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Talismark Case Study Analysis

Background and Facts

Talismark a workplace products store for little and also medium sized businesses has actually lately been involved in planning for a merger with its rival House Deport, which has affected efficiency levels in departmentswith the elderly manager involved in lawful problems put forth by the federal Profession Payment. With the Advertising Head advancing the news of his departure from the business in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the near future. With difficulties in the kind of a prospective cultural modification as well as low staff member morale, the organization needs a total reengineering initiative at the advertising and marketing division.

Problem Statement

The potential social adjustment at the advertising and marketing division of Talismark is enhancing uncertainty in the workplace causing various obstacles 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 role in influencing strategic choices considering that Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Profession Payment's treatment while doing so. Given the truth that the store has a worldwide existence with branches in UK, USA, Canada and Germany, political consider each of these countries may be able to influence performance or critical objectives. Federal Trade Payment's antitrust match versus the merging used up useful time of the company's elderly monitoring recommending that 'political' factors can have severe effects for a worldwide business.

Economic Factors: Financial factors such as the appearance of small businesses in the global circumstance recommend that Talismark is flourishing in an environment where there is possible growth of organisations. Fact that shop clients are mainly looking for workplace materials for residence workplaces recommends that the market has a climbing trend of business owners and also residence based businesses.

Social factors: Social fads in the economic situation show that clients are trying to find convenience along with eye-catching rates. Marketing research demonstrates how the consumer for Talismark lacks understanding about discovering solutions which can offer a combination of comfort and inexpensive.

Technological factors: Modern technology plays a crucial duty in Talismark's organisation method specifically as the company is piloting Modern technology facilities which would use technology sales and assistance in the form of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Habits issues can be seen in Talismark's case as highlighted in this section.

Concerns regarding social adjustment: There is apprehension regarding a cultural adjustment that would happen once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with a lot of the team member currently showing discontent over this potential move. This predicted change has produced stress in the work environment which has actually been coupled with the past stress of preparing the company for a prospective merging with Residence Deport.

Stressful Job Setting for Newcomers: There is shortage of personnel that can match the stressful setting of a busy organization. Not only does this bring about difficulty in discovering the appropriate individuals, it places stress and anxiety on new hires as can not endure the speed as well as stress that the company anticipates them to birth.

Double Reporting Lines: Novices locate this organizational culture difficult and challenging to handle particularly as populated line connections are meant to be weaker in general as well as objective setting as well as performance assessment is still done by the strong line supervisor. This means that newcomers might shed clearness regarding their corresponding functions as well as objectives especially as dotted line coverage does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been hypothesized that the last would take Krasnow's placement came as an impact to her morale. Lewis might have been qualified and suitable for the work but the reality that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Task Instability: Anxiety and instability can be recognized as 2 major concerns that Lewis would be handling particularly as the merging has actually currently be terminated and 2 elderly executives of the advertising and marketing department would be leaving. The entire obligation of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining about a cultural modification however would likewise have to verify herself in her new function.

Incompatible Administration Design of Leader: Lewis's management style and its conflict with the advertising department's role can also be viewed as an OB obstacle particularly as she has been utilized to managing problems in the procedures department where workers are instructed to concentrate on processes and get them right. The advertising and marketing division on the various other hand can be viewed as a team of individuals that are used to being nurtured by Krasnow who concentrated much more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental differences between 3 divisions, advertising, merchandizing as well as procedures specifically over the allowance of the advertising mix can be determined as an additional OB issue. The advertising and marketing department does not share the exact same vision as the other 2 departments relating to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation amongst one another either.

Fragmentation in Advertising Department: Disintegration between the marketing and advertising divisions can be recognized as one more OB issue which could need further focus. The truth that the advertising and marketing sections in the marketing division are separated is protecting against both departments from gaining from each various other's experience and knowledge. Integration of marketing with retailing and operations would certainly end up being more difficult if the advertising and marketing department itself is broken down which can be one more possible OB concern.

Talismark Analysis

Various concepts have actually been utilized to describe the scenarios to obtain additional clarity concerning the circumstance available.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that staffs are easy and careless, have little ambition and withstand adjustment. The difficult version of this theory emphasized threat, tight controls, threats as well as penalties. Over time it produces low performance, subtle sabotage and also rivalry (Bargain, 2003). The circumstance at Talismark is not entirely following Concept X, it can be seen that brand-new hires are finding this setting rather difficult which may at some point lead to a better inclination of the administration towards Theory X. According to McGregor's promoted sight, which he called Concept Y, the crucial job of the monitoring is to arrange business conditions to ensure that people can attain their very own goals best by directing their efforts in the direction of business incentives. If individuals discover no complete satisfaction in their work, the management would have little choice however to rely on theory X and also exterior control (Deal, 2003). Even while examining Lewis's management style, concept X may have been suitable in the procedures department somewhat but the Marketing department would certainly require reliance on Concept Y so as to get the creative thinking as well as creativity from the groups.

