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Suit Wars Mens Wearhouse Versus Jos A Bank Case Study Help

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Suit Wars Mens Wearhouse Versus Jos A Bank Case Study Solution

Background and Facts

Suit Wars Mens Wearhouse Versus Jos A Bank an office materials seller for little and also moderate sized businesses has actually lately been involved in planning for a merger with its competitor House Deport, which has affected performance degrees in departmentswith the elderly manager associated with lawful complications put forth by the government Trade Commission. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the near future. With challenges in the form of a potential cultural modification as well as reduced staff member spirits, the organization requires a full reengineering effort at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural change at the advertising and marketing department of Suit Wars Mens Wearhouse Versus Jos A Bank is increasing uncertainty in the working environment resulting in various obstacles for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing calculated choices because Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Commission's treatment while doing so. Offered the reality that the store has an international existence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries might have the ability to affect performance or strategic goals. Federal Trade Commission's antitrust suit against the merging took up beneficial time of the company's elderly administration recommending that 'political' factors can have severe implications for an international organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide scenario suggest that Suit Wars Mens Wearhouse Versus Jos A Bank is prospering in an atmosphere where there is prospective growth of companies. Along with this, fact that shop customers are primarily searching for workplace supplies for office recommends that the market has a rising trend of business owners as well as home companies.

Social factors: Social fads in the economic situation reveal that customers are searching for ease along with appealing prices. Market research demonstrates how the consumer for Suit Wars Mens Wearhouse Versus Jos A Bank lacks awareness regarding locating solutions which can offer a mix of convenience and also inexpensive.

Technical factors: Technology plays a crucial role in Suit Wars Mens Wearhouse Versus Jos A Bank's organisation approach particularly as the company is piloting Innovation facilities which would supply innovation sales and assistance in the type of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and Effects.

Numerous underlying Organizational Behavior concerns can be seen in Suit Wars Mens Wearhouse Versus Jos A Bank's case as highlighted in this section.

Apprehensions about cultural adjustment: There is worry concerning a social adjustment that would take place as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with a lot of the team member already showing unhappiness over this possible action. This predicted modification has developed anxiety in the work environment which has been combined with the past tension of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is lack of workers that can match the demanding environment of a busy organization. Not only does this lead to difficulty in locating the right individuals, it places anxiety on new hires as can not endure the speed and also pressure that the company anticipates them to bear.

Double Coverage Lines: Newbies discover this organizational culture troublesome and difficult to cope with especially as populated line connections are meant to be weaker generally and objective setup and efficiency assessment is still done by the strong line manager. This means that newcomers might shed quality concerning their corresponding duties as well as goals particularly as dotted line reporting does not keep them in direct interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and also suitable for the work but the truth that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from services.

Worry & Work Instability: Anxiety and instability can be determined as two significant issues that Lewis would be managing especially as the merger has currently be terminated as well as 2 elderly executives of the advertising division would certainly be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders who would certainly not simply be in charge of brining regarding a social adjustment yet would certainly also need to confirm herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's administration design as well as its incompatibility with the advertising division's function can likewise be viewed as an OB difficulty specifically as she has been utilized to handling issues in the operations division where personnel are taught to concentrate on processes and also get them right. The marketing division on the other hand can be seen as a group of individuals who are used to being nurtured by Krasnow that concentrated a lot more on result than procedures.

Interdepartmental Differences: Interdepartmental disagreements between three divisions, marketing, merchandizing and also operations specifically over the appropriation of the advertising and marketing mix can be recognized as one more OB issue. The advertising and marketing division does not share the same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing as well as procedures departments do not agree over the advertising mix allocation among one another either.

Disintegration in Advertising Division: Disintegration between the marketing and advertising departments can be identified as another OB issue which could require more interest. The fact that the marketing and advertising areas in the advertising division are detached is preventing both departments from acquiring from each various other's experience as well as expertise. Integration of marketing with retailing as well as operations would certainly end up being harder if the advertising department itself is disintegrated which can be one more potential OB worry.

Suit Wars Mens Wearhouse Versus Jos A Bank Analysis

Numerous theories have been utilized to discuss the circumstances to obtain more clarity regarding the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are easy and careless, have little aspiration and also stand up to change. The difficult variation of this concept stressed threat, tight controls, dangers and penalties. Gradually it produces reduced performance, refined sabotage as well as rivalry (Offer, 2003). The circumstance at Suit Wars Mens Wearhouse Versus Jos A Bank is not totally complying with Theory X, it can be seen that brand-new hires are discovering this environment instead stressful which might ultimately lead to a greater disposition of the administration towards Concept X. As per McGregor's promoted view, which he called Theory Y, the vital task of the monitoring is to set up organizational conditions so that individuals can achieve their very own objectives best by routing their efforts towards organizational benefits. If people find no fulfillment in their job, the administration would certainly have little option but to depend on theory X and also outside control (Deal, 2003). Also while analyzing Lewis's monitoring style, theory X may have appropriated in the operations division to some extent however the Advertising division would certainly require reliance on Theory Y so as to get the imagination and originality from the teams.

