be a separate function from the marketing unit. Given that a lot of ad agency had these 2 functions as separate units, it makes even more feeling to comply with the norm. In addition to this, both functions may be able to concentrate on their core activates more efficiently. The negative aspect of this technique would be that added prices would have to be borne for setting up separate manufacturing functions. A production head may have to be employed which might raise expenses for the company.

Integration of Advertising And Marketing with Procedures: Given that Lewis is already taking care of the advertising and marketing and also procedures divisions simultaneously; it makes good sense to integrate both features since she has actually been efficiently caring for both ends. The truth that both divisions currently have significant differences over allowance of sources recommends that this assimilation may have the ability to produce harmony particularly as Lewis would be heading both ends.However there are various drawbacks of this action especially as it would certainly place too much problem over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring design for the marketing department suggests that these 2 divisions would certainly be culturally diverse. Lewis might not be able to use one type of management style to both departments which might result in inefficiency in either one of the 2 features.


An evaluation of the three options indicates that integration of marketing and procedures would not be a viable relocation due to the large distinctions in between both divisions despite the fact that presently Lewis is dealing with both. While separation of the production feature may have been a favorable relocation for the advertising department, the truth that it would certainly indicate putting a 3rd feature under Lewis's wing indicates this ought to be prevented as well. The integration of the advertising and marketing department is the very best option in regards to obtaining the ideal results from the division. An activity plan for this option is gone over listed below.

Action Strategy.
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Production feature will remain component of advertising under advertising and marketing function.

Lewis will separate herself from procedures.

An autonomous leadership design with employee empowerment will certainly be made use of in advertising division.

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

Backup strategy.

If the assimilation does not work out as planned, a backup strategy would adhere to which would separate the production feature from the marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing department without an SVP. Because case the manufacturing function will most definitely be separated by placing it under an SVP production.