Menu

Quabbin Cablevision Co Case Study Help

CASE STUDY

Home >> Harvard >> Quabbin Cablevision Co >>

Quabbin Cablevision Co Case Study Help

Background and Facts

Quabbin Cablevision Co a workplace supplies seller for small and moderate sized organisations has lately been involved in planning for a merging with its rival Home Deport, which has actually influenced effectiveness levels in departmentswith the elderly supervisor associated with legal issues put forth by the federal Profession Compensation. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the future. With obstacles in the type of a potential cultural adjustment as well as reduced employee spirits, the organization requires a full reengineering initiative at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing department of Quabbin Cablevision Co is raising unpredictability in the workplace bring about various difficulties 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 major function in impacting calculated decisions since Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Profession Commission's treatment in the process. Offered the fact that the shop has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political consider each of these nations may have the ability to affect performance or critical goals. Federal Profession Commission's antitrust match versus the merging used up important time of the company's elderly management recommending that 'political' factors can have severe implications for a worldwide business.

Economic Factors: Financial factors such as the emergence of small companies in the worldwide scenario recommend that Quabbin Cablevision Co is thriving in an atmosphere where there is prospective growth of services. Reality that shop clients are mainly looking for workplace products for home offices suggests that the market has a rising fad of entrepreneurs and also residence based businesses.

Social factors: Social fads in the economic climate reveal that clients are searching for ease as well as appealing prices. Market research shows how the client for Quabbin Cablevision Co does not have recognition concerning locating services which can provide a combination of ease and affordable.

Technical factors: Modern technology plays a vital duty in Quabbin Cablevision Co's service approach especially as the company is piloting Innovation centers which would certainly provide modern technology sales and also assistance in the kind of memory upgrades, peripheral installations. (Recap of PEST in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Behavior problems can be seen in Quabbin Cablevision Co's case as highlighted in this area.

Concerns about cultural change: There is apprehension about a cultural modification that would occur once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with most of the team member currently showing unhappiness over this prospective step. This predicted modification has created tension in the workplace which has actually been coupled with the previous tension of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of personnel that can match the demanding setting of a busy company. Not just does this lead to problem in finding the right people, it places tension on brand-new hires as can not endure the rate as well as pressure that the organization expects them to birth.

Dual Reporting Lines: Newbies discover this organizational culture troublesome and also hard to cope with particularly as populated line relationships are meant to be weaker generally and also objective setting and also performance analysis is still done by the strong line supervisor. This indicates that newcomers can lose quality regarding their particular functions and objectives specifically as populated line coverage does not keep them in straight communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had been hypothesized that the latter would certainly take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and appropriate for the job but the reality that Kransnow's departure would make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Worry and also insecurity can be recognized as two major issues that Lewis would be handling specifically as the merger has currently be terminated and also two senior execs of the advertising and marketing division would certainly be leaving. The entire obligation of the department would be falling on Lewis's shoulders who would not simply supervise of brining about a social adjustment but would additionally need to confirm herself in her brand-new duty.

Incompatible Administration Design of Leader: Lewis's management design and its incompatibility with the advertising department's function can additionally be seen as an OB difficulty specifically as she has been used to managing concerns in the procedures department where personnel are shown to focus on procedures and also get them. The marketing department on the other hand can be seen as a team of individuals who are used to being supported by Krasnow that focused more on output than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements in between three departments, advertising, merchandizing as well as operations specifically over the allowance of the marketing mix can be identified as an additional OB worry. Although the advertising division does not share the very same vision as the other 2 divisions concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as operations divisions do not concur over the advertising and marketing mix appropriation amongst one another either.

Fragmentation in Advertising Department: Disintegration in between the marketing and advertising divisions can be determined as an additional OB problem which could need more interest. The truth that the advertising and marketing areas in the marketing division are disconnected is stopping both departments from gaining from each other's experience and expertise. Combination of advertising and marketing with retailing as well as procedures would end up being more difficult if the advertising division itself is degenerated which can be one more prospective OB worry.

Quabbin Cablevision Co Analysis

Different concepts have been made use of to discuss the circumstances to obtain more clarity concerning the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that juniors are passive as well as lazy, have little aspiration and also resist adjustment. The situation at Quabbin Cablevision Co is not entirely complying with Theory X, it can be seen that brand-new hires are locating this environment rather demanding which may ultimately lead to a higher inclination of the administration in the direction of Theory X. Also while evaluating Lewis's administration style, theory X may have been suitable in the procedures department to some extent yet the Marketing division would call for reliance on Concept Y in order to obtain the imagination and also originality from the teams.

