Risk Of Stocks In The Long Run Barnstable College Endowment Case Study Help


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Risk Of Stocks In The Long Run Barnstable College Endowment Case Study Solution

Background and Facts

Risk Of Stocks In The Long Run Barnstable College Endowment an office supplies seller for tiny as well as average sized services has recently been associated with planning for a merging with its rival House Deport, which has actually impacted performance degrees in departmentswith the senior supervisor involved in legal complications put forth by the federal Trade Compensation. With the Marketing Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the future. With challenges in the type of a prospective cultural change and also reduced staff member morale, the organization is in need of a complete reengineering initiative at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The possible cultural change at the advertising department of Risk Of Stocks In The Long Run Barnstable College Endowment is raising uncertainty in the working environment leading to numerous challenges for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting strategic choices because Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Compensation's intervention while doing so. Given the truth that the store has a global presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these countries may have the ability to impact efficiency or calculated goals. Federal Trade Payment's antitrust suit versus the merger took up valuable time of the company's senior monitoring recommending that 'political' factors can have serious implications for an international company.

Economic Factors: Financial factors such as the introduction of small companies in the worldwide circumstance suggest that Risk Of Stocks In The Long Run Barnstable College Endowment is growing in an atmosphere where there is potential growth of services. Reality that shop customers are mostly looking for workplace products for residence workplaces recommends that the market has a climbing pattern of entrepreneurs and also house based businesses.

Social factors: Social trends in the economic situation show that consumers are trying to find ease in addition to attractive prices. Market research demonstrates how the client for Risk Of Stocks In The Long Run Barnstable College Endowment lacks awareness regarding discovering options which can provide a mix of benefit and also affordable.

Technological factors: Innovation plays an important role in Risk Of Stocks In The Long Run Barnstable College Endowment's service technique particularly as the organization is piloting Modern technology centers which would offer technology sales and also support in the kind of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Organizational Actions issues can be seen in Risk Of Stocks In The Long Run Barnstable College Endowment's case as highlighted in this section.

Concerns concerning social adjustment: There is apprehension regarding a social modification that would certainly take place once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the team member currently showing discontent over this potential step. This expected adjustment has produced stress in the work environment which has actually been combined with the previous stress and anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is lack of personnel that can match the demanding setting of a busy company. Not only does this cause difficulty in locating the best people, it places anxiety on new hires as can not stand up to the speed and pressure that the company anticipates them to bear.

Twin Coverage Lines: Newbies discover this organizational society troublesome as well as difficult to deal with especially as populated line connections are suggested to be weak as a whole as well as unbiased setup as well as efficiency analysis is still done by the solid line manager. This implies that newcomers can shed clarity concerning their respective functions and also goals specifically as populated line reporting does not keep them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been guessed that the last would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been qualified and also proper for the work however the fact that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Insecurity: Fear and instability can be recognized as 2 major worries that Lewis would certainly be managing particularly as the merging has now be cancelled and also 2 senior execs of the advertising division would be leaving. The entire obligation of the department would be falling on Lewis's shoulders who would not just be in charge of brining concerning a social adjustment however would likewise need to show herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's monitoring style and its incompatibility with the advertising and marketing division's role can also be seen as an OB obstacle specifically as she has been utilized to managing concerns in the procedures department where personnel are taught to focus on procedures and also obtain them. The marketing division on the various other hand can be seen as a group of people who are used to being nurtured by Krasnow who focused more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental differences between three divisions, advertising and marketing, merchandizing and operations respectively over the allowance of the advertising and marketing mix can be determined as one more OB issue. The advertising department does not share the same vision as the other two divisions relating to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing as well as operations departments do not concur over the advertising and marketing mix appropriation among one another either.

Fragmentation in Advertising Department: Disintegration in between the marketing and advertising divisions can be determined as one more OB concern which could require additional interest. The fact that the marketing and advertising areas in the marketing division are detached is preventing both divisions from getting from each other's experience and knowledge. Combination of advertising and marketing with merchandising and also operations would certainly become harder if the marketing division itself is disintegrated which can be an additional potential OB issue.

Risk Of Stocks In The Long Run Barnstable College Endowment Analysis

Numerous theories have actually been utilized to describe the situations to get more quality regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that juniors are passive and lazy, have little passion and withstand change. The circumstance at Risk Of Stocks In The Long Run Barnstable College Endowment is not entirely following Concept X, it can be seen that new hires are locating this environment instead demanding which might at some point lead to a higher inclination of the administration towards Concept X. Even while analyzing Lewis's monitoring design, theory X might have been ideal in the procedures division to some extent however the Advertising division would certainly need reliance on Theory Y in order to get the imagination and also creativity from the groups.

