Tiny Prints Case Study Analysis


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Tiny Prints Case Study Solution

Background and Facts

Tiny Prints a workplace supplies seller for little as well as moderate sized organisations has actually just recently been associated with planning for a merger with its rival Residence Deport, which has actually impacted effectiveness levels in departmentswith the elderly supervisor involved in legal problems put forth by the government Profession Payment. With the Advertising Head putting forward the news of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the near future. With obstacles in the form of a prospective cultural modification and reduced employee spirits, the organization is in need of a total reengineering initiative at the marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The possible social adjustment at the marketing department of Tiny Prints is boosting unpredictability in the working environment resulting in various difficulties 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 duty in impacting strategic decisions given that Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Profession Commission's intervention in the process. Offered the reality that the store has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may have the ability to influence efficiency or tactical goals. Federal Profession Commission's antitrust suit against the merger used up valuable time of the organization's elderly management suggesting that 'political' factors can have severe implications for a global company.

Economic Factors: Economic factors such as the development of small businesses in the global situation suggest that Tiny Prints is prospering in a setting where there is possible development of services. Along with this, fact that shop customers are primarily looking for office materials for home offices suggests that the market has a climbing fad of business owners and home organisations.

Social factors: Social trends in the economic climate reveal that clients are trying to find benefit as well as attractive prices. Marketing research shows how the client for Tiny Prints does not have understanding concerning discovering solutions which can provide a mix of convenience and also inexpensive.

Technical factors: Modern technology plays an important function in Tiny Prints's service strategy particularly as the organization is piloting Technology facilities which would offer modern technology sales as well as support in the form of memory upgrades, peripheral installments. (Recap of INSECT in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Behavior issues can be seen in Tiny Prints's case as highlighted in this section.

Apprehensions concerning social modification: There is uneasiness concerning a social adjustment that would certainly happen when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with a lot of the team member already revealing unhappiness over this potential relocation. This predicted adjustment has actually developed tension in the workplace which has been paired with the previous tension of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is scarcity of workers that can match the difficult setting of a busy organization. Not just does this lead to problem in locating the appropriate people, it puts tension on new hires as can not stand up to the pace as well as stress that the organization anticipates them to bear.

Dual Coverage Lines: Beginners discover this organizational society difficult and challenging to deal with especially as dotted line connections are suggested to be weaker as a whole and also objective setting and also performance analysis is still done by the solid line manager. This means that newcomers might shed quality about their corresponding duties as well as goals especially as populated line coverage does not maintain them in straight interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the last would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been capable and also suitable for the task however the reality that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Work Insecurity: Anxiety and also instability can be identified as 2 significant issues that Lewis would certainly be dealing with particularly as the merging has actually currently be terminated as well as two elderly execs of the marketing department would be leaving. The entire duty of the division would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining concerning a social modification however would additionally have to prove herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's monitoring design and its conflict with the advertising department's role can also be seen as an OB difficulty specifically as she has actually been utilized to dealing with concerns in the procedures department where workers are instructed to concentrate on processes as well as obtain them right. The advertising and marketing division on the various other hand can be viewed as a group of individuals who are made use of to being nurtured by Krasnow that concentrated more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 departments, advertising, merchandizing and operations specifically over the allocation of the marketing mix can be identified as an additional OB problem. Although the marketing division does not share the exact same vision as the other two divisions regarding the aloocation of the marketing mix twoards promos and advertsing, the merchandizing as well as procedures divisions do not concur over the advertising and marketing mix allowance among one another either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing departments can be identified as one more OB issue which could need more attention. The reality that the marketing and advertising sections in the advertising and marketing division are disconnected is protecting against both divisions from gaining from each other's experience as well as expertise. Assimilation of advertising with retailing and operations would end up being more difficult if the advertising and marketing department itself is broken down which can be one more potential OB problem.

Tiny Prints Analysis

Different concepts have been made use of to explain the conditions to obtain further clearness concerning the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that subordinates are easy as well as careless, have little passion and also withstand change. The scenario at Tiny Prints is not totally following Concept X, it can be seen that new hires are discovering this atmosphere instead demanding which may at some point lead to a higher disposition of the administration towards Theory X. Even while analyzing Lewis's monitoring style, concept X may have been suitable in the procedures department to some degree yet the Advertising and marketing division would certainly require reliance on Concept Y in order to obtain the imagination and originality from the teams.

