Tiffany And Co 1993 Case Study Analysis


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Tiffany And Co 1993 Case Study Solution

Background and Facts

Tiffany And Co 1993 a workplace supplies seller for small and also average sized organisations has actually just recently been associated with planning for a merging with its rival Residence Deport, which has actually impacted efficiency levels in departmentswith the elderly manager involved in legal problems put forth by the government Profession Payment. With the Advertising and marketing Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the future. With challenges in the type of a prospective cultural change as well as reduced staff member morale, the organization needs a full reengineering initiative at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social modification at the marketing department of Tiffany And Co 1993 is raising uncertainty in the workplace resulting in different difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting calculated decisions considering that Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Profession Payment's intervention in the process. Offered the reality that the shop has an international visibility with branches in UK, USA, Canada and Germany, political consider each of these countries might be able to affect performance or strategic objectives. Federal Trade Compensation's antitrust fit against the merger used up valuable time of the organization's elderly administration suggesting that 'political' factors can have significant ramifications for an international service.

Economic Factors: Financial factors such as the introduction of small businesses in the global circumstance suggest that Tiffany And Co 1993 is prospering in an environment where there is possible growth of companies. Reality that shop consumers are mainly looking for workplace products for residence workplaces suggests that the market has a climbing trend of entrepreneurs and also home based organisations.

Social factors: Social trends in the economy show that consumers are seeking convenience in addition to attractive costs. Marketing research demonstrates how the consumer for Tiffany And Co 1993 lacks awareness concerning locating remedies which can offer a combination of comfort as well as affordable.

Technical factors: Technology plays a crucial role in Tiffany And Co 1993's service technique particularly as the company is piloting Innovation facilities which would certainly provide innovation sales and assistance in the kind of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Organizational Actions concerns can be seen in Tiffany And Co 1993's case as highlighted in this section.

Uneasiness concerning social modification: There is worry about a social adjustment that would happen once Todd Krasnow leaves from his position as the Exec Vice President of Marketing with a lot of the team member currently showing discontent over this prospective move. This predicted change has created stress in the workplace which has been coupled with the past stress of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is lack of personnel that can match the demanding setting of a fast-paced company. Not just does this cause problem in finding the ideal people, it puts anxiety on new hires as can not withstand the rate and pressure that the company expects them to birth.

Double Reporting Lines: Newcomers discover this organizational culture troublesome as well as tough to deal with particularly as dotted line partnerships are suggested to be weak in general and also unbiased setup and also efficiency assessment is still done by the strong line manager. This indicates that beginners can lose quality regarding their particular roles and objectives especially as dotted line reporting does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been guessed that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and also appropriate for the task however the fact that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Concern and instability can be recognized as 2 major worries that Lewis would be managing especially as the merger has actually currently be terminated and two elderly execs of the advertising and marketing department would be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining regarding a cultural adjustment however would certainly also need to confirm herself in her brand-new function.

Inappropriate Management Design of Leader: Lewis's administration design as well as its incompatibility with the advertising and marketing department's function can also be seen as an OB challenge especially as she has been utilized to dealing with concerns in the operations division where workers are educated to focus on procedures and obtain them. The advertising and marketing department on the various other hand can be viewed as a group of people who are made use of to being supported by Krasnow who focused much more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental differences in between 3 divisions, advertising and marketing, merchandizing and operations respectively over the allowance of the advertising and marketing mix can be identified as an additional OB worry. The advertising division does not share the exact same vision as the other 2 departments relating to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and procedures divisions do not concur over the advertising mix allotment amongst one another either.

Disintegration in Advertising Division: Fragmentation between the marketing and advertising departments can be recognized as another OB issue which could require further interest. The reality that the marketing and advertising areas in the advertising and marketing division are separated is stopping both divisions from gaining from each various other's experience as well as competence. Combination of marketing with merchandising as well as procedures would become harder if the advertising department itself is disintegrated which can be one more prospective OB worry.

Tiffany And Co 1993 Analysis

Different concepts have actually been used to explain the situations to get additional clearness about the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most supervisors think that juniors are passive and lazy, have little aspiration and also withstand change. The circumstance at Tiffany And Co 1993 is not totally following Concept X, it can be seen that brand-new hires are locating this environment rather stressful which may at some point lead to a higher inclination of the monitoring towards Concept X. Also while examining Lewis's monitoring design, concept X may have been ideal in the operations division to some level however the Marketing department would require dependence on Concept Y in order to get the creativity and originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's concern regarding bringing consistency in between the marketing and advertising and marketing department is worried, this would at first lead to contrast as gone over by Bruce Tuckman in his 'Teamwork Theory'. By combining the marketing and also advertising and marketing division's work, there might be the same first separate which might lead to the 2nd stage of 'storming' where the groups test one another.