Tuckman's Teamwork Concept: As far as Lewis's worry about bringing harmony between the marketing and advertising division is concerned, this would initially lead to conflict as discussed by Bruce Tuckman in his 'Teamwork Theory'. By incorporating the marketing and also advertising department's work, there may be the very same initial separate which could lead to the 2nd phase of 'storming' where the teams test one another.

Bridges' Transition Model: As per William Bridge's theory (appendix 4), individuals are rather uncomfortable with modification, which is evident by the situation at Risk Of Stocks In The Long Run Barnstable College Endowment The situation can be seen as a regular program of life if is researched based on Bridge's theory where he discusses that individuals undergo 3 stages of shift when they experience change. 'End, losing and also Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they enter phase one therefore there might be feelings like unhappiness, unpredictability, stress, anger, worry, denial and disorientation.The situation at the marketing department of Risk Of Stocks In The Long Run Barnstable College Endowment is comparable so Lewis can get comfy with the suggestion that it is not amazing behavior. In the second phase, there might be a need to bridge the space in between the new as well as old society so Lewis might have to face this ordeal as soon as Krasnow leaves. There might be reduced morale and also low performance at this stage which ought to not be taken as a setback. It is during this phase that Lewis will have to give advice to the department to make sure that they can find a sense of direction. It can be seen just how Krasnow has currently made this shift simpler by making Lewis get involved in the division a year prior to his actual separation. According to Bridges' Version, stage 3 will bring about visibility to learning, High energy and also dedication as individuals will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB concern pertaining to insecurity at the office has actually been triggered to start with by the adjustment in administration as well as second of all by the reality that the merging will certainly no longer be launched. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has goes over the significance of 'security needs as being a reduced degree requirement of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to really feel safe and also out of danger' is at the second degree of requirements. Before a staff member can be made to create psychologically, he requires to have his 'Physiological 'as well as 'Safety and security' requires satisfied. This shows that unless the personnel are made to really feel secure regarding their existing employment condition in Risk Of Stocks In The Long Run Barnstable College Endowment they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Risk Of Stocks In The Long Run Barnstable College Endowment Case Study

Implication of Analysis.

The OB analysis has actually considered various theories to understand just how to cope with the existing circumstance at hand. The complying with three options have been recommended to aid Lewis manage the organizational challenges in the advertising division. Each of these options has been recommended for easing the shift required to bring the advertising department in accordance with the needs of the market as well as for making the social change that would certainly comply with once the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting as well as Production features. Combination of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business marketing along with firm and also retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both advertising and marketing and advertising features.

The benefit of this method is that it will certainly integrate the two functions while reducing the need for working with an extra source for marketing. Lewis would be heading the advertising division and also in any case her replacement would be needed for the present duty that she is doing. The downside of this alternative is that exterior hiring may produce resentment from interior workers that might be eying the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Manufacturing: Provided the affordable pressures and also premium quality job called for from the ad agency, it is advised that Lewis needs to permit the manufacturing unit to be a separate function from the marketing unit. Since many advertising agencies had these 2 features as different systems, it makes even more sense to comply with the norm. Along with this, both functions may have the ability to concentrate on their core activates extra efficiently. Nevertheless, the disadvantage of this method would be that added expenses would need to be birthed for establishing separate production functions. A manufacturing head might have to be hired which could enhance overheads for the organization.

Combination of Marketing with Operations: Considering that Lewis is currently looking after the marketing and also procedures divisions at the same time; it makes good sense to incorporate both features since she has actually been effectively taking care of both ends. The fact that both divisions already have major distinctions over appropriation of resources recommends that this integration might be able to cause harmony specifically as Lewis would certainly be heading both ends.However there are different downsides of this action specifically as it would certainly put way too much concern over Lewis's shoulders. The reality that Lewis has to adapt her monitoring design for the advertising and marketing division suggests that these two divisions would be culturally varied. In addition to this, Lewis might not have the ability to use one sort of leadership style to both divisions which could cause inadequacy in either among the two features.


An evaluation of the 3 options suggests that combination of marketing and also procedures would not be a viable action as a result of the vast differences between the two divisions although that currently Lewis is handling both. While splitting up of the production feature might have been a positive relocation for the advertising and marketing department, the fact that it would certainly mean positioning a third function under Lewis's wing implies this must be avoided also. The integration of the advertising department is the most effective option in terms of obtaining the optimal results from the department. An action prepare for this alternative is talked about listed below.

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

Marketing and advertising features would be combined.

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

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

Lewis will certainly separate herself from operations.

An autonomous management style with employee empowerment will be utilized in advertising department.

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

Backup plan.

If the integration does not exercise as prepared, a contingency strategy would certainly comply with which would separate the production function from the marketing function to reduce the load on the SVP of advertising and marketing. 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 definitely be divided by putting it under an SVP production.