Case Study Pixar Studios Essay

Within the pages of Disney U, a captivating story unfolds describing the development program designed for Disney employees. Many times reading a perfunctory book that is designed to improve one’s skills in leadership is, well, not a delight to read. However, Disney U is able to grab the reader’s attention and guide them through a thought provoking journey of ground breaking leadership tactics, inventive training methods, and creating an engaging environment for an employee.

The diagnostic model I have chosen to discuss to analyze Disney and several of the companies acquired throughout the years such as Pixar, Marvel, and LucasFilm’s LTD for this assignment is the 7-S Framework model. I will also briefly discuss the many changes that Disney has implemented to improve the customer viewing as well as interactive experiences at their many new, current theme parks, and vacation destinations throughout the world. The 7-S model developed by McKinsey and Company consultants Robert Waterman Jr., Tom Peters, and Julien Phillips (Palmer, Dunford, Akin, 2009). The 7-S model may be used

Drive to bond is the drive to form social relationships and develop caring commitments with others. People tend to form social identities in order to build closer relationship with others, this could be done among individuals or in various social groups. On the other

Its large size gives Disney several advantages, such as a large budget and a large human resource base. Internally, Disney follows a top-down approach, where managers tend to impose the culture, and bureaucracy is considered large with 185,000 employees in 2016 (Forbes, 2016). The decision making lies at top management level, giving the company a hierarchical structure. In the creative world Disney is known to make movies based on profitability, rather than quality of animation and image. Pixar’s core competence is their technological 3D success in computer animation. When looking at the staff at Pixar , it can be seen that they are very technically educated and have a lot of in-house creativity. This is the reason for their high level of innovation. Furthermore, they focus on quality instead of sales figures. Internally, Pixar uses the bottom-up approach, where input of employees is highly valued, and Pixar offers a very communicative and open working environment.

While developing characters and captivating story lines, as expected Disney and Pixar both address parts the life cycle such as death due to its everyday occurrence. Merriam Webster’s Online Dictionary defines death as the permanent end of something that is no longer alive : the ruin or destruction of something. The life cycle is defined by dictionary.com as a series of stages, as childhood and middle age, that characterize the course of existence of an individual, group, or culture. As evident within this definition the life cycle contains many parts which include birth, growth from childhood to old age, and then death. The life cycle is the driving force of life but is often misunderstood much like its smaller part, death. The human race

The Walt Disney Company is an outstanding renowned entertainment and media corporation with business ventures in Media Networks, Parks and Resorts, The Walt Disney Studios, Disney Consumer Products, and Disney Interactive. Walt Disney Company is a diversified corporation with products all around the world. (The Walt Disney Company, n.d.)

Chapter three will cover the decision making process and for it the write of this business report will utilise different tools and frameworks in terms of thorough analysis of the case regarding The Walt Disney Company and Pixar and their external and internal factors. One of the apporpriate tool for external analysis of both comapnies is Porter’s Five Foces Analysis that has been utilised by the write for industry analysis of both companies. This tool will allow write to understand the industry in better way that The Walt Disney Company and Pixar are falling individually. Besides, it will allow the write to evaluate the current position and

In this paper, we will explore the magical experience of Walt Disney Company through the structure and symbolic frames based on the Bolman and Deal?s individual lens. The structural frame focuses on the architecture of an organization and other features like: rules, regulations, goals, policies, roles, tasks, job designs, job descriptions, technology, chain of command, vertical and horizontal coordinating mechanisms, assessment and reward systems, and many more (Bolman, L., & Deal, T. 2013). The symbolic frame focuses on the culture, meaning, metaphor, ritual, ceremony, stories, heroes and inspiration of the organization (Bolman, L., & Deal, T. 2013). On this analysis I will also explain the organization?s strengths, weaknesses, opportunities and threats that impact the leadership, partners, employees and community internally and externally.

Pixar has exceptional talents not only in art and film making but also in science and technology. It has a group of engineers

Disney has become a marketing goliath and the #1 entertainment company in the US. They have been able to develop a creativity-driven philosophy that over time was tempered by financial responsibility and that benefitted from powerful synergies between its divisions. From the very beginning, Disney has been synonymous with innovation within the children’s entertainment industry, from their introduction of animations with synchronized audio, full-length animated feature films and then later into theme parks and on-ice and Broadway shows. One important element of Disney’s success was the extent to which they integrated and expanded into different

Walt Disney saw change as a consequence of employee behaviour (Brownell, 2008). If a leader were to be effective, he or she must understand the needs of a member in an organisation. This also included an awareness of motives, personalities, skills, and abilities (See ‘Emotional Intelligence’ in Northouse 2010, p. 23; Brownell, 2008). Path-Goal Theory comprises the motivation of leaders toward subordinates in order that such needs are met and achievement of an organisation’s proposed goal is reached (Northhouse 2010). Walt Disney sustained subordinate involvement and interest through his leadership commitment to employees, as well as his dynamism and enthusiasm (Bryman 1993). After all, “Walt Disney’s greatest creation was not Fantasia, [n]or Snow White, but...his uncanny ability to make people happy” (Collins and

● Pixar relies heavily on intrinsic motivation to motivate and inspire its employees, which is

Mattel, the world’s leading toy and children’s good manufacturer has cultivated a strong portfolio of well known brands and products while being recognized has a highly responsible corporate citizen that makes ethics and safety a priority. The company must build on its heritage, while defending itself from threats. At the same faced with maintaining its market position in the face of many changes in their target market.

The Pixar building is designed for a functional purpose- to maximize interaction between all Pixar employees. Schein suggests that if you want to understand organizational culture have a look at their work place environment. The building typically represents a “den” culture (Duffy, 1997-) and is designed to allow for high

Known to be one of the largest producers of multi-media content, Walt Disney and Pixar greatly impacted the entertainment industry with the use of three-dimensional generated content. It quickly gained popularity with the release of its animated movies and especially got the attention of children from their sequels. With the growing popularity, the competition in the media industry began to increase. Disney was then faced with a difficult decision regarding its relationship with Pixar on whether they should acquire or not acquire the company.