Tuckman's Team effort Concept: As much as Lewis's issue regarding bringing consistency between the advertising as well as advertising and marketing department is concerned, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Team effort Theory'. By incorporating the advertising as well as marketing division's job, there might be the exact same initial separate which might lead to the second phase of 'storming' where the teams test one another.

Bridges' Transition Version: According To William Bridge's theory (appendix 4), people are rather unpleasant with change, which is noticeable by the circumstance at Suit Wars Mens Wearhouse Versus Jos A Bank The scenario can be seen as a normal program of life if is examined as per Bridge's theory where he describes that individuals undergo three phases of change when they experience adjustment. 'Ending, shedding and Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals exist with change, they enter phase one therefore there might be feelings like despair, unpredictability, disappointment, rage, anxiety, rejection and disorientation.The circumstance at the marketing department of Suit Wars Mens Wearhouse Versus Jos A Bank is similar so Lewis can get comfortable with the suggestion that it is not extraordinary habits. In the second stage, there might be a demand to link the void in between the brand-new as well as old society so Lewis may have to face this ordeal once Krasnow leaves. There may be reduced spirits and also reduced productivity at this phase which must not be taken as a trouble. It is during this stage that Lewis will need to offer advice to the division so that they can find an orientation. It can be seen exactly how Krasnow has already made this transition less complicated by making Lewis get associated with the division a year before his real departure. Based on Bridges' Version, phase three will certainly produce visibility to knowing, High energy and dedication as people will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB issue related to insecurity at the workplace has been triggered to start with by the change in monitoring as well as second of all by the reality that the merger will no longer be started. Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has discusses the importance of 'security requires as being a lower degree need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel secure as well as unharmed' is at the 2nd level of needs. Before a staff member can be made to create psychologically, he requires to have his 'Physical 'as well as 'Safety' requires fulfilled. This suggests that unless the personnel are made to feel safe about their present work condition in Suit Wars Mens Wearhouse Versus Jos A Bank they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Suit Wars Mens Wearhouse Versus Jos A Bank Case Study



Ramification of Analysis.

The OB analysis has actually looked at numerous concepts to understand how to deal with the existing circumstance handy. The adhering to 3 choices have been recommended to help Lewis deal with the organizational obstacles in the advertising department. Each of these choices has actually been suggested for reducing the shift needed to bring the marketing division according to the requirements of the market as well as for making the social change that would certainly follow when the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting as well as Manufacturing features. Combination of Advertising with Procedures.

Examination of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has experience in business-to-business advertising and marketing along with firm and also retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to handle both advertising and marketing functions.

The advantage of this technique is that it will certainly incorporate both functions while reducing the demand for employing an extra source for advertising and marketing. Lewis would certainly be heading the advertising department as well as in any kind of case her replacement would be required for the present function that she is performing. The disadvantage of this alternative is that external hiring may cause bitterness from inner employees who may be eying the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Provided the affordable stress and high quality work needed from the marketing firm, it is recommended that Lewis should allow the manufacturing system to be a separate function from the advertising unit. Considering that a lot of advertising and marketing agencies had these two features as separate systems, it makes more sense to adhere to the standard.

Combination of Marketing with Workflows: Since Lewis is currently dealing with the advertising and marketing as well as operations divisions all at once; it makes good sense to incorporate both functions because she has actually been efficiently caring for both ends. The fact that both divisions currently have major distinctions over appropriation of sources suggests that this combination may be able to bring about harmony specifically as Lewis would be heading both ends.However there are various drawbacks of this action specifically as it would certainly place excessive concern over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring design for the advertising department suggests that these 2 divisions would certainly be culturally diverse. Lewis may not be able to apply one type of leadership style to both departments which could result in inefficiency in either one of the 2 features.

Suggestion.



An analysis of the 3 alternatives indicates that assimilation of advertising and also operations would not be a viable relocation because of the large distinctions between the two divisions although that presently Lewis is taking care of both. While separation of the production feature might have been a favorable step for the marketing department, the reality that it would imply putting a 3rd function under Lewis's wing indicates this ought to be stayed clear of. The combination of the marketing department is the very best choice in regards to obtaining the optimal arise from the division. An action prepare for this alternative is talked about below.

Activity Strategy.
Recommendation
Lewis will take control of the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Production feature will stay part of advertising under advertising function.

Lewis will separate herself from operations.

A democratic leadership style with staff member empowerment will be utilized in advertising and marketing department.

Open door policy as well as emphasis on cross departmental interaction will certainly be targeted at getting rid of dissonance.

Contingency strategy.

If the combination does not exercise as planned, a contingency strategy would certainly comply with which would certainly separate the manufacturing function from the advertising feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production function will certainly be divided by putting it under an SVP manufacturing.