Gibersons Glass Studio Case Study Solution


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Gibersons Glass Studio Case Study Solution

Background and Facts

Gibersons Glass Studio an office supplies merchant for small and also moderate sized businesses has lately been involved in preparing for a merger with its rival House Deport, which has impacted effectiveness levels in departmentswith the elderly supervisor involved in lawful issues presented by the federal Trade Compensation. With the Marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the near future. With obstacles in the type of a potential cultural change and also reduced worker morale, the organization requires a total reengineering effort at the advertising department.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social change at the advertising division of Gibersons Glass Studio is increasing uncertainty in the workplace bring about different challenges 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 function in influencing strategic choices given that Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Profession Compensation's treatment at the same time. Given the reality that the shop has an international visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to affect performance or tactical objectives. Federal Profession Compensation's antitrust match versus the merger occupied useful time of the organization's senior management recommending that 'political' factors can have severe effects for a worldwide company.

Economic Factors: Economic factors such as the appearance of small businesses in the global circumstance suggest that Gibersons Glass Studio is flourishing in an atmosphere where there is possible growth of services. In addition to this, reality that shop clients are primarily trying to find office products for office recommends that the marketplace has a climbing trend of business owners as well as online businesses.

Social factors: Social fads in the economic climate reveal that consumers are looking for convenience in addition to appealing prices. Marketing research shows how the customer for Gibersons Glass Studio does not have recognition regarding discovering solutions which can supply a combination of convenience as well as low costs.

Technical factors: Innovation plays a vital role in Gibersons Glass Studio's service strategy specifically as the company is piloting Modern technology facilities which would certainly supply technology sales and support in the kind of memory upgrades, outer setups. (Recap of INSECT in appendix 2).

OB Issues and Effects.

Several underlying Business Actions issues can be seen in Gibersons Glass Studio's case as highlighted in this area.

Concerns regarding cultural modification: There is concern about a social modification that would certainly take place once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with a lot of the employee already showing discontent over this potential move. This predicted change has created anxiety in the work environment which has been coupled with the past stress of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is lack of workers that can match the difficult setting of a hectic company. Not just does this result in trouble in locating the ideal individuals, it puts stress and anxiety on brand-new hires as can not hold up against the pace and also stress that the organization anticipates them to birth.

Double Reporting Lines: Newbies find this business culture cumbersome and also challenging to cope with specifically as populated line relationships are meant to be weak as a whole and also unbiased setup and efficiency evaluation is still done by the solid line supervisor. This indicates that newcomers can shed clarity about their particular duties and goals particularly as dotted line reporting does not maintain them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had been guessed that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis might have been qualified as well as ideal for the task but the truth that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Fear & Task Instability: Anxiety and also instability can be identified as two major concerns that Lewis would be handling particularly as the merging has now be cancelled and two elderly executives of the advertising department would certainly be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders who would not just supervise of brining regarding a cultural change but would additionally have to verify herself in her new duty.

Inappropriate Administration Style of Leader: Lewis's monitoring design and its incompatibility with the marketing division's function can additionally be seen as an OB challenge particularly as she has been made use of to managing problems in the procedures department where personnel are taught to concentrate on procedures and get them right. The marketing division on the various other hand can be viewed as a team of people who are used to being supported by Krasnow who focused more on result than procedures.

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

Fragmentation in Advertising And Marketing Department: Disintegration between the marketing and advertising divisions can be determined as another OB problem which could need additional interest. The truth that the advertising and marketing sections in the marketing department are detached is stopping both divisions from getting from each various other's experience and also experience. Combination of advertising and marketing with merchandising as well as procedures would end up being more difficult if the advertising division itself is broken down which can be another prospective OB problem.

Gibersons Glass Studio Analysis

Numerous concepts have been made use of to describe the situations to obtain additional clearness regarding the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that juniors are passive and also lazy, have little aspiration as well as resist change. The tough version of this theory emphasized threat, limited controls, risks and also punishments. In time it produces reduced productivity, refined sabotage as well as competition (Deal, 2003). The circumstance at Gibersons Glass Studio is not totally complying with Concept X, it can be seen that new hires are locating this environment instead demanding which may ultimately lead to a better disposition of the administration towards Concept X. According to McGregor's advocated view, which he called Concept Y, the essential task of the monitoring is to arrange organizational conditions to ensure that individuals can attain their own objectives best by guiding their initiatives towards organizational incentives. If individuals locate no complete satisfaction in their job, the monitoring would have little option however to rely on theory X and external control (Bargain, 2003). Also while examining Lewis's administration style, concept X might have been suitable in the procedures division somewhat however the Marketing division would certainly call for reliance on Theory Y so as to get the imagination and also creativity from the teams.