Tuckman's Teamwork Concept: As for Lewis's worry concerning bringing consistency in between the advertising and marketing department is worried, this would originally cause contrast as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the preliminary stage of team development, individuals may not bond, as they are active discovering their area in the group. By incorporating the advertising and marketing department's job, there may coincide initial disconnect which can bring about the 2nd stage of 'storming' where the teams test one another. However, it is just during the 3rd stage or 'norming' when they would certainly collaborate to share concepts before the team can produce harmony in the 4th phase 'carrying out'.

Bridges' Shift Version: Based On William Bridge's concept (appendix 4), individuals are quite unpleasant with modification, which is evident by the situation at Quabbin Cablevision Co The scenario can be seen as a regular program of life if is examined according to Bridge's theory where he describes that people undergo 3 stages of transition when they experience change. 'Ending, shedding as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they get in stage one and so there may be emotions like sadness, unpredictability, aggravation, anger, worry, rejection as well as disorientation.The scenario at the advertising division of Quabbin Cablevision Co is similar so Lewis can get comfortable with the idea that it is not remarkable behavior. In the second stage, there might be a requirement to link the space between the brand-new and also old society so Lewis might need to encounter this challenge when Krasnow leaves. There might be low spirits and reduced performance at this stage which need to not be taken as an obstacle. It is throughout this stage that Lewis will have to give support to the division to make sure that they can discover an orientation. It can be seen exactly how Krasnow has currently made this shift simpler by making Lewis obtain involved in the department a year prior to his actual separation. According to Bridges' Design, phase three will cause visibility to learning, High energy as well as dedication as people will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the relevance of 'safety and security needs as being a reduced degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel secure and out of danger' is at the 2nd degree of requirements. Prior to a staff member can be made to establish mentally, he requires to have his 'Physical 'and 'Safety' needs satisfied.

SWOT Analysis for Quabbin Cablevision Co Case Study



Ramification of Analysis.

The OB analysis has checked out different concepts to recognize just how to cope with the present circumstance handy. The following 3 options have actually been proposed to aid Lewis deal with the business challenges in the advertising and marketing department. Each of these choices has been recommended for reducing the change required to bring the advertising division in accordance with the needs of the market as well as for making the social modification that would comply with as soon as the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting as well as Manufacturing features. Combination of Advertising with Operations.

Analysis of Alternatives.

Assimilation of Advertising & Advertising Functions: The in-house advertising firm of Quabbin Cablevision Co is currently toughness for the company in regards to saving up on overheads connected to advertising and promo. Given that no new recruitment has actually been done after Bridget Cole's departure with the coverage line being directly assigned to Krasnow for the marketing feature, this is a desirable opportunity for integrating the advertising and marketing functions. Judith Shapiro that has earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing along with agency and also retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing features.

The advantage of this strategy is that it will integrate the two features while reducing the requirement for working with an additional source for marketing. Lewis would be heading the advertising and marketing department as well as in any kind of case her replacement would certainly be needed for the existing role that she is performing. The downside of this choice is that exterior hiring may cause resentment from inner employees that might be looking at the position of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Given the competitive stress and premium quality job needed from the ad agency, it is recommended that Lewis must allow the production system to be a different function from the advertising and marketing device. Since many advertising agencies had these 2 functions as different systems, it makes even more feeling to adhere to the standard. Along with this, both functions may be able to focus on their core activates a lot more efficiently. Nonetheless, the negative aspect of this method would certainly be that extra costs would have to be borne for setting up different production features. A manufacturing head may have to be employed which can boost overheads for the organization.

Assimilation of Advertising with Workflows: Given that Lewis is already looking after the advertising and marketing as well as operations departments all at once; it makes good sense to incorporate both functions because she has actually been successfully dealing with both ends. The truth that the two departments currently have significant differences over appropriation of resources recommends that this assimilation might be able to bring about harmony particularly as Lewis would be heading both ends.However there are various negative aspects of this action particularly as it would put excessive worry over Lewis's shoulders. The truth that Lewis needs to adjust her administration design for the advertising and marketing department recommends that these two departments would be culturally diverse. Lewis might not be able to use one kind of management style to both divisions which can result in inadequacy in either one of the 2 functions.

Referral.



An analysis of the 3 choices suggests that combination of marketing as well as operations would certainly not be a practical relocation because of the substantial distinctions between both departments although that currently Lewis is managing both. While splitting up of the production function may have been a favorable step for the marketing department, the truth that it would suggest putting a 3rd function under Lewis's wing indicates this should be avoided. The integration of the marketing department is the very best alternative in regards to getting the optimal arise from the department. An activity prepare for this alternative is reviewed listed below.

Activity Plan.
Recommendation
Lewis will take over the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

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

Lewis will separate herself from operations.

An autonomous management design with staff member empowerment will be used in advertising division.

Open door policy and focus on cross departmental interaction will be targeted at eliminating dissonance.

Backup plan.

If the integration does not exercise as prepared, a backup strategy would certainly adhere to which would certainly divide the production feature from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing feature will certainly be divided by putting it under an SVP production.