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The Toliza Museum Of Art Case Study Analysis

Background and Facts

The Toliza Museum Of Art a workplace products merchant for small and also moderate sized companies has actually recently been involved in preparing for a merging with its competitor Residence Deport, which has impacted performance levels in departmentswith the elderly supervisor associated with lawful problems put forth by the federal Trade Compensation. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the role in the future. With difficulties in the type of a possible social adjustment as well as reduced worker spirits, the organization is in need of a total reengineering effort at the marketing division.

Trouble Statement

The possible social change at the advertising department of The Toliza Museum Of Art is enhancing uncertainty in the working environment bring about various challenges for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting calculated decisions since Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Compensation's intervention while doing so. Given the truth that the shop has an international visibility with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations may be able to affect efficiency or calculated goals. Federal Profession Commission's antitrust suit versus the merger occupied useful time of the company's elderly management suggesting that 'political' factors can have significant ramifications for an international business.

Economic Factors: Economic factors such as the appearance of small businesses in the worldwide scenario recommend that The Toliza Museum Of Art is growing in an environment where there is potential development of organisations. Reality that store clients are primarily looking for office products for residence workplaces recommends that the market has a climbing trend of business owners and house based businesses.

Social factors: Social patterns in the economic situation show that consumers are searching for convenience as well as eye-catching costs. Market research shows how the consumer for The Toliza Museum Of Art does not have recognition about finding options which can provide a mix of convenience as well as low costs.

Technological factors: Technology plays a vital duty in The Toliza Museum Of Art's service method especially as the company is piloting Technology centers which would supply modern technology sales as well as assistance in the type of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Behavior problems can be seen in The Toliza Museum Of Art's case as highlighted in this area.

Concerns about cultural modification: There is apprehension regarding a cultural modification that would take place once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with most of the staff members currently showing unhappiness over this potential move. This expected adjustment has created anxiety in the office which has actually been coupled with the past stress of preparing the firm for a prospective merger with House Deport.

Difficult Job Environment for Newcomers: There is lack of workers that can match the demanding atmosphere of a busy company. Not just does this result in trouble in finding the best people, it puts anxiety on brand-new hires as can not withstand the pace as well as pressure that the organization expects them to bear.

Double Coverage Lines: Newbies find this business society cumbersome and difficult to deal with especially as populated line partnerships are meant to be weak generally and unbiased setting as well as performance evaluation is still done by the strong line supervisor. This suggests that beginners might lose clarity regarding their particular roles and objectives specifically as populated line reporting does not keep them in direct communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had actually been hypothesized that the latter would take Krasnow's position came as a blow to her morale. Lewis may have been qualified and also proper for the task yet the truth that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Fear & Task Instability: Concern and also instability can be identified as two significant worries that Lewis would be handling particularly as the merger has actually now be cancelled as well as 2 elderly execs of the advertising and marketing division would certainly be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining concerning a social modification yet would certainly additionally need to show herself in her new role.

Incompatible Monitoring Design of Leader: Lewis's monitoring design and its conflict with the advertising and marketing department's duty can additionally be seen as an OB obstacle particularly as she has been utilized to taking care of issues in the operations division where employees are educated to focus on procedures as well as obtain them. The marketing department on the other hand can be viewed as a group of individuals that are utilized to being supported by Krasnow who focused more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disputes between three divisions, advertising, merchandizing and operations respectively over the allowance of the advertising and marketing mix can be determined as another OB worry. Although the advertising and marketing department does not share the very same vision as the other 2 departments regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also procedures departments do not concur over the marketing mix allotment among each other either.

Fragmentation in Advertising Division: Disintegration between the advertising and marketing departments can be determined as another OB concern which could need additional attention. The fact that the marketing and advertising areas in the advertising department are disconnected is avoiding both departments from acquiring from each various other's experience and knowledge. Assimilation of advertising and marketing with merchandising as well as operations would come to be more difficult if the marketing division itself is degenerated which can be an additional prospective OB problem.

The Toliza Museum Of Art Analysis

Different concepts have been used to discuss the scenarios to get further clarity concerning the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers think that juniors are passive and lazy, have little ambition and resist adjustment. The hard version of this concept stressed threat, tight controls, dangers and also penalties. In time it produces low performance, subtle sabotage and competition (Bargain, 2003). Although the scenario at The Toliza Museum Of Art is not completely following Concept X, it can be seen that brand-new hires are finding this environment rather difficult which may eventually lead to a better disposition of the administration towards Concept X. As per McGregor's supported sight, which he called Concept Y, the necessary job of the management is to prepare organizational conditions to make sure that individuals can accomplish their own goals best by guiding their initiatives in the direction of business incentives. If people discover no contentment in their work, the administration would have little choice however to count on concept X and also outside control (Offer, 2003). Even while analyzing Lewis's management style, theory X might have been suitable in the operations department somewhat yet the Advertising and marketing division would call for dependence on Concept Y in order to get the creative thinking and also creativity from the groups.

