Solar City Rapid Innovation Video Case Study Analysis


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Background and Facts

Solar City Rapid Innovation Video an office products store for tiny and average sized services has actually just recently been involved in preparing for a merger with its competitor House Deport, which has actually impacted efficiency degrees in departmentswith the senior supervisor involved in lawful complications put forth by the federal Trade Commission. With the Marketing Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the near future. With challenges in the type of a potential cultural adjustment and reduced staff member spirits, the company requires a total reengineering effort at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social change at the marketing department of Solar City Rapid Innovation Video is enhancing uncertainty in the working environment resulting in various difficulties for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting critical decisions because Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Profession Commission's treatment in the process. Provided the fact that the shop has a worldwide visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might have the ability to influence efficiency or calculated objectives. Federal Trade Compensation's antitrust suit against the merger used up valuable time of the company's senior administration recommending that 'political' factors can have major ramifications for a global business.

Economic Factors: Financial factors such as the introduction of small businesses in the global scenario suggest that Solar City Rapid Innovation Video is flourishing in a setting where there is prospective development of services. In addition to this, truth that store clients are mainly trying to find workplace materials for home offices recommends that the market has an increasing fad of business owners and also home based services.

Social factors: Social trends in the economic situation reveal that consumers are searching for benefit in addition to eye-catching costs. Marketing research shows how the client for Solar City Rapid Innovation Video does not have awareness concerning locating remedies which can provide a mix of ease and also inexpensive.

Technical factors: Technology plays a crucial role in Solar City Rapid Innovation Video's organisation method particularly as the company is piloting Innovation facilities which would certainly provide modern technology sales and also assistance in the form of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues and Manifestations.

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

Uneasiness concerning cultural change: There is uneasiness concerning a social change that would certainly happen once Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the employee already revealing unhappiness over this potential step. This anticipated modification has actually created anxiety in the workplace which has been coupled with the previous tension of preparing the company for a potential merging with Home Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is shortage of personnel that can match the stressful setting of a hectic organization. Not only does this lead to problem in discovering the appropriate people, it places anxiety on new hires as can not hold up against the pace and also stress that the organization anticipates them to bear.

Dual Reporting Lines: Beginners discover this business culture cumbersome as well as challenging to deal with particularly as dotted line connections are implied to be weaker in general and objective setup and also performance evaluation is still done by the solid line manager. This suggests that newcomers might shed clearness about their particular roles as well as objectives specifically as dotted line coverage does not maintain them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been speculated that the last would take Krasnow's position came as an impact to her morale. Lewis may have been capable and also suitable for the task yet the reality that Kransnow's departure would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Worry and also insecurity can be determined as 2 significant concerns that Lewis would be dealing with especially as the merger has currently be cancelled and also 2 elderly execs of the advertising department would certainly be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining about a social modification but would likewise have to prove herself in her new duty.

Inappropriate Administration Design of Leader: Lewis's management style and its incompatibility with the advertising division's role can additionally be seen as an OB obstacle particularly as she has been made use of to dealing with problems in the operations department where personnel are taught to concentrate on procedures and obtain them right. The advertising department on the various other hand can be seen as a group of people who are made use of to being nurtured by Krasnow that focused much more on output than procedures.

Interdepartmental Differences: Interdepartmental arguments in between 3 divisions, advertising and marketing, merchandizing as well as operations respectively over the allowance of the advertising mix can be determined as one more OB issue. Although the advertising department 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 as well as operations departments do not concur over the advertising and marketing mix allocation amongst each other either.

Fragmentation in Advertising Department: Fragmentation between the advertising and marketing divisions can be identified as one more OB problem which might need more focus. The truth that the marketing and advertising sections in the advertising and marketing division are disconnected is preventing both departments from acquiring from each various other's experience and also know-how. Integration of advertising with merchandising and also procedures would certainly become harder if the marketing division itself is disintegrated which can be one more potential OB problem.

Solar City Rapid Innovation Video Analysis

Numerous theories have actually been made use of to clarify the scenarios to obtain more quality concerning the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are passive and careless, have little passion and also resist change. The difficult version of this concept highlighted browbeating, limited controls, threats and also punishments. Over time it creates reduced efficiency, subtle sabotage and also rivalry (Offer, 2003). The circumstance at Solar City Rapid Innovation Video is not completely following Concept X, it can be seen that brand-new hires are finding this environment rather difficult which might ultimately lead to a higher inclination of the management towards Concept X. According to McGregor's promoted sight, which he called Concept Y, the crucial job of the management is to prepare organizational conditions to make sure that individuals can attain their very own goals best by routing their efforts towards business benefits. If people locate no complete satisfaction in their work, the administration would certainly have little option yet to depend on theory X and also exterior control (Deal, 2003). Also while analyzing Lewis's administration design, theory X may have appropriated in the operations department somewhat yet the Advertising and marketing department would certainly need reliance on Theory Y in order to get the imagination as well as originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's problem concerning bringing harmony in between the advertising and marketing department is worried, this would at first bring about clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, during the preliminary stage of group development, people might not bond, as they are hectic finding their area in the group. By incorporating the advertising and marketing department's job, there may coincide preliminary disconnect which can lead to the 2nd phase of 'storming' where the groups challenge one another. It is just throughout the third stage or 'norming' when they would come together to share suggestions before the team can bring about harmony in the fourth phase 'performing'.

