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St Thomas Golf And Country Club Case Study Solution

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St Thomas Golf And Country Club Case Study Solution

Background and Facts

St Thomas Golf And Country Club an office supplies merchant for tiny as well as average sized businesses has actually lately been associated with preparing for a merging with its competitor Residence Deport, which has impacted effectiveness degrees in departmentswith the elderly supervisor involved in legal difficulties presented by the government Trade Commission. With the Advertising Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With difficulties in the type of a prospective social adjustment as well as reduced worker morale, the company needs a total reengineering initiative at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The potential social change at the marketing division of St Thomas Golf And Country Club is increasing uncertainty in the working environment leading to numerous obstacles 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 major role in influencing tactical decisions since Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Profession Payment's treatment at the same time. Provided the fact that the store has a worldwide visibility with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries may have the ability to affect performance or strategic objectives. Federal Trade Payment's antitrust fit against the merger occupied important time of the company's senior management suggesting that 'political' factors can have severe ramifications for a worldwide company.

Economic Factors: Financial factors such as the appearance of local business in the international circumstance suggest that St Thomas Golf And Country Club is flourishing in an environment where there is possible growth of companies. In addition to this, fact that store customers are primarily seeking office supplies for home offices suggests that the market has a climbing trend of entrepreneurs and home based services.

Social factors: Social trends in the economic climate reveal that consumers are seeking ease in addition to attractive costs. Market research shows how the consumer for St Thomas Golf And Country Club lacks recognition about discovering services which can offer a combination of ease and affordable.

Technological factors: Modern technology plays a crucial role in St Thomas Golf And Country Club's organisation strategy specifically as the company is piloting Modern technology centers which would provide technology sales and also assistance in the type of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits concerns can be seen in St Thomas Golf And Country Club's case as highlighted in this section.

Uneasiness about social change: There is worry regarding a social adjustment that would certainly take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with most of the staff members already showing unhappiness over this prospective move. This anticipated adjustment has developed tension in the office which has actually been coupled with the previous tension of preparing the firm for a potential merger with House Deport.
Pest Analysis
Demanding Job Atmosphere for Newcomers: There is shortage of employees that can match the stressful environment of a busy organization. Not just does this bring about trouble in discovering the ideal individuals, it puts stress on new hires as can not stand up to the speed as well as pressure that the company anticipates them to birth.

Twin Reporting Lines: Novices find this business culture difficult and also challenging to cope with specifically as dotted line connections are implied to be weaker in general and also objective setup and also efficiency analysis is still done by the solid line manager. This implies that novices could shed quality concerning their corresponding roles and also goals particularly as dotted line coverage does not keep them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had been speculated that the latter would certainly take Krasnow's position came as a blow to her morale. Lewis might have been qualified as well as ideal for the task yet the truth that Kransnow's separation would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Job Insecurity: Worry and insecurity can be determined as 2 significant issues that Lewis would certainly be dealing with especially as the merger has now be terminated and two elderly executives of the advertising department would certainly be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders who would not simply supervise of brining regarding a social change however would also need to verify herself in her brand-new duty.

Inappropriate Management Style of Leader: Lewis's administration style and also its incompatibility with the advertising department's role can additionally be viewed as an OB obstacle particularly as she has actually been used to dealing with problems in the procedures department where personnel are educated to concentrate on processes and also obtain them right. The advertising and marketing department on the various other hand can be seen as a team of people who are utilized to being supported by Krasnow that focused extra on output than processes.

Interdepartmental Arguments: Interdepartmental disagreements between 3 divisions, advertising, merchandizing and operations respectively over the allowance of the advertising and marketing mix can be identified as one more OB problem. The marketing department does not share the very same vision as the various other two divisions pertaining to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allocation amongst one an additional either.

Fragmentation in Advertising Division: Disintegration in between the marketing and advertising divisions can be recognized as an additional OB problem which can need more focus. The truth that the advertising and marketing areas in the advertising and marketing division are detached is protecting against both departments from acquiring from each various other's experience and know-how. Combination of advertising and marketing with merchandising and also procedures would certainly become harder if the advertising division itself is disintegrated which can be one more potential OB issue.

St Thomas Golf And Country Club Analysis

Numerous theories have actually been used to explain the situations to get more quality concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that staffs are passive as well as careless, have little aspiration as well as resist adjustment. The difficult version of this theory stressed browbeating, tight controls, hazards and penalties. Gradually it creates reduced performance, refined sabotage as well as competition (Deal, 2003). Although the situation at St Thomas Golf And Country Club is not entirely complying with Concept X, it can be seen that new hires are locating this atmosphere instead difficult which might ultimately lead to a better disposition of the management in the direction of Theory X. Based on McGregor's supported view, which he called Concept Y, the crucial task of the monitoring is to organize organizational problems so that people can accomplish their own goals best by guiding their efforts in the direction of organizational incentives. If people find no complete satisfaction in their work, the management would certainly have little selection yet to rely on theory X and outside control (Bargain, 2003). Also while evaluating Lewis's management design, concept X might have been suitable in the procedures division somewhat but the Advertising and marketing department would certainly require dependence on Theory Y so as to get the imagination and creativity from the groups.

