Reworking Office Space Industry City Brooklyn Case Study Help


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Reworking Office Space Industry City Brooklyn Case Study Help

Background and Facts

Reworking Office Space Industry City Brooklyn a workplace supplies seller for small and also average sized services has actually lately been associated with planning for a merging with its competitor House Deport, which has actually affected performance levels in departmentswith the senior manager associated with lawful problems put forth by the government Trade Commission. With the Advertising and marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With challenges in the form of a possible social change as well as low employee spirits, the company is in need of a full reengineering effort at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing department of Reworking Office Space Industry City Brooklyn is raising unpredictability in the workplace causing numerous obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting strategic decisions because Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Payment's intervention while doing so. Given the fact that the shop has an international visibility with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may be able to influence efficiency or critical objectives. Federal Trade Commission's antitrust fit versus the merging used up valuable time of the organization's elderly management suggesting that 'political' factors can have significant ramifications for an international service.

Economic Factors: Economic factors such as the development of small businesses in the global circumstance recommend that Reworking Office Space Industry City Brooklyn is flourishing in an environment where there is prospective growth of services. Truth that store customers are mainly looking for workplace supplies for residence offices recommends that the market has a rising fad of business owners and home based companies.

Social factors: Social fads in the economic climate show that customers are trying to find convenience as well as appealing prices. Marketing research demonstrates how the customer for Reworking Office Space Industry City Brooklyn does not have recognition regarding finding solutions which can provide a mix of comfort and also inexpensive.

Technological factors: Modern technology plays a vital function in Reworking Office Space Industry City Brooklyn's company strategy specifically as the company is piloting Technology centers which would provide technology sales and support in the form of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues as well as Effects.

Numerous underlying Business Behavior problems can be seen in Reworking Office Space Industry City Brooklyn's case as highlighted in this section.

Apprehensions regarding social modification: There is uneasiness about a cultural change that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Marketing with the majority of the team member already showing unhappiness over this prospective move. This predicted adjustment has actually produced anxiety in the work environment which has been coupled with the previous tension of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of personnel that can match the stressful setting of a fast-paced organization. Not only does this lead to problem in locating the appropriate people, it puts stress on brand-new hires as can not stand up to the rate as well as pressure that the company expects them to bear.

Twin Reporting Lines: Newbies locate this organizational society difficult as well as tough to deal with specifically as dotted line connections are indicated to be weak generally as well as unbiased setting and also efficiency assessment is still done by the solid line supervisor. This indicates that newbies might lose clarity concerning their respective duties and objectives especially as populated line coverage does not maintain them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had actually been guessed that the last would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been capable and proper for the work yet the truth that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Work Insecurity: Concern as well as instability can be identified as 2 significant concerns that Lewis would be taking care of specifically as the merging has actually now be terminated and also 2 senior executives of the marketing division would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders that would not just be in charge of brining concerning a cultural modification however would also need to prove herself in her new duty.

Incompatible Administration Style of Leader: Lewis's administration style as well as its incompatibility with the advertising department's duty can also be seen as an OB challenge particularly as she has been used to managing problems in the procedures division where personnel are taught to focus on procedures and obtain them. The marketing department on the other hand can be seen as a team of individuals that are used to being nurtured by Krasnow that concentrated much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between three departments, advertising, merchandizing and also procedures specifically over the allotment of the marketing mix can be recognized as an additional OB worry. The advertising and marketing department does not share the exact same vision as the other two departments relating to the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and procedures departments do not concur over the advertising and marketing mix allocation among one another either.

Disintegration in Marketing Division: Fragmentation in between the marketing and advertising divisions can be recognized as one more OB concern which can need further interest. The truth that the advertising and marketing areas in the advertising and marketing department are separated is stopping both divisions from acquiring from each other's experience and also experience. Integration of advertising with merchandising and also operations would certainly end up being harder if the advertising and marketing department itself is degenerated which can be another potential OB worry.

Reworking Office Space Industry City Brooklyn Analysis

Various concepts have actually been utilized to clarify the scenarios to get further clearness regarding the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers think that juniors are easy and also careless, have little ambition and withstand modification. The situation at Reworking Office Space Industry City Brooklyn is not entirely following Theory X, it can be seen that brand-new hires are locating this setting rather demanding which might eventually lead to a higher inclination of the management towards Concept X. Also while examining Lewis's administration style, concept X may have been ideal in the operations division to some extent but the Marketing department would require dependence on Theory Y in order to obtain the creative thinking and creativity from the groups.

