Snow Canyon Resort Paradise Ski Lift Case Study Help


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Snow Canyon Resort Paradise Ski Lift Case Study Help

Background and Facts

Snow Canyon Resort Paradise Ski Lift an office supplies merchant for tiny and also average sized services has actually lately been associated with preparing for a merging with its rival Residence Deport, which has actually impacted performance levels in departmentswith the elderly manager associated with lawful problems put forth by the federal Trade Compensation. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With difficulties in the kind of a potential cultural modification and low staff member morale, the organization wants a total reengineering effort at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective social modification at the marketing division of Snow Canyon Resort Paradise Ski Lift is increasing unpredictability in the workplace resulting in various challenges 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 duty in influencing calculated decisions since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Commission's intervention in the process. Offered the reality that the store has a global visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations might be able to influence performance or calculated objectives. Federal Profession Commission's antitrust suit versus the merging took up valuable time of the organization's elderly management suggesting that 'political' factors can have major effects for a global service.

Economic Factors: Financial factors such as the development of small businesses in the worldwide scenario recommend that Snow Canyon Resort Paradise Ski Lift is prospering in an environment where there is prospective development of organisations. Fact that shop clients are primarily looking for workplace supplies for residence offices recommends that the market has a climbing fad of business owners and residence based organisations.

Social factors: Social fads in the economic climate show that customers are seeking benefit along with eye-catching rates. Marketing research shows how the client for Snow Canyon Resort Paradise Ski Lift does not have recognition regarding finding solutions which can use a combination of benefit and also low costs.

Technical factors: Technology plays a crucial function in Snow Canyon Resort Paradise Ski Lift's company method especially as the company is piloting Innovation facilities which would supply technology sales and also support in the form of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues and Symptoms.

Numerous underlying Organizational Behavior concerns can be seen in Snow Canyon Resort Paradise Ski Lift's case as highlighted in this area.

Concerns concerning cultural change: There is concern about a cultural modification that would happen when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the personnel already showing discontent over this potential action. This expected modification has actually produced stress and anxiety in the office which has been paired with the past stress of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is lack of personnel that can match the difficult atmosphere of a hectic organization. Not just does this lead to problem in finding the best individuals, it puts stress and anxiety on brand-new hires as can not stand up to the rate and pressure that the company anticipates them to bear.

Double Coverage Lines: Novices locate this organizational society cumbersome as well as challenging to deal with especially as populated line connections are suggested to be weak generally and unbiased setting and also performance analysis is still done by the strong line supervisor. This indicates that newcomers could shed clarity concerning their respective duties and objectives specifically as dotted line reporting does not maintain them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had actually been hypothesized that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis may have been qualified and also suitable for the job however the fact that Kransnow's separation would make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Concern & Work Instability: Fear as well as instability can be recognized as 2 significant problems that Lewis would be handling particularly as the merger has currently be terminated and also two elderly execs of the marketing department would certainly be leaving. The entire responsibility of the division would be falling on Lewis's shoulders who would certainly not simply supervise of brining regarding a social change yet would certainly additionally need to confirm herself in her brand-new function.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style and also its incompatibility with the marketing department's duty can likewise be seen as an OB challenge particularly as she has been utilized to handling problems in the procedures department where employees are shown to focus on processes and also obtain them. The advertising and marketing department on the other hand can be seen as a team of individuals that are utilized to being supported by Krasnow that focused more on result than processes.

Interdepartmental Disputes: Interdepartmental arguments between 3 divisions, advertising and marketing, merchandizing and also procedures respectively over the allocation of the advertising mix can be recognized as one more OB concern. The advertising and marketing division does not share the exact same vision as the other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations divisions do not agree over the marketing mix appropriation among one an additional either.

Disintegration in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be identified as another OB issue which can need further focus. The reality that the marketing and advertising sections in the advertising department are detached is preventing both divisions from getting from each other's experience and experience. Combination of advertising and marketing with merchandising and operations would certainly come to be more difficult if the advertising division itself is disintegrated which can be an additional prospective OB problem.

Snow Canyon Resort Paradise Ski Lift Analysis

Numerous concepts have actually been made use of to clarify the conditions to obtain further quality regarding the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that subordinates are passive and careless, have little ambition and stand up to modification. The tough version of this theory stressed coercion, tight controls, dangers as well as punishments. In time it generates low performance, subtle sabotage and rivalry (Deal, 2003). The scenario at Snow Canyon Resort Paradise Ski Lift is not completely adhering to Concept X, it can be seen that new hires are locating this atmosphere rather stressful which may ultimately lead to a higher inclination of the monitoring in the direction of Concept X. Based on McGregor's supported sight, which he called Theory Y, the important task of the management is to set up organizational problems to make sure that people can achieve their own objectives best by routing their efforts towards business rewards. If people locate no contentment in their job, the management would certainly have little option however to rely on concept X and also outside control (Bargain, 2003). Even while evaluating Lewis's monitoring style, theory X might have been suitable in the operations department to some extent but the Marketing division would need dependence on Concept Y to get the creativity as well as originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's worry about bringing harmony between the marketing and also marketing department is concerned, this would at first lead to conflict as gone over by Bruce Tuckman in his 'Synergy Concept'. By combining the advertising and marketing department's job, there may be the very same initial detach which could lead to the second stage of 'storming' where the teams test one another.

