Stevens And Company Case Study Solution


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Background and Facts

Stevens And Company an office products store for small and medium sized organisations has actually just recently been associated with preparing for a merger with its competitor House Deport, which has impacted performance degrees in departmentswith the senior supervisor associated with legal complications presented by the government Trade Compensation. With the Marketing Head advancing the news of his separation 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 challenges in the kind of a potential cultural change and low employee spirits, the organization is in need of a full reengineering effort at the advertising department.

Issue Declaration
Porter's 5 Forces Analysis
The potential cultural modification at the advertising division of Stevens And Company is raising uncertainty in the workplace causing various obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting calculated choices considering that Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Trade Compensation's intervention at the same time. Offered the reality that the shop has a worldwide presence with branches in UK, USA, Canada and Germany, political consider each of these nations may have the ability to influence efficiency or calculated objectives. Federal Trade Payment's antitrust suit against the merging took up beneficial time of the company's elderly management suggesting that 'political' factors can have serious implications for a global organisation.

Economic Factors: Economic factors such as the appearance of local business in the international circumstance recommend that Stevens And Company is growing in an atmosphere where there is prospective growth of companies. Reality that shop consumers are primarily looking for office materials for home offices suggests that the market has a climbing trend of business owners as well as house based services.

Social factors: Social patterns in the economy reveal that consumers are seeking convenience in addition to eye-catching rates. Market research shows how the client for Stevens And Company does not have recognition concerning finding solutions which can use a mix of benefit as well as affordable.

Technical factors: Technology plays a crucial duty in Stevens And Company's company technique especially as the company is piloting Modern technology centers which would offer innovation sales and assistance in the kind of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and also Effects.

A number of underlying Business Behavior issues can be seen in Stevens And Company's case as highlighted in this section.

Worries about cultural modification: There is concern about a cultural change that would occur when Todd Krasnow leaves from his position as the Executive Vice President of Advertising with the majority of the team member already revealing discontent over this prospective action. This predicted change has actually produced tension in the office which has actually been paired with the past tension of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Stressful Job Setting for Newcomers: There is lack of workers that can match the difficult atmosphere of a hectic organization. Not just does this cause difficulty in locating the right individuals, it places stress and anxiety on brand-new hires as can not stand up to the rate as well as stress that the organization anticipates them to bear.

Twin Coverage Lines: Newcomers locate this business society troublesome and difficult to manage specifically as dotted line relationships are indicated to be weak generally as well as objective setup and efficiency evaluation is still done by the strong line supervisor. This implies that beginners might lose quality regarding their particular duties and also purposes especially as populated line reporting does not maintain them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's position came as an impact to her spirits. Lewis might have been qualified and also ideal for the work however the reality that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Fear & Job Insecurity: Concern as well as insecurity can be recognized as 2 significant worries that Lewis would be dealing with especially as the merging has currently be terminated and also two senior executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining regarding a cultural adjustment but would certainly also have to prove herself in her new duty.

Inappropriate Management Design of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing division's role can also be viewed as an OB difficulty especially as she has been made use of to handling concerns in the procedures department where employees are educated to focus on processes and get them right. The marketing division on the other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow who concentrated a lot more on output than procedures.

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

Fragmentation in Advertising Division: Fragmentation in between the advertising and marketing divisions can be identified as an additional OB problem which might need further interest. The reality that the marketing and advertising areas in the advertising division are disconnected is avoiding both departments from gaining from each other's experience and experience. Integration of advertising and marketing with merchandising and procedures would come to be more difficult if the advertising and marketing division itself is disintegrated which can be one more prospective OB issue.

Stevens And Company Analysis

Different concepts have been used to discuss the scenarios to obtain further quality about the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that subordinates are easy as well as lazy, have little ambition and resist modification. The hard variation of this concept highlighted browbeating, tight controls, risks and also penalties. With time it generates low performance, subtle sabotage and also competition (Bargain, 2003). Although the situation at Stevens And Company is not entirely complying with Concept X, it can be seen that brand-new hires are locating this atmosphere instead demanding which might eventually result in a better inclination of the administration in the direction of Concept X. Based on McGregor's advocated view, which he called Concept Y, the essential job of the management is to prepare business conditions to make sure that individuals can achieve their very own objectives best by guiding their efforts in the direction of organizational benefits. If individuals locate no complete satisfaction in their job, the management would certainly have little selection yet to rely on theory X as well as external control (Bargain, 2003). Even while examining Lewis's monitoring design, concept X may have appropriated in the operations division somewhat yet the Marketing division would certainly require reliance on Concept Y so as to get the creativity as well as creativity from the groups.

