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Strong Tie Ltd Case Study Analysis

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Strong Tie Ltd Case Study Solution

Background and Facts

Strong Tie Ltd a workplace products retailer for tiny and average sized organisations has just recently been involved in preparing for a merger with its competitor House Deport, which has actually impacted performance degrees in departmentswith the elderly supervisor associated with legal issues presented by the government Profession Compensation. With the Marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the current 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 as well as reduced staff member spirits, the company needs a total reengineering effort at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising division of Strong Tie Ltd is raising uncertainty in the workplace leading to various obstacles for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting critical choices given that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Trade Compensation's treatment at the same time. Given the fact that the store has a worldwide presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations may have the ability to influence performance or critical goals. Federal Profession Compensation's antitrust suit versus the merging occupied valuable time of the organization's elderly monitoring suggesting that 'political' factors can have significant ramifications for a global organisation.

Economic Factors: Economic factors such as the introduction of small companies in the international scenario recommend that Strong Tie Ltd is prospering in an atmosphere where there is prospective development of companies. In addition to this, reality that shop clients are mainly trying to find office products for home offices recommends that the marketplace has a rising fad of business owners and online companies.

Social factors: Social patterns in the economy show that consumers are trying to find comfort as well as attractive prices. Market research shows how the client for Strong Tie Ltd does not have understanding regarding finding services which can provide a combination of comfort and low costs.

Technological factors: Technology plays an essential function in Strong Tie Ltd's organisation strategy particularly as the organization is piloting Modern technology centers which would certainly use modern technology sales and support in the form of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Behavior problems can be seen in Strong Tie Ltd's case as highlighted in this section.

Worries concerning cultural modification: There is worry regarding a cultural change that would certainly take place as soon as Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with a lot of the personnel already showing unhappiness over this potential step. This anticipated modification has actually produced tension in the work environment which has been combined with the previous tension of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is scarcity of workers that can match the difficult environment of a busy organization. Not only does this cause trouble in locating the best people, it places stress and anxiety on new hires as can not stand up to the rate as well as pressure that the company anticipates them to bear.

Twin Coverage Lines: Novices discover this business society difficult and difficult to handle particularly as populated line partnerships are suggested to be weaker generally and also unbiased setup as well as efficiency evaluation is still done by the solid line manager. This suggests that newbies might shed quality concerning their respective roles and purposes especially as populated line reporting does not maintain them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's placement came as an impact to her morale. Lewis might have been capable and proper for the job 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 solutions.

Worry & Job Instability: Concern and instability can be identified as 2 significant worries that Lewis would be managing specifically as the merger has actually now be cancelled and two senior executives of the marketing division would be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining about a cultural modification however would certainly likewise need to prove herself in her brand-new role.

Incompatible Administration Style of Leader: Lewis's management style and its conflict with the marketing division's function can additionally be seen as an OB difficulty particularly as she has been utilized to managing issues in the operations division where workers are taught to concentrate on processes and get them. The advertising and marketing division on the other hand can be viewed as a team of people who are utilized to being nurtured by Krasnow that focused more on output than processes.

Interdepartmental Arguments: Interdepartmental disputes between three departments, advertising, merchandizing and also operations specifically over the allocation of the advertising mix can be identified as another OB concern. The marketing department does not share the exact same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not concur over the marketing mix appropriation amongst one an additional either.

Fragmentation in Marketing Department: Disintegration between the marketing and advertising divisions can be identified as one more OB concern which might require additional interest. The fact that the advertising and marketing sections in the advertising department are detached is avoiding both departments from getting from each various other's experience and also expertise. Integration of marketing with merchandising and operations would certainly become more difficult if the advertising division itself is degenerated which can be another possible OB problem.

Strong Tie Ltd Analysis

Numerous theories have actually been made use of to discuss the circumstances to obtain additional clarity about the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many managers believe that subordinates are easy and lazy, have little ambition as well as stand up to change. The circumstance at Strong Tie Ltd is not entirely adhering to Concept X, it can be seen that brand-new hires are locating this setting rather demanding which may eventually lead to a higher disposition of the monitoring towards Theory X. Also while analyzing Lewis's management style, theory X may have been appropriate in the procedures department to some level however the Advertising division would certainly call for dependence on Concept Y in order to get the imagination as well as originality from the teams.

