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


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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 an office products seller for tiny and average sized services has actually lately been associated with preparing for a merging with its rival House Deport, which has actually influenced effectiveness degrees in departmentswith the elderly supervisor associated with legal issues presented by the federal Profession Compensation. With the Advertising Head advancing the news of his separation from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With challenges in the form of a possible social adjustment as well as reduced staff member morale, the organization requires a total reengineering effort at the advertising and marketing division.

Problem Declaration
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 is raising unpredictability in the working environment bring about numerous challenges for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting tactical decisions given that Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Commission's treatment at the same time. Offered the truth that the shop has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might have the ability to affect performance or tactical objectives. Federal Profession Payment's antitrust match against the merging used up important time of the company's senior administration recommending that 'political' factors can have severe ramifications for an international service.

Economic Factors: Economic factors such as the appearance of small companies in the worldwide situation suggest that Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is thriving in a setting where there is possible development of businesses. Reality that shop consumers are primarily looking for workplace materials for house workplaces suggests that the market has a climbing fad of entrepreneurs and residence based organisations.

Social factors: Social trends in the economic climate show that customers are searching for benefit in addition to appealing rates. Market research shows how the customer for Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands does not have understanding concerning finding remedies which can provide a mix of ease as well as inexpensive.

Technological factors: Modern technology plays a crucial role in Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands's company strategy specifically as the company is piloting Modern technology facilities which would certainly use technology sales as well as assistance in the form of memory upgrades, outer installations. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

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

Concerns concerning social modification: There is worry regarding a social modification that would occur once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with the majority of the staff members already showing discontent over this possible step. This anticipated adjustment has actually created stress in the work environment which has been paired with the past stress and anxiety of preparing the company for a possible merging with Home Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is lack of employees that can match the demanding atmosphere of a busy organization. Not only does this bring about trouble in locating the appropriate people, it places tension on brand-new hires as can not hold up against the rate and also stress that the organization anticipates them to bear.

Dual Reporting Lines: Novices find this business culture cumbersome and also tough to deal with particularly as populated line relationships are suggested to be weak generally and also unbiased setting as well as performance examination is still done by the solid line supervisor. This suggests that beginners could lose quality regarding their respective functions as well as goals particularly as dotted line coverage does not keep them in direct communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would certainly take Krasnow's placement came as an impact to her morale. Lewis may have been qualified and proper for the task yet the reality that Kransnow's departure would make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Concern and instability can be determined as 2 significant problems that Lewis would certainly be dealing with specifically as the merger has now be cancelled and also 2 senior execs of the marketing division would be leaving. The whole duty of the division would be falling on Lewis's shoulders that would not just supervise of brining concerning a cultural adjustment but would certainly likewise need to verify herself in her brand-new role.

Incompatible Administration Style of Leader: Lewis's management design as well as its incompatibility with the advertising division's function can likewise be viewed as an OB obstacle especially as she has been utilized to handling issues in the procedures department where workers are shown to focus on procedures and also get them right. The advertising and marketing department on the various other hand can be seen as a team of individuals that are used to being nurtured by Krasnow who focused more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between three departments, marketing, merchandizing as well as operations respectively over the allotment of the advertising mix can be determined as one more OB problem. Although the marketing department does not share the exact same vision as the other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not concur over the marketing mix appropriation among each other either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing departments can be determined as an additional OB issue which might need further interest. The reality that the advertising and marketing areas in the advertising department are detached is preventing both departments from obtaining from each various other's experience and also competence. Assimilation of advertising with retailing and procedures would certainly come to be harder if the advertising and marketing department itself is degenerated which can be an additional potential OB problem.

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

Different theories have actually been used to describe the conditions to obtain more clarity concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that staffs are easy and also careless, have little aspiration and also resist adjustment. The situation at Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is not completely following Theory X, it can be seen that new hires are finding this environment rather difficult which may ultimately lead to a better inclination of the management in the direction of Concept X. Even while evaluating Lewis's monitoring style, concept X might have been appropriate in the procedures department to some degree however the Marketing division would need dependence on Theory Y in order to get the creativity as well as originality from the teams.