Tuckman's Team effort Theory: As much as Lewis's problem about bringing consistency in between the advertising and marketing division is concerned, this would at first lead to clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. By combining the advertising and also advertising division's work, there might be the same preliminary separate which might lead to the second phase of 'storming' where the groups challenge one an additional.

Bridges' Change Model: According To William Bridge's concept (appendix 4), individuals are fairly uneasy with change, which is apparent by the circumstance at Stevens And Company The circumstance can be seen as a normal program of life if is researched based on Bridge's theory where he describes that people experience 3 phases of transition when they experience change. 'Closing, shedding as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people are presented with change, they get in phase one therefore there may be feelings like sadness, unpredictability, stress, anger, anxiety, rejection and also disorientation.The scenario at the advertising and marketing division of Stevens And Company is similar so Lewis can get comfortable with the concept that it is not extraordinary habits. In the second phase, there may be a demand to bridge the gap in between the new and also old society so Lewis might need to face this experience as soon as Krasnow leaves. There may be reduced morale as well as low efficiency at this phase which must not be taken as a problem. It is during this stage that Lewis will have to give guidance to the division so that they can locate an orientation. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis get involved in the department a year prior to his actual departure. Based on Bridges' Version, phase 3 will cause visibility to discovering, High power and also commitment as individuals will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has goes over the value of 'security needs as being a lower degree need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel protected and also out of danger' is at the 2nd level of demands. Prior to a staff member can be made to establish psychologically, he requires to have his 'Physiological 'as well as 'Safety and security' requires fulfilled.

SWOT Analysis for Stevens And Company Case Study

Implication of Analysis.

The OB analysis has checked out various concepts to recognize exactly how to handle the current situation handy. The adhering to 3 choices have been suggested to assist Lewis deal with the business difficulties in the advertising and marketing department. Each of these alternatives has actually been recommended for relieving the shift required to bring the marketing division in line with the needs of the marketplace and for making the cultural change that would adhere to once the existing leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and Manufacturing functions. Combination of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Combination of Marketing & Advertising Functions: The in-house marketing agency of Stevens And Company is already strength for the organization in regards to saving up on overheads related to advertising and promo. Considering that no new recruitment has been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising and marketing function, this is a desirable opportunity for integrating the advertising and marketing features. Judith Shapiro that has earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing along with firm and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both advertising and marketing functions.

The benefit of this technique is that it will integrate both functions while minimizing the need for hiring an additional source for advertising and marketing. Lewis would certainly be heading the advertising department as well as in any type of case her replacement would be required for the existing role that she is doing. The disadvantage of this choice is that exterior hiring might produce bitterness from interior employees who might be looking at the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Manufacturing: Provided the affordable stress as well as excellent quality job required from the ad agency, it is advised that Lewis should enable the manufacturing system to be a separate function from the advertising and marketing unit. Given that most ad agency had these 2 features as different devices, it makes more sense to follow the norm. Both features might be able to focus on their core turns on extra efficiently. The downside of this technique would certainly be that added costs would certainly have to be borne for establishing up separate manufacturing functions. A manufacturing head might have to be hired which could enhance overheads for the organization.

Integration of Advertising And Marketing with Workflows: Because Lewis is already taking care of the advertising as well as procedures departments all at once; it makes feeling to incorporate the 2 features since she has been efficiently taking care of both ends. The fact that Lewis has to adjust her monitoring style for the marketing division suggests that these two divisions would certainly be culturally varied.


An assessment of the 3 options indicates that integration of advertising as well as operations would not be a practical move due to the large differences between the 2 divisions despite the reality that currently Lewis is managing both. While separation of the production function might have been a favorable action for the advertising and marketing division, the reality that it would mean putting a 3rd feature under Lewis's wing implies this ought to be stayed clear of.

Action Strategy.
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will continue to be part of advertising under advertising feature.

Lewis will separate herself from operations.

A democratic leadership design with employee empowerment will certainly be made use of in marketing department.

Open door policy and focus on cross department interaction will certainly be targeted at removing disharmony.

Backup strategy.

If the integration does not exercise as prepared, a contingency strategy would follow which would separate the production 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 advertising division without an SVP. In that case the production function will most definitely be separated by placing it under an SVP manufacturing.