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Superior Clamps Inc Case Study Solution

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Superior Clamps Inc Case Study Analysis

Background and Facts

Superior Clamps Inc an office products merchant for little as well as moderate sized businesses has actually lately been associated with preparing for a merging with its competitor House Deport, which has impacted efficiency degrees in departmentswith the senior supervisor associated with legal difficulties put forth by the government Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With difficulties in the form of a possible social adjustment and low staff member spirits, the company needs a full reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural change at the advertising and marketing department of Superior Clamps Inc is increasing uncertainty in the workplace leading to different challenges 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 function in influencing calculated choices considering that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Compensation's treatment in the process. Offered the reality that the shop has a global visibility with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations might be able to influence performance or tactical goals. Federal Trade Compensation's antitrust match versus the merging occupied beneficial time of the company's senior monitoring suggesting that 'political' factors can have severe implications for a global service.

Economic Factors: Economic factors such as the introduction of local business in the global situation recommend that Superior Clamps Inc is growing in an atmosphere where there is possible growth of services. Along with this, reality that store consumers are mainly searching for office supplies for office suggests that the marketplace has a rising trend of business owners as well as home based services.

Social factors: Social patterns in the economic situation show that customers are trying to find benefit in addition to eye-catching costs. Marketing research demonstrates how the client for Superior Clamps Inc does not have awareness regarding locating options which can provide a mix of benefit as well as low costs.

Technological factors: Modern technology plays a crucial duty in Superior Clamps Inc's company strategy particularly as the organization is piloting Technology facilities which would use innovation sales as well as assistance in the kind of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues and Symptoms.

Numerous underlying Organizational Behavior problems can be seen in Superior Clamps Inc's case as highlighted in this area.

Uneasiness regarding cultural change: There is uneasiness concerning a cultural change that would take place as soon as Todd Krasnow leaves from his position as the Executive Vice President of Marketing with the majority of the personnel currently showing discontent over this prospective relocation. This anticipated change has created stress and anxiety in the workplace which has been combined with the past stress of preparing the firm for a prospective merger with Residence Deport.
Pest Analysis
Demanding Work Atmosphere for Newcomers: There is lack of personnel that can match the demanding environment of a busy company. Not only does this result in trouble in discovering the best people, it puts stress and anxiety on brand-new hires as can not withstand the speed and stress that the organization anticipates them to birth.

Twin Reporting Lines: Beginners locate this business culture troublesome as well as challenging to deal with particularly as populated line partnerships are indicated to be weaker generally and also unbiased setup and efficiency analysis is still done by the solid line manager. This indicates that newcomers could shed quality about their respective functions as well as purposes specifically as populated line reporting does not maintain them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles despite the fact that it had actually been guessed that the last would certainly take Krasnow's placement came as an impact to her morale. Lewis might have been qualified as well as suitable for the task however the fact that Kransnow's departure would make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Fear and also insecurity can be identified as two major worries that Lewis would certainly be managing especially as the merger has currently be cancelled and also 2 senior executives of the advertising division would certainly be leaving. The whole responsibility of the department would certainly be falling on Lewis's shoulders that would not just be in charge of brining about a cultural adjustment yet would also need to confirm herself in her new function.

Incompatible Administration Design of Leader: Lewis's administration design as well as its conflict with the advertising department's role can likewise be seen as an OB obstacle especially as she has been utilized to managing problems in the procedures division where personnel are shown to concentrate on processes and get them. The marketing department on the various other hand can be viewed as a group of people who are utilized to being nurtured by Krasnow who concentrated more on output than processes.

Interdepartmental Differences: Interdepartmental disputes between three divisions, advertising, merchandizing and also operations specifically over the allowance of the advertising and marketing mix can be determined as another OB worry. Although the advertising and marketing department does not share the exact same vision as the various other 2 departments relating to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and also procedures departments do not agree over the advertising mix allocation among each other either.

Fragmentation in Advertising Division: Fragmentation between the advertising and marketing divisions can be identified as another OB problem which could require additional attention. The truth that the advertising and marketing areas in the marketing division are disconnected is stopping both divisions from acquiring from each various other's experience and also expertise. Assimilation of advertising and marketing with merchandising as well as procedures would certainly become harder if the advertising department itself is disintegrated which can be one more prospective OB issue.

Superior Clamps Inc Analysis

Numerous concepts have been used to discuss the scenarios to get further quality regarding the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers think that juniors are easy as well as lazy, have little ambition and also withstand adjustment. The scenario at Superior Clamps Inc is not totally complying with Theory X, it can be seen that brand-new hires are locating this environment rather demanding which may at some point lead to a higher disposition of the administration towards Concept X. Even while assessing Lewis's administration design, theory X might have been ideal in the procedures division to some level however the Advertising department would require dependence on Concept Y in order to obtain the imagination and creativity from the teams.