Bridges' Change Version: According To William Bridge's theory (appendix 4), people are quite uncomfortable with modification, which is obvious by the circumstance at Tiffany And Co 1993 The scenario can be seen as a typical program of life if is researched as per Bridge's concept where he discusses that individuals go through 3 stages of shift when they experience change. 'Ending, losing and also Releasing', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals exist with modification, they enter phase one therefore there may be emotions like despair, unpredictability, stress, temper, fear, denial and also disorientation.The circumstance at the marketing department of Tiffany And Co 1993 is comparable so Lewis can get comfy with the concept that it is not extraordinary behavior. In the 2nd stage, there might be a need to bridge the gap between the brand-new and also old society so Lewis may need to face this experience as soon as Krasnow leaves. There might be low morale as well as low productivity at this stage which need to not be taken as a setback. It is throughout this phase that Lewis will have to provide support to the division so that they can locate a sense of direction. It can be seen exactly how Krasnow has already made this transition easier by making Lewis get involved in the department a year before his real separation. Based on Bridges' Model, stage three will certainly cause visibility to understanding, High energy and dedication as people will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB concern pertaining to insecurity at the work environment has actually been triggered firstly by the change in administration as well as second of all by the truth that the merger will certainly no longer be launched. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has talks about the relevance of 'security requires as being a reduced degree demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe and secure and also safe' goes to the second degree of needs. Before an employee can be made to develop psychologically, he requires to have his 'Physiological 'and also 'Safety' needs fulfilled. This shows that unless the workers are made to feel protected concerning their existing work condition in Tiffany And Co 1993 they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Tiffany And Co 1993 Case Study

Implication of Analysis.

The OB analysis has checked out different theories to comprehend just how to manage the present scenario handy. The adhering to three choices have been proposed to help Lewis manage the organizational difficulties in the advertising and marketing division. Each of these alternatives has been recommended for easing the transition needed to bring the advertising department in line with the needs of the market as well as for making the social change that would certainly adhere to as soon as the existing leader leaves.

Combination of marketing and advertising functions. Dividing Adverting as well as Production features. Integration of Advertising And Marketing with Operations.

Examination of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal advertising and marketing agency of Tiffany And Co 1993 is currently strength for the organization in terms of saving up on expenses associated with advertising as well as promo. Given that no new recruitment has been done after Bridget Cole's departure with the reporting line being straight assigned to Krasnow for the marketing feature, this is a favorable chance for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing along with agency and retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing features.

The advantage of this strategy is that it will certainly integrate the two features while lowering the requirement for employing an extra resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing division as well as in any case her replacement would certainly be required for the existing role that she is doing. The negative aspect of this choice is that exterior hiring might bring about animosity from internal employees that might be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and also Production: Provided the competitive stress and also high top quality work called for from the advertising and marketing firm, it is suggested that Lewis should permit the manufacturing system to be a separate function from the advertising and marketing unit. Since most marketing firms had these 2 features as different devices, it makes even more sense to follow the norm.

Integration of Advertising And Marketing with Operations: Considering that Lewis is already taking care of the marketing and operations departments all at once; it makes good sense to incorporate the two features since she has actually been effectively caring for both ends. The reality that the two departments currently have major differences over allotment of sources recommends that this assimilation may be able to bring about harmony particularly as Lewis would certainly be heading both ends.However there are different negative aspects of this relocation especially as it would place excessive worry over Lewis's shoulders. The reality that Lewis has to adjust her administration design for the advertising and marketing department recommends that these two departments would certainly be culturally varied. Lewis might not be able to use one kind of management design to both divisions which can result in ineffectiveness in either one of the two features.


An examination of the three options suggests that assimilation of advertising and marketing as well as operations would certainly not be a feasible move due to the huge differences in between the 2 departments regardless of the reality that currently Lewis is dealing with both. While separation of the manufacturing feature might have been a favorable action for the marketing division, the truth that it would indicate placing a 3rd function under Lewis's wing indicates this should be avoided.

Action Strategy.
Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will certainly separate herself from operations.

A democratic leadership design with staff member empowerment will be made use of in marketing department.

Open door plan as well as focus on cross department interaction will be aimed at getting rid of discord.

Contingency strategy.

If the assimilation does not exercise as intended, a contingency strategy would certainly comply with which would certainly divide the production feature from the marketing function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising division without an SVP. Because case the production function will absolutely be separated by putting it under an SVP manufacturing.