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Sun Brewing B Case Study Analysis

CASE ANALYSIS

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Sun Brewing B Case Study Solution

Background and Facts

Sun Brewing B a workplace supplies store for tiny as well as average sized businesses has just recently been associated with preparing for a merger with its rival Home Deport, which has affected effectiveness degrees in departmentswith the senior manager involved in lawful problems presented by the federal Trade Payment. With the Advertising Head advancing the news of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the future. With obstacles in the kind of a prospective social change and also low employee morale, the company wants a full reengineering effort at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the marketing department of Sun Brewing B is boosting uncertainty in the workplace leading to numerous obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting calculated choices since Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Payment's treatment at the same time. Offered the reality that the store has an international existence with branches in UK, USA, Canada as well as Germany, political consider each of these nations might have the ability to influence performance or strategic goals. Federal Trade Commission's antitrust fit against the merging occupied important time of the organization's elderly administration suggesting that 'political' factors can have severe ramifications for a global service.

Economic Factors: Financial factors such as the appearance of small companies in the international scenario recommend that Sun Brewing B is flourishing in an environment where there is possible growth of services. Fact that shop clients are mostly looking for workplace supplies for home offices suggests that the market has a rising fad of business owners and also house based businesses.

Social factors: Social fads in the economic climate show that customers are looking for benefit along with eye-catching rates. Marketing research shows how the consumer for Sun Brewing B lacks recognition about finding services which can provide a mix of ease as well as low costs.

Technical factors: Modern technology plays a crucial function in Sun Brewing B's organisation method particularly as the company is piloting Innovation facilities which would certainly supply modern technology sales and support in the kind of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues and Effects.

Several underlying Business Actions concerns can be seen in Sun Brewing B's case as highlighted in this section.

Concerns concerning cultural modification: There is apprehension about a social adjustment that would certainly happen as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with a lot of the employee currently showing discontent over this possible action. This expected adjustment has actually developed stress and anxiety in the office which has actually been paired with the past tension of preparing the company for a potential merging with House Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is shortage of employees that can match the difficult setting of a hectic organization. Not just does this cause trouble in locating the appropriate individuals, it places stress on brand-new hires as can not stand up to the pace as well as stress that the organization expects them to bear.

Dual Reporting Lines: Newcomers locate this business society difficult as well as challenging to cope with particularly as populated line connections are indicated to be weak generally and unbiased setup and efficiency examination is still done by the solid line supervisor. This indicates that newcomers could shed quality regarding their respective functions as well as objectives specifically as populated line coverage does not maintain them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had been speculated that the last would certainly take Krasnow's setting came as a strike to her morale. Lewis may have been qualified and proper for the work however the fact that Kransnow's separation would make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Job Insecurity: Anxiety and insecurity can be determined as two significant issues that Lewis would be dealing with specifically as the merging has currently be cancelled and also two elderly execs of the advertising and marketing department would certainly be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders that would not just supervise of brining concerning a cultural change but would likewise have to show herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's management style and its conflict with the advertising and marketing department's role can likewise be seen as an OB difficulty specifically as she has actually been utilized to handling concerns in the operations division where workers are educated to concentrate on procedures and also obtain them right. The advertising and marketing department on the various other hand can be viewed as a group of people who are utilized to being nurtured by Krasnow that concentrated more on outcome than procedures.

Interdepartmental Differences: Interdepartmental arguments in between three departments, marketing, merchandizing and also operations specifically over the appropriation of the advertising and marketing mix can be determined as another OB worry. The advertising and marketing department does not share the very same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also procedures departments do not concur over the marketing mix allocation amongst one another either.

Disintegration in Marketing Department: Fragmentation in between the marketing and advertising divisions can be determined as one more OB concern which might require more interest. The fact that the advertising and marketing areas in the advertising division are detached is avoiding both departments from acquiring from each various other's experience as well as experience. Assimilation of advertising and marketing with retailing and also operations would become harder if the advertising and marketing division itself is degenerated which can be an additional potential OB worry.

Sun Brewing B Analysis

Numerous theories have actually been utilized to explain the situations to get more clarity regarding the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers think that juniors are passive and careless, have little ambition and also resist modification. The scenario at Sun Brewing B is not totally following Concept X, it can be seen that brand-new hires are locating this environment rather demanding which may ultimately lead to a higher inclination of the monitoring towards Theory X. Also while assessing Lewis's monitoring design, theory X might have been suitable in the procedures department to some degree yet the Advertising and marketing department would certainly require reliance on Concept Y in order to get the imagination and creativity from the teams.

