Tiny Prints Case Study Analysis


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Tiny Prints Case Study Help

Background and Facts

Tiny Prints a workplace materials merchant for little and average sized organisations has actually just recently been associated with planning for a merging with its competitor Home Deport, which has affected performance degrees in departmentswith the elderly manager associated with legal complications presented by the government Profession Commission. With the Advertising Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the future. With challenges in the type of a prospective social change and low employee spirits, the company wants a full reengineering effort at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural change at the marketing department of Tiny Prints is boosting uncertainty in the workplace bring about various difficulties for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting strategic choices given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Compensation's treatment at the same time. Offered the reality that the store has a worldwide existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may be able to affect efficiency or calculated objectives. Federal Trade Payment's antitrust fit versus the merging took up useful time of the company's elderly management suggesting that 'political' factors can have severe effects for a worldwide business.

Economic Factors: Financial factors such as the emergence of local business in the worldwide circumstance suggest that Tiny Prints is growing in an atmosphere where there is possible growth of services. Along with this, truth that store customers are primarily trying to find office materials for home offices recommends that the marketplace has a rising fad of business owners and also online services.

Social factors: Social trends in the economy reveal that customers are seeking convenience in addition to attractive prices. Marketing research shows how the customer for Tiny Prints does not have recognition about finding services which can use a mix of comfort as well as inexpensive.

Technological factors: Innovation plays an important function in Tiny Prints's organisation approach specifically as the organization is piloting Modern technology facilities which would certainly provide innovation sales and also support in the form of memory upgrades, outer setups. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

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

Apprehensions about cultural modification: There is worry concerning a cultural modification that would certainly take place as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with a lot of the employee currently revealing discontent over this potential relocation. This predicted modification has created anxiety in the office which has actually been coupled with the past anxiety of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is scarcity of employees that can match the demanding environment of a fast-paced organization. Not just does this bring about problem in locating the best individuals, it places tension on new hires as can not hold up against the pace and stress that the organization expects them to birth.

Twin Reporting Lines: Newbies discover this organizational culture troublesome and also challenging to manage specifically as dotted line connections are meant to be weak in general and objective setup and also efficiency evaluation is still done by the solid line manager. This implies that beginners could shed clearness about their corresponding duties and objectives particularly as dotted line reporting does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been hypothesized that the latter would take Krasnow's setting came as an impact to her spirits. Lewis might have been capable and proper for the task however the truth that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the reason for Coles' resignation from services.

Anxiety & Job Instability: Anxiety and instability can be identified as 2 major concerns that Lewis would certainly be managing particularly as the merger has now be terminated as well as two elderly execs of the advertising and marketing department would be leaving. The entire obligation of the department would be dropping on Lewis's shoulders who would not just be in charge of brining concerning a social adjustment however would certainly also need to confirm herself in her brand-new function.

Incompatible Administration Style of Leader: Lewis's monitoring design and also its incompatibility with the advertising department's role can also be seen as an OB difficulty particularly as she has actually been used to taking care of concerns in the procedures department where personnel are taught to concentrate on procedures and get them right. The advertising division on the various other hand can be seen as a team of people who are utilized to being supported by Krasnow that focused a lot more on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between 3 departments, advertising and marketing, merchandizing as well as operations specifically over the appropriation of the marketing mix can be recognized as another OB issue. Although the advertising and marketing department does not share the very same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not concur over the advertising and marketing mix allotment among one another either.

Disintegration in Advertising Division: Disintegration between the advertising and marketing divisions can be identified as one more OB concern which can require further attention. The truth that the marketing and advertising areas in the advertising division are detached is avoiding both divisions from getting from each various other's experience as well as experience. Assimilation of advertising with merchandising as well as operations would certainly come to be harder if the marketing division itself is degenerated which can be an additional possible OB problem.

Tiny Prints Analysis

Various theories have actually been used to explain the circumstances to get further quality about the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that subordinates are easy and careless, have little passion and resist adjustment. The circumstance at Tiny Prints is not completely adhering to Theory X, it can be seen that brand-new hires are finding this atmosphere instead stressful which might at some point lead to a higher inclination of the monitoring towards Concept X. Even while examining Lewis's management design, theory X might have been suitable in the operations department to some level yet the Marketing department would certainly require dependence on Concept Y in order to get the creativity as well as originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's problem about bringing consistency between the advertising and marketing and also marketing department is worried, this would at first lead to conflict as talked about by Bruce Tuckman in his 'Team effort Concept'. By incorporating the marketing as well as marketing department's job, there might be the exact same initial disconnect which might lead to the 2nd phase of 'storming' where the teams challenge one an additional.

