The University Store Textbook Travails Case Study Solution


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The University Store Textbook Travails Case Study Help

Background and Facts

The University Store Textbook Travails an office materials store for tiny and medium sized services has actually lately been involved in planning for a merger with its competitor Home Deport, which has affected effectiveness degrees in departmentswith the elderly supervisor involved in legal issues presented by the government Trade Compensation. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the future. With difficulties in the kind of a prospective cultural adjustment as well as low staff member spirits, the company is in need of a total reengineering effort at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The prospective social modification at the advertising division of The University Store Textbook Travails is increasing unpredictability in the workplace causing numerous difficulties 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 affecting strategic choices because Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Trade Commission's treatment in the process. Given the fact that the store has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may have the ability to influence efficiency or critical goals. Federal Trade Payment's antitrust suit versus the merger occupied important time of the organization's elderly monitoring recommending that 'political' factors can have major effects for an international organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide scenario recommend that The University Store Textbook Travails is prospering in an environment where there is prospective development of companies. Along with this, truth that store clients are mainly seeking office materials for home offices suggests that the marketplace has a rising fad of entrepreneurs and online businesses.

Social factors: Social fads in the economy show that consumers are searching for convenience in addition to eye-catching costs. Marketing research demonstrates how the customer for The University Store Textbook Travails lacks understanding concerning locating solutions which can offer a mix of benefit and also affordable.

Technical factors: Technology plays an important role in The University Store Textbook Travails's organisation technique particularly as the company is piloting Technology facilities which would certainly supply technology sales and assistance in the form of memory upgrades, outer installments. (Summary of BUG in appendix 2).

OB Issues as well as Symptoms.

Several underlying Business Habits problems can be seen in The University Store Textbook Travails's case as highlighted in this section.

Concerns about cultural change: There is concern about a social change that would happen once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with most of the personnel currently showing unhappiness over this possible step. This expected change has actually created stress in the office which has actually been paired with the previous tension of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is lack of personnel that can match the stressful setting of a fast-paced company. Not just does this bring about problem in locating the right people, it puts anxiety on brand-new hires as can not withstand the speed and also pressure that the organization anticipates them to birth.

Dual Reporting Lines: Novices locate this business culture cumbersome as well as difficult to manage specifically as dotted line partnerships are indicated to be weak generally and unbiased setting and also efficiency examination is still done by the strong line supervisor. This indicates that newcomers could shed quality about their particular functions as well as goals specifically as populated line reporting does not keep them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been guessed that the last would take Krasnow's setting came as a blow to her spirits. Lewis may have been capable and also suitable for the task but the truth that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Work Insecurity: Concern and instability can be identified as 2 major concerns that Lewis would certainly be taking care of particularly as the merging has actually currently be terminated as well as 2 elderly execs of the marketing department would certainly be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining concerning a cultural change yet would certainly additionally have to show herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's monitoring style and its incompatibility with the advertising division's duty can likewise be seen as an OB challenge specifically as she has been utilized to managing problems in the procedures division where employees are instructed to concentrate on procedures and also obtain them. The advertising and marketing division on the various other hand can be viewed as a group of people that are utilized to being supported by Krasnow who concentrated extra on output than processes.

Interdepartmental Arguments: Interdepartmental arguments between three divisions, marketing, merchandizing as well as procedures specifically over the allowance of the marketing mix can be recognized as an additional OB problem. The advertising and marketing department does not share the exact same vision as the various other two departments relating to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and also operations departments do not agree over the marketing mix appropriation among one another either.

Disintegration in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be recognized as an additional OB issue which can need further focus. The fact that the advertising and marketing sections in the advertising division are detached is preventing both departments from gaining from each various other's experience as well as expertise. Integration of marketing with merchandising as well as operations would become more difficult if the advertising and marketing division itself is degenerated which can be another prospective OB issue.

