Star Cablevision Group D Financial Crisis And Managing Constituencies Case Study Solution


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Star Cablevision Group D Financial Crisis And Managing Constituencies Case Study Help

Background and Facts

Star Cablevision Group D Financial Crisis And Managing Constituencies an office materials store for tiny as well as average sized companies has lately been involved in planning for a merging with its rival Home Deport, which has impacted performance degrees in departmentswith the elderly supervisor associated with lawful complications put forth by the federal Profession Commission. With the Marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the duty in the future. With difficulties in the kind of a possible cultural modification and also reduced employee spirits, the company needs a complete reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural change at the marketing division of Star Cablevision Group D Financial Crisis And Managing Constituencies is increasing unpredictability in the working environment bring about numerous challenges 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 duty in influencing strategic decisions given that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Trade Payment's intervention while doing so. Given the reality that the store has an international existence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations may have the ability to impact efficiency or strategic objectives. Federal Trade Commission's antitrust fit against the merging used up useful time of the company's senior monitoring recommending that 'political' factors can have significant effects for a worldwide business.

Economic Factors: Financial factors such as the emergence of local business in the global circumstance suggest that Star Cablevision Group D Financial Crisis And Managing Constituencies is thriving in an atmosphere where there is potential development of services. Truth that shop consumers are primarily looking for office products for residence offices suggests that the market has a climbing pattern of business owners and house based organisations.

Social factors: Social trends in the economic climate show that clients are seeking benefit in addition to appealing prices. Marketing research demonstrates how the customer for Star Cablevision Group D Financial Crisis And Managing Constituencies lacks understanding about locating remedies which can provide a combination of benefit and also low costs.

Technical factors: Technology plays a vital function in Star Cablevision Group D Financial Crisis And Managing Constituencies's organisation technique especially as the organization is piloting Technology centers which would offer modern technology sales as well as support in the type of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Business Actions problems can be seen in Star Cablevision Group D Financial Crisis And Managing Constituencies's case as highlighted in this section.

Uneasiness concerning social change: There is worry concerning a cultural adjustment that would certainly happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with most of the employee already revealing discontent over this potential move. This expected modification has actually produced stress and anxiety in the workplace which has been coupled with the past anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is scarcity of workers that can match the difficult environment of a busy company. Not only does this lead to problem in finding the best individuals, it places tension on brand-new hires as can not withstand the rate and stress that the company expects them to bear.

Double Coverage Lines: Newcomers find this business culture cumbersome and also tough to manage especially as populated line partnerships are implied to be weak as a whole and also objective setting and also performance evaluation is still done by the solid line manager. This implies that newcomers could lose clarity about their particular functions as well as goals particularly as populated line coverage does not keep them in direct interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had actually been speculated that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been qualified and ideal for the work yet the truth that Kransnow's separation would make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Work Instability: Anxiety and also insecurity can be identified as two significant issues that Lewis would be taking care of particularly 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 department would be dropping on Lewis's shoulders that would not just supervise of brining regarding a social change yet would also need to confirm herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's administration design and also its conflict with the marketing department's role can likewise be viewed as an OB challenge specifically as she has actually been utilized to managing issues in the operations department where workers are instructed to concentrate on processes and obtain them right. The marketing division on the various other hand can be seen as a team of individuals that are made use of to being nurtured by Krasnow who concentrated more on output than procedures.

Interdepartmental Disagreements: Interdepartmental disputes between three departments, advertising and marketing, merchandizing as well as procedures respectively over the allowance of the marketing mix can be recognized as an additional OB issue. Although the marketing department does not share the same vision as the various other 2 departments concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allotment amongst one another either.

Fragmentation in Marketing Department: Disintegration between the marketing and advertising divisions can be determined as another OB issue which could need more attention. The truth that the advertising and marketing sections in the marketing department are disconnected is preventing both departments from gaining from each other's experience and proficiency. Assimilation of marketing with merchandising and also procedures would come to be harder if the advertising and marketing department itself is degenerated which can be an additional prospective OB worry.

