Talismark Case Study Solution


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Talismark Case Study Help

Background and Facts

Talismark a workplace products store for little and also average sized organisations has recently been involved in preparing for a merger with its competitor Residence Deport, which has actually impacted performance levels in departmentswith the elderly manager involved in lawful problems presented by the federal Trade Commission. With the Advertising Head advancing the information of his departure from the business in one year, Jeannie Lewis, the current head of procedures has been asked to take the role in the future. With obstacles in the form of a prospective social adjustment as well as low worker morale, the organization is in need of a full reengineering effort at the advertising and marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural change at the marketing department of Talismark is enhancing unpredictability in the workplace resulting in numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting calculated choices since Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Trade Commission's intervention while doing so. Provided the truth that the store has a global presence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may be able to affect efficiency or tactical objectives. Federal Trade Compensation's antitrust match versus the merging took up beneficial time of the organization's senior management suggesting that 'political' factors can have serious ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the introduction of small businesses in the global circumstance suggest that Talismark is growing in an atmosphere where there is possible growth of businesses. Reality that shop consumers are mostly looking for office products for residence workplaces suggests that the market has a rising trend of business owners and also house based services.

Social factors: Social trends in the economic climate reveal that customers are trying to find convenience as well as eye-catching costs. Marketing research shows how the consumer for Talismark lacks awareness regarding discovering options which can offer a mix of ease and also inexpensive.

Technological factors: Innovation plays a vital function in Talismark's company technique particularly as the company is piloting Modern technology facilities which would certainly offer innovation sales and assistance in the form of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and Effects.

Several underlying Organizational Actions concerns can be seen in Talismark's case as highlighted in this section.

Apprehensions about social adjustment: There is apprehension regarding a cultural adjustment that would happen once Todd Krasnow leaves from his position as the Executive Vice President of Advertising with the majority of the employee currently showing discontent over this prospective move. This anticipated modification has actually produced tension in the office which has been paired with the past stress of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is lack of workers that can match the difficult setting of a hectic company. Not just does this bring about difficulty in locating the right people, it places stress and anxiety on new hires as can not stand up to the speed and stress that the organization anticipates them to birth.

Twin Coverage Lines: Beginners find this organizational society difficult and also tough to cope with especially as populated line relationships are implied to be weak generally as well as unbiased setting as well as performance evaluation is still done by the solid line manager. This suggests that beginners might shed clarity concerning their particular duties and goals specifically as populated line reporting does not keep them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the latter would take Krasnow's position came as a strike to her morale. Lewis may have been capable and also ideal for the job however the fact that Kransnow's separation would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Worry & Task Insecurity: Concern and also instability can be determined as two major concerns that Lewis would be managing specifically as the merger has currently be cancelled as well as two senior execs of the marketing department would certainly be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders that would not simply supervise of brining concerning a cultural modification however would also need to confirm herself in her new role.

Inappropriate Administration Design of Leader: Lewis's monitoring design as well as its conflict with the advertising and marketing department's role can also be seen as an OB challenge especially as she has actually been used to handling concerns in the procedures division where employees are taught to focus on procedures as well as get them. The marketing department on the other hand can be viewed as a group of people that are used to being nurtured by Krasnow that focused a lot more on result than procedures.

Interdepartmental Disputes: Interdepartmental disputes in between 3 departments, advertising, merchandizing and also operations specifically over the allocation of the advertising mix can be determined as another OB worry. The advertising and marketing department does not share the exact same vision as the various other two divisions relating to the aloocation of the advertising mix twoards promos and also advertsing, the merchandizing and also procedures divisions do not concur over the advertising and marketing mix appropriation amongst one another either.

Disintegration in Advertising Department: Disintegration in between the marketing and advertising departments can be recognized as another OB concern which can need further attention. The fact that the advertising and marketing sections in the advertising department are detached is protecting against both departments from gaining from each various other's experience and also knowledge. Integration of advertising and marketing with retailing and procedures would certainly become more difficult if the advertising and marketing division itself is broken down which can be one more prospective OB worry.

