Team 1/3

Content

Problem Statement

Background review of both organization

Symptoms of culture

Structure of Organisations

Conclusion

Problem Statement

After a year in his new role as General Manager in Tchoukball Association of

Singapore, Jeff started making heads turn with his foresight and strategic
planning.

He has recently been approached by a head-hunting firm to move over to

Adidas to manage one of the Concept Stores.

Jeff is uncertain of the implications over such a move. Seeing that the Job
Scope & Pay is similar, what other information should he seek before making
his decision?

Background Review
T.B.A.S

Strategic goals

Strategic goals

Small amount of stakeholders

consisting of:

To promote their brand as a global

leader in the sporting goods industry.

Volume and type of stakeholders

Large amount of stakeholders

consisting of:

Athletes

Consumer (athletes and others)

Sponsors

Investors

Staff

Staff

Schools

Sponsored teams/events

Equipment used

To promote the sport recreationally

and competitively.

Volume and type of stakeholders

Adidas

Basic and specialized tchoukball gear

Equipment used

In housed equipment

Symptoms of culture (T.B.A.S)

Environment

Office. Indoor and outdoor courts (schools and stadiums)

Accessible

Artifact

Table & Chairs

Court
Frame

Language

Formal when liaising with external parties

Informal when with fellow staff (to a certain extent)

Documents

Score sheets
Athlete particulars
Schedules & Fixtures

Logos

Recognized as a brand/association

Symptoms of culture (T.B.A.S)

Heroes

Mr Rezal, President of TBAS Committee

Stories

Politics (rumors and gossip)

Legends

No legend in sport

Rituals

Rites

Warming up
Show of appreciation to staffs and the team members (before and after
comps)
Comps
Polite
IVP
APYTC

Symptoms of culture (Adidas)

Environment

Island wide outlets (Heartland Malls)

Accessible: Located near to MRT stations/bus stops

Artifact

Display racks
Posters/banners
Mannequins
Cashier Equipment

Language

Customer approach
Customer Service
Polite Manner
Hand gestures

Documents

Logos

Promotional material:
Flyers/Banner/ Pamphlets/Newsletter
Sending emails within the organizations such as
Schedule, Important messages, etc.
The Three Stripes
The Trefoil
The Triangle

Symptoms of culture (Adidas)

Heroes

Every sports, there will be one hero that has a story.

e.g. Zinedine Zidane

Stories

Someone was fined because he was caught wearing Nike apparels

instead of Adidas.

Legends

1948, after a rift between the brothers widened. Rudolf left the company
to found Puma while Adolf Dassler renamed the company after his own
nickname.

Rituals

Weekly and monthly meetings

Standardize work attire

Rites

Dinner & Dance

Marathon: Adidas King of The Road

Structure of organization (T.B.A.S)

Work specialization

Departmentalization

Low work specialization

High amount of department

Chain of command

President General Secretary

Treasurer

Coaches
Partnerships
Referees Committee
Merc & membership

Span of Control

Centralization and Decentralization

Low (small employee to employer ratio)

Decentralize

Formalization

Have guidelines but has to be flexible

Structure of organization (Adidas)

Work specialization

Executive board

Supervisory board

Shop managers

Assistant Manager

Workers
(Full-time/Part-time)
- Cashier
- Sales Assistant

Departmentalization

Assigning people to various departments based on their capability of explaining Adidas

apparels, manufacturing.

Chain of command

All managers have to report to the higher level .

e.g. from various outlets manager have to report to those of higher level up till executive
board.

Structure of organization (Adidas)

Span of Control

1 manager : 5 staff

As smaller group, easier to handle/ communicate

More experience staff, lesser supervision required.

Centralization and Decentralization

Centralization Decision-making on product, media promotion and advertising etc.

Decentralization Staff working schedule which they are able to state their availability to
work.

Formalization

Selection of new staff

On-job training

General Policies

Rules & regulations

Conclusion/Recomendation

He should take the offer to move to Addidas

He would have a lower span of control

More focus on only the store itself

Less work effort for same pay

Has higher chance of moving up the cooperate ladder