North Billington Golf And Country Club Case Study Help


Home >> Harvard >> North Billington Golf And Country Club >>

North Billington Golf And Country Club Case Study Solution

Background and Facts

North Billington Golf And Country Club a workplace supplies merchant for tiny and medium sized organisations has lately been associated with planning for a merging with its competitor House Deport, which has influenced performance degrees in departmentswith the senior manager involved in legal issues put forth by the federal Trade Payment. With the Advertising Head advancing the information of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the future. With obstacles in the form of a possible cultural adjustment and low employee morale, the company needs a complete reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing department of North Billington Golf And Country Club is increasing uncertainty in the workplace leading to different 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 affecting calculated choices since Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Commission's treatment while doing so. Provided the reality that the store has a global visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries might have the ability to influence performance or strategic goals. Federal Profession Commission's antitrust match against the merger used up beneficial time of the organization's elderly management suggesting that 'political' factors can have significant implications for an international organisation.

Economic Factors: Economic factors such as the introduction of small companies in the worldwide scenario recommend that North Billington Golf And Country Club is thriving in an atmosphere where there is prospective growth of companies. In addition to this, reality that store clients are primarily searching for workplace materials for office recommends that the market has a climbing trend of business owners and also home services.

Social factors: Social fads in the economy show that customers are seeking convenience in addition to attractive prices. Market research shows how the consumer for North Billington Golf And Country Club does not have understanding regarding locating services which can provide a combination of ease and inexpensive.

Technological factors: Technology plays a crucial duty in North Billington Golf And Country Club's business approach especially as the company is piloting Technology facilities which would provide modern technology sales and also support in the kind of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

A number of underlying Organizational Behavior concerns can be seen in North Billington Golf And Country Club's case as highlighted in this area.

Apprehensions regarding cultural modification: There is concern regarding a social adjustment that would take place when Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the staff members already revealing discontent over this possible action. This predicted modification has developed tension in the work environment which has been coupled with the previous tension of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is shortage of workers that can match the difficult environment of a fast-paced company. Not only does this result in problem in locating the best individuals, it places stress and anxiety on brand-new hires as can not hold up against the rate as well as pressure that the company anticipates them to birth.

Twin Reporting Lines: Newcomers discover this business culture cumbersome and also challenging to manage particularly as dotted line partnerships are implied to be weaker as a whole and objective setup and efficiency evaluation is still done by the solid line supervisor. This suggests that beginners might shed quality about their particular roles as well as objectives especially as dotted line reporting does not maintain them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had been guessed that the last would take Krasnow's position came as a blow to her spirits. Lewis might have been capable and suitable for the task however the truth that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Concern & Work Insecurity: Concern and insecurity can be identified as two significant worries that Lewis would certainly be managing especially as the merger has actually now be cancelled as well as 2 elderly execs of the advertising division would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining regarding a social adjustment but would likewise have to confirm herself in her new duty.

Inappropriate Administration Style of Leader: Lewis's management design as well as its incompatibility with the advertising and marketing department's function can likewise be seen as an OB challenge especially as she has actually been utilized to dealing with concerns in the operations division where personnel are shown to concentrate on processes and get them. The advertising and marketing department on the various other hand can be viewed as a team of individuals that are made use of to being nurtured by Krasnow that concentrated extra on result than processes.

Interdepartmental Differences: Interdepartmental disputes in between 3 divisions, marketing, merchandizing and also procedures respectively over the allowance of the marketing mix can be identified as another OB worry. The marketing division does not share the same vision as the other two divisions concerning the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also operations divisions do not agree over the advertising mix allocation amongst one another either.

Disintegration in Marketing Division: Fragmentation between the advertising and marketing departments can be recognized as an additional OB issue which can require additional interest. The reality that the marketing and advertising areas in the advertising and marketing department are disconnected is avoiding both departments from acquiring from each various other's experience and knowledge. Combination of marketing with merchandising and procedures would become harder if the advertising division itself is degenerated which can be one more prospective OB problem.

North Billington Golf And Country Club Analysis

Different theories have actually been made use of to explain the circumstances to get additional clearness about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that subordinates are passive and also careless, have little aspiration as well as resist adjustment. The difficult version of this concept highlighted threat, tight controls, risks as well as penalties. Gradually it generates low productivity, refined sabotage and rivalry (Offer, 2003). The circumstance at North Billington Golf And Country Club is not completely adhering to Theory X, it can be seen that brand-new hires are locating this atmosphere rather demanding which might at some point lead to a greater disposition of the management in the direction of Theory X. As per McGregor's advocated view, which he called Concept Y, the essential task of the management is to prepare organizational problems so that individuals can achieve their own objectives best by directing their efforts towards business benefits. If people locate no satisfaction in their job, the administration would have little choice but to rely upon concept X as well as outside control (Deal, 2003). Even while assessing Lewis's administration design, theory X might have been suitable in the operations department somewhat however the Advertising and marketing department would call for reliance on Theory Y in order to get the creativity as well as creativity from the teams.

