Printzholf Press: A Case Study

720 Words 3 Pages
For many years, Printzholf Press was considered to be one of the most prestigious textbook publishers in the country (Cespedes & St. Claire, 2013, p. 1). The company was very successful and hired their employees from the top, elite schools. The founders prided themselves in treating their employees more as family rather than workers. They felt they did not “need to tell them how to do their jobs” (Cespedes & St. Claire, 2013, p. 2). Managers had personal friendships with their workers and treated them as family in the workplace.
Printzholf Press’ vision had been to promote educational excellence. Their main goal was to act as a partner to the academic institutions and instructors rather than keeping up with the changing times. They wanted their
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The technological world was rapidly growing and the digital revolution was transforming the industry (Cespedus & St. Clair, 2013, p. 1). Leif Nygren, the founder of Printzholf, felt certain changes were hurting students rather than helping them and he resisted those changes (Cespedus & St. Clair, 2013, p. 4). On those grounds, the company started to downslide and were not producing the numbers they were in previous years. Family members of the founders did not even want to get involved in the family business. Eventually, Printzholf was bought by Education and Entertainment Holdings (EEH) to help make the necessary changes to match with the technological times. However, another problem Printzholf had was, how were they going to change with the modern day times without destroying the foundation the company was built …show more content…
Lack of interest for Innovation and new ideas

Making organizational changes to improve productivity and services for established and new customer base
Engage current and new employees in goals and mission of the company by implementing departmental lunch/meetings for input and ideas
Establish new HR performance and rating system for employees
Increase sales and marketing leadership
Maintain communication with employees and management staff to continue “family relationships” that strives to improve employee production, interests and growth with the company

Making organizational changes to improve productivity and services for established and new customer base
Engage current and new employees in goals and mission of the company by implementing departmental lunch/meetings for input and ideas
Establish new HR performance and rating system for employees
Increase sales and marketing leadership
Maintain communication with employees and management staff to continue “family relationships” that strives to improve employee production, interests and growth with the company

Continue company events that promote togetherness and trust within the organization
Re-establish performance and pay scale

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