Tiny Prints Case Study Solution


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Tiny Prints Case Study Help

Background and Facts

Tiny Prints an office materials store for little and also moderate sized businesses has lately been associated with planning for a merger with its competitor Home Deport, which has impacted effectiveness degrees in departmentswith the senior manager associated with legal complications presented by the government Trade Payment. With the Advertising Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the future. With challenges in the kind of a potential cultural modification as well as low employee spirits, the organization needs a full reengineering effort at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The potential social modification at the marketing department of Tiny Prints is increasing uncertainty in the workplace bring about different challenges for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting critical decisions because Stapes Inc. had to desert its plans of combining with Workplace Deport after the Federal Profession Compensation's intervention at the same time. Offered the truth that the shop has a global visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to impact efficiency or strategic objectives. Federal Profession Payment's antitrust suit versus the merging took up important time of the company's elderly management recommending that 'political' factors can have severe ramifications for a global company.

Economic Factors: Financial factors such as the development of small businesses in the international scenario suggest that Tiny Prints is flourishing in a setting where there is potential development of services. Reality that shop customers are mainly looking for workplace materials for house workplaces recommends that the market has a rising pattern of business owners as well as house based companies.

Social factors: Social patterns in the economic climate reveal that consumers are seeking comfort as well as eye-catching prices. Market research shows how the customer for Tiny Prints does not have understanding concerning finding options which can supply a combination of convenience and inexpensive.

Technological factors: Technology plays a vital function in Tiny Prints's organisation approach specifically as the organization is piloting Modern technology centers which would certainly use technology sales and also assistance in the type of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Business Habits problems can be seen in Tiny Prints's case as highlighted in this section.

Apprehensions concerning cultural adjustment: There is concern regarding a cultural modification that would occur once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with most of the employee already showing discontent over this potential action. This anticipated adjustment has created anxiety in the workplace which has been paired with the previous stress of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is lack of employees that can match the demanding setting of a fast-paced organization. Not just does this result in difficulty in locating the ideal individuals, it puts anxiety on new hires as can not stand up to the rate and also stress that the organization expects them to birth.

Twin Coverage Lines: Beginners locate this organizational society cumbersome and hard to cope with especially as dotted line connections are suggested to be weaker generally and also objective setup as well as performance analysis is still done by the strong line supervisor. This implies that newcomers can lose clearness regarding their corresponding roles as well as objectives particularly as dotted line reporting does not keep them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had been hypothesized that the last would certainly take Krasnow's position came as a blow to her spirits. Lewis might have been qualified as well as appropriate for the work yet the fact that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Fear & Job Instability: Fear as well as instability can be identified as 2 significant issues that Lewis would certainly be taking care of specifically as the merging has currently be terminated and two elderly execs of the advertising and marketing division would be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders that would not just supervise of brining concerning a social change yet would also need to confirm herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's management style as well as its incompatibility with the advertising and marketing department's duty can likewise be seen as an OB challenge especially as she has been made use of to managing problems in the operations division where employees are educated to focus on processes and also obtain them right. The advertising department on the various other hand can be viewed as a team of individuals that are used to being nurtured by Krasnow who focused much more on result than processes.

Interdepartmental Arguments: Interdepartmental arguments between three departments, marketing, merchandizing as well as operations respectively over the allocation of the marketing mix can be identified as another OB problem. Although the advertising and marketing division does not share the very same vision as the various other two divisions pertaining to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also procedures divisions do not agree over the advertising and marketing mix allowance amongst each other either.

Fragmentation in Advertising Department: Disintegration between the marketing and advertising divisions can be identified as an additional OB concern which might require further interest. The reality that the marketing and advertising areas in the marketing department are separated is stopping both divisions from acquiring from each other's experience and also know-how. Assimilation of advertising with merchandising and also operations would come to be harder if the advertising department itself is broken down which can be an additional prospective OB concern.

Tiny Prints Analysis

Different theories have actually been used to describe the conditions to obtain additional clarity concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that staffs are easy as well as lazy, have little ambition as well as withstand change. The scenario at Tiny Prints is not totally complying with Concept X, it can be seen that new hires are discovering this setting instead difficult which may at some point lead to a greater inclination of the monitoring in the direction of Theory X. Also while evaluating Lewis's administration style, concept X may have been appropriate in the procedures division to some level yet the Advertising and marketing department would certainly need reliance on Theory Y in order to obtain the creativity and also originality from the groups.