Tuckman's Teamwork Theory: As for Lewis's issue about bringing consistency in between the advertising and marketing division is concerned, this would initially lead to conflict as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the preliminary stage of team growth, individuals may not bond, as they are hectic discovering their area in the team. By combining the advertising and marketing division's work, there may coincide first separate which could lead to the 2nd stage of 'storming' where the teams challenge one another. Nevertheless, it is only during the 3rd stage or 'norming' when they would certainly come together to share suggestions before the group can bring about synergy in the fourth phase 'performing'.

When individuals are offered with adjustment, they go into phase one as well as so there might be feelings like unhappiness, unpredictability, disappointment, temper, anxiety, denial and also disorientation.The circumstance at the marketing department of Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is comparable so Lewis can get comfortable with the concept that it is not remarkable actions. It is during this phase that Lewis will certainly have to provide guidance to the division so that they can discover a sense of instructions. It can be seen exactly how Krasnow has actually already made this transition easier by making Lewis get entailed in the division a year prior to his actual departure.
Vrio Analysis
Maslow's Demand pecking order: The OB problem pertaining to instability at the workplace has actually been activated firstly by the modification in management and also secondly by the reality that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has goes over the importance of 'safety and security requires as being a lower degree need of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel secure as well as out of danger' is at the 2nd degree of needs. Prior to a worker can be made to develop emotionally, he requires to have his 'Physiological 'and 'Safety' requires met. This indicates that unless the personnel are made to really feel protected about their current employment condition in Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands they might not reach 'Self-Fulfillment'. (King, 2009).

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

Ramification of Analysis.

The OB analysis has actually looked at numerous concepts to understand just how to deal with the existing scenario handy. The complying with three alternatives have actually been recommended to aid Lewis take care of the organizational difficulties in the advertising department. Each of these options has been suggested for alleviating the change required to bring the advertising and marketing division in accordance with the needs of the marketplace as well as for making the cultural change that would certainly comply with once the current leader leaves.

Integration of advertising and marketing functions. Separating Adverting and Production functions. Assimilation of Advertising with Workflow.

Examination of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The in-house marketing firm of Negotiating From The Margins The Santa Clara Pueblo Seeks Key Ancestral Lands is currently strength for the organization in regards to conserving up on expenses associated with advertising and marketing as well as promotion. Given that no brand-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 desirable chance for incorporating the marketing and advertising functions. Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business marketing along with firm as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both advertising and marketing features.

The advantage of this strategy is that it will certainly incorporate the two features while decreasing the requirement for working with an additional resource for marketing. Along with this, Lewis would be heading the advertising and marketing department and also all the same her replacement would certainly be required for the present role that she is executing. The downside of this choice is that external hiring might cause resentment from inner workers who might be eying the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Given the affordable pressures as well as top quality work needed from the ad agency, it is suggested that Lewis must allow the production system to be a separate feature from the advertising and marketing unit. Considering that a lot of ad agency had these 2 features as different devices, it makes more feeling to adhere to the norm. Both functions may be able to concentrate on their core turns on more successfully. However, the disadvantage of this method would certainly be that additional expenses would certainly have to be borne for establishing separate production features. In addition to this, a production head may need to be employed which could boost overheads for the organization.

Assimilation of Advertising And Marketing with Operations: Considering that Lewis is currently taking treatment of the marketing and operations departments concurrently; it makes sense to incorporate the 2 functions because she has been effectively taking treatment of both ends. The fact that Lewis has to adjust her monitoring style for the advertising department recommends that these 2 divisions would certainly be culturally diverse.


An analysis of the 3 choices shows that combination of advertising and marketing and also operations would not be a practical step due to the vast differences between the 2 departments in spite of the reality that currently Lewis is managing both. While separation of the production feature may have been a positive action for the advertising department, the truth that it would mean placing a third feature under Lewis's wing suggests this must be stayed clear of.

Action Strategy.
Lewis will certainly take control of the duty 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 marketing and advertising.

Manufacturing feature will certainly stay part of marketing under marketing feature.

Lewis will certainly separate herself from procedures.

An autonomous leadership style with employee empowerment will certainly be utilized in advertising and marketing division.

Open door policy and also focus on cross department interaction will certainly be aimed at eliminating dissonance.

Backup strategy.

If the integration does not exercise as intended, a contingency strategy would follow which would certainly divide the manufacturing feature from the marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising division without an SVP. In that case the production function will most definitely be divided by putting it under an SVP production.