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Solar City Rapid Innovation Video Case Study Analysis

CASE SOLUTION

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Solar City Rapid Innovation Video Case Study Solution

Background and Facts

Solar City Rapid Innovation Video a workplace products store for small and also moderate sized services has lately been associated with preparing for a merging with its rival Home Deport, which has actually impacted efficiency degrees in departmentswith the elderly manager involved in legal issues presented by the government Trade Payment. With the Marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the near future. With challenges in the form of a potential cultural adjustment and also reduced worker spirits, the company is in need of a full reengineering effort at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing division of Solar City Rapid Innovation Video is boosting uncertainty in the workplace bring about various difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical decisions considering that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's intervention in the process. Provided the truth that the shop has a global presence with branches in UK, USA, Canada and also Germany, political factors in each of these countries may be able to affect performance or strategic goals. Federal Profession Payment's antitrust suit versus the merger occupied valuable time of the organization's elderly monitoring suggesting that 'political' factors can have severe implications for a worldwide business.

Economic Factors: Financial factors such as the introduction of local business in the worldwide scenario recommend that Solar City Rapid Innovation Video is prospering in an atmosphere where there is prospective growth of services. In addition to this, truth that store customers are primarily seeking workplace materials for home offices suggests that the marketplace has an increasing fad of business owners and home services.

Social factors: Social patterns in the economic situation show that customers are looking for convenience along with eye-catching costs. Market research shows how the consumer for Solar City Rapid Innovation Video does not have understanding regarding discovering options which can supply a combination of convenience and also low costs.

Technological factors: Modern technology plays an important function in Solar City Rapid Innovation Video's company strategy particularly as the organization is piloting Technology centers which would provide technology sales and also support in the type of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues as well as Manifestations.

Several underlying Business Habits concerns can be seen in Solar City Rapid Innovation Video's case as highlighted in this section.

Concerns regarding cultural change: There is uneasiness regarding a social modification that would certainly happen as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with a lot of the personnel currently revealing discontent over this possible move. This expected modification has created anxiety in the workplace which has actually been combined with the previous stress of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is lack of workers that can match the demanding atmosphere of a busy organization. Not only does this cause trouble in locating the best individuals, it puts stress and anxiety on brand-new hires as can not stand up to the pace and pressure that the organization anticipates them to birth.

Double Coverage Lines: Novices discover this organizational society cumbersome and challenging to manage specifically as populated line connections are indicated to be weaker generally and also unbiased setting and efficiency analysis is still done by the strong line supervisor. This means that novices might shed quality concerning their particular roles and purposes especially as populated line coverage does not keep them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles despite the fact that it had been speculated that the last would take Krasnow's position came as an impact to her morale. Lewis might have been qualified and also proper for the task however the reality that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Job Instability: Worry and instability can be determined as 2 major problems that Lewis would certainly be managing especially as the merging has now be cancelled as well as 2 senior executives of the marketing department would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders who would not simply be in charge of brining about a social change yet would certainly likewise need to confirm herself in her new duty.

Inappropriate Monitoring Style of Leader: Lewis's administration design and also its incompatibility with the advertising department's role can also be seen as an OB challenge particularly as she has been utilized to managing problems in the operations department where employees are shown to focus on procedures and also get them. The advertising and marketing department on the other hand can be seen as a group of people who are used to being supported by Krasnow who focused more on output than procedures.

Interdepartmental Arguments: Interdepartmental arguments in between three departments, advertising, merchandizing as well as operations respectively over the allocation of the advertising mix can be determined as one more OB concern. Although the advertising and marketing division does not share the same vision as the other 2 departments regarding the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix allocation among one another either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing divisions can be identified as one more OB problem which can require further attention. The fact that the marketing and advertising areas in the marketing division are separated is protecting against both divisions from obtaining from each various other's experience as well as proficiency. Combination of marketing with retailing as well as operations would end up being more difficult if the advertising department itself is degenerated which can be an additional prospective OB issue.

Solar City Rapid Innovation Video Analysis

Numerous concepts have been made use of to clarify the circumstances to obtain further clearness regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are passive and careless, have little aspiration and stand up to adjustment. The scenario at Solar City Rapid Innovation Video is not totally adhering to Theory X, it can be seen that new hires are finding this environment instead difficult which may eventually lead to a higher inclination of the administration in the direction of Theory X. Also while examining Lewis's administration design, concept X may have been appropriate in the operations department to some extent but the Marketing department would need dependence on Concept Y in order to get the creativity and creativity from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's problem about bringing harmony between the advertising and marketing department is worried, this would initially lead to contrast as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the first stage of team advancement, people might not bond, as they are hectic finding their area in the group. By incorporating the advertising and marketing department's work, there might be the same first separate which could result in the 2nd phase of 'storming' where the teams challenge each other. Nonetheless, it is only during the 3rd stage or 'norming' when they would collaborate to share suggestions before the team can produce harmony in the 4th phase 'executing'.

