Menu

St Thomas Golf And Country Club Case Study Analysis

CASE STUDY

Home >> Harvard >> St Thomas Golf And Country Club >>

St Thomas Golf And Country Club Case Study Help

Background and Facts

St Thomas Golf And Country Club an office products retailer for tiny as well as moderate sized businesses has actually lately been associated with planning for a merger with its competitor Home Deport, which has influenced performance levels in departmentswith the senior supervisor involved in lawful problems put forth by the federal Profession Payment. With the Advertising Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the future. With difficulties in the form of a possible cultural change as well as low worker spirits, the company is in need of a total reengineering effort at the marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social modification at the advertising and marketing division of St Thomas Golf And Country Club is enhancing unpredictability in the working environment causing various difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting calculated choices since Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Profession Compensation's treatment in the process. Offered the truth that the store has an international visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may have the ability to influence performance or critical objectives. Federal Trade Commission's antitrust match versus the merger took up important time of the organization's elderly management suggesting that 'political' factors can have major ramifications for an international company.

Economic Factors: Economic factors such as the development of small businesses in the international situation recommend that St Thomas Golf And Country Club is flourishing in a setting where there is prospective growth of organisations. Along with this, truth that shop clients are mainly looking for workplace supplies for office recommends that the market has an increasing pattern of entrepreneurs and home based businesses.

Social factors: Social patterns in the economic situation reveal that customers are trying to find convenience in addition to appealing prices. Marketing research demonstrates how the customer for St Thomas Golf And Country Club lacks understanding regarding finding options which can supply a combination of comfort and inexpensive.

Technological factors: Innovation plays an important role in St Thomas Golf And Country Club's service method especially as the company is piloting Innovation facilities which would supply innovation sales and also support in the kind of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Behavior issues can be seen in St Thomas Golf And Country Club's case as highlighted in this area.

Worries about social adjustment: There is uneasiness regarding a social change that would certainly happen once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with the majority of the staff members currently showing unhappiness over this potential step. This predicted change has produced tension in the office which has actually been paired with the past stress and anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is scarcity of personnel that can match the demanding atmosphere of a busy organization. Not just does this result in difficulty in locating the appropriate individuals, it places tension on new hires as can not stand up to the rate as well as stress that the company expects them to bear.

Twin Coverage Lines: Novices locate this business society cumbersome and also tough to deal with particularly as populated line connections are indicated to be weak as a whole as well as unbiased setup as well as performance assessment is still done by the strong line manager. This indicates that beginners could lose clearness about their respective functions as well as goals specifically as populated line coverage does not maintain them in direct interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the last would take Krasnow's placement came as a blow to her morale. Lewis might have been qualified as well as proper for the task but the fact that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Task Instability: Anxiety as well as insecurity can be identified as two significant problems that Lewis would certainly be managing especially as the merging has now be terminated as well as 2 elderly executives of the marketing division would certainly be leaving. The entire obligation of the division would certainly be falling on Lewis's shoulders who would not just supervise of brining regarding a cultural change but would likewise need to verify herself in her new duty.

Inappropriate Administration Design of Leader: Lewis's management style and its incompatibility with the marketing department's duty can likewise be viewed as an OB challenge specifically as she has actually been used to handling issues in the operations division where personnel are educated to concentrate on processes and obtain them right. The advertising division on the various other hand can be seen as a team of individuals that are made use of to being supported by Krasnow that focused more on output than procedures.

Interdepartmental Disagreements: Interdepartmental differences in between three divisions, advertising and marketing, merchandizing and also procedures respectively over the allocation of the advertising and marketing mix can be determined as one more OB worry. The advertising and marketing department does not share the exact same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not agree over the advertising and marketing mix allowance among one another either.

Fragmentation in Advertising Department: Disintegration in between the advertising and marketing divisions can be determined as another OB issue which might require more attention. The fact that the advertising and marketing sections in the advertising division are detached is preventing both departments from obtaining from each various other's experience as well as know-how. Assimilation of marketing with merchandising and also procedures would become more difficult if the advertising and marketing division itself is disintegrated which can be one more potential OB problem.

St Thomas Golf And Country Club Analysis

Numerous concepts have been utilized to explain the situations to obtain further clarity concerning the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are passive and lazy, have little passion and also withstand modification. The scenario at St Thomas Golf And Country Club is not totally complying with Theory X, it can be seen that new hires are discovering this environment rather stressful which might ultimately lead to a higher inclination of the monitoring towards Theory X. Even while analyzing Lewis's management style, theory X might have been ideal in the operations division to some extent yet the Advertising division would need dependence on Concept Y in order to get the imagination and creativity from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's issue concerning bringing harmony in between the marketing and advertising department is worried, this would originally bring about clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the initial stage of group growth, people might not bond, as they are busy finding their area in the team. By incorporating the marketing and advertising division's work, there might be the same first detach which could lead to the 2nd stage of 'storming' where the teams test one another. Nonetheless, it is just during the third stage or 'norming' when they would certainly collaborate to share suggestions prior to the group can produce synergy in the 4th phase 'carrying out'.

