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San Francisco Giants Case Study Analysis

Background and Facts

San Francisco Giants an office products store for little and moderate sized businesses has actually lately been associated with preparing for a merging with its rival Residence Deport, which has influenced performance degrees in departmentswith the senior manager involved in lawful complications put forth by the government Profession Commission. With the Advertising and marketing Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the near future. With challenges in the kind of a potential cultural change as well as low worker spirits, the organization requires a complete reengineering initiative at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The possible social change at the advertising and marketing department of San Francisco Giants is boosting unpredictability in the working environment resulting in numerous 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 role in influencing critical choices considering that Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Profession Commission's treatment at the same time. Offered the truth that the store has a global existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries might have the ability to affect efficiency or strategic goals. Federal Trade Compensation's antitrust suit against the merger used up useful time of the company's elderly management suggesting that 'political' factors can have severe implications for a worldwide company.

Economic Factors: Financial factors such as the emergence of small companies in the global scenario recommend that San Francisco Giants is growing in a setting where there is potential development of services. Along with this, truth that store clients are mainly trying to find workplace products for home offices recommends that the marketplace has a climbing fad of business owners and home based organisations.

Social factors: Social patterns in the economy reveal that consumers are looking for ease as well as eye-catching prices. Market research shows how the client for San Francisco Giants lacks understanding concerning finding options which can provide a combination of benefit as well as affordable.

Technological factors: Technology plays a vital duty in San Francisco Giants's service approach specifically as the company is piloting Technology centers which would certainly offer technology sales as well as support in the kind of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Organizational Actions problems can be seen in San Francisco Giants's case as highlighted in this area.

Uneasiness about cultural adjustment: There is apprehension regarding a social modification that would occur once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with a lot of the team member already revealing unhappiness over this potential step. This anticipated adjustment has developed stress and anxiety in the workplace which has actually been paired with the past anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is lack of workers that can match the demanding atmosphere of a fast-paced organization. Not just does this result in difficulty in finding the appropriate individuals, it places stress on new hires as can not endure the rate and stress that the company anticipates them to bear.

Dual Reporting Lines: Novices find this business society difficult and also challenging to handle particularly as populated line connections are suggested to be weak generally and unbiased setup and also efficiency assessment is still done by the solid line manager. This suggests that newcomers can shed quality regarding their particular functions and also purposes specifically as populated line coverage does not maintain them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been capable and ideal for the task yet the reality that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Concern and insecurity can be identified as 2 major issues that Lewis would certainly be taking care of particularly as the merger has actually currently be cancelled and also 2 senior executives of the marketing department would certainly be leaving. The whole responsibility of the division would certainly be dropping on Lewis's shoulders that would certainly not simply supervise of brining about a cultural adjustment yet would additionally have to confirm herself in her brand-new duty.

Incompatible Management Design of Leader: Lewis's administration style and also its incompatibility with the advertising division's duty can likewise be seen as an OB challenge particularly as she has actually been utilized to dealing with concerns in the procedures division where personnel are educated to concentrate on processes and also obtain them. The advertising division on the other hand can be viewed as a team of people that are used to being nurtured by Krasnow that focused more on outcome than processes.

Interdepartmental Arguments: Interdepartmental differences in between three departments, marketing, merchandizing and procedures specifically over the allocation of the marketing mix can be recognized as an additional OB issue. The advertising and marketing department does not share the very same vision as the other 2 divisions regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also procedures departments do not agree over the marketing mix allowance amongst one another either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing divisions can be determined as another OB concern which could need more interest. The fact that the advertising and marketing areas in the advertising and marketing department are disconnected is preventing both departments from obtaining from each other's experience and also experience. Integration of marketing with retailing as well as procedures would certainly become harder if the advertising and marketing department itself is degenerated which can be one more prospective OB issue.

San Francisco Giants Analysis

Different concepts have actually been used to explain the situations to get additional clarity regarding the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are easy and also careless, have little aspiration as well as withstand change. The tough variation of this theory stressed coercion, limited controls, threats and also punishments. With time it generates reduced efficiency, refined sabotage and also rivalry (Offer, 2003). Although the scenario at San Francisco Giants is not totally adhering to Concept X, it can be seen that new hires are finding this atmosphere instead difficult which may ultimately cause a higher disposition of the management towards Concept X. Based on McGregor's promoted view, which he called Theory Y, the necessary job of the administration is to arrange organizational conditions so that individuals can attain their very own goals best by directing their initiatives in the direction of organizational benefits. If people discover no contentment in their job, the monitoring would certainly have little selection however to count on concept X and exterior control (Deal, 2003). Even while evaluating Lewis's monitoring style, concept X may have appropriated in the procedures division somewhat yet the Advertising and marketing department would certainly require reliance on Theory Y so as to get the creativity and also originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's worry concerning bringing consistency between the marketing and advertising division is worried, this would initially cause conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, during the first stage of group development, people may not bond, as they are hectic discovering their place in the team. By combining the marketing and advertising department's work, there may coincide first separate which might bring about the 2nd stage of 'storming' where the teams challenge one another. It is only during the 3rd phase or 'norming' when they would certainly come with each other to share ideas before the team can bring about harmony in the fourth stage 'doing'.