Tuckman's Synergy Theory: As far as Lewis's issue about bringing harmony in between the advertising and marketing division is worried, this would at first bring about contrast as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, during the first stage of group development, people might not bond, as they are hectic locating their location in the group. By incorporating the advertising and marketing department's work, there may be the same first separate which might lead to the 2nd stage of 'storming' where the groups test each other. Nevertheless, it is only during the third stage or 'norming' when they would certainly collaborate to share concepts before the group can bring about synergy in the 4th stage 'executing'.

Bridges' Shift Version: According To William Bridge's concept (appendix 4), people are rather awkward with adjustment, which is obvious by the circumstance at St Thomas Golf And Country Club The situation can be viewed as a typical course of life if is examined based on Bridge's concept where he explains that individuals go through three stages of transition when they experience adjustment. 'Ending, shedding and Releasing', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they enter stage one and so there may be feelings like sadness, uncertainty, irritation, rage, anxiety, rejection and also disorientation.The scenario at the advertising department of St Thomas Golf And Country Club is comparable so Lewis can obtain comfortable with the concept that it is not amazing behavior. In the 2nd stage, there may be a need to bridge the void between the brand-new as well as old society so Lewis might need to face this experience when Krasnow leaves. There might be low spirits and also low efficiency at this phase which should not be taken as a setback. It is throughout this stage that Lewis will certainly have to provide support to the department so that they can find a sense of direction. It can be seen how Krasnow has currently made this shift easier by making Lewis get involved in the division a year prior to his actual departure. According to Bridges' Version, stage three will certainly cause openness to understanding, High energy and also dedication as individuals will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has reviews the relevance of 'security needs as being a lower level requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel safe and secure and also out of threat' is at the second degree of needs. Before a staff member can be made to develop emotionally, he needs to have his 'Physiological 'as well as 'Safety' needs met.

SWOT Analysis for St Thomas Golf And Country Club Case Study



Implication of Analysis.

The OB analysis has actually looked at different theories to recognize how to deal with the present scenario at hand. The following 3 options have actually been recommended to aid Lewis manage the business challenges in the advertising department. Each of these alternatives has been proposed for relieving the change required to bring the marketing department in accordance with the needs of the market and also for making the cultural modification that would certainly adhere to as soon as the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting and also Manufacturing features. Combination of Marketing with Procedures.

Evaluation of Alternatives.

Assimilation of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising and marketing company of St Thomas Golf And Country Club is currently stamina for the organization in regards to conserving up on expenses associated with advertising and marketing as well as promotion. Since no new employment has actually been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising and marketing feature, this is a favorable opportunity for integrating the advertising and marketing functions. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has expertise in business-to-business marketing in addition to company and retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both marketing and advertising features.

The benefit of this technique is that it will certainly integrate the two functions while decreasing the demand for working with an additional resource for advertising and marketing. Lewis would certainly be heading the marketing division and also in any kind of case her substitute would certainly be needed for the present role that she is carrying out. The disadvantage of this choice is that external hiring might produce animosity from inner workers who may be looking at the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Given the competitive stress and high top quality job needed from the advertising and marketing firm, it is advised that Lewis must allow the manufacturing device to be a different function from the advertising system. Since many advertising and marketing firms had these 2 functions as different units, it makes even more feeling to follow the norm.

Assimilation of Marketing with Workflows: Considering that Lewis is currently dealing with the advertising and marketing and also operations departments simultaneously; it makes sense to incorporate the two functions since she has been efficiently dealing with both ends. The fact that both divisions already have major distinctions over allotment of sources recommends that this integration might have the ability to bring about harmony specifically as Lewis would certainly be heading both ends.However there are various downsides of this relocation particularly as it would certainly put excessive worry over Lewis's shoulders. The reality that Lewis needs to adjust her administration style for the advertising division suggests that these 2 divisions would certainly be culturally varied. Lewis might not be able to apply one kind of leadership style to both divisions which could result in inefficiency in either one of the 2 functions.

Recommendation.



An examination of the three choices suggests that integration of marketing and operations would certainly not be a viable relocation because of the vast distinctions in between the two departments despite the fact that currently Lewis is dealing with both. While separation of the production function may have been a desirable action for the advertising and marketing department, the fact that it would suggest putting a third function under Lewis's wing indicates this need to be stayed clear of. The integration of the advertising and marketing division is the most effective alternative in terms of obtaining the optimal results from the division. An action prepare for this choice is reviewed below.

Activity Plan.
Recommendation
Lewis will certainly take over the role of EVP Advertising and marketing 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 marketing and advertising.

Production function will certainly stay component of advertising and marketing under advertising function.

Lewis will certainly divide herself from procedures.

A democratic management style with worker empowerment will certainly be made use of in advertising division.

Open door plan as well as focus on cross department interaction will be targeted at getting rid of discord.

Contingency plan.

If the combination does not exercise as planned, a backup strategy would certainly adhere to which would divide the manufacturing function from the advertising and marketing function to lower the tons 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 divided by placing it under an SVP manufacturing.