The Toliza Museum Of Art Case Study Solution


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The Toliza Museum Of Art Case Study Solution

Background and Facts

The Toliza Museum Of Art an office products retailer for small and average sized services has recently been associated with preparing for a merger with its competitor Home Deport, which has actually affected effectiveness degrees in departmentswith the senior supervisor associated with lawful problems presented by the federal Profession Payment. With the Advertising and marketing Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With difficulties in the type of a possible cultural change as well as low worker morale, the organization requires a complete reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the advertising division of The Toliza Museum Of Art is boosting unpredictability in the workplace resulting in various challenges for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic choices considering that Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Profession Commission's treatment while doing so. Provided the reality that the store has a global existence with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries may have the ability to affect efficiency or critical goals. Federal Profession Payment's antitrust match versus the merger used up beneficial time of the organization's elderly management recommending that 'political' factors can have serious ramifications for a worldwide service.

Economic Factors: Economic factors such as the emergence of small businesses in the global situation recommend that The Toliza Museum Of Art is thriving in an environment where there is prospective growth of organisations. In addition to this, reality that store clients are primarily trying to find workplace products for home offices recommends that the market has a climbing pattern of entrepreneurs and also home based businesses.

Social factors: Social trends in the economy reveal that clients are searching for benefit in addition to eye-catching prices. Marketing research demonstrates how the customer for The Toliza Museum Of Art does not have understanding regarding finding options which can provide a combination of convenience as well as low costs.

Technical factors: Modern technology plays an essential role in The Toliza Museum Of Art's business approach especially as the organization is piloting Innovation centers which would offer modern technology sales and support in the form of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues and also Effects.

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

Concerns concerning social adjustment: There is concern about a social adjustment that would take place as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with the majority of the personnel currently showing discontent over this possible action. This anticipated change has created stress in the workplace which has actually been paired with the past anxiety of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is scarcity of personnel that can match the stressful setting of a hectic organization. Not only does this result in difficulty in discovering the right individuals, it puts tension on brand-new hires as can not stand up to the rate and also stress that the company expects them to birth.

Double Reporting Lines: Beginners find this business society difficult and also challenging to deal with particularly as dotted line relationships are indicated to be weaker as a whole and also unbiased setting and efficiency evaluation is still done by the strong line supervisor. This indicates that beginners might shed clearness about their respective duties as well as goals particularly as populated line reporting does not maintain them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles despite the fact that it had been guessed that the last would certainly take Krasnow's setting came as a blow to her spirits. Lewis might have been qualified and proper for the job however the fact that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Task Instability: Worry as well as instability can be determined as two significant issues that Lewis would be dealing with specifically as the merging has now be terminated and two senior executives of the advertising and marketing division would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders who would not just supervise of brining regarding a social modification but would additionally need to prove herself in her new function.

Inappropriate Monitoring Style of Leader: Lewis's management design and also its incompatibility with the marketing department's role can additionally be seen as an OB obstacle particularly as she has actually been used to managing concerns in the procedures division where employees are shown to concentrate on procedures and also obtain them. The marketing division on the other hand can be viewed as a team of individuals who are used to being nurtured by Krasnow that focused extra on output than processes.

Interdepartmental Differences: Interdepartmental disputes between three divisions, marketing, merchandizing and operations specifically over the allowance of the advertising and marketing mix can be recognized as an additional OB worry. Although the advertising and marketing division does not share the same vision as the other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and operations divisions do not agree over the advertising mix appropriation amongst one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the advertising and marketing departments can be recognized as an additional OB issue which can require additional focus. The reality that the marketing and advertising areas in the advertising and marketing division are separated is stopping both departments from acquiring from each other's experience as well as proficiency. Assimilation of advertising with retailing and operations would certainly end up being harder if the marketing division itself is degenerated which can be another potential OB worry.

The Toliza Museum Of Art Analysis

Numerous theories have been utilized to explain the circumstances to obtain more clearness concerning the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers think that subordinates are easy as well as lazy, have little aspiration and stand up to adjustment. The circumstance at The Toliza Museum Of Art is not completely following Theory X, it can be seen that brand-new hires are discovering this atmosphere instead demanding which might at some point lead to a greater disposition of the monitoring towards Concept X. Also while evaluating Lewis's management style, concept X might have been suitable in the procedures division to some degree yet the Marketing division would certainly require reliance on Theory Y in order to obtain the creative thinking as well as originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's problem about bringing harmony between the marketing and advertising division is worried, this would originally cause conflict as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, during the initial phase of team growth, individuals may not bond, as they are active discovering their place in the group. By incorporating the advertising and marketing division's job, there may be the same initial disconnect which might cause the 2nd stage of 'storming' where the groups test one another. It is just during the 3rd phase or 'norming' when they would certainly come with each other to share suggestions before the group can bring around harmony in the 4th phase 'executing'.