Bridges' Shift Model: According To William Bridge's concept (appendix 4), people are rather unpleasant with modification, which is obvious by the situation at Tiny Prints The situation can be viewed as a typical course of life if is studied as per Bridge's concept where he explains that people experience three phases of change when they experience modification. 'Ending, losing as well as Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they get in stage one therefore there may be emotions like despair, uncertainty, stress, anger, fear, rejection as well as disorientation.The scenario at the marketing division of Tiny Prints is comparable so Lewis can obtain comfy with the concept that it is not phenomenal habits. In the second phase, there might be a requirement to connect the space between the new and old society so Lewis might need to face this experience as soon as Krasnow leaves. There might be low morale as well as reduced performance at this stage which should not be taken as a setback. It is throughout this phase that Lewis will certainly need to offer support to the department to ensure that they can discover an orientation. It can be seen how Krasnow has actually currently made this shift less complicated by making Lewis obtain associated with the division a year before his actual separation. According to Bridges' Version, phase three will produce openness to knowing, High energy as well as commitment as individuals will certainly accept the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB problem related to instability at the workplace has been triggered firstly by the adjustment in monitoring and second of all by the fact that the merger will certainly no more be initiated. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has talks about the relevance of 'protection needs as being a reduced degree requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and unharmed' goes to the second level of demands. Before a staff member can be made to establish emotionally, he requires to have his 'Physiological 'as well as 'Security' needs fulfilled. This shows that unless the workers are made to really feel protected concerning their existing work standing in Tiny Prints they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Tiny Prints Case Study

Ramification of Analysis.

The OB analysis has actually considered various theories to recognize just how to deal with the present scenario available. The complying with three choices have actually been recommended to assist Lewis take care of the business obstacles in the advertising and marketing division. Each of these choices has been recommended for relieving the shift required to bring the marketing department according to the requirements of the market and also for making the cultural modification that would certainly follow as soon as the present leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Production features. Combination of Advertising with Workflow.

Analysis of Alternatives.

Integration of Advertising & Marketing Functions: The internal advertising agency of Tiny Prints is already toughness for the organization in terms of conserving up on expenses related to marketing and also promo. Given that no brand-new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising and marketing function, this is a positive chance for integrating the marketing and advertising functions. Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merger days has competence in business-to-business advertising along with agency and retail marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing functions.

The advantage of this approach is that it will incorporate both features while decreasing the requirement for working with an added source for marketing. Lewis would be heading the marketing department and also in any kind of case her substitute would be needed for the current role that she is carrying out. The downside of this option is that external hiring might cause animosity from internal workers who might be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and Manufacturing: Offered the affordable stress and high quality work called for from the advertising company, it is recommended that Lewis needs to allow the manufacturing device to be a separate feature from the advertising unit. Because a lot of advertising firms had these 2 features as different units, it makes more feeling to follow the standard.

Assimilation of Advertising And Marketing with Operations: Considering that Lewis is currently caring for the marketing and procedures divisions concurrently; it makes good sense to incorporate both features since she has actually been effectively dealing with both ends. The reality that the two divisions currently have significant distinctions over allotment of resources suggests that this assimilation may have the ability to cause harmony particularly as Lewis would certainly be heading both ends.However there are various negative aspects of this step especially as it would certainly put excessive worry over Lewis's shoulders. The truth that Lewis has to adjust her management design for the advertising division suggests that these two departments would certainly be culturally diverse. Along with this, Lewis might not have the ability to apply one sort of leadership design to both departments which could lead to inadequacy in either among the two features.


An assessment of the 3 alternatives indicates that integration of marketing and operations would not be a possible step due to the large distinctions in between the 2 departments regardless of the fact that presently Lewis is managing both. While splitting up of the manufacturing function might have been a beneficial step for the marketing division, the truth that it would mean positioning a 3rd feature under Lewis's wing indicates this should be stayed clear of.

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

Marketing and advertising functions would be merged.

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

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

Lewis will separate herself from procedures.

A democratic leadership design with staff member empowerment will be made use of in advertising department.

Open door policy as well as emphasis on cross departmental interaction will be aimed at removing discord.

Contingency strategy.

If the combination does not exercise as planned, a backup strategy would certainly follow which would certainly divide the manufacturing feature from the advertising and marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing feature will certainly be separated by placing it under an SVP production.