The Toliza Museum Of Art Case Study Analysis


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The Toliza Museum Of Art Case Study Solution

Background and Facts

The Toliza Museum Of Art an office products seller for small as well as moderate sized organisations has actually just recently been involved in planning for a merging with its competitor Home Deport, which has actually affected effectiveness degrees in departmentswith the senior manager involved in legal issues put forth by the federal Trade Compensation. With the Advertising Head advancing the news of his departure from the business in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the future. With difficulties in the form of a potential cultural modification and low employee spirits, the organization requires a complete reengineering initiative at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising department of The Toliza Museum Of Art is enhancing unpredictability in the workplace causing different difficulties for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing tactical decisions given that Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's treatment at the same time. Provided the reality that the store has a worldwide visibility with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may be able to impact efficiency or calculated objectives. Federal Trade Commission's antitrust match against the merging took up valuable time of the organization's elderly management recommending that 'political' factors can have significant implications for a global company.

Economic Factors: Economic factors such as the appearance of local business in the global situation recommend that The Toliza Museum Of Art is flourishing in a setting where there is possible development of businesses. In addition to this, reality that shop consumers are primarily trying to find workplace supplies for home offices recommends that the marketplace has a rising pattern of entrepreneurs and home businesses.

Social factors: Social fads in the economic climate reveal that clients are seeking ease along with appealing prices. Marketing research shows how the customer for The Toliza Museum Of Art does not have awareness concerning locating remedies which can supply a mix of convenience and inexpensive.

Technological factors: Technology plays a vital function in The Toliza Museum Of Art's business strategy specifically as the organization is piloting Innovation facilities which would provide innovation sales and support in the form of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

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

Uneasiness regarding cultural adjustment: There is worry regarding a social modification that would certainly occur once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with a lot of the personnel currently revealing discontent over this prospective relocation. This predicted change has developed anxiety in the office which has been combined with the previous anxiety of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is scarcity of employees that can match the stressful setting of a fast-paced organization. Not only does this lead to trouble in locating the best people, it puts tension on brand-new hires as can not hold up against the rate as well as stress that the organization anticipates them to bear.

Dual Reporting Lines: Newbies locate this organizational society troublesome and tough to handle specifically as populated line relationships are indicated to be weaker in general and also objective setup and also performance assessment is still done by the solid line manager. This indicates that beginners could shed clearness concerning their corresponding functions as well as goals particularly as dotted line coverage does not maintain them in straight interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and also appropriate for the job however the fact that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Worry & Task Insecurity: Concern as well as insecurity can be determined as two significant worries that Lewis would certainly be dealing with especially as the merger has actually now be terminated and also two senior executives of the marketing division would be leaving. The whole responsibility of the department would be falling on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural modification but would likewise have to prove herself in her brand-new role.

Inappropriate Administration Style of Leader: Lewis's administration design and also its conflict with the advertising division's role can also be viewed as an OB obstacle particularly as she has been made use of to taking care of concerns in the procedures division where workers are instructed to concentrate on procedures and also obtain them right. The marketing department on the other hand can be seen as a group of people who are used to being supported by Krasnow who focused a lot more on outcome than processes.

Interdepartmental Disputes: Interdepartmental differences between 3 divisions, marketing, merchandizing and also procedures respectively over the allotment of the marketing mix can be recognized as one more OB problem. The advertising department does not share the same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allotment among one another either.

Disintegration in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be determined as one more OB problem which can need more interest. The reality that the advertising and marketing areas in the advertising and marketing division are disconnected is avoiding both departments from gaining from each various other's experience as well as knowledge. Combination of advertising with retailing and procedures would end up being harder if the marketing division itself is disintegrated which can be another prospective OB worry.

The Toliza Museum Of Art Analysis

Different concepts have actually been utilized to explain the situations to get more quality about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that subordinates are easy and also lazy, have little ambition and stand up to change. The circumstance at The Toliza Museum Of Art is not totally adhering to Concept X, it can be seen that new hires are finding this setting instead difficult which might at some point lead to a greater disposition of the management in the direction of Theory X. Also while examining Lewis's management style, theory X may have been appropriate in the procedures department to some level however the Advertising and marketing division would require reliance on Concept Y in order to obtain the imagination and creativity from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's problem about bringing harmony in between the marketing and advertising department is worried, this would at first bring about clash as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the first phase of team growth, people may not bond, as they are busy locating their location in the team. By incorporating the marketing and advertising department's job, there may coincide initial disconnect which can result in the 2nd stage of 'storming' where the teams challenge each other. However, it is only throughout the 3rd stage or 'norming' when they would certainly collaborate to share ideas before the team can cause harmony in the fourth phase 'doing'.