Bridges' Transition Model: Based On William Bridge's concept (appendix 4), people are quite unpleasant with adjustment, which is noticeable by the situation at Snow Canyon Resort Paradise Ski Lift The scenario can be viewed as a regular program of life if is studied based on Bridge's theory where he explains that individuals undergo 3 phases of change when they experience adjustment. 'Closing, shedding and also Letting go', The Neutral Area and also 'The New Beginning' (Bridges, 2004). When people exist with modification, they get in phase one therefore there may be feelings like unhappiness, unpredictability, frustration, rage, fear, rejection and also disorientation.The situation at the marketing department of Snow Canyon Resort Paradise Ski Lift is comparable so Lewis can get comfortable with the concept that it is not amazing behavior. In the 2nd phase, there may be a need to link the space in between the new and old society so Lewis might have to face this challenge as soon as Krasnow leaves. There might be low morale as well as reduced productivity at this stage which ought to not be taken as a setback. It is during this phase that Lewis will need to provide guidance to the division to make sure that they can find an orientation. It can be seen how Krasnow has actually currently made this shift less complicated by making Lewis obtain associated with the division a year prior to his real separation. Based on Bridges' Version, phase 3 will produce visibility to discovering, High power as well as dedication as individuals will embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has reviews the relevance of 'protection requires as being a lower degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe as well as out of danger' is at the 2nd level of requirements. Prior to a staff member can be made to develop emotionally, he requires to have his 'Physical 'and also 'Safety' needs met.

SWOT Analysis for Snow Canyon Resort Paradise Ski Lift Case Study

Ramification of Analysis.

The OB analysis has taken a look at various theories to understand how to handle the existing circumstance available. The complying with three choices have actually been recommended to help Lewis deal with the business difficulties in the advertising department. Each of these options has actually been suggested for relieving the shift required to bring the advertising department in accordance with the demands of the market as well as for making the social change that would certainly follow when the present leader leaves.

Integration of marketing and advertising functions. Separating Adverting and also Manufacturing functions. Integration of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Integration of Advertising And Marketing & Advertising And Marketing Functions: The internal advertising and marketing firm of Snow Canyon Resort Paradise Ski Lift is already strength for the organization in terms of saving up on overheads connected to advertising and also promotion. Since no new employment has actually been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the advertising and marketing function, this is a favorable chance for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has competence in business-to-business advertising along with firm and also retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both advertising and marketing functions.

The benefit of this strategy is that it will integrate both functions while decreasing the requirement for working with an additional resource for marketing. Lewis would be heading the advertising department and in any case her replacement would be required for the current function that she is doing. The disadvantage of this option is that exterior hiring may bring about bitterness from interior personnel that might be looking at the setting of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Manufacturing: Provided the affordable pressures as well as high quality job called for from the advertising and marketing company, it is suggested that Lewis needs to permit the manufacturing device to be a separate function from the advertising device. Because a lot of marketing firms had these two functions as different systems, it makes even more sense to follow the norm.

Integration of Advertising And Marketing with Procedures: Because Lewis is currently caring for the advertising as well as operations departments concurrently; it makes good sense to integrate the two functions since she has been efficiently looking after both ends. The fact that both departments already have major distinctions over allotment of resources recommends that this assimilation might be able to bring about consistency specifically as Lewis would certainly be heading both ends.However there are various drawbacks of this action specifically as it would certainly place too much worry over Lewis's shoulders. The fact that Lewis has to adjust her monitoring style for the marketing division suggests that these two departments would be culturally diverse. Lewis may not be able to use one kind of leadership design to both departments which might result in ineffectiveness in either one of the 2 features.


An analysis of the three options shows that assimilation of advertising and also operations would certainly not be a practical action as a result of the huge distinctions between the two departments although that currently Lewis is dealing with both. While splitting up of the manufacturing feature may have been a favorable action for the marketing division, the fact that it would mean positioning a third function under Lewis's wing indicates this should be stayed clear of too. The combination of the advertising and marketing department is the best option in terms of obtaining the optimal arise from the department. An action prepare for this option is gone over below.

Action Strategy.
Lewis will take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production function will remain component of advertising and marketing under advertising and marketing function.

Lewis will divide herself from procedures.

An autonomous management style with worker empowerment will certainly be made use of in advertising and marketing department.

Open up door plan and also emphasis on cross departmental interaction will be focused on getting rid of disharmony.

Contingency strategy.

If the combination does not exercise as prepared, a contingency strategy would certainly adhere to which would certainly separate the manufacturing function from the advertising and marketing feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will absolutely be separated by positioning it under an SVP production.