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Veja Sneakers With A Conscience Case Study Analysis

CASE STUDY

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Veja Sneakers With A Conscience Case Study Solution

Background and Facts

Veja Sneakers With A Conscience an office supplies store for little as well as medium sized companies has lately been associated with planning for a merging with its competitor Home Deport, which has actually affected effectiveness levels in departmentswith the senior manager associated with legal issues presented by the federal Profession Compensation. With the Marketing Head putting forward 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 future. With obstacles in the kind of a prospective cultural change and also reduced staff member spirits, the company requires a complete reengineering initiative at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The prospective cultural change at the advertising and marketing division of Veja Sneakers With A Conscience is enhancing uncertainty in the working environment 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 significant role in impacting tactical choices because Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Trade Compensation's intervention in the process. Offered the reality that the store has a worldwide existence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries might have the ability to influence performance or critical goals. Federal Profession Compensation's antitrust fit versus the merging took up beneficial time of the organization's senior management suggesting that 'political' factors can have major implications for a global organisation.

Economic Factors: Financial factors such as the development of small companies in the international scenario suggest that Veja Sneakers With A Conscience is growing in an environment where there is potential growth of organisations. Reality that shop consumers are mainly looking for workplace supplies for residence offices recommends that the market has an increasing pattern of entrepreneurs as well as residence based companies.

Social factors: Social fads in the economy show that clients are seeking convenience as well as eye-catching prices. Market research demonstrates how the client for Veja Sneakers With A Conscience lacks awareness regarding locating options which can supply a mix of benefit and affordable.

Technological factors: Modern technology plays an important role in Veja Sneakers With A Conscience's company approach specifically as the organization is piloting Modern technology centers which would use technology sales as well as support in the form of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Behavior issues can be seen in Veja Sneakers With A Conscience's case as highlighted in this area.

Worries about cultural modification: There is apprehension regarding a social adjustment that would occur when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the team member already revealing unhappiness over this prospective step. This predicted change has produced stress and anxiety in the workplace which has been paired with the past anxiety of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is scarcity of personnel that can match the stressful environment of a busy organization. Not only does this result in difficulty in finding the appropriate individuals, it places stress and anxiety on new hires as can not withstand the speed and also pressure that the company anticipates them to bear.

Double Reporting Lines: Novices locate this organizational culture troublesome and challenging to manage particularly as dotted line connections are indicated to be weaker generally and also unbiased setting and also efficiency evaluation is still done by the strong line supervisor. This means that newcomers could shed clarity about their particular functions and also objectives especially as populated line coverage does not keep them in straight interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had been guessed that the latter would certainly take Krasnow's placement came as a blow to her spirits. Lewis may have been capable as well as appropriate for the work but the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Anxiety & Work Insecurity: Worry as well as instability can be recognized as 2 significant issues that Lewis would certainly be taking care of specifically as the merging has currently be terminated and 2 elderly executives of the advertising division would certainly be leaving. The entire duty of the department would be falling on Lewis's shoulders who would certainly not just supervise of brining concerning a social modification but would certainly likewise have to confirm herself in her brand-new function.

Incompatible Monitoring Design of Leader: Lewis's management style and also its conflict with the marketing department's role can additionally be viewed as an OB difficulty specifically as she has actually been used to handling problems in the procedures department where personnel are shown to concentrate on processes and also get them right. The marketing department on the various other hand can be viewed as a team of individuals who are used to being nurtured by Krasnow who focused much more on output than procedures.

Interdepartmental Differences: Interdepartmental disagreements in between three divisions, advertising and marketing, merchandizing and also operations respectively over the allotment of the advertising and marketing mix can be recognized as another OB issue. The advertising department does not share the exact same vision as the various other 2 divisions pertaining to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also procedures divisions do not concur over the marketing mix allowance amongst one another either.

Disintegration in Marketing Department: Disintegration between the advertising and marketing departments can be recognized as one more OB concern which can need additional attention. The fact that the marketing and advertising sections in the advertising and marketing division are detached is avoiding both departments from obtaining from each various other's experience and proficiency. Combination of marketing with retailing as well as operations would come to be more difficult if the advertising and marketing department itself is broken down which can be an additional potential OB problem.

Veja Sneakers With A Conscience Analysis

Numerous theories have been utilized to describe the situations to obtain additional clearness concerning the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are passive as well as lazy, have little passion and stand up to change. The scenario at Veja Sneakers With A Conscience is not entirely following Concept X, it can be seen that new hires are discovering this environment rather demanding which may at some point lead to a higher inclination of the management towards Theory X. Also while assessing Lewis's monitoring design, concept X may have been appropriate in the procedures division to some level however the Marketing department would certainly require dependence on Theory Y in order to get the creativity and creativity from the teams.