The University Store Textbook Travails Analysis

Numerous concepts have actually been made use of to clarify the conditions to obtain further quality concerning the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that subordinates are passive as well as careless, have little ambition as well as resist change. The circumstance at The University Store Textbook Travails is not totally complying with Theory X, it can be seen that new hires are finding this setting rather demanding which may ultimately lead to a better disposition of the monitoring towards Theory X. Also while examining Lewis's monitoring design, concept X might have been ideal in the operations division to some degree however the Advertising division would certainly require dependence on Concept Y in order to get the creative thinking and also creativity from the groups.

Tuckman's Synergy Concept: As much as Lewis's problem regarding bringing consistency in between the advertising and also advertising division is concerned, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Synergy Theory'. By incorporating the marketing and advertising and marketing department's work, there may be the same initial detach which could lead to the 2nd phase of 'storming' where the groups test one an additional.

Bridges' Transition Version: As per William Bridge's theory (appendix 4), people are rather unpleasant with change, which is noticeable by the circumstance at The University Store Textbook Travails The circumstance can be seen as a typical program of life if is studied based on Bridge's concept where he discusses that people experience three stages of shift when they experience adjustment. 'End, shedding as well as Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they go into stage one therefore there may be emotions like unhappiness, unpredictability, irritation, temper, concern, denial as well as disorientation.The situation at the marketing division of The University Store Textbook Travails is similar so Lewis can obtain comfy with the idea that it is not remarkable behavior. In the second stage, there might be a requirement to link the space in between the new and old society so Lewis might need to encounter this challenge as soon as Krasnow leaves. There might be reduced spirits and also reduced efficiency at this phase which ought to not be taken as a setback. It is during this phase that Lewis will need to offer support to the division to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has actually already made this change simpler by making Lewis obtain associated with the division a year before his actual separation. According to Bridges' Design, phase three will produce openness to understanding, High energy as well as commitment as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has talks about the importance of 'safety and security needs as being a reduced level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel secure and out of danger' is at the 2nd degree of needs. Prior to a staff member can be made to develop psychologically, he requires to have his 'Physiological 'and 'Safety' requires fulfilled.

SWOT Analysis for The University Store Textbook Travails Case Study

Effects of Analysis.

The OB analysis has checked out various concepts to recognize exactly how to cope with the present situation handy. The following 3 alternatives have been recommended to aid Lewis manage the organizational obstacles in the marketing division. Each of these choices has been recommended for alleviating the change required to bring the advertising and marketing department in line with the needs of the market and for making the cultural adjustment that would certainly follow as soon as the current leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merging days has competence in business-to-business advertising along with agency and retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both advertising and marketing and advertising functions.

The benefit of this strategy is that it will incorporate the two functions while minimizing the requirement for employing an added source for marketing. Lewis would be heading the advertising division and in any case her replacement would certainly be needed for the current duty that she is carrying out. The negative aspect of this alternative is that external hiring might bring about resentment from interior employees who may be considering the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Offered the competitive pressures and also high top quality job called for from the marketing company, it is advised that Lewis ought to permit the manufacturing system to be a different function from the advertising and marketing unit. Considering that most advertising and marketing companies had these two features as separate systems, it makes more feeling to comply with the norm.

Integration of Advertising with Workflows: Since Lewis is currently taking treatment of the advertising and marketing and procedures departments concurrently; it makes sense to integrate the two functions considering that she has been effectively taking care of both ends. The truth that Lewis has to adjust her administration design for the advertising division suggests that these two departments would be culturally diverse.


An assessment of the three alternatives shows that combination of advertising and marketing and operations would not be a possible relocation due to the substantial differences between the two divisions in spite of the truth that currently Lewis is dealing with both. While splitting up of the production feature might have been a favorable relocation for the marketing department, the reality that it would certainly suggest placing a 3rd function under Lewis's wing means this must be prevented.

Action Plan.
Lewis will take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions 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 remain part of advertising and marketing under advertising feature.

Lewis will divide herself from operations.

A democratic management style with employee empowerment will be used in advertising and marketing department.

Open up door policy as well as emphasis on cross department communication will certainly be aimed at getting rid of disharmony.

Backup plan.

If the integration does not exercise as planned, a contingency strategy would certainly follow which would certainly separate the manufacturing feature from the advertising and marketing function to decrease the load 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 most definitely be separated by putting it under an SVP manufacturing.