Talismark Analysis

Various theories have actually been made use of to discuss the situations to obtain more clearness concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of managers think that subordinates are passive as well as careless, have little passion and also resist adjustment. The scenario at Talismark is not totally adhering to Concept X, it can be seen that new hires are finding this atmosphere instead demanding which might eventually lead to a greater disposition of the management towards Concept X. Also while assessing Lewis's management design, concept X might have been ideal in the operations division to some level but the Advertising and marketing division would need dependence on Theory Y in order to get the creativity as well as originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's worry regarding bringing harmony between the advertising and marketing division is worried, this would originally lead to contrast as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, during the first stage of group growth, people might not bond, as they are active finding their place in the group. By incorporating the advertising and marketing division's job, there may be the same preliminary separate which could result in the 2nd phase of 'storming' where the groups test each other. It is just during the 3rd phase or 'norming' when they would come together to share ideas before the team can bring around synergy in the fourth stage 'executing'.

Bridges' Change Model: Based On William Bridge's concept (appendix 4), people are rather awkward with change, which is evident by the scenario at Talismark The scenario can be viewed as a normal course of life if is studied according to Bridge's theory where he describes that individuals undergo three stages of change when they experience adjustment. 'End, losing as well as Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals exist with modification, they go into stage one therefore there might be feelings like despair, unpredictability, frustration, rage, concern, denial as well as disorientation.The circumstance at the advertising division of Talismark is comparable so Lewis can obtain comfortable with the concept that it is not remarkable habits. In the 2nd phase, there might be a need to bridge the space between the brand-new and also old culture so Lewis might have to face this challenge as soon as Krasnow leaves. There may be low morale and reduced performance at this phase which ought to not be taken as a trouble. It is throughout this phase that Lewis will have to offer guidance to the division so that they can find an orientation. It can be seen how Krasnow has already made this shift much easier by making Lewis obtain involved in the division a year before his actual departure. As per Bridges' Model, stage 3 will certainly produce openness to discovering, High energy as well as commitment as people will embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has goes over the significance of 'safety and security needs as being a reduced level requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to feel safe and also out of danger' is at the second level of requirements. Before an employee can be made to create emotionally, he requires to have his 'Physiological 'and 'Security' needs satisfied.

SWOT Analysis for Talismark Case Study

Effects of Analysis.

The OB analysis has looked at numerous theories to comprehend how to deal with the present circumstance handy. The following 3 choices have been recommended to help Lewis manage the organizational challenges in the advertising division. Each of these options has actually been proposed for reducing the transition needed to bring the advertising and marketing division in line with the requirements of the market as well as for making the cultural adjustment that would certainly adhere to as soon as the present leader leaves.

Combination of advertising and marketing functions. Separating Adverting as well as Production functions. Assimilation of Advertising with Operations.

Assessment of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has expertise in business-to-business marketing along with agency as well as retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both advertising and marketing and also advertising and marketing functions.

The benefit of this approach is that it will certainly incorporate both functions while lowering the requirement for working with an extra source for marketing. In addition to this, Lewis would be heading the marketing division and also in any case her replacement would be required for the current function that she is executing. The downside of this alternative is that exterior hiring may bring about resentment from interior employees who might be eying the placement of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Production: Offered the competitive pressures and high quality job needed from the advertising agency, it is suggested that Lewis should permit the manufacturing unit to be a different feature from the marketing system. Since the majority of advertising companies had these two functions as different systems, it makes even more feeling to comply with the standard.

Combination of Advertising And Marketing with Procedures: Because Lewis is already caring for the advertising and marketing as well as operations departments concurrently; it makes good sense to integrate both features given that she has actually been efficiently caring for both ends. The reality that both divisions already have significant differences over allotment of resources recommends that this assimilation may be able to produce harmony particularly as Lewis would certainly be heading both ends.However there are different disadvantages of this action particularly as it would certainly put way too much problem over Lewis's shoulders. The truth that Lewis needs to adapt her management design for the marketing division suggests that these two divisions would be culturally diverse. In addition to this, Lewis might not be able to apply one sort of leadership design to both departments which might lead to ineffectiveness in either one of both functions.


An examination of the three choices suggests that assimilation of advertising and also procedures would certainly not be a possible action due to the vast distinctions between the 2 departments despite the fact that currently Lewis is handling both. While splitting up of the manufacturing function may have been a desirable relocation for the marketing department, the fact that it would indicate placing a third feature under Lewis's wing implies this ought to be prevented.

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

Marketing and advertising features would certainly be merged.

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

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

Lewis will certainly divide herself from procedures.

A democratic leadership design with staff member empowerment will be utilized in marketing division.

Open door plan and also emphasis on cross department interaction will certainly be aimed at removing disharmony.

Contingency strategy.

If the integration does not work out as prepared, a backup plan would adhere to which would separate the manufacturing function from the advertising feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. Because case the production function will absolutely be separated by positioning it under an SVP manufacturing.