Bridges' Shift Model: Based On William Bridge's theory (appendix 4), individuals are fairly uncomfortable with adjustment, which is obvious by the circumstance at Solar City Rapid Innovation Video The situation can be viewed as a regular course of life if is researched as per Bridge's concept where he discusses that individuals undergo three phases of change when they experience adjustment. 'Ending, shedding as well as 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 sadness, uncertainty, disappointment, anger, worry, rejection as well as disorientation.The situation at the advertising department of Solar City Rapid Innovation Video is similar so Lewis can get comfortable with the concept that it is not remarkable actions. In the second stage, there may be a need to connect the void in between the new as well as old society so Lewis may have to face this ordeal once Krasnow leaves. There may be low morale and low performance at this stage which ought to not be taken as an obstacle. It is throughout this phase that Lewis will have to give support to the division so that they can find an orientation. It can be seen exactly how Krasnow has currently made this transition less complicated by making Lewis obtain associated with the division a year prior to his real departure. Based on Bridges' Version, phase three will produce visibility to knowing, High power as well as dedication as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB issue related to instability at the workplace has been triggered firstly by the modification in monitoring and also secondly by the fact that the merger will certainly no more be started. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the significance of 'safety and security needs as being a reduced level need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel protected and also safe' goes to the 2nd level of requirements. Before a worker can be made to establish emotionally, he requires to have his 'Physical 'and 'Security' needs met. This shows that unless the workers are made to feel secure about their present employment condition in Solar City Rapid Innovation Video they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Solar City Rapid Innovation Video Case Study

Implication of Analysis.

The OB analysis has considered numerous theories to recognize exactly how to deal with the existing situation available. The adhering to 3 options have actually been suggested to assist Lewis handle the organizational challenges in the advertising and marketing department. Each of these alternatives has been suggested for reducing the transition required to bring the advertising and marketing department according to the demands of the market as well as for making the social change that would certainly adhere to when the existing leader leaves.

Combination of marketing and advertising features. Dividing Adverting and Manufacturing functions. Assimilation of Advertising with Workflow.

Assessment of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis during the earlier merger days has proficiency in business-to-business advertising along with firm as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing features.

The benefit of this strategy is that it will incorporate both functions while minimizing the requirement for working with an additional resource for marketing. Along with this, Lewis would certainly be heading the advertising and marketing department as well as in any case her replacement would be required for the present role that she is carrying out. The downside of this option is that exterior hiring may bring about bitterness from interior workers that might be looking at the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Given the affordable pressures as well as high quality work needed from the advertising and marketing company, it is suggested that Lewis needs to allow the production unit to be a different feature from the advertising system. Because most advertising companies had these two features as different systems, it makes even more sense to comply with the standard.

Combination of Marketing with Procedures: Since Lewis is already taking care of the advertising and marketing as well as operations departments at the same time; it makes feeling to integrate the 2 functions because she has actually been efficiently taking care of both ends. The truth that Lewis has to adjust her monitoring style for the marketing department suggests that these two departments would certainly be culturally diverse.


An assessment of the 3 alternatives suggests that combination of advertising and marketing and also operations would not be a possible action as a result of the huge distinctions between the two departments despite the fact that currently Lewis is dealing with both. While separation of the manufacturing feature might have been a positive step for the advertising and marketing division, the reality that it would certainly imply placing a 3rd function under Lewis's wing suggests this must be prevented. The assimilation of the advertising division is the very best choice in regards to obtaining the ideal arise from the department. An action prepare for this alternative is reviewed listed below.

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

Marketing and advertising functions would certainly be combined.

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

Production feature will certainly continue to be part of advertising and marketing under marketing feature.

Lewis will certainly divide herself from operations.

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

Open up door policy and emphasis on cross departmental communication will certainly be focused on eliminating discord.

Contingency plan.

If the combination does not exercise as planned, a backup strategy would adhere to which would separate the manufacturing function from the marketing feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. Because case the production function will most definitely be separated by positioning it under an SVP manufacturing.