When individuals are provided with modification, they go into stage one and so there might be emotions like despair, uncertainty, aggravation, rage, worry, rejection and disorientation.The circumstance at the marketing department of The Toliza Museum Of Art is similar so Lewis can get comfy with the concept that it is not extraordinary actions. It is throughout this phase that Lewis will certainly have to offer support to the division so that they can locate a feeling of direction. It can be seen just how Krasnow has already made this change simpler by making Lewis get included in the department a year before his real departure.
Vrio Analysis
Maslow's Need power structure: The OB issue related to instability at the workplace has actually been caused first of all by the change in management as well as secondly by the reality that the merger will no longer be started. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the importance of 'safety and security requires as being a lower level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and also unharmed' is at the second level of needs. Before a staff member can be made to establish emotionally, he needs to have his 'Physiological 'as well as 'Safety and security' requires met. This suggests that unless the personnel are made to really feel safe and secure concerning their present employment status in The Toliza Museum Of Art they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Toliza Museum Of Art Case Study

Ramification of Analysis.

The OB analysis has checked out different concepts to understand how to cope with the present scenario at hand. The complying with 3 options have actually been suggested to assist Lewis manage the organizational obstacles in the marketing department. Each of these alternatives has been suggested for reducing the shift required to bring the marketing department according to the requirements of the marketplace and for making the social change that would comply with once the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting and Manufacturing features. Combination of Advertising with Procedures.

Assessment of Alternatives.

Combination of Marketing & Advertising Functions: The in-house advertising and marketing agency of The Toliza Museum Of Art is currently toughness for the organization in terms of saving up on expenses associated with advertising and marketing as well as promotion. Given that no new employment has been done after Bridget Cole's separation with the reporting line being directly appointed to Krasnow for the advertising function, this is a desirable opportunity for incorporating the marketing and advertising features. Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business advertising together with agency and retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both advertising and marketing functions.

The benefit of this method is that it will integrate both functions while decreasing the demand for working with an extra resource for advertising and marketing. Lewis would certainly be heading the advertising and marketing department and also in any kind of case her substitute would be required for the current duty that she is carrying out. The drawback of this choice is that external hiring might produce resentment from interior personnel who might be eying the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Manufacturing: Given the affordable pressures as well as premium quality job called for from the ad agency, it is advised that Lewis should enable the manufacturing system to be a separate function from the advertising and marketing unit. Considering that the majority of ad agency had these 2 features as separate systems, it makes more sense to adhere to the norm. In addition to this, both functions may have the ability to concentrate on their core activates much more effectively. However, the downside of this strategy would certainly be that added expenses would have to be borne for establishing different production features. In addition to this, a manufacturing head might need to be employed which could raise expenses for the company.

Integration of Advertising with Operations: Considering that Lewis is already dealing with the marketing and also procedures departments simultaneously; it makes good sense to integrate both features considering that she has been successfully looking after both ends. The reality that the two divisions already have major distinctions over appropriation of resources suggests that this integration may have the ability to produce harmony especially as Lewis would certainly be heading both ends.However there are various drawbacks of this step particularly as it would certainly put way too much problem over Lewis's shoulders. The fact that Lewis has to adjust her management style for the advertising department suggests that these 2 departments would be culturally diverse. Along with this, Lewis may not be able to use one kind of leadership style to both departments which can cause inefficiency in either among both features.


An examination of the 3 alternatives suggests that integration of marketing and procedures would certainly not be a viable step due to the vast distinctions between the two divisions despite the reality that currently Lewis is managing both. While separation of the manufacturing feature may have been a favorable move for the marketing department, the fact that it would certainly imply putting a 3rd function under Lewis's wing means this should be prevented.

Action Strategy.
Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Production feature will stay component of marketing under marketing feature.

Lewis will certainly separate herself from operations.

A democratic management style with worker empowerment will certainly be used in advertising division.

Open up door plan and focus on cross department communication will certainly be aimed at eliminating discord.

Contingency strategy.

If the integration does not work out as planned, a contingency plan would comply with which would divide the manufacturing feature from the advertising function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production feature will definitely be divided by placing it under an SVP manufacturing.