Gibersons Glass Studio Case Study Help


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Gibersons Glass Studio Case Study Help

Background and Facts

Gibersons Glass Studio an office products store for little and average sized businesses has actually lately been associated with preparing for a merging with its rival Residence Deport, which has actually affected performance levels in departmentswith the elderly supervisor involved in lawful complications put forth by the federal Trade Compensation. With the Advertising Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the future. With obstacles in the type of a possible social change and also low employee morale, the organization is in need of a total reengineering initiative at the advertising and marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The prospective social change at the marketing department of Gibersons Glass Studio is increasing unpredictability in the working environment bring about numerous obstacles 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 impacting calculated decisions considering that Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Compensation's treatment while doing so. Provided the reality that the shop has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these nations might have the ability to impact efficiency or strategic objectives. Federal Trade Compensation's antitrust suit versus the merging used up beneficial time of the company's senior management recommending that 'political' factors can have severe effects for an international business.

Economic Factors: Economic factors such as the development of small businesses in the global situation recommend that Gibersons Glass Studio is flourishing in an atmosphere where there is possible development of services. Truth that shop consumers are mainly looking for office materials for house workplaces suggests that the market has an increasing pattern of entrepreneurs and home based organisations.

Social factors: Social patterns in the economic climate reveal that consumers are searching for ease along with eye-catching rates. Market research shows how the client for Gibersons Glass Studio does not have recognition about finding services which can offer a combination of convenience and also inexpensive.

Technological factors: Technology plays an important function in Gibersons Glass Studio's organisation strategy especially as the company is piloting Technology facilities which would certainly supply innovation sales and also assistance in the form of memory upgrades, peripheral installations. (Summary of BUG in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Habits issues can be seen in Gibersons Glass Studio's case as highlighted in this section.

Worries concerning social adjustment: There is uneasiness regarding a social modification that would certainly happen as soon as Todd Krasnow leaves from his position as the Executive Vice President of Marketing with the majority of the employee currently revealing discontent over this prospective relocation. This expected adjustment has actually created stress in the workplace which has been paired with the past tension of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of employees that can match the stressful setting of a busy organization. Not only does this result in problem in locating the right individuals, it places stress on brand-new hires as can not stand up to the pace as well as pressure that the organization anticipates them to birth.

Dual Reporting Lines: Novices find this organizational society troublesome as well as hard to deal with particularly as dotted line relationships are meant to be weaker as a whole and also unbiased setup as well as efficiency assessment is still done by the solid line supervisor. This implies that newcomers might lose clearness about their respective roles and goals especially as populated line coverage does not keep them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles even though it had actually been hypothesized that the last would take Krasnow's setting came as a strike to her morale. Lewis may have been capable and also proper for the task however the truth that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Task Instability: Anxiety and also instability can be identified as 2 major worries that Lewis would certainly be managing particularly as the merging has currently be terminated as well as 2 senior executives of the advertising division would certainly be leaving. The entire duty of the department would certainly be falling on Lewis's shoulders that would certainly not just be in charge of brining concerning a cultural change yet would certainly likewise have to confirm herself in her brand-new role.

Incompatible Monitoring Style of Leader: Lewis's administration design and its incompatibility with the advertising and marketing division's function can additionally be seen as an OB challenge especially as she has actually been made use of to taking care of issues in the operations department where workers are taught to focus on processes and also get them. The advertising and marketing department on the other hand can be viewed as a group of individuals that are used to being nurtured by Krasnow who focused more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental differences in between 3 divisions, advertising, merchandizing as well as procedures specifically over the allowance of the marketing mix can be identified as one more OB worry. The marketing department does not share the exact same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing as well as operations departments do not concur over the advertising and marketing mix allowance amongst one another either.

Disintegration in Advertising Division: Fragmentation between the marketing and advertising departments can be determined as an additional OB concern which can require more attention. The reality that the marketing and advertising areas in the marketing department are disconnected is avoiding both divisions from getting from each other's experience and also experience. Assimilation of advertising and marketing with retailing and operations would certainly come to be harder if the advertising department itself is broken down which can be another prospective OB concern.

Gibersons Glass Studio Analysis

Numerous theories have actually been used to explain the conditions to obtain further clarity concerning the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that juniors are easy as well as careless, have little aspiration and also withstand change. The tough variation of this concept highlighted coercion, limited controls, dangers and penalties. With time it generates low efficiency, subtle sabotage and rivalry (Deal, 2003). The scenario at Gibersons Glass Studio is not entirely complying with Theory X, it can be seen that brand-new hires are finding this atmosphere rather difficult which may at some point lead to a greater disposition of the monitoring in the direction of Theory X. Based on McGregor's supported sight, which he called Theory Y, the important task of the monitoring is to set up business problems so that individuals can achieve their very own objectives best by routing their efforts in the direction of business rewards. If individuals discover no complete satisfaction in their job, the monitoring would certainly have little option yet to rely on concept X and also outside control (Offer, 2003). Even while assessing Lewis's administration style, concept X might have appropriated in the procedures department to some extent however the Advertising and marketing department would require dependence on Concept Y in order to get the imagination and also creativity from the groups.