Tuckman's Synergy Theory: As much as Lewis's concern regarding bringing harmony between the marketing and advertising department is concerned, this would at first lead to clash as reviewed by Bruce Tuckman in his 'Team effort Theory'. By integrating the advertising as well as marketing department's work, there may be the very same preliminary disconnect which could lead to the 2nd stage of 'storming' where the groups test one another.

When people are presented with change, they enter phase one and so there may be emotions like unhappiness, unpredictability, irritation, anger, anxiety, denial and also disorientation.The situation at the advertising department of Strong Tie Ltd is similar so Lewis can get comfy with the suggestion that it is not amazing habits. It is during this stage that Lewis will certainly have to give support to the department so that they can locate a feeling of direction. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis get involved in the division a year before his actual separation.
Vrio Analysis
Maslow's Requirement pecking order: The OB problem pertaining to insecurity at the office has been set off first of all by the modification in management and second of all by the reality that the merging will no longer be started. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has talks about the relevance of 'security needs as being a lower degree demand of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to really feel safe and unharmed' is at the 2nd level of demands. Prior to a worker can be made to develop psychologically, he needs to have his 'Physiological 'as well as 'Safety' requires met. This indicates that unless the personnel are made to really feel safe and secure concerning their present employment condition in Strong Tie Ltd they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Strong Tie Ltd Case Study



Effects of Analysis.

The OB analysis has actually taken a look at numerous theories to comprehend how to deal with the current circumstance at hand. The complying with 3 alternatives have actually been proposed to help Lewis handle the business challenges in the advertising and marketing division. Each of these options has actually been recommended for relieving the transition needed to bring the marketing department in line with the requirements of the marketplace and for making the social adjustment that would certainly adhere to as soon as the existing leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and Production features. Assimilation of Advertising with Workflow.

Examination of Alternatives.

Assimilation of Marketing & Advertising And Marketing Functions: The in-house marketing agency of Strong Tie Ltd is already toughness for the organization in regards to conserving up on expenses related to advertising as well as promotion. Given that no new employment has been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the marketing function, this is a favorable chance for incorporating the marketing and advertising features. Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has competence in business-to-business marketing along with company as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both marketing and advertising features.

The advantage of this method is that it will integrate the two functions while lowering the requirement for hiring an extra resource for advertising and marketing. Lewis would certainly be heading the advertising and marketing department as well as in any kind of case her substitute would be required for the current function that she is doing. The disadvantage of this choice is that external hiring may cause resentment from interior personnel that may be eying the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable pressures and also high quality work called for from the advertising and marketing agency, it is suggested that Lewis needs to allow the manufacturing system to be a separate feature from the advertising unit. Considering that a lot of advertising and marketing firms had these 2 features as separate systems, it makes more sense to comply with the standard.

Combination of Marketing with Workflows: Considering that Lewis is already dealing with the marketing and also operations departments concurrently; it makes good sense to integrate both functions considering that she has actually been successfully caring for both ends. The fact that the two divisions already have major differences over allocation of resources suggests that this combination might be able to produce consistency particularly as Lewis would certainly be heading both ends.However there are numerous drawbacks of this move specifically as it would place too much worry over Lewis's shoulders. The reality that Lewis needs to adjust her monitoring design for the advertising and marketing division recommends that these two departments would certainly be culturally varied. Lewis may not be able to use one type of management design to both departments which could result in inadequacy in either one of the 2 features.

Recommendation.



An evaluation of the three choices shows that assimilation of advertising and marketing and also operations would certainly not be a practical action due to the large distinctions between both departments although that currently Lewis is managing both. While separation of the production feature may have been a positive action for the advertising division, the fact that it would suggest placing a third function under Lewis's wing indicates this must be prevented. The assimilation of the advertising and marketing department is the best option in regards to getting the ideal arise from the division. An action prepare for this alternative is talked about below.

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

Marketing and advertising functions would be merged.

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

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

Lewis will certainly separate herself from procedures.

An autonomous management style with worker empowerment will be made use of in marketing division.

Open up door policy and emphasis on cross department interaction will be focused on eliminating dissonance.

Contingency strategy.

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