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Village Ventures Case Study Solution

Background and Facts

Village Ventures an office materials retailer for tiny and medium sized services has lately been involved in preparing for a merger with its competitor Residence Deport, which has actually impacted effectiveness degrees in departmentswith the senior supervisor involved in lawful issues 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 duty in the future. With obstacles in the type of a potential social modification as well as low staff member spirits, the organization requires a total reengineering initiative at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible social modification at the advertising division of Village Ventures is raising unpredictability in the workplace leading to different challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting tactical decisions considering that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Commission's intervention in the process. Given the truth that the shop has an international visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these nations might be able to affect performance or critical objectives. Federal Profession Compensation's antitrust suit against the merging occupied important time of the organization's senior management 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 international circumstance suggest that Village Ventures is thriving in a setting where there is possible development of services. Truth that store clients are mainly looking for office supplies for home workplaces recommends that the market has a rising trend of business owners as well as home based companies.

Social factors: Social fads in the economic situation show that clients are trying to find ease as well as attractive prices. Marketing research shows how the client for Village Ventures lacks awareness about finding remedies which can supply a combination of benefit and also low costs.

Technological factors: Technology plays an important role in Village Ventures's service method particularly as the company is piloting Modern technology centers which would offer innovation sales and also assistance in the type of memory upgrades, peripheral installments. (Recap of PARASITE in appendix 2).

OB Issues as well as Effects.

A number of underlying Business Habits issues can be seen in Village Ventures's case as highlighted in this area.

Uneasiness regarding cultural adjustment: There is concern regarding a social adjustment that would certainly take place as soon as Todd Krasnow leaves from his position as the Exec Vice President of Marketing with the majority of the staff members already showing discontent over this potential step. This expected change has created stress in the office which has been combined with the previous stress and anxiety of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of personnel that can match the difficult setting of a busy company. Not only does this lead to difficulty in discovering the best individuals, it places anxiety on brand-new hires as can not stand up to the pace and stress that the company expects them to birth.

Dual Coverage Lines: Newcomers discover this organizational society difficult as well as difficult to cope with especially as dotted line relationships are meant to be weaker as a whole and also objective setting and also efficiency examination is still done by the solid line manager. This implies that newcomers can lose clarity about their respective functions and also purposes specifically as dotted 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 instead of Bridget Coles even though it had been guessed that the latter would take Krasnow's setting came as a strike to her morale. Lewis might have been capable as well as suitable for the job however the truth that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Anxiety and also insecurity can be identified as 2 major issues that Lewis would be dealing with especially as the merger has now be cancelled and also two elderly execs of the advertising division would be leaving. The entire obligation of the division would be falling on Lewis's shoulders that would not just supervise of brining concerning a social adjustment yet would likewise have to verify herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's administration style as well as its conflict with the advertising and marketing division's duty can also be seen as an OB challenge particularly as she has been made use of to taking care of problems in the operations department where personnel are taught to concentrate on processes and also obtain them. The marketing department on the various other hand can be seen as a team of people that are utilized to being nurtured by Krasnow who concentrated a lot more on output than procedures.

Interdepartmental Disputes: Interdepartmental differences in between three divisions, marketing, merchandizing and operations specifically over the allocation of the marketing mix can be identified as an additional OB problem. The advertising division does not share the exact same vision as the other two divisions regarding the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing as well as operations departments do not concur over the advertising and marketing mix allowance amongst one an additional either.

Fragmentation in Advertising Division: Fragmentation in between the marketing and advertising departments can be determined as another OB problem which can require further attention. The fact that the marketing and advertising sections in the marketing division are detached is stopping both divisions from gaining from each other's experience and know-how. Assimilation of marketing with retailing as well as procedures would come to be more difficult if the advertising and marketing department itself is degenerated which can be an additional possible OB issue.

Village Ventures Analysis

Numerous theories have actually been made use of to explain the situations to get more clearness regarding the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are passive and careless, have little ambition and stand up to adjustment. The situation at Village Ventures is not completely complying with Concept X, it can be seen that new hires are discovering this setting instead stressful which may ultimately lead to a better disposition of the monitoring towards Concept X. Also while examining Lewis's management design, concept X may have been ideal in the operations division to some level but the Marketing division would require reliance on Concept Y in order to get the creativity and also originality from the teams.

