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 a workplace products seller for small as well as medium sized businesses has actually just recently been associated with planning for a merging with its competitor Home Deport, which has influenced effectiveness degrees in departmentswith the elderly manager involved in legal difficulties put forth by the government Trade Compensation. With the Advertising Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the near future. With obstacles in the kind of a prospective social modification and reduced staff member morale, the company requires a total reengineering effort at the marketing division.

Problem Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing division of West Ham United Football Clubs Olympic Stadium Move is boosting unpredictability in the working environment resulting in different difficulties for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing critical decisions given that Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Profession Commission's intervention in the process. Given the fact that the shop has an international existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might have the ability to affect performance or calculated objectives. Federal Trade Commission's antitrust match versus the merger took up beneficial time of the organization's elderly administration suggesting that 'political' factors can have serious ramifications for a worldwide service.

Economic Factors: Financial factors such as the emergence of small companies in the global situation suggest that West Ham United Football Clubs Olympic Stadium Move is thriving in an atmosphere where there is possible development of services. Fact that shop clients are mostly looking for office materials for residence offices suggests that the market has an increasing pattern of business owners and house based services.

Social factors: Social fads in the economic situation show that clients are searching for benefit along with attractive costs. Market research demonstrates how the client for West Ham United Football Clubs Olympic Stadium Move does not have recognition regarding finding remedies which can supply a combination of benefit and also low costs.

Technological factors: Modern technology plays a crucial role in West Ham United Football Clubs Olympic Stadium Move's business approach specifically as the company is piloting Modern technology centers which would supply modern technology sales and assistance in the form of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Habits issues can be seen in West Ham United Football Clubs Olympic Stadium Move's case as highlighted in this area.

Concerns about social change: There is uneasiness about a social change that would take place as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with the majority of the team member currently revealing discontent over this potential move. This anticipated change has actually produced tension in the office which has been paired with the previous stress of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is scarcity of workers that can match the stressful environment of a fast-paced organization. Not just does this bring about trouble in locating the ideal people, it puts stress on new hires as can not withstand the rate and also stress that the company expects them to birth.

Double Reporting Lines: Newbies find this business society cumbersome and also challenging to handle especially as dotted line connections are suggested to be weak generally and objective setting and also efficiency evaluation is still done by the solid line supervisor. This implies that newbies could lose clearness regarding their corresponding functions as well as goals especially as populated line reporting does not keep them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles even though it had actually been speculated that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis might have been capable as well as proper for the work yet the fact that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Work Insecurity: Concern as well as insecurity can be recognized as 2 major concerns that Lewis would be handling specifically as the merger has actually currently be terminated as well as 2 senior executives of the advertising division would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would certainly not just be in charge of brining regarding a social adjustment yet would certainly likewise need to prove herself in her brand-new function.

Inappropriate Monitoring Design of Leader: Lewis's administration style and also its conflict with the marketing department's role can likewise be seen as an OB difficulty specifically as she has been made use of to handling issues in the operations department where workers are taught to focus on processes and also get them. The marketing department on the other hand can be viewed as a group of individuals that are made use of to being supported by Krasnow that concentrated extra on result than procedures.

Interdepartmental Differences: Interdepartmental differences in between three divisions, advertising, merchandizing as well as procedures specifically over the allocation of the marketing mix can be identified as another OB problem. Although the marketing division does not share the exact same vision as the other 2 departments concerning the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and also procedures divisions do not agree over the marketing mix allocation among one another either.

Disintegration in Advertising Division: Fragmentation between the marketing and advertising departments can be recognized as one more OB concern which might need more interest. The reality that the advertising and marketing sections in the marketing division are detached is protecting against both departments from acquiring from each various other's experience and also competence. Assimilation of advertising with merchandising as well as procedures would come to be more difficult if the advertising department itself is disintegrated which can be another prospective OB worry.