Tuckman's Synergy Theory: As much as Lewis's concern about bringing harmony between the advertising and also advertising department is worried, this would originally lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. By integrating the marketing as well as advertising division's job, there may be the exact same preliminary detach which could lead to the 2nd phase of 'storming' where the groups challenge one another.

When individuals are presented with adjustment, they go into stage one and also so there may be feelings like sadness, unpredictability, aggravation, rage, worry, denial as well as disorientation.The situation at the advertising and marketing department of Reworking Office Space Industry City Brooklyn is similar so Lewis can get comfortable with the suggestion that it is not remarkable behavior. It is throughout this phase that Lewis will certainly have to offer assistance to the division so that they can locate a feeling of instructions. It can be seen just how Krasnow has actually already made this shift easier by making Lewis obtain entailed in the department a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has reviews the value of 'protection requires as being a reduced level demand of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and secure and out of threat' is at the second degree of requirements. Before a worker can be made to establish psychologically, he requires to have his 'Physical 'and also 'Safety and security' needs met.

SWOT Analysis for Reworking Office Space Industry City Brooklyn Case Study

Effects of Analysis.

The OB analysis has actually considered numerous theories to comprehend how to manage the current situation available. The adhering to 3 options have actually been suggested to assist Lewis manage the business challenges in the marketing department. Each of these alternatives has been suggested for reducing the change required to bring the advertising and marketing division according to the requirements of the marketplace and for making the cultural adjustment that would follow as soon as the existing leader leaves.

Integration of advertising and marketing features. Dividing Adverting and Production functions. Integration of Advertising And Marketing with Workflow.

Examination of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The internal advertising company of Reworking Office Space Industry City Brooklyn is already stamina for the organization in regards to saving up on expenses associated with marketing and promotion. Since no new recruitment has been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the advertising and marketing feature, this is a positive chance for incorporating the marketing and advertising features. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merging days has know-how in business-to-business advertising together with agency as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and marketing features.

The advantage of this strategy is that it will certainly integrate both functions while lowering the requirement for employing an additional source for marketing. Lewis would certainly be heading the advertising and marketing department and also in any type of case her replacement would be required for the existing function that she is carrying out. The disadvantage of this alternative is that exterior hiring may bring about resentment from inner workers that may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Manufacturing: Provided the affordable stress and high top quality job needed from the advertising firm, it is recommended that Lewis needs to enable the manufacturing system to be a separate function from the advertising and marketing unit. Given that a lot of advertising and marketing companies had these 2 functions as separate devices, it makes more sense to comply with the standard.

Integration of Advertising with Operations: Because Lewis is already dealing with the marketing and also operations divisions all at once; it makes good sense to integrate the two features since she has been effectively taking care of both ends. The fact that the two departments already have major distinctions over allowance of resources recommends that this assimilation may be able to bring about consistency particularly as Lewis would be heading both ends.However there are numerous drawbacks of this step especially as it would put excessive problem over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring style for the advertising and marketing department recommends that these two departments would be culturally varied. In addition to this, Lewis might not have the ability to apply one type of leadership style to both departments which can lead to ineffectiveness in either one of both functions.


An analysis of the 3 alternatives suggests that assimilation of advertising and also operations would not be a practical relocation due to the substantial differences in between both divisions although that presently Lewis is managing both. While splitting up of the manufacturing feature might have been a desirable step for the marketing department, the reality that it would imply putting a third function under Lewis's wing indicates this must be stayed clear of. The combination of the advertising and marketing department is the best choice in terms of obtaining the optimum arise from the division. An activity plan for this alternative is reviewed listed below.

Action Strategy.
Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

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

Lewis will certainly separate herself from operations.

An autonomous management style with staff member empowerment will certainly be used in advertising and marketing division.

Open up door policy and emphasis on cross departmental communication will be aimed at getting rid of disharmony.

Backup plan.

If the assimilation does not work out as prepared, a backup plan would certainly comply with which would certainly separate the production function from the advertising and marketing feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing department without an SVP. Because case the production function will definitely be separated by positioning it under an SVP manufacturing.