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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 Solution

Background and Facts

West Ham United Football Clubs Olympic Stadium Move an office materials retailer for tiny and average sized companies has actually recently been associated with planning for a merging with its rival Residence Deport, which has affected effectiveness degrees in departmentswith the elderly manager involved in lawful difficulties presented by the government Profession Compensation. With the Marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the near future. With difficulties in the kind of a potential cultural adjustment as well as reduced employee spirits, the company wants a total reengineering initiative at the advertising division.

Issue Declaration

The prospective social change at the advertising division of West Ham United Football Clubs Olympic Stadium Move is raising unpredictability in the working environment leading to various difficulties for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic decisions because Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Trade Commission's intervention while doing so. Offered the reality that the store has an international presence with branches in UK, USA, Canada and Germany, political factors in each of these countries might have the ability to affect performance or strategic objectives. Federal Trade Compensation's antitrust match versus the merger took up important time of the organization's senior monitoring recommending that 'political' factors can have major effects for a global company.

Economic Factors: Financial factors such as the development of small companies in the global scenario suggest that West Ham United Football Clubs Olympic Stadium Move is growing in an atmosphere where there is potential growth of services. Along with this, truth that store clients are mainly trying to find workplace materials for home offices recommends that the market has a rising trend of entrepreneurs and also home organisations.

Social factors: Social patterns in the economic situation show that clients are seeking ease along with appealing costs. Market research shows how the consumer for West Ham United Football Clubs Olympic Stadium Move lacks recognition concerning locating options which can offer a combination of ease and also low costs.

Technological factors: Technology plays an essential function in West Ham United Football Clubs Olympic Stadium Move's company approach particularly as the organization is piloting Innovation facilities which would certainly offer modern technology sales and also assistance in the kind of memory upgrades, outer setups. (Recap of PEST in appendix 2).

OB Issues as well as Effects.

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

Apprehensions about cultural adjustment: There is uneasiness concerning a social adjustment that would certainly occur as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with the majority of the employee currently showing discontent over this potential step. This predicted modification has developed stress in the office which has been combined with the previous tension of preparing the firm for a potential merging with House Deport.

Stressful Task Setting for Newcomers: There is shortage of workers that can match the stressful atmosphere of a busy organization. Not just does this cause difficulty in locating the right individuals, it puts stress and anxiety on brand-new hires as can not endure the speed and stress that the company anticipates them to birth.

Dual Reporting Lines: Beginners locate this organizational society troublesome as well as challenging to cope with specifically as dotted line partnerships are meant to be weak in general and also objective setup and efficiency assessment is still done by the solid line manager. This suggests that novices can lose quality about their respective roles and purposes especially as dotted line reporting does not keep them in direct communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been hypothesized that the latter would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been capable and also suitable for the task but the truth that Kransnow's separation would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Anxiety as well as insecurity can be determined as 2 major worries that Lewis would be managing particularly as the merger has actually currently be terminated and 2 senior execs of the advertising and marketing department would certainly be leaving. The entire duty of the department would be falling on Lewis's shoulders who would certainly not simply be in charge of brining about a cultural adjustment yet would certainly likewise need to verify herself in her new function.

Incompatible Management Style of Leader: Lewis's monitoring design as well as its incompatibility with the advertising division's duty can likewise be seen as an OB difficulty specifically as she has actually been made use of to handling issues in the procedures division where workers are instructed to focus on procedures as well as get them. The advertising department on the other hand can be seen as a group of people who are made use of to being supported by Krasnow that focused much more on output than procedures.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 departments, advertising and marketing, merchandizing and operations specifically over the appropriation of the advertising and marketing mix can be determined as another OB concern. The advertising and marketing division does not share the same vision as the various other 2 departments concerning the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix allotment amongst one an additional either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing divisions can be determined as an additional OB problem which might need further focus. The reality that the marketing and advertising sections in the advertising and marketing department are separated is preventing both departments from obtaining from each other's experience as well as proficiency. Integration of advertising and marketing with merchandising as well as operations would certainly end up being more difficult if the advertising and marketing department itself is broken down which can be an additional possible OB worry.

West Ham United Football Clubs Olympic Stadium Move Analysis

Various theories have been made use of to discuss the scenarios to get more clarity regarding the circumstance handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that staffs are easy and lazy, have little aspiration as well as resist adjustment. The circumstance at West Ham United Football Clubs Olympic Stadium Move is not totally complying with Concept X, it can be seen that brand-new hires are discovering this environment instead difficult which might ultimately lead to a higher inclination of the monitoring in the direction of Theory X. Even while assessing Lewis's management design, concept X might have been suitable in the operations department to some extent yet the Advertising department would need reliance on Theory Y in order to obtain the imagination as well as originality from the teams.