Bridges' Change Design: According To William Bridge's concept (appendix 4), individuals are rather uncomfortable with change, which is apparent by the circumstance at Solar City Rapid Innovation Video The situation can be viewed as a regular training course of life if is researched as per Bridge's concept where he explains that individuals undergo three phases of change when they experience modification. 'Ending, shedding and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people are presented with modification, they get in stage one and so there may be emotions like unhappiness, unpredictability, disappointment, anger, fear, denial and disorientation.The situation at the marketing department of Solar City Rapid Innovation Video is comparable so Lewis can get comfy with the concept that it is not phenomenal actions. In the 2nd stage, there may be a demand to link the gap between the brand-new and also old society so Lewis may have to face this experience as soon as Krasnow leaves. There may be reduced spirits and also reduced efficiency at this phase which must not be taken as a problem. It is throughout this stage that Lewis will have to offer guidance to the division so that they can locate an orientation. It can be seen just how Krasnow has already made this change easier by making Lewis obtain associated with the division a year prior to his actual departure. According to Bridges' Model, phase three will certainly bring about openness to discovering, High energy and dedication as individuals will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB concern pertaining to instability at the office has actually been caused to start with by the change in administration as well as secondly by the reality that the merger will no more be initiated. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has discusses the relevance of 'security requires as being a reduced degree requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel safe and secure as well as unharmed' goes to the second level of requirements. Before a worker can be made to create emotionally, he requires to have his 'Physical 'and 'Safety and security' needs satisfied. This suggests that unless the personnel are made to really feel safe regarding their present work status in Solar City Rapid Innovation Video they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Solar City Rapid Innovation Video Case Study



Effects of Analysis.

The OB analysis has actually considered various theories to recognize how to deal with the current situation at hand. The adhering to three options have actually been recommended to aid Lewis deal with the business obstacles in the advertising division. Each of these options has been suggested for relieving the shift required to bring the marketing division in accordance with the needs of the marketplace as well as for making the social modification that would certainly follow as soon as the current leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting as well as Production functions. Assimilation of Marketing with Procedures.

Examination of Alternatives.

Assimilation of Marketing & Advertising And Marketing Functions: The internal advertising and marketing company of Solar City Rapid Innovation Video is currently toughness for the company in terms of conserving up on overheads related to marketing as well as promo. Because no brand-new employment has been done after Bridget Cole's departure with the coverage line being straight designated to Krasnow for the marketing function, this is a beneficial opportunity for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has experience in business-to-business advertising together with company as well as retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing features.

The benefit of this technique is that it will certainly integrate the two features while minimizing the demand for working with an additional resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing division as well as regardless her substitute would be required for the current function that she is doing. The disadvantage of this option is that outside hiring might cause bitterness from interior employees who may be considering the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Production: Given the affordable pressures as well as high quality work required from the marketing company, it is recommended that Lewis should enable the manufacturing device to be a different function from the advertising and marketing device. Given that many advertising agencies had these two functions as different systems, it makes more sense to adhere to the standard.

Combination of Marketing with Operations: Because Lewis is currently taking treatment of the marketing as well as operations divisions concurrently; it makes feeling to incorporate the two functions since she has been effectively taking care of both ends. The reality that Lewis has to adapt her administration design for the advertising department suggests that these two departments would certainly be culturally diverse.

Suggestion.



An examination of the three choices suggests that integration of marketing and operations would not be a possible step due to the huge distinctions between the 2 departments despite the fact that currently Lewis is managing both. While splitting up of the manufacturing function might have been a beneficial move for the advertising division, the reality that it would certainly imply putting a third feature under Lewis's wing means this should be avoided.

Action Plan.
Recommendation
Lewis will take over the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Production feature will certainly remain component of marketing under marketing function.

Lewis will separate herself from operations.

An autonomous management style with worker empowerment will be utilized in marketing department.

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

Backup strategy.

If the integration does not exercise as planned, a backup plan would follow which would divide the manufacturing function from the marketing function to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. In that case the manufacturing feature will certainly be divided by positioning it under an SVP production.