Tuckman's Teamwork Theory: As for Lewis's problem concerning bringing consistency between the marketing and advertising division is concerned, this would at first lead to conflict as gone over by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the first phase of group growth, people may not bond, as they are hectic discovering their location in the group. By incorporating the marketing and advertising division's job, there might coincide initial detach which can bring about the second phase of 'storming' where the groups test each other. Nevertheless, it is only during the third stage or 'norming' when they would integrate to share suggestions before the team can produce synergy in the fourth stage 'carrying out'.

Bridges' Transition Model: Based On William Bridge's concept (appendix 4), people are quite awkward with adjustment, which is apparent by the circumstance at Gibersons Glass Studio The situation can be viewed as a normal program of life if is researched according to Bridge's concept where he explains that individuals undergo three phases of change when they experience adjustment. 'Closing, losing and also Releasing', The Neutral Area and also 'The New Starting' (Bridges, 2004). When people exist with adjustment, they enter phase one therefore there might be emotions like sadness, uncertainty, irritation, temper, worry, denial as well as disorientation.The circumstance at the marketing division of Gibersons Glass Studio is comparable so Lewis can get comfy with the suggestion that it is not phenomenal habits. In the 2nd stage, there may be a need to link the gap between the brand-new and also old society so Lewis might have to encounter this challenge once Krasnow leaves. There may be reduced morale and also low efficiency at this stage which must not be taken as a problem. It is during this stage that Lewis will certainly need to offer assistance to the division so that they can discover an orientation. It can be seen how Krasnow has actually already made this change less complicated by making Lewis obtain involved in the department a year before his actual departure. According to Bridges' Model, stage 3 will bring about openness to knowing, High power and also commitment as people will accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has reviews the relevance of 'safety requires as being a lower degree demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and out of risk' is at the second degree of needs. Before an employee can be made to develop mentally, he requires to have his 'Physical 'and also 'Safety' requires satisfied.

SWOT Analysis for Gibersons Glass Studio Case Study

Ramification of Analysis.

The OB analysis has taken a look at numerous theories to recognize just how to manage the current situation handy. The complying with three options have actually been recommended to help Lewis manage the organizational difficulties in the advertising department. Each of these choices has been recommended for relieving the transition required to bring the advertising division according to the needs of the market and for making the cultural adjustment that would adhere to as soon as the present leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and also Production functions. Combination of Advertising with Procedures.

Assessment of Alternatives.

Combination of Marketing & Advertising Functions: The internal advertising and marketing firm of Gibersons Glass Studio is currently stamina for the organization in regards to saving up on expenses associated with advertising and marketing and also promo. Considering that no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising feature, this is a favorable possibility for integrating the marketing and advertising functions. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business advertising along with agency and also retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing features.

The benefit of this technique is that it will certainly integrate both functions while minimizing the need for employing an additional source for marketing. Lewis would certainly be heading the marketing department as well as in any case her replacement would be needed for the current role that she is executing. The negative aspect of this choice is that external hiring may bring about resentment from interior employees who may be eying the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Production: Given the affordable stress as well as high quality work required from the marketing agency, it is recommended that Lewis ought to allow the manufacturing unit to be a separate function from the marketing unit. Because most marketing companies had these 2 functions as separate systems, it makes even more sense to adhere to the norm.

Integration of Advertising And Marketing with Procedures: Considering that Lewis is already looking after the marketing and operations divisions concurrently; it makes good sense to integrate the two functions considering that she has been effectively looking after both ends. The reality that both divisions currently have significant distinctions over allotment of resources recommends that this integration might be able to produce harmony specifically as Lewis would certainly be heading both ends.However there are different downsides of this action specifically as it would certainly put excessive problem over Lewis's shoulders. The fact that Lewis has to adapt her administration design for the advertising and marketing division suggests that these two divisions would be culturally diverse. Lewis might not be able to use one kind of leadership style to both departments which can result in ineffectiveness in either one of the 2 features.


An analysis of the 3 alternatives shows that integration of advertising as well as operations would not be a possible move as a result of the large differences between the two departments despite the fact that presently Lewis is taking care of both. While splitting up of the manufacturing function may have been a favorable move for the advertising and marketing division, the truth that it would certainly indicate putting a third function under Lewis's wing implies this ought to be stayed clear of too. The integration of the marketing department is the most effective alternative in terms of obtaining the ideal results from the department. An action prepare for this choice is gone over listed below.

Activity Strategy.
Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing function will certainly continue to be part of marketing under advertising and marketing feature.

Lewis will certainly separate herself from operations.

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

Open door plan as well as focus on cross department communication will certainly be targeted at removing dissonance.

Contingency strategy.

If the combination does not exercise as planned, a backup plan would certainly comply with which would divide the manufacturing feature from the marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing division without an SVP. In that case the production feature will most definitely be separated by putting it under an SVP production.