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San Francisco Giants Case Study Help

CASE ANALYSIS

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San Francisco Giants Case Study Help

Background and Facts

San Francisco Giants an office products retailer for tiny as well as medium sized businesses has actually just recently been involved in preparing for a merger with its rival House Deport, which has actually affected efficiency degrees in departmentswith the senior manager associated with lawful difficulties presented by the federal Trade Commission. With the Marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With challenges in the kind of a prospective cultural change as well as low staff member spirits, the company needs a complete reengineering initiative at the marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The potential social modification at the marketing department of San Francisco Giants is raising unpredictability in the workplace causing different difficulties 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 function in affecting calculated choices since Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Profession Payment's treatment in the process. Offered the fact that the store has a worldwide existence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations might have the ability to influence efficiency or calculated goals. Federal Trade Payment's antitrust suit versus the merging took up important time of the organization's senior monitoring recommending that 'political' factors can have significant ramifications for an international business.

Economic Factors: Financial factors such as the appearance of small companies in the international scenario suggest that San Francisco Giants is flourishing in a setting where there is prospective development of companies. Along with this, fact that shop customers are mainly searching for office materials for office suggests that the marketplace has a rising fad of business owners and home companies.

Social factors: Social trends in the economic climate show that consumers are searching for convenience in addition to attractive rates. Market research demonstrates how the customer for San Francisco Giants does not have recognition concerning finding options which can supply a combination of ease as well as affordable.

Technological factors: Technology plays a crucial role in San Francisco Giants's company approach particularly as the company is piloting Technology facilities which would supply technology sales and support in the kind of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Business Habits problems can be seen in San Francisco Giants's case as highlighted in this section.

Concerns concerning cultural adjustment: There is uneasiness concerning a cultural adjustment that would certainly occur when Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with a lot of the staff members currently showing unhappiness over this possible step. This predicted change has created anxiety in the office which has actually been combined with the previous tension of preparing the company for a potential merger with House Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is lack of workers that can match the demanding atmosphere of a fast-paced company. Not only does this bring about difficulty in discovering the ideal people, it puts anxiety on new hires as can not withstand the speed and pressure that the organization expects them to bear.

Double Coverage Lines: Newbies locate this organizational society cumbersome and challenging to manage particularly as populated line connections are indicated to be weaker generally and unbiased setting as well as performance assessment is still done by the solid line supervisor. This means that newbies could lose quality concerning their respective duties and also goals particularly as dotted line reporting does not keep them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had actually been speculated that the last would take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified and also appropriate for the work yet the reality that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Work Insecurity: Fear as well as instability can be identified as two significant concerns that Lewis would be taking care of especially as the merging has actually now be cancelled and 2 elderly execs of the advertising department would certainly be leaving. The whole obligation of the department would be falling on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural change however would certainly additionally need to prove herself in her brand-new role.

Incompatible Monitoring Design of Leader: Lewis's monitoring style as well as its conflict with the advertising division's function can likewise be viewed as an OB difficulty especially as she has been made use of to dealing with issues in the operations department where personnel are shown to concentrate on procedures and obtain them right. The advertising department on the other hand can be viewed as a group of people who are made use of to being supported by Krasnow that focused extra on result than processes.

Interdepartmental Disagreements: Interdepartmental disagreements between 3 divisions, advertising and marketing, merchandizing and operations respectively over the appropriation of the advertising mix can be recognized as an additional OB concern. Although the advertising and marketing department does not share the same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not concur over the advertising and marketing mix allotment amongst each other either.

Disintegration in Marketing Division: Fragmentation in between the advertising and marketing departments can be determined as one more OB concern which might require additional interest. The truth that the advertising and marketing sections in the advertising and marketing department are detached is avoiding both divisions from acquiring from each other's experience as well as expertise. Integration of advertising with retailing and operations would come to be harder if the advertising division itself is disintegrated which can be one more possible OB issue.

San Francisco Giants Analysis

Various concepts have been utilized to clarify the circumstances to get more clearness regarding the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers think that staffs are passive and also lazy, have little ambition and stand up to modification. The circumstance at San Francisco Giants is not totally complying with Theory X, it can be seen that brand-new hires are locating this environment rather difficult which may ultimately lead to a greater disposition of the monitoring towards Concept X. Even while analyzing Lewis's administration design, theory X may have been appropriate in the operations division to some extent but the Advertising division would call for dependence on Theory Y in order to get the creativity as well as originality from the groups.

