The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium Case Study Solution


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The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium Case Study Analysis

Background and Facts

The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium an office materials retailer for little and medium sized services has just recently been associated with planning for a merging with its competitor House Deport, which has influenced effectiveness degrees in departmentswith the senior manager associated with legal problems presented by the federal Trade Compensation. With the Advertising and marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the future. With challenges in the form of a potential cultural change and low staff member morale, the organization needs a complete reengineering initiative at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the marketing division of The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium is boosting unpredictability in the working environment bring about numerous challenges for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical choices since Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Profession Compensation's intervention at the same time. Given the reality that the shop has an international presence with branches in UK, USA, Canada as well as Germany, political consider each of these nations may have the ability to influence efficiency or critical objectives. Federal Trade Payment's antitrust fit versus the merger occupied useful time of the organization's senior administration suggesting that 'political' factors can have severe ramifications for a global business.

Economic Factors: Economic factors such as the emergence of small companies in the worldwide situation recommend that The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium is flourishing in an environment where there is potential development of services. Reality that shop consumers are mostly looking for workplace materials for home workplaces recommends that the market has an increasing fad of entrepreneurs as well as residence based companies.

Social factors: Social trends in the economic situation reveal that consumers are trying to find convenience along with eye-catching prices. Market research demonstrates how the client for The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium does not have understanding concerning discovering options which can provide a combination of comfort as well as inexpensive.

Technical factors: Modern technology plays an important function in The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium's business strategy specifically as the company is piloting Technology centers which would certainly provide innovation sales as well as assistance in the kind of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Business Actions problems can be seen in The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium's case as highlighted in this section.

Apprehensions regarding social adjustment: There is concern regarding a social change that would certainly happen as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the employee already showing discontent over this possible action. This expected modification has created anxiety in the workplace which has actually been combined with the previous stress and anxiety of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is shortage of employees that can match the stressful atmosphere of a fast-paced organization. Not only does this result in trouble in locating the right individuals, it puts tension on new hires as can not withstand the rate as well as stress that the company expects them to birth.

Twin Reporting Lines: Newbies find this business society difficult and difficult to manage particularly as dotted line relationships are indicated to be weak generally and also objective setting as well as efficiency examination is still done by the strong line manager. This indicates that novices might lose clearness about their respective duties and also purposes especially as populated line reporting does not maintain them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been hypothesized that the latter would certainly take Krasnow's setting came as an impact to her morale. Lewis might have been capable and ideal for the job yet the reality that Kransnow's departure would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Task Instability: Fear and also insecurity can be identified as two major worries that Lewis would certainly be managing especially as the merging has actually now be terminated and two senior executives of the advertising and marketing department would certainly be leaving. The whole duty of the department would be falling on Lewis's shoulders that would not simply be in charge of brining concerning a cultural change but would likewise have to verify herself in her new role.

Incompatible Management Design of Leader: Lewis's monitoring design and its conflict with the marketing department's duty can additionally be seen as an OB difficulty particularly as she has been made use of to taking care of concerns in the operations department where employees are shown to focus on processes as well as get them. The advertising and marketing division on the other hand can be viewed as a group of people that are made use of to being nurtured by Krasnow that concentrated much more on result than procedures.

Interdepartmental Arguments: Interdepartmental disagreements between three divisions, advertising, merchandizing and operations specifically over the allowance of the marketing mix can be recognized as another OB concern. Although the advertising division does not share the same vision as the various other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and also operations departments do not agree over the marketing mix allotment amongst each other either.

Disintegration in Marketing Department: Disintegration between the advertising and marketing departments can be recognized as another OB issue which might need further focus. The truth that the marketing and advertising sections in the advertising and marketing division are detached is protecting against both departments from getting from each other's experience and also expertise. Assimilation of marketing with retailing and also procedures would certainly become harder if the marketing department itself is degenerated which can be another potential OB problem.

The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium Analysis

Various concepts have been used to explain the scenarios to get additional clearness concerning the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that juniors are easy as well as lazy, have little aspiration and also resist adjustment. The difficult version of this concept highlighted browbeating, limited controls, dangers as well as penalties. With time it generates low productivity, subtle sabotage and also rivalry (Offer, 2003). Although the circumstance at The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium is not completely adhering to Theory X, it can be seen that new hires are finding this environment rather difficult which might eventually result in a greater disposition of the monitoring towards Concept X. According to McGregor's supported view, which he called Concept Y, the crucial job of the monitoring is to set up business problems to ensure that people can attain their own goals best by routing their efforts in the direction of business incentives. If individuals discover no fulfillment in their work, the administration would certainly have little choice but to count on concept X and also outside control (Offer, 2003). Even while examining Lewis's management style, theory X might have appropriated in the operations department somewhat however the Advertising department would certainly need reliance on Concept Y so as to get the imagination and also originality from the teams.

