West Ham United Football Clubs Olympic Stadium Move Case Study Solution


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West Ham United Football Clubs Olympic Stadium Move Case Study Help

Background and Facts

West Ham United Football Clubs Olympic Stadium Move an office materials merchant for tiny and medium sized companies has just recently been associated with preparing for a merging with its rival Home Deport, which has actually affected performance degrees in departmentswith the elderly manager associated with legal difficulties presented by the government Profession Compensation. With the Marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With obstacles in the kind of a prospective cultural change as well as reduced worker morale, the company is in need of a full reengineering initiative at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural change at the marketing department of West Ham United Football Clubs Olympic Stadium Move is boosting unpredictability in the working environment bring about various obstacles for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing critical decisions since Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Profession Payment's intervention while doing so. Offered the fact that the store has a worldwide visibility with branches in UK, USA, Canada and Germany, political factors in each of these countries may be able to influence performance or calculated objectives. Federal Profession Payment's antitrust match against the merger took up important time of the organization's elderly monitoring suggesting that 'political' factors can have serious ramifications for a worldwide business.

Economic Factors: Economic factors such as the development of small businesses in the worldwide circumstance suggest that West Ham United Football Clubs Olympic Stadium Move is growing in an environment where there is potential development of businesses. Truth that store consumers are mainly looking for workplace supplies for house workplaces suggests that the market has an increasing fad of entrepreneurs as well as home based businesses.

Social factors: Social patterns in the economy show that consumers are looking for comfort along with eye-catching costs. Market research shows how the consumer for West Ham United Football Clubs Olympic Stadium Move does not have understanding regarding locating solutions which can use a combination of comfort and affordable.

Technological factors: Technology plays a crucial function in West Ham United Football Clubs Olympic Stadium Move's organisation strategy especially as the company is piloting Modern technology centers which would use modern technology sales and also assistance in the type of memory upgrades, peripheral installations. (Recap of PEST in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Habits issues can be seen in West Ham United Football Clubs Olympic Stadium Move's case as highlighted in this section.

Worries about cultural adjustment: There is concern about a cultural modification that would occur as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with a lot of the team member already revealing unhappiness over this possible action. This predicted change has produced anxiety in the work environment which has been paired with the past stress of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is shortage of employees that can match the demanding atmosphere of a fast-paced organization. Not only does this bring about problem in locating the ideal people, it puts stress and anxiety on brand-new hires as can not endure the pace and stress that the organization expects them to bear.

Double Coverage Lines: Beginners discover this business society troublesome as well as challenging to deal with especially as populated line relationships are meant to be weak in general and unbiased setting and performance analysis is still done by the strong line supervisor. This suggests that novices could lose clearness concerning their respective roles and goals especially as dotted line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had actually been guessed that the latter would take Krasnow's setting came as a strike to her morale. Lewis may have been qualified as well as ideal for the work yet the truth that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from services.

Concern & Task Insecurity: Fear as well as instability can be recognized as two major issues that Lewis would certainly be taking care of especially as the merger has now be cancelled as well as two senior execs of the advertising and marketing department would certainly be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural adjustment however would certainly likewise have to confirm herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's administration design and also its incompatibility with the marketing department's function can likewise be seen as an OB difficulty specifically as she has actually been used to handling concerns in the procedures department where workers are instructed to focus on processes and also obtain them right. The marketing department on the various other hand can be viewed as a team of individuals that are used to being nurtured by Krasnow who concentrated much more on result than procedures.

Interdepartmental Differences: Interdepartmental arguments between three departments, advertising and marketing, merchandizing and operations respectively over the appropriation of the advertising and marketing mix can be identified as an additional OB concern. The advertising and marketing department does not share the exact same vision as the various other two divisions pertaining to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as procedures departments do not concur over the advertising mix allotment amongst one an additional either.

Disintegration in Marketing Division: Fragmentation in between the marketing and advertising divisions can be identified as an additional OB problem which might require additional focus. The truth that the marketing and advertising sections in the advertising department are disconnected is avoiding both divisions from obtaining from each other's experience as well as experience. Combination of marketing with retailing and operations would end up being harder if the advertising and marketing division itself is broken down which can be another possible OB problem.

West Ham United Football Clubs Olympic Stadium Move Analysis

Numerous theories have actually been used to discuss the conditions to obtain additional quality regarding the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers think that subordinates are passive as well as lazy, have little passion and also withstand adjustment. The hard version of this concept stressed coercion, tight controls, dangers and also penalties. Gradually it produces low performance, subtle sabotage and competition (Bargain, 2003). Although the circumstance at West Ham United Football Clubs Olympic Stadium Move is not totally complying with Theory X, it can be seen that new hires are finding this environment instead difficult which might at some point result in a greater disposition of the management in the direction of Theory X. Based on McGregor's promoted sight, which he called Theory Y, the crucial job of the monitoring is to arrange organizational conditions to ensure that individuals can attain their own objectives best by guiding their initiatives in the direction of business benefits. If people discover no fulfillment in their work, the administration would certainly have little option yet to rely on concept X and external control (Offer, 2003). Even while evaluating Lewis's administration style, theory X may have appropriated in the operations division somewhat however the Advertising and marketing division would certainly call for reliance on Concept Y in order to get the imagination as well as originality from the groups.