When people are presented with modification, they go into phase one and so there may be feelings like unhappiness, unpredictability, aggravation, temper, worry, denial and also disorientation.The situation at the marketing department of The Toliza Museum Of Art is comparable so Lewis can obtain comfy with the suggestion that it is not amazing behavior. It is during this phase that Lewis will have to provide support to the department so that they can find a sense of direction. It can be seen just how Krasnow has already made this shift simpler by making Lewis get included in the department a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has talks about the value of 'safety and security needs as being a reduced level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and also out of danger' is at the 2nd level of demands. Before a worker can be made to develop psychologically, he requires to have his 'Physiological 'as well as 'Security' needs satisfied.

SWOT Analysis for The Toliza Museum Of Art Case Study

Ramification of Analysis.

The OB analysis has taken a look at numerous concepts to recognize exactly how to cope with the existing scenario at hand. The following 3 options have been recommended to help Lewis deal with the organizational obstacles in the marketing department. Each of these choices has actually been recommended for relieving the transition needed to bring the advertising and marketing division according to the requirements of the marketplace and for making the social change that would follow as soon as the current leader leaves.

Combination of marketing and advertising functions. Separating Adverting as well as Manufacturing functions. Combination of Advertising And Marketing with Operations.

Analysis of Alternatives.

Combination of Marketing & Marketing Functions: The in-house advertising and marketing company of The Toliza Museum Of Art is currently strength for the company in terms of saving up on overheads connected to marketing as well as promotion. Considering that no new recruitment has actually been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the advertising function, this is a beneficial possibility for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has expertise in business-to-business advertising along with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both marketing and advertising features.

The advantage of this method is that it will incorporate the two features while reducing the need for employing an extra source for advertising. Lewis would certainly be heading the marketing division as well as in any kind of case her replacement would be required for the present duty that she is carrying out. The disadvantage of this option is that exterior hiring might cause resentment from inner employees who may be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Manufacturing: Provided the affordable pressures and also top quality work needed from the advertising agency, it is recommended that Lewis needs to enable the manufacturing device to be a different function from the advertising unit. Given that a lot of ad agency had these two features as different units, it makes more sense to comply with the standard. In addition to this, both functions may have the ability to concentrate on their core triggers extra efficiently. The downside of this strategy would be that added prices would have to be borne for establishing up separate manufacturing features. In addition to this, a production head might need to be worked with which might enhance expenses for the company.

Assimilation of Advertising with Procedures: Since Lewis is currently taking care of the advertising and also procedures departments all at once; it makes sense to incorporate both features given that she has been effectively taking care of both ends. The truth that both departments currently have significant distinctions over allowance of sources recommends that this integration may have the ability to produce consistency specifically as Lewis would certainly be heading both ends.However there are different disadvantages of this step especially as it would certainly put excessive concern over Lewis's shoulders. The truth that Lewis has to adapt her management style for the advertising and marketing division recommends that these two divisions would be culturally varied. In addition to this, Lewis might not be able to use one sort of leadership style to both departments which can lead to inadequacy in either among the two features.


An assessment of the three alternatives indicates that assimilation of marketing and procedures would not be a possible action due to the huge distinctions in between the two divisions in spite of the reality that presently Lewis is taking care of both. While separation of the manufacturing function may have been a positive relocation for the marketing division, the fact that it would certainly mean positioning a third feature under Lewis's wing indicates this ought to be stayed clear of.

Action Strategy.
Lewis will certainly take over the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Production feature will stay component of advertising under advertising function.

Lewis will divide herself from procedures.

An autonomous management style with worker empowerment will certainly be used in advertising department.

Open up door plan and focus on cross departmental communication will certainly be focused on removing discord.

Backup plan.

If the integration does not exercise as planned, a contingency plan would adhere to which would certainly divide the manufacturing function from the marketing function to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. Because case the manufacturing function will most definitely be divided by positioning it under an SVP manufacturing.