Tuckman's Team effort Theory: As for Lewis's problem about bringing harmony between the advertising and marketing department is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, throughout the preliminary phase of group development, people may not bond, as they are active discovering their place in the group. By combining the advertising and marketing department's job, there might coincide first separate which could result in the 2nd stage of 'storming' where the groups test one another. Nonetheless, it is only throughout the 3rd phase or 'norming' when they would collaborate to share concepts before the group can bring about synergy in the 4th stage 'doing'.

When people are provided with adjustment, they enter phase one as well as so there might be emotions like despair, uncertainty, stress, anger, anxiety, denial and also disorientation.The scenario at the marketing department of Tiny Prints is similar so Lewis can get comfy with the concept that it is not extraordinary behavior. It is during this stage that Lewis will certainly have to offer assistance to the division so that they can find a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition easier by making Lewis obtain included in the division a year prior to his real departure.
Vrio Analysis
Maslow's Demand pecking order: The OB issue related to insecurity at the work environment has actually been activated first of all by the adjustment in monitoring as well as secondly by the fact that the merger will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has goes over the value of 'security requires as being a lower degree demand of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel secure and also out of danger' goes to the 2nd degree of requirements. Before a worker can be made to create psychologically, he requires to have his 'Physical 'and also 'Security' needs satisfied. This suggests that unless the personnel are made to really feel safe about their current employment condition in Tiny Prints they may 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 theories to understand just how to manage the current scenario handy. The adhering to 3 choices have actually been recommended to assist Lewis manage the business difficulties in the advertising division. Each of these alternatives has actually been suggested for easing the change required to bring the advertising and marketing department according to the needs of the market as well as for making the cultural adjustment that would follow when the existing leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and Production features. Assimilation of Advertising with Operations.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has competence in business-to-business advertising along with firm as well as retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both advertising and marketing and advertising and marketing functions.

The benefit of this method is that it will incorporate both functions while lowering the demand for hiring an added source for advertising and marketing. Lewis would be heading the advertising and marketing department and also in any kind of case her replacement would certainly be needed for the current duty that she is performing. The negative aspect of this alternative is that outside hiring might produce bitterness from internal workers who might be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Given the competitive pressures and also high top quality job needed from the advertising firm, it is recommended that Lewis must enable the production device to be a separate feature from the advertising and marketing device. Given that the majority of marketing companies had these 2 features as different units, it makes more sense to comply with the standard.

Integration of Advertising And Marketing with Operations: Since Lewis is already dealing with the advertising as well as operations divisions at the same time; it makes sense to incorporate the two features considering that she has actually been efficiently taking care of both ends. The reality that both departments currently have major distinctions over appropriation of resources suggests that this integration may be able to bring about consistency particularly as Lewis would be heading both ends.However there are various drawbacks of this action especially as it would put too much burden over Lewis's shoulders. The fact that Lewis needs to adjust her management design for the advertising and marketing division suggests that these 2 departments would be culturally varied. Lewis might not be able to apply one kind of management design to both departments which can result in ineffectiveness in either one of the 2 functions.


An examination of the 3 options suggests that assimilation of marketing and procedures would certainly not be a viable move due to the large differences in between the 2 divisions regardless of the reality that presently Lewis is taking care of both. While splitting up of the production feature may have been a beneficial move for the advertising and marketing department, the fact that it would certainly suggest putting a third function under Lewis's wing suggests this should be avoided.

Activity Strategy.
Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Manufacturing feature will certainly continue to be component of advertising and marketing under marketing feature.

Lewis will certainly separate herself from operations.

An autonomous management design with staff member empowerment will certainly be used in advertising division.

Open up door policy as well as focus on cross department communication will certainly be focused on eliminating discord.

Contingency plan.

If the assimilation does not work out as planned, a backup strategy would comply with which would separate the production function from the advertising and marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. In that case the production feature will certainly be separated by placing it under an SVP production.