Tuckman's Synergy Concept: Regarding Lewis's concern about bringing harmony in between the marketing and advertising division is worried, this would at first bring about clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the first phase of group advancement, people may not bond, as they are active locating their location in the team. By combining the advertising and marketing division's job, there may be the same initial separate which can bring about the 2nd phase of 'storming' where the teams challenge one another. It is only during the 3rd stage or 'norming' when they would come with each other to share concepts before the group can bring around harmony in the fourth stage 'performing'.

Bridges' Shift Design: According To William Bridge's theory (appendix 4), individuals are fairly uneasy with modification, which is evident by the situation at Superior Clamps Inc The scenario can be seen as a normal training course of life if is studied as per Bridge's theory where he clarifies that individuals experience three phases of transition when they experience modification. 'Ending, losing and Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they enter stage one and so there may be feelings like despair, uncertainty, disappointment, anger, anxiety, rejection and also disorientation.The scenario at the advertising department of Superior Clamps Inc is comparable so Lewis can obtain comfortable with the idea that it is not phenomenal behavior. In the 2nd stage, there might be a need to connect the gap between the new as well as old society so Lewis may have to encounter this challenge when Krasnow leaves. There may be low spirits and low productivity at this stage which must not be taken as a setback. It is during this phase that Lewis will need to give support to the division to make sure that they can find an orientation. It can be seen just how Krasnow has actually currently made this change less complicated by making Lewis get associated with the division a year before his real separation. As per Bridges' Model, stage three will certainly cause openness to discovering, High power as well as dedication as people will certainly accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has discusses the significance of 'safety and security requires as being a lower level demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel secure and also out of risk' is at the 2nd degree of needs. Prior to a worker can be made to establish mentally, he needs to have his 'Physiological 'and 'Safety' needs satisfied.

SWOT Analysis for Superior Clamps Inc Case Study



Effects of Analysis.

The OB analysis has actually checked out different concepts to understand exactly how to manage the current circumstance handy. The adhering to three options have been suggested to help Lewis take care of the organizational obstacles in the advertising department. Each of these alternatives has been proposed for relieving the shift required to bring the advertising and marketing department in line with the demands of the marketplace and also for making the cultural change that would certainly adhere to when the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting and Manufacturing functions. Assimilation of Advertising And Marketing with Operations.

Analysis of Alternatives.

Combination of Advertising & Advertising Functions: The in-house advertising firm of Superior Clamps Inc is already stamina for the company in terms of saving up on expenses related to advertising and also promo. Given that no new recruitment has been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising and marketing feature, this is a beneficial chance for integrating the marketing and advertising functions. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has proficiency in business-to-business advertising along with agency and also retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing functions.

The benefit of this method is that it will certainly integrate both features while minimizing the need for employing an additional resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising division and also in any case her substitute would certainly be required for the present role that she is doing. The downside of this alternative is that external hiring might produce animosity from internal workers that might be eying the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Production: Offered the competitive pressures as well as top quality job called for from the ad agency, it is advised that Lewis needs to enable the production device to be a separate function from the advertising unit. Since the majority of ad agency had these 2 features as separate systems, it makes more feeling to follow the norm. In addition to this, both features might have the ability to concentrate on their core turns on much more effectively. Nevertheless, the downside of this approach would be that extra prices would certainly have to be borne for establishing separate manufacturing features. A production head may have to be employed which might enhance overheads for the company.

Combination of Advertising with Operations: Considering that Lewis is already taking care of the marketing as well as procedures divisions at the same time; it makes sense to integrate the two features considering that she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adapt her administration style for the advertising division suggests that these two divisions would be culturally varied.

Referral.



An analysis of the three options suggests that integration of advertising and marketing and procedures would not be a possible relocation as a result of the large differences in between the two divisions despite the fact that currently Lewis is handling both. While splitting up of the production function may have been a beneficial action for the advertising department, the truth that it would certainly indicate positioning a third function under Lewis's wing implies this need to be prevented. The assimilation of the marketing department is the most effective choice in regards to obtaining the optimum results from the division. An action plan for this choice is gone over below.

Activity Plan.
Recommendation
Lewis will certainly take control of the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Manufacturing function will certainly remain component of advertising under advertising function.

Lewis will separate herself from procedures.

A democratic management style with staff member empowerment will certainly be utilized in advertising and marketing division.

Open up door policy as well as focus on cross department interaction will certainly be aimed at getting rid of dissonance.

Backup strategy.

If the integration does not work out as planned, a contingency plan would follow which would certainly divide the production function from the advertising feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing function will definitely be divided by positioning it under an SVP production.