Tuckman's Team effort Concept: Regarding Lewis's issue about bringing consistency between the advertising and marketing department is concerned, this would initially result in clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, during the initial stage of group advancement, individuals may not bond, as they are hectic locating their place in the group. By integrating the marketing and advertising department's job, there might coincide preliminary separate which can cause the second stage of 'storming' where the teams test one another. It is just during the 3rd stage or 'norming' when they would come together to share suggestions prior to the group can bring around harmony in the fourth phase 'doing'.

Bridges' Change Model: According To William Bridge's concept (appendix 4), individuals are fairly unpleasant with modification, which is apparent by the circumstance at North Billington Golf And Country Club The scenario can be viewed as a typical program of life if is researched according to Bridge's concept where he discusses that people experience three stages of shift when they experience change. 'End, shedding as well as Letting go', The Neutral Zone and 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they get in stage one therefore there might be feelings like sadness, unpredictability, stress, rage, anxiety, rejection and also disorientation.The scenario at the advertising and marketing division of North Billington Golf And Country Club is comparable so Lewis can get comfortable with the suggestion that it is not amazing actions. In the second stage, there may be a need to link the void in between the new and old culture so Lewis may need to face this ordeal when Krasnow leaves. There may be low morale as well as reduced performance at this stage which must not be taken as a problem. It is throughout this phase that Lewis will certainly need to give support to the division to ensure that they can locate a sense of direction. It can be seen how Krasnow has already made this shift easier by making Lewis obtain associated with the division a year prior to his actual departure. Based on Bridges' Version, stage 3 will produce visibility to knowing, High power and dedication as people will accept the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has talks about the significance of 'safety and security needs as being a lower degree requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected and out of threat' is at the second degree of requirements. Before a worker can be made to create psychologically, he requires to have his 'Physiological 'as well as 'Security' needs met.

SWOT Analysis for North Billington Golf And Country Club Case Study

Effects of Analysis.

The OB analysis has actually looked at different theories to comprehend how to manage the current scenario at hand. The following 3 choices have been suggested to assist Lewis deal with the organizational difficulties in the advertising department. Each of these choices has been recommended for reducing the shift needed to bring the advertising department in accordance with the requirements of the market as well as for making the social change that would certainly adhere to when the existing leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and Production functions. Assimilation of Marketing with Operations.

Analysis of Alternatives.

Combination of Marketing & Marketing Functions: The internal advertising and marketing firm of North Billington Golf And Country Club is currently strength for the organization in terms of saving up on overheads associated with marketing and promotion. Considering that no new recruitment has actually been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the advertising and marketing feature, this is a favorable possibility for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing in addition to firm as well as retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to deal with both marketing and advertising functions.

The advantage of this strategy is that it will certainly integrate both features while decreasing the requirement for working with an extra source for advertising. Along with this, Lewis would certainly be heading the advertising and marketing division and all the same her replacement would certainly be required for the existing role that she is performing. The downside of this alternative is that external hiring may produce bitterness from inner workers who might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Production: Provided the affordable pressures as well as premium quality work required from the advertising agency, it is suggested that Lewis should enable the manufacturing device to be a different function from the advertising and marketing unit. Given that the majority of ad agency had these 2 features as different units, it makes more sense to adhere to the norm. Both functions may be able to focus on their core activates a lot more successfully. Nonetheless, the downside of this strategy would be that extra costs would certainly have to be birthed for setting up separate production functions. A manufacturing head might have to be hired which can enhance expenses for the company.

Assimilation of Advertising with Procedures: Because Lewis is currently taking care of the marketing as well as procedures divisions at the same time; it makes good sense to incorporate the two functions since she has actually been effectively dealing with both ends. The fact that the two divisions currently have significant differences over appropriation of sources suggests that this combination might be able to produce harmony especially as Lewis would be heading both ends.However there are different drawbacks of this action particularly as it would place excessive worry over Lewis's shoulders. The truth that Lewis has to adjust her management design for the marketing division recommends that these 2 departments would certainly be culturally varied. Along with this, Lewis might not have the ability to use one type of leadership style to both departments which might lead to ineffectiveness in either one of both functions.


An examination of the 3 alternatives suggests that integration of advertising and also procedures would certainly not be a possible action due to the vast differences between the two departments regardless of the reality that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a desirable move for the advertising and marketing department, the fact that it would imply positioning a third feature under Lewis's wing means this must be avoided.

Activity Plan.
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

Judith Shapiro will certainly be employed to take Lewis's place as SVP of marketing and advertising.

Manufacturing function will certainly continue to be component of marketing under advertising feature.

Lewis will divide herself from procedures.

A democratic management design with employee empowerment will certainly be made use of in advertising and marketing division.

Open door plan as well as emphasis on cross department communication will be targeted at removing dissonance.

Backup strategy.

If the integration does not work out as prepared, a backup plan would adhere to which would certainly divide the manufacturing feature from the advertising feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, 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 manufacturing.