Tuckman's Synergy Concept: As for Lewis's issue regarding bringing consistency between the marketing and advertising division is concerned, this would initially bring about conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the first stage of team growth, individuals may not bond, as they are busy discovering their area in the group. By combining the advertising and marketing department's job, there might be the same preliminary detach which could result in the 2nd phase of 'storming' where the groups test each other. It is just throughout the 3rd stage or 'norming' when they would come together to share suggestions prior to the group can bring about synergy in the fourth stage 'doing'.

When individuals are provided with modification, they get in stage one as well as so there may be feelings like sadness, unpredictability, frustration, rage, worry, denial and disorientation.The situation at the marketing department of Tiny Prints is similar so Lewis can get comfy with the concept that it is not remarkable behavior. It is throughout this phase that Lewis will have to offer assistance to the division so that they can discover a sense of direction. It can be seen how Krasnow has actually already made this change much easier by making Lewis obtain entailed in the department a year before his real separation.
Vrio Analysis
Maslow's Demand power structure: The OB problem pertaining to insecurity at the office has been set off firstly by the change in management and second of all by the reality that the merging will certainly no more be launched. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has reviews the value of 'protection needs as being a lower level requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel secure as well as out of danger' is at the 2nd level of needs. Before a staff member can be made to establish mentally, he requires to have his 'Physical 'and also 'Safety' needs satisfied. This shows that unless the employees are made to really feel safe and secure about their current work status in Tiny Prints they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Tiny Prints Case Study

Ramification of Analysis.

The OB analysis has taken a look at various concepts to understand how to deal with the existing scenario available. The following 3 choices have been suggested to help Lewis take care of the business difficulties in the marketing department. Each of these alternatives has actually been recommended for alleviating the shift required to bring the advertising and marketing division in accordance with the demands of the marketplace and for making the cultural adjustment that would follow as soon as the existing leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting as well as Manufacturing features. Integration of Advertising with Operations.

Examination of Alternatives.

Assimilation of Advertising And Marketing & Advertising And Marketing Functions: The internal advertising firm of Tiny Prints is currently toughness for the organization in regards to conserving up on expenses associated with advertising as well as promotion. Because no brand-new recruitment has been done after Bridget Cole's departure with the reporting line being straight assigned 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 spoken with by Lewis during the earlier merger days has proficiency in business-to-business marketing along with firm and also retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and marketing functions.

The advantage of this method is that it will certainly incorporate the two functions while decreasing the requirement for working with an added resource for marketing. Along with this, Lewis would be heading the advertising and marketing division and also all the same her substitute would certainly be needed for the existing function that she is doing. The drawback of this choice is that outside hiring may produce resentment from inner personnel that might be looking at the setting of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Offered the competitive pressures and high quality job called for from the ad agency, it is recommended that Lewis must allow the production system to be a separate feature from the marketing system. Given that the majority of ad agency had these two features as different units, it makes even more feeling to adhere to the standard. In addition to this, both functions may have the ability to concentrate on their core activates extra successfully. The disadvantage of this approach would certainly be that added expenses would certainly have to be borne for setting up different production functions. In addition to this, a manufacturing head may need to be worked with which can boost overheads for the organization.

Integration of Marketing with Operations: Since Lewis is already taking treatment of the advertising and also procedures divisions simultaneously; it makes sense to integrate the 2 features because she has been successfully taking care of both ends. The truth that Lewis has to adjust her administration style for the marketing division recommends that these two divisions would be culturally varied.


An examination of the three choices suggests that integration of advertising and also operations would not be a feasible relocation due to the large differences between the two divisions despite the fact that currently Lewis is managing both. While splitting up of the manufacturing feature might have been a positive action for the marketing division, the fact that it would certainly imply positioning a third feature under Lewis's wing means this must be stayed clear of.

Activity Plan.
Lewis will certainly take control of the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be combined.

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

Production function will certainly remain component of advertising under advertising function.

Lewis will separate herself from operations.

A democratic management style with worker empowerment will certainly be utilized in marketing department.

Open up door plan and emphasis on cross departmental communication will be targeted at getting rid of discord.

Contingency plan.

If the integration does not exercise as intended, a contingency plan would certainly follow which would certainly divide the manufacturing function from the advertising and marketing feature to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the production function will definitely be separated by placing it under an SVP production.