Tuckman's Team effort Concept: As for Lewis's concern concerning bringing harmony between the advertising and marketing division is concerned, this would initially lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, throughout the initial phase of team growth, individuals might not bond, as they are busy locating their place in the group. By incorporating the advertising and marketing department's job, there may be the same initial separate which might result in the 2nd phase of 'storming' where the groups challenge each other. It is only during the 3rd phase or 'norming' when they would certainly come together to share suggestions prior to the team can bring about harmony in the 4th stage 'executing'.

When individuals are offered with change, they go into phase one and so there might be emotions like despair, uncertainty, frustration, temper, worry, rejection as well as disorientation.The situation at the marketing division of Sun Brewing B is similar so Lewis can get comfy with the idea that it is not phenomenal habits. It is throughout this phase that Lewis will have to give advice to the division so that they can find a feeling of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis obtain involved in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has talks about the relevance of 'protection requires as being a lower level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel secure and also out of threat' is at the second level of requirements. Before a worker can be made to establish mentally, he requires to have his 'Physical 'and also 'Safety' requires fulfilled.

SWOT Analysis for Sun Brewing B Case Study



Implication of Analysis.

The OB analysis has actually looked at different concepts to comprehend exactly how to manage the present scenario available. The following 3 alternatives have been proposed to aid Lewis manage the business challenges in the advertising and marketing division. Each of these choices has been proposed for alleviating the transition needed to bring the marketing department in line with the needs of the marketplace and also for making the social adjustment that would adhere to once the existing leader leaves.

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

Assessment of Alternatives.

Assimilation of Advertising & Marketing Functions: The internal advertising and marketing agency of Sun Brewing B is already strength for the organization in regards to conserving up on overheads associated with marketing and also promo. Given that no brand-new recruitment has been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the marketing feature, this is a beneficial opportunity for integrating the marketing and advertising features. Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has competence in business-to-business advertising and marketing together with company and also retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing functions.

The advantage of this technique is that it will incorporate the two features while lowering the need for employing an extra source for marketing. Along with this, Lewis would be heading the advertising and marketing department as well as regardless her substitute would be needed for the existing duty that she is carrying out. The downside of this alternative is that external hiring might bring about resentment from interior personnel that may be eying the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Offered the competitive pressures and excellent quality work needed from the ad agency, it is advised that Lewis should permit the manufacturing system to be a separate feature from the advertising device. Because the majority of ad agency had these 2 functions as separate units, it makes more feeling to adhere to the norm. Both functions might be able to concentrate on their core triggers more efficiently. However, the disadvantage of this technique would certainly be that added prices would have to be birthed for setting up different manufacturing features. A manufacturing head might have to be employed which might boost expenses for the company.

Combination of Advertising And Marketing with Workflows: Considering that Lewis is currently dealing with the advertising and also operations divisions at the same time; it makes sense to incorporate both features because she has actually been efficiently caring for both ends. The reality that the two divisions already have major distinctions over allocation of sources suggests that this integration may be able to produce consistency particularly as Lewis would be heading both ends.However there are various downsides of this relocation especially as it would certainly place way too much problem over Lewis's shoulders. The fact that Lewis needs to adapt her monitoring style for the advertising division recommends that these 2 departments would be culturally varied. In addition to this, Lewis might not have the ability to use one kind of management style to both departments which can cause inadequacy in either among both functions.

Referral.



An examination of the three choices suggests that integration of marketing as well as procedures would not be a possible relocation as a result of the vast distinctions in between the two divisions although that currently Lewis is dealing with both. While splitting up of the production feature may have been a beneficial move for the advertising and marketing division, the truth that it would suggest putting a 3rd feature under Lewis's wing suggests this ought to be stayed clear of too. The integration of the advertising and marketing department is the best alternative in regards to getting the ideal arise from the department. An action plan for this alternative is talked about below.

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

Advertising and Marketing features would certainly be combined.

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

Production function will certainly continue to be component of advertising and marketing under marketing function.

Lewis will divide herself from procedures.

A democratic leadership design with worker empowerment will be used in marketing division.

Open up door policy as well as focus on cross department communication will certainly be targeted at removing discord.

Backup strategy.

If the assimilation does not exercise as prepared, a backup strategy would comply with which would divide the manufacturing function from the advertising function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will definitely be divided by positioning it under an SVP production.