Tuckman's Synergy Theory: As far as Lewis's concern regarding bringing harmony between the advertising and marketing department is concerned, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the preliminary stage of group development, individuals may not bond, as they are hectic discovering their place in the team. By incorporating the advertising and marketing division's job, there might coincide initial detach which might bring about the 2nd stage of 'storming' where the groups challenge each other. It is just during the 3rd stage or 'norming' when they would certainly come together to share concepts before the team can bring around harmony in the 4th phase 'carrying out'.

Bridges' Transition Model: As per William Bridge's concept (appendix 4), people are fairly uncomfortable with adjustment, which is apparent by the circumstance at West Ham United Football Clubs Olympic Stadium Move The circumstance can be seen as a regular program of life if is examined according to Bridge's theory where he clarifies that individuals undergo three phases of transition when they experience adjustment. 'Ending, losing and Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals exist with modification, they enter phase one and so there may be feelings like unhappiness, uncertainty, frustration, rage, concern, denial as well as disorientation.The circumstance at the marketing department of West Ham United Football Clubs Olympic Stadium Move is comparable so Lewis can get comfortable with the idea that it is not phenomenal behavior. In the 2nd phase, there might be a demand to link the void between the brand-new and also old culture so Lewis may have to face this ordeal as soon as Krasnow leaves. There might be low spirits and also reduced performance at this phase which should not be taken as a setback. It is during this phase that Lewis will certainly have to provide guidance to the division to make sure that they can locate an orientation. It can be seen exactly how Krasnow has actually already made this shift much easier by making Lewis obtain involved in the department a year before his actual departure. As per Bridges' Version, phase 3 will produce openness to understanding, High energy and dedication as individuals will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has talks about the relevance of 'security requires as being a lower level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel secure as well as out of risk' is at the 2nd level of requirements. Before a staff member can be made to create mentally, he requires to have his 'Physical 'as well as 'Safety and security' needs fulfilled.

SWOT Analysis for West Ham United Football Clubs Olympic Stadium Move Case Study

Implication of Analysis.

The OB analysis has checked out various concepts to understand just how to handle the present situation handy. The adhering to three choices have been recommended to help Lewis take care of the business difficulties in the advertising and marketing division. Each of these alternatives has been proposed for easing the change required to bring the marketing division in line with the requirements of the marketplace and also for making the cultural adjustment that would certainly adhere to when the existing leader leaves.

Assimilation of advertising and marketing features. Dividing Adverting and Manufacturing features. Assimilation of Advertising with Procedures.

Examination of Alternatives.

Integration of Advertising & Marketing Functions: The in-house advertising and marketing agency of West Ham United Football Clubs Olympic Stadium Move is currently stamina for the company in terms of conserving up on overheads associated with advertising and also promo. Because no new employment has been done after Bridget Cole's departure with the reporting line being directly assigned to Krasnow for the marketing feature, this is a favorable opportunity for integrating the advertising and marketing features. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has expertise in business-to-business advertising and marketing along with firm and also retail advertising and 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 both functions while decreasing the demand for working with an added resource for advertising. In addition to this, Lewis would be heading the advertising and marketing division and also all the same her substitute would certainly be needed for the existing role that she is executing. The drawback of this choice is that outside hiring might cause animosity from internal workers who might be eying the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Production: Given the competitive pressures and also high top quality work called for from the advertising company, it is suggested that Lewis must enable the production system to be a different feature from the advertising system. Since most advertising and marketing companies had these two features as different systems, it makes more sense to adhere to the standard.

Assimilation of Marketing with Workflows: Since Lewis is currently taking care of the advertising and marketing as well as procedures divisions all at once; it makes sense to integrate the two functions considering that she has been successfully taking treatment of both ends. The fact that Lewis has to adapt her management style for the marketing department recommends that these two divisions would certainly be culturally varied.


An evaluation of the three options suggests that combination of marketing as well as operations would certainly not be a feasible relocation due to the substantial distinctions between the two divisions although that presently Lewis is dealing with both. While separation of the production function may have been a positive action for the advertising and marketing department, the fact that it would mean placing a third feature under Lewis's wing suggests this must be stayed clear of. The integration of the marketing department is the best alternative in terms of getting the optimal results from the department. An activity plan for this alternative is reviewed listed below.

Action Strategy.
Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Production function will stay part of marketing under marketing function.

Lewis will divide herself from operations.

A democratic management design with worker empowerment will be utilized in advertising division.

Open door plan and also emphasis on cross department interaction will be focused on eliminating dissonance.

Contingency strategy.

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