West Ham United Football Clubs Olympic Stadium Move Analysis

Various theories have been utilized to clarify the circumstances to get additional clarity about the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that juniors are easy and also lazy, have little ambition as well as resist adjustment. The situation at West Ham United Football Clubs Olympic Stadium Move is not completely following Theory X, it can be seen that new hires are locating this setting rather stressful which may at some point lead to a better disposition of the monitoring towards Concept X. Also while assessing Lewis's management design, theory X may have been ideal in the operations division to some extent yet the Advertising and marketing department would certainly require reliance on Theory Y in order to obtain the creative thinking and creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's problem about bringing consistency in between the marketing and advertising department is concerned, this would at first cause conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, throughout the first stage of team advancement, people might not bond, as they are active locating their area in the team. By integrating the marketing and advertising division's work, there might be the same first disconnect which can bring about the second phase of 'storming' where the teams test one another. Nevertheless, it is just throughout the 3rd phase or 'norming' when they would come together to share ideas prior to the team can cause synergy in the fourth phase 'executing'.

Bridges' Change Model: Based On William Bridge's theory (appendix 4), people are quite unpleasant with change, which is evident by the situation at West Ham United Football Clubs Olympic Stadium Move The situation can be viewed as a typical course of life if is researched based on Bridge's concept where he explains that people experience three phases of transition when they experience modification. 'Closing, shedding as well as Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they enter stage one and so there may be emotions like unhappiness, unpredictability, stress, anger, fear, denial as well as disorientation.The circumstance at the advertising division of West Ham United Football Clubs Olympic Stadium Move is similar so Lewis can obtain comfortable with the idea that it is not remarkable actions. In the second phase, there may be a requirement to link the void between the new and old society so Lewis may have to encounter this experience once Krasnow leaves. There may be low morale and reduced performance at this phase which should not be taken as an obstacle. It is during this stage that Lewis will certainly need to provide advice to the department so that they can locate an orientation. It can be seen exactly how Krasnow has already made this transition less complicated by making Lewis obtain involved in the division a year before his actual departure. As per Bridges' Design, phase three will cause visibility to discovering, High power and also commitment as people will certainly accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has talks about the significance of 'security requires as being a reduced level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel protected as well as out of threat' is at the 2nd level of requirements. Prior to a staff member can be made to create emotionally, he requires to have his 'Physiological 'and also 'Safety and security' requires fulfilled.

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

Implication of Analysis.

The OB analysis has actually considered numerous theories to recognize just how to handle the existing scenario at hand. The complying with three choices have been suggested to assist Lewis handle the organizational challenges in the advertising and marketing department. Each of these options has actually been recommended for relieving the change required to bring the marketing division in accordance with the needs of the marketplace and for making the cultural change that would certainly comply with as soon as the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and also Production functions. Combination of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business marketing along with firm and also retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both advertising and marketing features.

The advantage of this approach is that it will incorporate the two functions while minimizing the demand for working with an added resource for marketing. Lewis would certainly be heading the advertising division and also in any case her substitute would certainly be required for the current duty that she is executing. The downside of this choice is that external hiring may produce animosity from interior personnel who may be eying the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Offered the competitive pressures and also excellent quality work called for from the advertising agency, it is suggested that Lewis should enable the production system to be a separate function from the advertising and marketing unit. Because a lot of advertising agencies had these two features as separate systems, it makes more sense to comply with the norm. Both functions might be able to concentrate on their core triggers more effectively. Nevertheless, the drawback of this method would be that added costs would certainly need to be birthed for establishing separate production features. A production head might have to be worked with which can enhance expenses for the company.

Integration of Advertising with Workflows: Since Lewis is already taking treatment of the advertising as well as procedures departments simultaneously; it makes feeling to incorporate the 2 functions since she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adjust her administration design for the advertising and marketing division suggests that these two divisions would certainly be culturally varied.


An examination of the 3 alternatives suggests that integration of marketing and also operations would not be a viable step due to the vast differences in between the two departments despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature may have been a beneficial relocation for the advertising division, the fact that it would certainly imply putting a 3rd function under Lewis's wing suggests this ought to be avoided also. The integration of the marketing department is the best alternative in terms of getting the optimum results from the department. An action plan for this option is gone over listed below.

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

Advertising and Marketing functions would certainly be merged.

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

Production function will certainly stay part of advertising and marketing under advertising and marketing feature.

Lewis will separate herself from operations.

An autonomous management style with employee empowerment will be utilized in marketing division.

Open up door plan and focus on cross department communication will certainly be aimed at removing disharmony.

Contingency strategy.

If the assimilation does not exercise as prepared, a contingency plan would follow which would separate the production feature from the advertising function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing function will absolutely be divided by putting it under an SVP production.