Tuckman's Teamwork Theory: As for Lewis's worry regarding bringing harmony between the advertising and marketing department is worried, this would initially bring about conflict as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the preliminary phase of group growth, people may not bond, as they are busy discovering their location in the team. By combining the marketing and advertising division's work, there might coincide preliminary detach which could bring about the 2nd stage of 'storming' where the teams challenge one another. However, it is only throughout the 3rd phase or 'norming' when they would certainly come together to share concepts before the group can cause synergy in the fourth stage 'performing'.

When people are provided with adjustment, they get in stage one as well as so there may be emotions like sadness, uncertainty, frustration, rage, fear, rejection and also disorientation.The circumstance at the advertising division of The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium is comparable so Lewis can obtain comfortable with the concept that it is not remarkable habits. It is during this stage that Lewis will have to give assistance to the division so that they can discover a sense of direction. It can be seen exactly how Krasnow has actually already made this transition much easier by making Lewis obtain included in the division a year before his actual departure.
Vrio Analysis
Maslow's Need pecking order: The OB issue pertaining to instability at the workplace has actually been triggered firstly by the modification in administration and also second of all by the truth that the merger will no longer be initiated. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has talks about the significance of 'safety and security needs as being a lower level demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to really feel protected and safe' is at the 2nd degree of demands. Prior to an employee can be made to develop emotionally, he requires to have his 'Physical 'as well as 'Security' requires satisfied. This indicates that unless the employees are made to really feel secure concerning their present employment condition in The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Battle Of The Alamodome Henry Cisneros And The San Antonio Stadium Case Study

Ramification of Analysis.

The OB analysis has taken a look at various theories to understand exactly how to handle the present situation available. The complying with three options have been proposed to help Lewis deal with the organizational difficulties in the advertising division. Each of these alternatives has been suggested for easing the change needed to bring the marketing department in accordance with the demands of the market and for making the social change that would follow as soon as the current leader leaves.

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

Assessment of Alternatives.

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

The benefit of this strategy is that it will certainly integrate the two features while minimizing the need for employing an additional resource for advertising and marketing. Along with this, Lewis would be heading the marketing division and in any case her substitute would be required for the current role that she is executing. The negative aspect of this alternative is that external hiring may produce animosity from internal workers that might be eying the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Provided the affordable pressures and also high top quality job called for from the advertising agency, it is recommended that Lewis should permit the production unit to be a separate function from the advertising and marketing unit. Considering that the majority of advertising companies had these 2 features as separate systems, it makes even more sense to follow the standard.

Assimilation of Marketing with Workflows: Given that Lewis is already looking after the marketing as well as operations divisions all at once; it makes good sense to incorporate the two features since she has been successfully caring for both ends. The fact that both departments currently have major differences over allocation of sources recommends that this integration may have the ability to bring about harmony specifically as Lewis would be heading both ends.However there are various negative aspects of this move particularly as it would place too much problem over Lewis's shoulders. The fact that Lewis needs to adapt her management design for the advertising and marketing department recommends that these 2 divisions would be culturally varied. Lewis may not be able to apply one type of leadership style to both departments which can result in ineffectiveness in either one of the 2 features.


An evaluation of the 3 choices indicates that integration of marketing and also procedures would certainly not be a viable step as a result of the substantial distinctions between the two departments although that currently Lewis is managing both. While separation of the production feature may have been a positive step for the advertising and marketing division, the truth that it would imply placing a third function under Lewis's wing means this need to be stayed clear of. The assimilation of the marketing department is the very best option in regards to getting the optimum results from the department. An action prepare for this alternative is talked about below.

Activity Plan.
Lewis will take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Production feature will certainly continue to be component of advertising under marketing function.

Lewis will certainly separate herself from operations.

A democratic management design with staff member empowerment will be utilized in advertising and marketing division.

Open up door policy and emphasis on cross departmental interaction will be targeted at getting rid of disharmony.

Backup plan.

If the assimilation does not exercise as intended, a backup plan would certainly follow which would divide the production feature from the advertising function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. In that case the production function will most definitely be separated by placing it under an SVP production.