Tuckman's Team effort Theory: As far as Lewis's issue regarding bringing harmony in between the advertising and marketing and advertising division is worried, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. By incorporating the advertising and marketing and also advertising and marketing division's work, there might be the very same first separate which can lead to the 2nd stage of 'storming' where the groups test one another.

Bridges' Change Design: Based On William Bridge's theory (appendix 4), people are fairly unpleasant with change, which is noticeable by the scenario at Talismark The situation can be viewed as a normal training course of life if is researched as per Bridge's concept where he discusses that people undergo 3 stages of transition when they experience change. 'Ending, losing as well as Releasing', The Neutral Area and 'The New Starting' (Bridges, 2004). When people exist with change, they go into stage one and so there may be feelings like sadness, uncertainty, aggravation, anger, fear, denial as well as disorientation.The scenario at the marketing division of Talismark is similar so Lewis can get comfortable with the idea that it is not extraordinary habits. In the second phase, there may be a need to bridge the space between the brand-new and also old society so Lewis might need to encounter this experience when Krasnow leaves. There might be low morale and reduced productivity at this stage which ought to not be taken as a problem. It is during this phase that Lewis will certainly have to provide guidance to the department so that they can locate an orientation. It can be seen just how Krasnow has actually already made this transition simpler by making Lewis get involved in the department a year before his actual departure. According to Bridges' Model, phase three will bring about openness to discovering, High energy and also dedication as people will embrace the change (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has talks about the importance of 'protection needs as being a lower degree requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and out of danger' is at the second degree of requirements. Before an employee can be made to develop emotionally, he needs to have his 'Physical 'and also 'Safety and security' needs met.

SWOT Analysis for Talismark Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at numerous theories to understand just how to cope with the present situation available. The adhering to 3 options have been proposed to aid Lewis handle the business obstacles in the marketing department. Each of these alternatives has actually been suggested for reducing the shift needed to bring the marketing department in line with the needs of the marketplace and also for making the social adjustment that would certainly adhere to when the present leader leaves.

Combination of marketing and advertising functions. Separating Adverting and Manufacturing functions. Assimilation of Marketing with Workflow.

Evaluation of Alternatives.

Assimilation of Marketing & Advertising And Marketing Functions: The internal marketing company of Talismark is currently toughness for the company in regards to saving up on expenses associated with marketing and also promo. Because no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising function, this is a beneficial chance for integrating the marketing and advertising features. Judith Shapiro that has earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business marketing together with firm and also retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both marketing and advertising functions.

The advantage of this method is that it will incorporate the two features while lowering the need for hiring an additional resource for advertising and marketing. In addition to this, Lewis would certainly be heading the advertising department and also all the same her substitute would be required for the present duty that she is doing. The negative aspect of this option is that external hiring might produce bitterness from inner personnel who may be looking at the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Provided the competitive stress as well as high quality work called for from the marketing agency, it is recommended that Lewis ought to enable the manufacturing system to be a separate feature from the marketing device. Given that many advertising and marketing agencies had these 2 functions as different systems, it makes more feeling to adhere to the norm.

Combination of Advertising with Workflows: Considering that Lewis is already caring for the advertising and marketing and operations departments all at once; it makes good sense to integrate both functions since she has actually been effectively looking after both ends. The truth that the two departments currently have major differences over allowance of resources recommends that this integration might be able to produce consistency especially as Lewis would certainly be heading both ends.However there are various downsides of this relocation especially as it would put way too much worry over Lewis's shoulders. The reality that Lewis needs to adapt her monitoring design for the advertising and marketing division recommends that these two departments would certainly be culturally varied. Lewis might not be able to apply one kind of leadership design to both divisions which might result in inadequacy in either one of the two features.


An analysis of the three alternatives indicates that assimilation of marketing and also procedures would not be a viable step due to the vast differences between both departments although that presently Lewis is managing both. While splitting up of the production feature may have been a beneficial relocation for the marketing department, the fact that it would certainly imply positioning a 3rd feature under Lewis's wing implies this should be prevented. The integration of the advertising and marketing department is the very best choice in regards to obtaining the ideal results from the division. An activity prepare for this alternative is talked about listed below.

Action Plan.

Lewis will certainly take control of the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be merged.

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

Production feature will stay part of advertising and marketing under advertising and marketing function.

Lewis will certainly separate herself from procedures.

A democratic leadership design with employee empowerment will be utilized in marketing department.

Open up door policy and also focus on cross department interaction will be targeted at removing dissonance.

Backup strategy.

If the assimilation does not work out as intended, a backup plan would certainly comply with which would divide the production feature from the advertising function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the production function will certainly be separated by positioning it under an SVP production.