Tuckman's Synergy Concept: As much as Lewis's concern regarding bringing consistency in between the advertising as well as advertising department is concerned, this would initially lead to clash as gone over by Bruce Tuckman in his 'Synergy Theory'. By incorporating the marketing as well as advertising and marketing division's work, there might be the exact same first disconnect which might lead to the 2nd phase of 'storming' where the groups test one an additional.

When people are presented with change, they go into stage one as well as so there might be emotions like unhappiness, uncertainty, aggravation, rage, worry, rejection as well as disorientation.The situation at the advertising and marketing department of Gibersons Glass Studio is comparable so Lewis can get comfy with the concept that it is not phenomenal behavior. It is throughout this stage that Lewis will have to give advice to the department so that they can discover a feeling of direction. It can be seen just how Krasnow has actually currently made this transition simpler by making Lewis obtain involved in the division a year before his real separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has talks about the relevance of 'protection requires as being a lower level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel safe and secure and also out of danger' is at the 2nd degree of needs. Before a staff member can be made to create emotionally, he needs to have his 'Physical 'as well as 'Safety and security' requires fulfilled.

SWOT Analysis for Gibersons Glass Studio Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at numerous theories to recognize exactly how to handle the current circumstance at hand. The adhering to three alternatives have been recommended to help Lewis deal with the organizational difficulties in the marketing department. Each of these choices has been suggested for easing the shift needed to bring the marketing department in accordance with the requirements of the market as well as for making the cultural adjustment that would comply with once the existing leader leaves.

Combination of marketing and advertising functions. Separating Adverting and also Production functions. Combination of Advertising And Marketing with Operations.

Assessment of Alternatives.

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

The advantage of this method is that it will certainly incorporate both functions while lowering the demand for hiring an extra resource for advertising and marketing. Lewis would be heading the marketing division as well as in any kind of case her substitute would be required for the existing function that she is carrying out. The drawback of this option is that outside hiring may produce bitterness from interior workers that might be eying the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Production: Provided the competitive pressures and also excellent quality job needed from the advertising agency, it is recommended that Lewis needs to permit the production unit to be a separate feature from the advertising system. Considering that a lot of advertising agencies had these 2 functions as separate units, it makes more feeling to comply with the standard. Along with this, both features may be able to concentrate on their core activates extra successfully. The disadvantage of this method would be that added prices would have to be borne for setting up different production features. Along with this, a manufacturing head may need to be employed which could increase overheads for the company.

Combination of Advertising And Marketing with Operations: Given that Lewis is currently taking treatment of the advertising and marketing as well as operations departments simultaneously; it makes sense to integrate the two functions because she has actually been successfully taking treatment of both ends. The reality that Lewis has to adjust her administration design for the advertising department suggests that these 2 departments would certainly be culturally varied.


An analysis of the three alternatives suggests that assimilation of advertising and marketing as well as operations would certainly not be a practical move due to the vast distinctions between both departments despite the fact that currently Lewis is handling both. While separation of the manufacturing function may have been a positive move for the marketing department, the reality that it would certainly suggest positioning a third function under Lewis's wing suggests this ought to be prevented too. The combination of the advertising department is the very best alternative in regards to getting the optimum arise from the department. An activity prepare for this option is gone over listed below.

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

Marketing and advertising functions would be combined.

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

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

Lewis will certainly divide herself from operations.

A democratic management style with staff member empowerment will be made use of in marketing division.

Open door plan and also emphasis on cross department communication will be aimed at eliminating disharmony.

Backup strategy.

If the combination does not exercise as planned, a contingency strategy would certainly follow which would certainly separate the manufacturing function from the marketing function to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing function will absolutely be separated by positioning it under an SVP manufacturing.