Tuckman's Team effort Theory: As much as Lewis's problem regarding bringing harmony between the advertising and marketing and advertising department is concerned, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. By integrating the advertising and also advertising department's job, there might be the exact same first separate which can lead to the second stage of 'storming' where the teams test one another.

When individuals are provided with adjustment, they go into phase one and also so there may be emotions like despair, uncertainty, aggravation, rage, anxiety, denial as well as disorientation.The circumstance at the advertising and marketing division of The Toliza Museum Of Art is comparable so Lewis can get comfy with the concept that it is not remarkable behavior. It is during this phase that Lewis will certainly have to give advice to the division so that they can discover a feeling of instructions. It can be seen how Krasnow has already made this change much easier by making Lewis get included in the department a year prior to his actual departure.

Maslow's Demand hierarchy: The OB problem pertaining to instability at the workplace has been activated firstly by the adjustment in administration as well as secondly by the reality that the merging will no more be initiated. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has goes over the value of 'safety requires as being a lower level need of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to feel secure as well as safe' is at the second degree of demands. Before a staff member can be made to create emotionally, he needs to have his 'Physiological 'and 'Safety' needs met. This indicates that unless the personnel are made to feel secure regarding their existing employment standing in The Toliza Museum Of Art they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Toliza Museum Of Art Case Study

Ramification of Analysis.

The OB analysis has actually looked at different theories to understand how to cope with the existing scenario handy. The complying with three choices have been suggested to aid Lewis manage the organizational challenges in the advertising and marketing division. Each of these choices has been suggested for easing the transition required to bring the advertising division according to the demands of the market and also for making the cultural modification that would certainly comply with once the current leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and Manufacturing features. Combination of Advertising with Operations.

Analysis of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has knowledge in business-to-business marketing along with firm and also retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to take care of both advertising as well as advertising features.

The benefit of this strategy is that it will integrate both functions while lowering the need for working with an added resource for marketing. In addition to this, Lewis would certainly be heading the marketing division as well as all the same her substitute would certainly be required for the existing function that she is executing. The negative aspect of this choice is that exterior hiring might produce resentment from inner workers that might be considering the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Production: Given the affordable pressures and also high top quality job needed from the marketing company, it is suggested that Lewis needs to allow the manufacturing device to be a separate feature from the marketing unit. Given that most advertising and marketing firms had these 2 functions as different units, it makes even more feeling to comply with the standard.

Combination of Marketing with Workflows: Because Lewis is currently looking after the advertising and marketing and also procedures departments all at once; it makes sense to integrate both functions given that she has been efficiently dealing with both ends. The fact that the two divisions already have major distinctions over allowance of resources suggests that this combination might be able to cause harmony especially as Lewis would certainly be heading both ends.However there are various downsides of this move especially as it would certainly put too much burden over Lewis's shoulders. The reality that Lewis needs to adjust her administration style for the advertising and marketing division suggests that these 2 divisions would certainly be culturally varied. Lewis may not be able to apply one type of management design to both divisions which can result in inadequacy in either one of the two functions.


An examination of the 3 alternatives suggests that integration of advertising and also procedures would certainly not be a viable step as a result of the large distinctions in between the two divisions although that presently Lewis is taking care of both. While splitting up of the production function may have been a beneficial step for the advertising division, the reality that it would certainly imply putting a third feature under Lewis's wing suggests this need to be avoided. The integration of the marketing division is the very best choice in regards to getting the optimal results from the department. An action prepare for this alternative is reviewed below.

Activity Strategy.

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

Marketing and advertising functions would certainly be combined.

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

Production feature will remain component of advertising and marketing under advertising feature.

Lewis will certainly divide herself from procedures.

An autonomous leadership design with employee empowerment will be made use of in marketing division.

Open up door policy and also focus on cross department interaction will certainly be focused on getting rid of disharmony.

Backup plan.

If the assimilation does not work out as planned, a contingency strategy would follow which would certainly separate the manufacturing function from the advertising feature to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the advertising and marketing division without an SVP. In that case the production function will certainly be divided by placing it under an SVP production.