Star Cablevision Group D Financial Crisis And Managing Constituencies Analysis

Various concepts have actually been made use of to explain the circumstances to obtain further clarity about the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that staffs are passive and also lazy, have little ambition and also resist adjustment. The tough version of this theory highlighted coercion, limited controls, threats and punishments. With time it generates low efficiency, refined sabotage and also competition (Bargain, 2003). Although the scenario at Star Cablevision Group D Financial Crisis And Managing Constituencies is not totally adhering to Concept X, it can be seen that brand-new hires are finding this environment rather difficult which may ultimately lead to a greater disposition of the management towards Theory X. Based on McGregor's promoted view, which he called Theory Y, the crucial task of the management is to prepare organizational problems to ensure that people can achieve their own objectives best by directing their efforts towards business rewards. If people locate no fulfillment in their work, the administration would certainly have little option yet to depend on theory X as well as outside control (Bargain, 2003). Even while evaluating Lewis's administration design, concept X may have been suitable in the procedures division somewhat however the Marketing division would need reliance on Theory Y in order to get the creativity and also creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's problem concerning bringing harmony between the advertising as well as marketing division is worried, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. By integrating the marketing and also marketing department's job, there might be the exact same first detach which can lead to the 2nd phase of 'storming' where the groups challenge one another.

When individuals are provided with modification, they get in stage one as well as so there might be feelings like unhappiness, uncertainty, aggravation, anger, worry, denial and disorientation.The circumstance at the advertising department of Star Cablevision Group D Financial Crisis And Managing Constituencies is comparable so Lewis can obtain comfy with the suggestion that it is not phenomenal actions. It is during this stage that Lewis will have to provide advice to the department so that they can locate a feeling of direction. It can be seen just how Krasnow has currently made this change easier by making Lewis obtain entailed in the department a year before his real departure.
Vrio Analysis
Maslow's Need pecking order: The OB problem pertaining to insecurity at the workplace has been caused first of all by the modification in management and secondly by the truth that the merger will certainly no more be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the significance of 'protection requires as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and also out of danger' is at the 2nd degree of requirements. Prior to a staff member can be made to create mentally, he needs to have his 'Physiological 'as well as 'Safety and security' requires satisfied. This indicates that unless the workers are made to feel protected concerning their present work condition in Star Cablevision Group D Financial Crisis And Managing Constituencies they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Star Cablevision Group D Financial Crisis And Managing Constituencies Case Study

Effects of Analysis.

The OB analysis has actually checked out different concepts to recognize just how to handle the present scenario handy. The adhering to 3 alternatives have been suggested to aid Lewis handle the business difficulties in the marketing division. Each of these options has been suggested for reducing the transition needed to bring the marketing division according to the demands of the marketplace as well as for making the cultural modification that would certainly follow as soon as the present leader leaves.

Combination of marketing and advertising features. Separating Adverting as well as Production features. Assimilation of Advertising And Marketing with Procedures.

Analysis of Alternatives.

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

The benefit of this method is that it will certainly integrate both functions while lowering the need for hiring an extra source for advertising and marketing. Lewis would certainly be heading the marketing division as well as in any case her substitute would certainly be needed for the current duty that she is executing. The disadvantage of this choice is that external hiring may bring about bitterness from inner personnel that may be considering the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Manufacturing: Given the competitive stress as well as excellent quality work required from the ad agency, it is suggested that Lewis needs to enable the manufacturing system to be a different function from the marketing device. Given that many advertising agencies had these two functions as different units, it makes even more feeling to adhere to the norm. Both functions might be able to focus on their core activates much more efficiently. The drawback of this technique would certainly be that added costs would have to be birthed for establishing up different manufacturing functions. A manufacturing head may have to be employed which might boost expenses for the organization.

Combination of Advertising And Marketing with Procedures: Because Lewis is currently caring for the advertising and also operations divisions simultaneously; it makes good sense to integrate the two functions because she has been successfully looking after both ends. The fact that both divisions already have significant distinctions over allowance of sources recommends that this combination may be able to cause harmony specifically as Lewis would be heading both ends.However there are different negative aspects of this move specifically as it would certainly place way too much burden over Lewis's shoulders. The truth that Lewis needs to adjust her administration design for the advertising and marketing department recommends that these 2 departments would be culturally diverse. Lewis may not be able to apply one kind of leadership style to both departments which might result in inefficiency in either one of the 2 functions.


An analysis of the three choices indicates that integration of advertising and marketing and operations would not be a possible relocation due to the large distinctions between the two departments in spite of the reality that presently Lewis is managing both. While separation of the manufacturing feature might have been a desirable move for the advertising and marketing department, the reality that it would suggest placing a 3rd function under Lewis's wing indicates this need to be stayed clear of.

Action Strategy.
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be combined.

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

Manufacturing feature will certainly stay part of advertising and marketing under advertising function.

Lewis will divide herself from procedures.

An autonomous management design with staff member empowerment will be used in advertising department.

Open up door policy as well as focus on cross department communication will be targeted at getting rid of dissonance.

Contingency strategy.

If the assimilation does not exercise as planned, a contingency strategy would certainly comply with which would certainly separate the production feature from the marketing function to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising department without an SVP. In that case the manufacturing function will definitely be divided by placing it under an SVP production.