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The Sustainability Accounting Standards Board Case Study Analysis

Background and Facts

The Sustainability Accounting Standards Board a workplace materials retailer for small and also moderate sized companies has lately been associated with planning for a merger with its rival House Deport, which has actually influenced performance degrees in departmentswith the senior supervisor involved in lawful complications put forth by the government Profession Compensation. With the Marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the duty in the future. With challenges in the form of a potential social modification as well as low staff member spirits, the company is in need of a complete reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising department of The Sustainability Accounting Standards Board is boosting uncertainty in the working environment leading to different challenges for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting calculated choices because Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Compensation's treatment while doing so. Offered the truth that the store has a global presence with branches in UK, USA, Canada and also Germany, political factors in each of these countries might have the ability to influence performance or tactical goals. Federal Trade Compensation's antitrust match versus the merging used up valuable time of the company's elderly monitoring recommending that 'political' factors can have serious ramifications for an international business.

Economic Factors: Financial factors such as the appearance of local business in the worldwide circumstance suggest that The Sustainability Accounting Standards Board is growing in an environment where there is prospective growth of businesses. Truth that shop clients are primarily looking for office supplies for residence workplaces suggests that the market has a rising fad of business owners and also home based businesses.

Social factors: Social patterns in the economic climate reveal that consumers are looking for convenience along with appealing rates. Marketing research shows how the consumer for The Sustainability Accounting Standards Board lacks awareness about locating options which can use a combination of benefit and also low costs.

Technological factors: Technology plays an essential function in The Sustainability Accounting Standards Board's organisation strategy specifically as the company is piloting Modern technology centers which would certainly supply innovation sales as well as assistance in the kind of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Actions problems can be seen in The Sustainability Accounting Standards Board's case as highlighted in this section.

Worries about cultural modification: There is worry about a social change that would certainly take place once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with most of the staff members already revealing discontent over this potential relocation. This predicted modification has actually developed stress and anxiety in the workplace which has been combined with the previous stress of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is shortage of workers that can match the demanding setting of a hectic organization. Not just does this cause trouble in discovering the appropriate people, it places stress and anxiety on new hires as can not stand up to the pace as well as pressure that the organization anticipates them to bear.

Twin Reporting Lines: Beginners locate this organizational society troublesome as well as difficult to handle especially as dotted line partnerships are indicated to be weaker as a whole as well as unbiased setting and performance evaluation is still done by the solid line supervisor. This implies that newbies could lose quality about their respective functions and also purposes particularly as populated line coverage does not keep them in direct communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had been guessed that the last would take Krasnow's position came as an impact to her morale. Lewis might have been qualified and appropriate for the task yet the truth that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Insecurity: Worry and also instability can be recognized as two significant problems 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 whole responsibility of the department would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining about a cultural adjustment yet would certainly additionally need to confirm herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's management style and also its conflict with the advertising and marketing division's role can also be seen as an OB difficulty specifically as she has been utilized to taking care of issues in the operations division where workers are instructed to focus on processes as well as get them right. The advertising and marketing department on the various other hand can be viewed as a group of people that are made use of to being nurtured by Krasnow who concentrated more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements in between three divisions, advertising, merchandizing and procedures specifically over the appropriation of the marketing mix can be determined as one more OB problem. The advertising and marketing division does not share the very same vision as the other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and operations departments do not concur over the marketing mix appropriation amongst one an additional either.

Disintegration in Advertising And Marketing Department: Disintegration between the advertising and marketing divisions can be identified as an additional OB problem which could need more interest. The fact that the marketing and advertising sections in the advertising division are separated is preventing both divisions from obtaining from each various other's experience and also expertise. Assimilation of advertising with merchandising as well as operations would become harder if the advertising and marketing department itself is broken down which can be an additional potential OB worry.

The Sustainability Accounting Standards Board Analysis

Different theories have actually been made use of to clarify the scenarios to obtain more clearness about the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that subordinates are passive and also careless, have little passion and withstand change. The scenario at The Sustainability Accounting Standards Board is not completely following Theory X, it can be seen that brand-new hires are discovering this atmosphere rather demanding which might ultimately lead to a better inclination of the administration towards Concept X. Also while analyzing Lewis's monitoring style, theory X may have been appropriate in the procedures department to some extent however the Advertising department would certainly need dependence on Concept Y in order to get the creativity and also originality from the teams.