Bridges' Change Version: According To William Bridge's concept (appendix 4), people are quite uncomfortable with adjustment, which is noticeable by the situation at San Francisco Giants The situation can be seen as a regular course of life if is researched according to Bridge's concept where he clarifies that individuals go through three phases of transition when they experience change. 'Ending, shedding and Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals are presented with change, they go into stage one and so there may be feelings like despair, unpredictability, disappointment, rage, concern, rejection and also disorientation.The situation at the marketing division of San Francisco Giants is comparable so Lewis can get comfy with the suggestion that it is not amazing habits. In the second stage, there may be a need to connect the gap between the new as well as old society so Lewis may have to encounter this experience as soon as Krasnow leaves. There may be low spirits as well as reduced performance at this phase which must not be taken as a setback. It is during this stage that Lewis will need to offer guidance to the department to make sure that they can discover an orientation. It can be seen just how Krasnow has actually already made this shift simpler by making Lewis get involved in the department a year prior to his actual separation. Based on Bridges' Version, phase three will certainly cause openness to understanding, High energy as well as dedication as people will certainly accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB problem related to instability at the workplace has been caused first of all by the adjustment in monitoring and secondly by the reality that the merging will certainly no more be initiated. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the relevance of 'safety requires as being a lower degree requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe as well as safe' goes to the 2nd degree of needs. Before a worker can be made to create emotionally, he requires to have his 'Physiological 'and 'Safety' requires satisfied. This shows that unless the employees are made to feel safe regarding their present employment status in San Francisco Giants they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for San Francisco Giants Case Study



Ramification of Analysis.

The OB analysis has actually checked out numerous theories to understand exactly how to cope with the present circumstance available. The following three alternatives have actually been proposed to assist Lewis manage the business obstacles in the advertising department. Each of these choices has been recommended for reducing the shift needed to bring the marketing division in accordance with the demands of the marketplace and for making the cultural change that would certainly comply with when the present leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and Production functions. Assimilation of Advertising with Procedures.

Analysis of Alternatives.

Combination of Advertising & Marketing Functions: The internal advertising and marketing company of San Francisco Giants is already stamina for the organization in terms of saving up on overheads associated with advertising and also promotion. Because no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the advertising and marketing function, this is a favorable chance for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has proficiency in business-to-business advertising and marketing in addition to firm and retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both marketing and advertising functions.

The advantage of this method is that it will certainly integrate both features while reducing the requirement for hiring an extra resource for advertising. In addition to this, Lewis would certainly be heading the advertising and marketing department as well as in any case her replacement would certainly be needed for the present role that she is doing. The downside of this alternative is that exterior hiring may produce resentment from inner workers who may be looking at the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Production: Given the competitive stress and high quality job required from the advertising agency, it is recommended that Lewis should permit the manufacturing unit to be a different feature from the advertising and marketing unit. Given that many ad agency had these two functions as different units, it makes more feeling to follow the norm. Both functions might be able to focus on their core turns on much more effectively. However, the disadvantage of this method would certainly be that added expenses would certainly need to be birthed for setting up separate manufacturing features. A manufacturing head may have to be worked with which might boost expenses for the company.

Combination of Advertising with Procedures: Considering that Lewis is already taking treatment of the advertising and marketing and procedures departments simultaneously; it makes sense to incorporate the 2 features considering that she has actually been efficiently taking treatment of both ends. The fact that Lewis has to adjust her monitoring style for the advertising and marketing division recommends that these two departments would certainly be culturally diverse.

Referral.



An evaluation of the three alternatives indicates that combination of marketing and also procedures would certainly not be a viable action because of the vast differences in between the two divisions despite the fact that presently Lewis is managing both. While splitting up of the manufacturing feature might have been a positive relocation for the advertising and marketing department, the truth that it would certainly indicate putting a third function under Lewis's wing implies this ought to be stayed clear of. The integration of the advertising and marketing department is the most effective alternative in regards to getting the ideal arise from the department. An activity prepare for this alternative is gone over below.

Activity Strategy.
Recommendation
Lewis will take control of the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions 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 certainly remain component of marketing under marketing function.

Lewis will certainly separate herself from procedures.

A democratic management design with staff member empowerment will certainly be made use of in advertising and marketing department.

Open door policy as well as focus on cross departmental communication will certainly be targeted at removing discord.

Backup strategy.

If the assimilation does not work out as prepared, a contingency strategy would certainly follow which would divide the production feature from the advertising and marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising department without an SVP. Because case the production feature will definitely be divided by placing it under an SVP production.