Tuckman's Synergy Theory: Regarding Lewis's problem regarding bringing consistency in between the advertising and marketing division is concerned, this would originally result in clash as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the initial phase of team advancement, individuals might not bond, as they are active locating their location in the group. By incorporating the marketing and advertising department's job, there might be the same preliminary disconnect which can bring about the second stage of 'storming' where the groups challenge one another. It is only throughout the third stage or 'norming' when they would come with each other to share concepts before the group can bring about synergy in the 4th stage 'doing'.

Bridges' Change Design: As per William Bridge's theory (appendix 4), people are quite unpleasant with adjustment, which is obvious by the circumstance at Veja Sneakers With A Conscience The circumstance can be viewed as a normal training course of life if is examined as per Bridge's concept where he describes that individuals experience 3 phases of transition when they experience modification. 'Ending, shedding as well as Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people exist with change, they enter phase one and so there might be emotions like unhappiness, uncertainty, frustration, rage, anxiety, rejection as well as disorientation.The circumstance at the advertising division of Veja Sneakers With A Conscience is comparable so Lewis can get comfortable with the idea that it is not phenomenal actions. In the second phase, there may be a need to link the void in between the new and old culture so Lewis might need to face this experience once Krasnow leaves. There might be low spirits as well as reduced performance at this phase which should not be taken as a setback. It is throughout this phase that Lewis will certainly need to offer assistance to the department to ensure that they can find a sense of direction. It can be seen exactly how Krasnow has currently made this shift simpler by making Lewis obtain involved in the division a year prior to his real departure. Based on Bridges' Design, stage 3 will certainly cause visibility to discovering, High power and commitment as individuals will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB issue related to instability at the work environment has actually been caused firstly by the modification in administration and also secondly by the reality that the merger will certainly no longer be initiated. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has talks about the importance of 'security requires as being a reduced level requirement of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and also safe' goes to the second degree of demands. Before a staff member can be made to establish emotionally, he requires to have his 'Physiological 'as well as 'Safety' needs satisfied. This suggests that unless the personnel are made to really feel protected about their present employment status in Veja Sneakers With A Conscience they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Veja Sneakers With A Conscience Case Study



Implication of Analysis.

The OB analysis has taken a look at different theories to recognize exactly how to cope with the current situation available. The adhering to three choices have been proposed to help Lewis take care of the organizational difficulties in the marketing department. Each of these alternatives has been proposed for reducing the transition required to bring the marketing department according to the needs of the marketplace and for making the cultural adjustment that would certainly follow once the current leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and also Production features. Integration of Marketing with Procedures.

Examination of Alternatives.

Combination of Advertising & Advertising Functions: The internal advertising firm of Veja Sneakers With A Conscience is currently stamina for the organization in regards to conserving up on overheads related to advertising and marketing and promotion. Since no brand-new recruitment has been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising and marketing feature, this is a desirable possibility for integrating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merging days has experience in business-to-business advertising and marketing together with company and also retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing functions.

The advantage of this method is that it will certainly incorporate the two features while decreasing the need for hiring an added resource for marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and in any case her substitute would certainly be required for the existing duty that she is executing. The disadvantage of this option is that exterior hiring may cause resentment from internal workers that might be looking at the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Production: Given the affordable pressures as well as premium quality work needed from the ad agency, it is suggested that Lewis should enable the manufacturing device to be a separate function from the advertising system. Considering that a lot of advertising agencies had these two functions as separate systems, it makes more feeling to follow the norm. Both functions might be able to concentrate on their core triggers much more successfully. Nonetheless, the negative aspect of this technique would certainly be that extra costs would need to be borne for setting up separate production functions. In addition to this, a production head may need to be employed which could increase expenses for the organization.

Combination of Advertising with Workflows: Given that Lewis is already caring for the advertising and marketing as well as operations departments all at once; it makes good sense to incorporate both functions since she has been efficiently dealing with both ends. The reality that the two departments already have significant differences over allotment of resources suggests that this combination might have the ability to bring about harmony specifically as Lewis would certainly be heading both ends.However there are various negative aspects of this action especially as it would put too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring design for the advertising and marketing division recommends that these two divisions would certainly be culturally varied. Along with this, Lewis might not have the ability to apply one sort of management style to both departments which can cause inadequacy in either among the two functions.

Recommendation.



An assessment of the three options suggests that integration of advertising and marketing and operations would not be a possible move as a result of the large differences between both departments despite the fact that currently Lewis is handling both. While splitting up of the production function may have been a positive move for the marketing department, the fact that it would certainly mean putting a third function under Lewis's wing means this must be prevented as well. The combination of the advertising and marketing department is the best option in terms of obtaining the ideal results from the division. An action plan for this choice is discussed listed below.

Activity Strategy.
Recommendation
Lewis will take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

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

Lewis will certainly divide herself from procedures.

An autonomous leadership style with worker empowerment will be used in marketing department.

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

Backup plan.

If the assimilation does not work out as prepared, a contingency strategy would follow which would divide the manufacturing function from the advertising and marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing division without an SVP. In that case the production function will certainly be divided by positioning it under an SVP manufacturing.