Tuckman's Team effort Theory: As far as Lewis's worry about bringing consistency between the marketing and marketing department is worried, this would initially lead to contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and advertising division's job, there may be the very same first separate which can lead to the second stage of 'storming' where the groups test one another.

When people are offered with modification, they enter stage one as well as so there might be emotions like despair, unpredictability, stress, anger, anxiety, rejection and disorientation.The circumstance at the advertising division of The Sustainability Accounting Standards Board is comparable so Lewis can obtain comfy with the idea that it is not amazing actions. It is during this phase that Lewis will certainly have to offer assistance to the division so that they can find a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition less complicated by making Lewis get entailed in the department a year before his actual separation.
Vrio Analysis
Maslow's Need pecking order: The OB concern related to insecurity at the work environment has actually been caused firstly by the change in administration as well as secondly by the reality that the merging will no more be launched. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has goes over the significance of 'safety needs as being a lower level demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to feel secure and untouched' goes to the 2nd degree of needs. Prior to a staff member can be made to develop psychologically, he needs to have his 'Physiological 'and 'Safety' needs fulfilled. This indicates that unless the employees are made to feel safe and secure about their present employment status in The Sustainability Accounting Standards Board they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Sustainability Accounting Standards Board Case Study

Implication of Analysis.

The OB analysis has actually looked at numerous concepts to recognize how to handle the current scenario handy. The following three options have been proposed to help Lewis take care of the business difficulties in the advertising division. Each of these options has been recommended for relieving the shift needed to bring the advertising and marketing department according to the demands of the market and for making the social change that would certainly follow once the present leader leaves.

Combination of advertising and marketing functions. Separating Adverting and also Manufacturing functions. Assimilation of Marketing with Procedures.

Assessment of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The in-house marketing company of The Sustainability Accounting Standards Board is currently strength for the organization in terms of saving up on overheads associated with advertising and marketing and promo. Given that no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the advertising and marketing function, this is a favorable opportunity for incorporating the advertising and marketing functions. Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has expertise in business-to-business 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 features.

The benefit of this strategy is that it will certainly integrate the two features while lowering the need for hiring an additional resource for advertising. Lewis would certainly be heading the marketing department and also in any kind of case her replacement would be required for the existing function that she is doing. The disadvantage of this choice is that outside hiring might bring about bitterness from interior employees who might be considering the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Manufacturing: Given the competitive pressures and also high quality job called for from the advertising agency, it is advised that Lewis must enable the production device to be a different feature from the advertising unit. Because the majority of marketing companies had these two functions as separate units, it makes even more sense to comply with the norm.

Integration of Marketing with Procedures: Since Lewis is already taking treatment of the advertising and procedures departments concurrently; it makes feeling to incorporate the two functions given that she has been effectively taking care of both ends. The truth that Lewis has to adapt her administration style for the advertising division suggests that these two divisions would certainly be culturally varied.


An evaluation of the 3 alternatives shows that assimilation of marketing and operations would certainly not be a feasible action due to the large distinctions in between the 2 divisions regardless of the reality that currently Lewis is dealing with both. While splitting up of the manufacturing feature might have been a desirable relocation for the advertising and marketing division, the reality that it would certainly mean positioning a 3rd feature under Lewis's wing suggests this ought to be prevented.

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

Advertising and Marketing features would certainly be merged.

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

Production feature will stay component of advertising and marketing under advertising and marketing function.

Lewis will certainly divide herself from procedures.

An autonomous management style with staff member empowerment will certainly be made use of in advertising division.

Open door plan as well as focus on cross department communication will certainly be aimed at removing disharmony.

Contingency plan.

If the combination does not work out as prepared, a contingency plan would certainly adhere to which would separate the production feature from the marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing department without an SVP. Because case the production function will certainly be separated by placing it under an SVP manufacturing.