Bridges' Transition Design: Based On William Bridge's concept (appendix 4), individuals are rather uneasy with change, which is noticeable by the circumstance at St Thomas Golf And Country Club The circumstance can be seen as a typical course of life if is researched according to Bridge's concept where he describes that people experience three stages of change when they experience adjustment. 'End, losing and also Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they get in phase one and so there might be feelings like sadness, uncertainty, aggravation, temper, worry, rejection and also disorientation.The scenario at the advertising and marketing division of St Thomas Golf And Country Club is similar so Lewis can get comfy with the concept that it is not extraordinary actions. In the second phase, there may be a demand to bridge the gap between the new as well as old society so Lewis might have to face this challenge once Krasnow leaves. There may be low morale as well as low performance at this phase which ought to not be taken as a trouble. It is during this stage that Lewis will certainly need to offer support to the department to make sure that they can locate a sense of direction. It can be seen how Krasnow has actually already made this change less complicated by making Lewis obtain associated with the division a year prior to his actual departure. Based on Bridges' Design, stage three will certainly produce visibility to discovering, High power and commitment as people will accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB problem pertaining to insecurity at the office has been triggered first of all by the adjustment in management and second of all by the reality that the merger will certainly no more be launched. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has discusses the importance of 'security needs as being a lower level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and secure and also safe' goes to the 2nd degree of needs. Before an employee can be made to create mentally, he requires to have his 'Physiological 'and also 'Safety' requires fulfilled. This indicates that unless the workers are made to really feel secure about their existing employment status in St Thomas Golf And Country Club they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for St Thomas Golf And Country Club Case Study



Implication of Analysis.

The OB analysis has actually taken a look at various theories to understand how to manage the present situation at hand. The complying with three choices have actually been proposed to assist Lewis handle the business difficulties in the advertising and marketing division. Each of these choices has actually been recommended for alleviating the change needed to bring the advertising department according to the needs of the market and for making the social modification that would follow as soon as the present leader leaves.

Integration of marketing and advertising functions. Separating Adverting as well as Manufacturing features. Combination of Advertising And Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has competence in business-to-business marketing along with firm and retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing features.

The advantage of this strategy is that it will certainly incorporate the two functions while lowering the need for hiring an added source for advertising and marketing. In addition to this, Lewis would certainly be heading the marketing department and in any case her replacement would be needed for the existing role that she is carrying out. The disadvantage of this option is that exterior hiring may bring about bitterness from internal workers who may be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Given the competitive pressures and high top quality work required from the marketing company, it is suggested that Lewis must enable the manufacturing unit to be a separate function from the marketing unit. Given that most advertising and marketing agencies had these 2 functions as different units, it makes even more feeling to adhere to the standard.

Integration of Advertising with Operations: Since Lewis is already dealing with the marketing and operations departments at the same time; it makes good sense to incorporate the two features because she has been efficiently looking after both ends. The truth that both divisions currently have significant differences over appropriation of resources recommends that this assimilation may be able to produce harmony especially as Lewis would certainly be heading both ends.However there are numerous drawbacks of this action specifically as it would put way too much concern over Lewis's shoulders. The fact that Lewis has to adapt her administration style for the marketing division recommends that these two divisions would certainly be culturally varied. In addition to this, Lewis may not be able to apply one sort of leadership style to both divisions which can result in ineffectiveness in either one of the two functions.

Referral.



An analysis of the three alternatives suggests that integration of advertising and marketing and also operations would not be a practical relocation due to the substantial distinctions between the 2 departments despite the fact that currently Lewis is handling both. While separation of the manufacturing feature may have been a desirable move for the advertising and marketing department, the fact that it would imply placing a 3rd function under Lewis's wing implies this should be stayed clear of.

Activity Strategy.
Recommendation
Lewis will certainly take over the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be combined.

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

Manufacturing function will certainly continue to be component of advertising under advertising function.

Lewis will divide herself from procedures.

A democratic leadership design with worker empowerment will certainly be made use of in advertising division.

Open door policy as well as emphasis on cross departmental interaction will certainly be aimed at eliminating disharmony.

Contingency strategy.

If the combination does not exercise as prepared, a contingency plan would certainly follow which would divide the manufacturing function from the advertising feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising division without an SVP. In that case the manufacturing function will absolutely be divided by putting it under an SVP production.