Tuckman's Team effort Theory: As far as Lewis's worry about bringing harmony in between the marketing and advertising division is concerned, this would initially bring about contrast as reviewed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the initial stage of group advancement, people might not bond, as they are active discovering their location in the group. By incorporating the advertising and marketing department's work, there might be the same first detach which can lead to the 2nd stage of 'storming' where the teams challenge each other. It is just during the 3rd phase or 'norming' when they would certainly come together to share concepts before the group can bring about synergy in the 4th stage 'executing'.

When individuals are provided with adjustment, they enter stage one and so there may be feelings like unhappiness, uncertainty, aggravation, rage, fear, denial as well as disorientation.The scenario at the marketing department of West Ham United Football Clubs Olympic Stadium Move is similar so Lewis can obtain comfy with the concept that it is not remarkable behavior. It is throughout this phase that Lewis will certainly have to offer assistance to the division so that they can discover a sense of direction. It can be seen exactly how Krasnow has already made this transition less complicated by making Lewis obtain included in the division a year prior to his actual separation.

Maslow's Requirement hierarchy: The OB problem related to instability at the workplace has actually been triggered firstly by the adjustment in management and secondly by the truth that the merger will no longer be launched. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the importance of 'safety and security requires as being a lower degree demand of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel safe and secure as well as safe' is at the second degree of needs. Prior to a worker can be made to establish emotionally, he requires to have his 'Physiological 'as well as 'Security' needs met. This indicates that unless the employees are made to really feel protected regarding their current work status in West Ham United Football Clubs Olympic Stadium Move they may not get to 'Self-Fulfillment'. (King, 2009).

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



Ramification of Analysis.

The OB analysis has checked out various concepts to recognize just how to handle the present situation available. The complying with 3 choices have been proposed to assist Lewis handle the business obstacles in the advertising and marketing division. Each of these options has actually been recommended for easing the change required to bring the marketing division in accordance with the demands of the marketplace and also for making the cultural adjustment that would certainly comply with as soon as the current leader leaves.

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

Examination of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with firm and retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to deal with both advertising and also marketing functions.

The benefit of this strategy is that it will certainly integrate the two features while decreasing the requirement for working with an extra resource for advertising. Along with this, Lewis would be heading the advertising and marketing division and all the same her substitute would certainly be required for the existing duty that she is doing. The disadvantage of this option is that outside hiring might cause bitterness from interior workers that might be eying the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Production: Offered the competitive stress and also high quality work called for from the advertising company, it is suggested that Lewis needs to allow the manufacturing device to be a different function from the marketing device. Since many advertising agencies had these 2 functions as separate systems, it makes even more feeling to adhere to the norm.

Assimilation of Advertising And Marketing with Procedures: Given that Lewis is currently taking care of the marketing and operations divisions concurrently; it makes good sense to integrate both features given that she has actually been successfully taking care of both ends. The reality that the two divisions currently have major distinctions over allocation of sources recommends that this combination might be able to produce harmony especially as Lewis would be heading both ends.However there are numerous negative aspects of this relocation especially as it would certainly place excessive concern over Lewis's shoulders. The reality that Lewis has to adapt her management style for the marketing division suggests that these two departments would be culturally diverse. Lewis may not be able to apply one type of leadership style to both divisions which might result in inefficiency in either one of the 2 features.

Recommendation.



An analysis of the 3 alternatives indicates that integration of advertising and marketing and procedures would certainly not be a feasible relocation due to the substantial distinctions in between the two departments regardless of the reality that presently Lewis is handling both. While separation of the manufacturing feature might have been a favorable relocation for the marketing division, the truth that it would certainly imply putting a third feature under Lewis's wing suggests this ought to be prevented.

Action Plan.

Lewis will take control of the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production function will certainly remain part of advertising and marketing under advertising and marketing function.

Lewis will certainly separate herself from operations.

A democratic management style with employee empowerment will be utilized in advertising and marketing department.

Open door plan and emphasis on cross departmental communication will be focused on getting rid of dissonance.

Contingency plan.

If the integration does not exercise as planned, a backup strategy would certainly follow which would certainly divide the manufacturing function from the advertising and marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing department without an SVP. Because case the production function will definitely be separated by putting it under an SVP manufacturing.