Pittsburgh Case Study Solution


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Pittsburgh Case Study Analysis

Background and Facts

Pittsburgh an office products merchant for small as well as medium sized businesses has actually just recently been associated with planning for a merging with its rival Residence Deport, which has influenced efficiency degrees in departmentswith the elderly supervisor associated with lawful difficulties presented by the government Trade Compensation. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the future. With obstacles in the kind of a prospective social change and also low employee spirits, the company wants a complete reengineering effort at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural change at the marketing division of Pittsburgh is enhancing uncertainty in the workplace bring about numerous challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic choices because Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Profession Compensation's intervention in the process. Offered the reality that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations might have the ability to influence performance or tactical goals. Federal Trade Payment's antitrust fit against the merging occupied important time of the company's senior management recommending that 'political' factors can have serious ramifications for a global service.

Economic Factors: Economic factors such as the development of local business in the international situation suggest that Pittsburgh is flourishing in an atmosphere where there is possible growth of organisations. Reality that store customers are primarily looking for office supplies for home workplaces suggests that the market has a climbing pattern of business owners and also house based organisations.

Social factors: Social fads in the economic climate show that consumers are trying to find comfort along with appealing prices. Marketing research shows how the consumer for Pittsburgh does not have awareness regarding finding remedies which can provide a mix of ease as well as inexpensive.

Technological factors: Technology plays an essential function in Pittsburgh's business method particularly as the company is piloting Modern technology facilities which would certainly use technology sales as well as support in the form of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues and also Manifestations.

A number of underlying Business Actions concerns can be seen in Pittsburgh's case as highlighted in this area.

Concerns about cultural change: There is uneasiness regarding a cultural change that would occur as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with a lot of the employee already revealing unhappiness over this prospective move. This expected change has created tension in the work environment which has actually been coupled with the previous anxiety of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is scarcity of workers that can match the stressful atmosphere of a busy organization. Not only does this result in problem in locating the best people, it places stress on brand-new hires as can not stand up to the rate and pressure that the company expects them to bear.

Dual Reporting Lines: Newcomers discover this organizational society troublesome and difficult to deal with specifically as dotted line partnerships are implied to be weak in general and objective setup and also efficiency examination is still done by the solid line manager. This implies that newcomers could shed clearness about their respective roles as well as goals especially as dotted line coverage does not maintain them in straight interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had been hypothesized that the last would take Krasnow's setting came as an impact to her morale. Lewis might have been qualified and ideal for the work however the fact that Kransnow's separation would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Work Instability: Worry and also insecurity can be recognized as two significant worries that Lewis would be dealing with particularly as the merger has currently be cancelled and also two senior executives of the advertising department would certainly be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining about a social change however would likewise have to show herself in her new role.

Inappropriate Management Style of Leader: Lewis's management design as well as its incompatibility with the advertising and marketing division's function can likewise be viewed as an OB challenge especially as she has actually been utilized to taking care of issues in the procedures division where workers are taught to concentrate on procedures and get them right. The marketing department on the other hand can be viewed as a team of individuals that are utilized to being supported by Krasnow who concentrated more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 divisions, advertising, merchandizing as well as operations respectively over the allocation of the advertising mix can be determined as an additional OB worry. Although the marketing department does not share the very same vision as the various other two departments relating to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and operations departments do not agree over the marketing mix allotment amongst each other either.

Disintegration in Marketing Division: Fragmentation in between the advertising and marketing divisions can be determined as an additional OB problem which can 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 other's experience and knowledge. Assimilation of marketing with retailing and also procedures would certainly come to be more difficult if the advertising and marketing division itself is broken down which can be one more prospective OB problem.