Tuckman's Synergy Theory: Regarding Lewis's issue regarding bringing consistency between the marketing and advertising division is worried, this would initially cause clash as gone over by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the preliminary stage of group advancement, people might not bond, as they are active finding their area in the team. By integrating the advertising and marketing department's job, there might coincide first separate which can result in the 2nd phase of 'storming' where the teams challenge one another. It is just throughout the third stage or 'norming' when they would come with each other to share concepts prior to the group can bring about harmony in the fourth phase 'doing'.

When people are presented with adjustment, they enter stage one and so there may be feelings like unhappiness, unpredictability, frustration, anger, concern, rejection as well as disorientation.The scenario at the advertising department of Village Ventures is similar so Lewis can obtain comfy with the concept that it is not extraordinary actions. It is during this phase that Lewis will certainly have to provide assistance to the department so that they can find a sense of instructions. It can be seen how Krasnow has already made this shift easier by making Lewis get included in the department a year before his real separation.
Vrio Analysis
Maslow's Requirement pecking order: The OB concern pertaining to insecurity at the workplace has actually been caused first of all by the modification in monitoring and also second of all by the fact that the merging will certainly no longer be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has goes over the relevance of 'safety needs as being a reduced level demand of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to really feel safe and secure and untouched' is at the 2nd degree of demands. Prior to an employee can be made to develop emotionally, he needs to have his 'Physical 'as well as 'Safety and security' needs satisfied. This indicates that unless the workers are made to feel protected concerning their present work status in Village Ventures they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Village Ventures Case Study



Implication of Analysis.

The OB analysis has actually looked at numerous concepts to comprehend exactly how to deal with the current scenario handy. The complying with three options have been proposed to help Lewis handle the organizational challenges in the advertising and marketing department. Each of these alternatives has actually been suggested for reducing the transition required to bring the marketing division in accordance with the demands of the market as well as for making the social modification that would certainly adhere to once the existing leader leaves.

Combination of advertising and marketing features. Dividing Adverting and also Manufacturing functions. Combination of Advertising with Procedures.

Examination of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merging days has knowledge in business-to-business advertising and marketing along with company as well as retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising as well as marketing features.

The benefit of this method is that it will incorporate the two features while lowering the demand for hiring an additional source for marketing. Lewis would be heading the advertising and marketing department as well as in any case her replacement would certainly be required for the current role that she is doing. The disadvantage of this option is that external hiring might produce animosity from inner personnel who might be considering the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Manufacturing: Offered the competitive stress and also premium quality job needed from the advertising agency, it is advised that Lewis should permit the production unit to be a separate function from the marketing system. Given that a lot of ad agency had these 2 functions as different systems, it makes more sense to adhere to the norm. In addition to this, both functions may be able to concentrate on their core turns on a lot more efficiently. Nevertheless, the downside of this strategy would be that extra costs would certainly need to be borne for setting up different manufacturing functions. In addition to this, a manufacturing head may have to be worked with which could boost overheads for the company.

Combination of Advertising And Marketing with Operations: Considering that Lewis is currently taking care of the advertising and also procedures divisions at the same time; it makes feeling to incorporate the two features considering that she has actually been efficiently taking care of both ends. The fact that Lewis has to adapt her monitoring style for the marketing department suggests that these two departments would be culturally varied.

Suggestion.



An evaluation of the 3 options suggests that combination of advertising and marketing and operations would not be a possible move due to the huge distinctions in between both departments although that currently Lewis is taking care of both. While splitting up of the manufacturing feature may have been a desirable move for the advertising department, the fact that it would indicate putting a 3rd function under Lewis's wing implies this must be prevented. The assimilation of the marketing division is the best choice in terms of obtaining the optimum arise from the division. An activity plan for this option is gone over below.

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

Advertising and Marketing functions would be combined.

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

Manufacturing function will certainly stay component of advertising under advertising and marketing feature.

Lewis will certainly divide herself from operations.

An autonomous leadership style with employee empowerment will certainly be utilized in marketing department.

Open door policy as well as focus on cross department interaction will be focused on eliminating disharmony.

Contingency plan.

If the combination does not work out as intended, a contingency strategy would comply with which would certainly divide the production feature from the advertising feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing division without an SVP. Because case the production feature will absolutely be divided by positioning it under an SVP production.