Tuckman's Team effort Concept: Regarding Lewis's issue concerning bringing consistency between the marketing and advertising division is worried, this would originally bring about conflict as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, throughout the initial phase of group advancement, individuals might not bond, as they are active discovering their area in the team. By combining the advertising and marketing department's work, there might coincide first detach which could lead to the 2nd stage of 'storming' where the teams challenge one another. However, it is only throughout the third stage or 'norming' when they would certainly integrate to share suggestions before the group can cause synergy in the 4th stage 'performing'.

Bridges' Shift Design: According To William Bridge's concept (appendix 4), individuals are fairly awkward with adjustment, which is noticeable by the situation at San Francisco Giants The situation can be seen as a normal training course of life if is studied as per Bridge's theory where he discusses that individuals undergo 3 phases of change when they experience modification. 'End, losing as well as Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with change, they enter stage one and so there may be emotions like sadness, uncertainty, frustration, temper, worry, denial and disorientation.The scenario at the marketing department of San Francisco Giants is similar so Lewis can get comfy with the suggestion that it is not extraordinary actions. In the 2nd phase, there might be a demand to bridge the void between the new and old culture so Lewis may need to face this ordeal once Krasnow leaves. There may be low spirits and also reduced productivity at this phase which need to not be taken as a setback. It is throughout this phase that Lewis will need to give assistance to the department to ensure that they can find a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition simpler by making Lewis obtain involved in the division a year prior to his actual separation. As per Bridges' Design, stage three will certainly produce openness to learning, High power as well as dedication as people will certainly accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the relevance of 'security requires as being a lower level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe and secure and also out of danger' is at the second degree of requirements. Before a staff member can be made to establish emotionally, he needs to have his 'Physical 'and also 'Security' needs fulfilled.

SWOT Analysis for San Francisco Giants Case Study



Implication of Analysis.

The OB analysis has actually considered different concepts to recognize just how to manage the present situation handy. The complying with three choices have actually been recommended to help Lewis manage the organizational challenges in the marketing division. Each of these choices has actually been proposed for reducing the change required to bring the advertising and marketing department according to the demands of the marketplace as well as for making the cultural change that would certainly follow as soon as the present leader leaves.

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

Examination of Alternatives.

Assimilation of Advertising & Marketing Functions: The internal marketing company of San Francisco Giants is currently toughness for the organization in terms of conserving up on expenses associated with marketing as well as promo. Given that no brand-new employment has been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the marketing function, this is a desirable opportunity for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business marketing together with agency as well as retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both advertising and marketing functions.

The benefit of this strategy is that it will incorporate the two features while lowering the requirement for working with an added resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing division and also in any case her substitute would be needed for the present duty that she is doing. The disadvantage of this choice is that outside hiring may produce resentment from interior workers that may be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Given the affordable pressures as well as high quality job needed from the advertising agency, it is suggested that Lewis should allow the production system to be a different function from the advertising device. Considering that many advertising agencies had these two functions as separate devices, it makes more sense to follow the standard. Both functions may be able to focus on their core turns on much more efficiently. Nevertheless, the disadvantage of this method would be that additional costs would certainly have to be birthed for setting up different production features. In addition to this, a production head may have to be worked with which might enhance overheads for the organization.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is currently taking care of the advertising as well as operations divisions concurrently; it makes good sense to incorporate the two features considering that she has been successfully taking care of both ends. The truth that both departments currently have major distinctions over allocation of sources suggests that this assimilation might be able to bring about harmony specifically as Lewis would certainly be heading both ends.However there are different disadvantages of this relocation especially as it would place excessive worry over Lewis's shoulders. The truth that Lewis has to adapt her administration design for the advertising division recommends that these 2 divisions would be culturally diverse. Along with this, Lewis might not have the ability to apply one kind of management design to both departments which can lead to inefficiency in either one of both features.

Recommendation.



An assessment of the 3 choices shows that combination of marketing as well as procedures would certainly not be a practical action due to the substantial distinctions between the two divisions in spite of the reality that currently Lewis is handling both. While separation of the production feature may have been a beneficial action for the marketing department, the reality that it would indicate positioning a 3rd function under Lewis's wing means this must be stayed clear of.

Activity Strategy.
Recommendation
Lewis will take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

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

Lewis will certainly divide herself from procedures.

An autonomous management design with staff member empowerment will be made use of in advertising department.

Open door policy and also emphasis on cross department interaction will be targeted at removing disharmony.

Backup plan.

If the assimilation does not exercise as prepared, a contingency strategy would certainly comply with which would certainly divide the manufacturing feature from the advertising function to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising division without an SVP. In that case the manufacturing function will absolutely be divided by positioning it under an SVP manufacturing.