Pittsburgh Analysis

Different concepts have been used to discuss the conditions to obtain further clarity regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that staffs are passive as well as lazy, have little aspiration as well as withstand modification. The difficult variation of this concept stressed threat, limited controls, threats as well as penalties. With time it produces reduced productivity, subtle sabotage as well as rivalry (Bargain, 2003). Although the scenario at Pittsburgh is not entirely following Theory X, it can be seen that brand-new hires are discovering this atmosphere instead demanding which might at some point lead to a greater disposition of the management towards Theory X. According to McGregor's advocated view, which he called Theory Y, the necessary job of the monitoring is to set up organizational conditions to make sure that people can accomplish their own objectives best by guiding their efforts in the direction of business rewards. If people locate no satisfaction in their work, the management would have little selection yet to count on concept X as well as external control (Bargain, 2003). Also while analyzing Lewis's administration design, theory X may have appropriated in the procedures division to some extent yet the Advertising department would certainly need reliance on Theory Y to get the creativity as well as originality from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's concern regarding bringing consistency between the advertising and marketing department is worried, this would originally cause contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the first stage of team growth, individuals may not bond, as they are hectic locating their location in the team. By integrating the advertising and marketing department's work, there may be the same preliminary disconnect which can cause the 2nd phase of 'storming' where the teams challenge each other. Nonetheless, it is only during the 3rd stage or 'norming' when they would come together to share suggestions prior to the team can cause harmony in the fourth phase 'performing'.

When individuals are provided with modification, they get in stage one and so there may be emotions like unhappiness, unpredictability, irritation, anger, concern, rejection and disorientation.The circumstance at the advertising department of Pittsburgh is comparable so Lewis can obtain comfortable with the idea that it is not phenomenal behavior. It is during this phase that Lewis will have to provide support to the division so that they can locate a sense of instructions. It can be seen how Krasnow has actually currently made this transition much easier by making Lewis obtain involved in the department a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has talks about the relevance of 'protection requires 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 need to feel protected as well as out of risk' is at the second level of demands. Before a staff member can be made to establish mentally, he needs to have his 'Physical 'and also 'Security' requires met.

SWOT Analysis for Pittsburgh Case Study

Effects of Analysis.

The OB analysis has actually taken a look at different theories to comprehend how to cope with the existing circumstance at hand. The adhering to three options have been suggested to assist Lewis take care of the organizational challenges in the advertising and marketing division. Each of these alternatives has been recommended for alleviating the shift needed to bring the marketing department in accordance with the needs of the marketplace as well as for making the cultural adjustment that would comply with as soon as the present leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and Manufacturing features. Assimilation of Advertising And Marketing with Operations.

Assessment of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The internal marketing firm of Pittsburgh is already toughness for the organization in terms of saving up on expenses related to advertising and marketing and promotion. Considering that no new employment has actually been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the marketing function, this is a beneficial opportunity for incorporating the marketing and advertising functions. Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merger days has know-how in business-to-business advertising and marketing together with agency as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing features.

The advantage of this strategy is that it will certainly integrate the two features while minimizing the demand for hiring an extra resource for advertising and marketing. Along with this, Lewis would be heading the advertising division and in any case her replacement would be required for the current role that she is doing. The negative aspect of this alternative is that external hiring might bring about resentment from interior workers who might be considering the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the affordable stress as well as high quality job needed from the marketing company, it is recommended that Lewis needs to permit the manufacturing device to be a different feature from the advertising device. Given that a lot of advertising companies had these two features as different devices, it makes more feeling to comply with the norm.

Integration of Advertising with Operations: Since Lewis is currently taking treatment of the advertising and marketing and operations divisions simultaneously; it makes sense to integrate the two features because she has been successfully taking treatment of both ends. The truth that Lewis has to adapt her monitoring design for the advertising department suggests that these two departments would be culturally varied.


An evaluation of the three choices suggests that integration of advertising and marketing and also operations would not be a possible relocation due to the vast distinctions in between both departments although that currently Lewis is taking care of both. While splitting up of the production feature may have been a favorable move for the advertising and marketing division, the truth that it would certainly imply positioning a third feature under Lewis's wing means this must be stayed clear of too. The combination of the marketing department is the best option in regards to obtaining the optimal arise from the department. An action prepare for this alternative is discussed below.

Activity Plan.
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

Manufacturing feature will remain component of advertising and marketing under advertising and marketing feature.

Lewis will divide herself from procedures.

A democratic management style with worker empowerment will be utilized in advertising department.

Open door plan and also emphasis on cross department interaction will certainly be focused on getting rid of disharmony.

Backup strategy.

If the combination does not exercise as prepared, a backup strategy would certainly adhere to which would divide the production function from the advertising and marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production function will absolutely be divided by placing it under an SVP production.