Design Inc.

8/8/2019 Design Inc.

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Design Inc. Case StudyFawad Naeem M10626Asim Yasin M10594


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Design Inc. Case StudyBill Klee is founder/owner of Design Inc.


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Background and History

Design Inc. was startedby Klee in 1979

Design Inc., a successful

commercial art studio, isthe brainchild of itsfounder/owner, Bill Klee

Klees personal motto:Perfection or Bust!

perfection is our onlyconcern

no compromisewith mediocrity,


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Mission/Vision ofDesign Inc

To satisfy customers and to create a third

place environment

Perfection

Three components to branding strategy : the

quality , service, and atmosphere


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Organizational culture

Culture is paramount

because it is a way of

life, affecting not onlyhow an organization

creates value but also

how the organization

is perceived.


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Overview of Case study

Klee wanted to found an academy where talented youngartists and designers can perfect their skills

Im not offering people jobs, Im offering them a uniqueeducational experience!

Klees approach to potential staff members was highlyunorthodox

You wont make as much money with us as you wouldsomewhere else,

But you will be doing the most satisfying job youve everdone in your life

Klee was able to put together in short order a talented andenthusiastic team of graphic artists and designers.


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We have no frills at this studio

If you want luxury, or if you want someone to

hold your hand, then go someplace else

But if you want quality, the best commercial

artwork in this city, if not in this whole country,

then youve come to the right place

In a matter of months, Design Inc. had carveditself a prosperous niche in the commercial art

industry


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Employees werent making as much as their

colleagues in more firms

At least this is what most of them argued, when

socialising with their better-paid colleagues

Sometimes these conversations became quite

acrimonious, and some long-standing friendships

actually suffered.Employees of other firms did not take their

approach right


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It isnt surprising that Design Inc. employeesworked long hours, coming in early and leavinglate

Things that would be done three or four times atanother studio reviewing artwork for example might be done as many as a dozen times or moreat Design Inc

These hours cut even more into the social lives ofthe employees, throwing them more and more intoeach others company.


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About 18 months after Design Inc. was established, its toplayout artist, forced to choose between his career at DesignInc. and his family, left the firm for another job

Klee stepped into his position until a replacement could be

found

Advertisements were put in the paper with the philosophyof Design Inc all for one and one for all

A large number of qualified people applied, but somehow

none of them seemed exactly to fit the bill During this time, Klee, because of his additional

responsibilities, had begun to neglect his training mission


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The studio continued to function, but as a business and notas an academy

. It seemed to Klee that something of his dream had beenlost

Furthermore, the firm was doing well financially, and so,as owner, Klee found a certain consolation in the healthystate of his firms balance sheet.

The staff still spoke of dedication to excellence and

insisted that the day when Design Inc. again became anacademy was close at hand

. The visitor sensed a certain hollowness in their bluffstatements


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The layout position was never re-advertised

and no new candidates were ever

interviewed

Most of the original staff are still with the

firm, however, which turns a respectable

profit each year


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Excellence of Culture

Mission And Vision:

The foundation for creating

your culture of organizational excellence isusually to formulate statements reflecting the

mission, vision, and values of the organization.

I know of an Organization where not even a single

employee was aware of their Mission and Vision How do you expect excellence in such

organization.


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Hire the best fit:

The lesson is that an

organization that is excellent has excellent

employees who understand and support the

organizations priorities.


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Socialization:

Socialization occurs in

families as children are born and raised; and

it occurs in organizations as new members

are inducted, mentored, oriented, and in all

other ways formal and informal made partof the team.


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Leaders must walk the talk:

To create an

excellent organization, the leaders must be

excellent themselves: They must not only

believe in but show in their actions a

passion for the organizations mission andits vision and values.


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ValuesMakes strong culture:

A strong set

of unshakable values must drive the culture

since when the culture changes, the

employees have these values to fall back to

in times of crisis.


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Problems

The organizational culture created by Klee neglectedcommon ingredients like work life balance.

Sometimes conversations became quite acrimonious, and

some long-standing friendships actually suffered. Working hours were undefined and employees were

stressed.

Klee and his team wanted to hire such a person who hasperfection in his work from the first day he start.

He started his Art studio as an academy but not a business.

Firm were developing an onion layered culture like innercircle and so onwhere they cannot accept a new entry


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Suggestions

He may want to a decision maker in recruiting.

Klee has to give incentives and bonuses to the employees

There should be defined working hours and should pay

extra for over time. The environment of studio should be better for both

employees and customers.

One should understand that when they came to Klee theywere in pursuit of excellence and not excellent, so they

should pick up a resource which is also under pursuit ofexcellencewhich Klee did when he was recruiting all ofthem

He has a commercial art studio so it need to carry on as abusiness not an academy.


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Conclusion

Klee should understand that though he is an

authority on Commercial Artistry. No doubt

perfection in the work is most important butone should understand that employees have

their own lives too. For he has a need to alter

the approach time and again based on the

companys direction and momentum.


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Thank you

Design Inc.

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