COMM 305N | Organizational Communication | 11.18.13 | Prof.

Karen Shearer Dunn

BINDERS ART SUPPLIES AND FRAMES

ORGANIZATIONAL ANALYSIS PROJECT

INTRODUCTION:
We chose Binders because of the background we initially researched from the companys
website: http://www.bindersart.com/about-binders-art. What caught our attention was the
history of this business and the article describing them. In a nutshell, Binders began in 1955
with two brothers who started out selling beer and ended up selling paint.
Moe and Joe Krinsky owned Moe & Joes Tavern in the Highlands neighborhood of Atlanta, GA.
They began their first venture into retail by purchasing the little Binders gift store. Then at the
suggestion of a salesman they decided to paint on the shelves by the name of Liqutex
(permanent pigments paint). This launched the store into becoming the large art products /
instruction industry as it stands today.
Throughout the Binders history significant changes have occurred between late 1970s and early
1980s, but primarily has been kept running through family members with an additional partner.
In 1982, partner Paul Finkels son-in-law, Jay Shapiro and Moes youngest son, Howard Krinsky
were mostly running the business around this time when it boomed and expanded into 16 stores
in different States throughout the country. Going into the 1990s, the company hit hard
economical times, and though Jay and Howard were prime members in running the business, the
oldest of the crew had still been around to help. Paul, Moe, and Fred, Howards other brother left
the company to pursue other interests. In September 2001 Jay and Howard officially purchased
the assets of Binders and began with a fresh vision and mission to make the company a part of
the communities where the locations reside and have ran two store locations located in Atlanta,
GA and Charlotte, NC. Because of the new perspective and freshness brought to the company in
recent years, it is once again beginning to boom and thrive coming back even more healthy and
vibrant than before.this is where our analysis begins.
DESCRIPTION OF METHODOLOGIES:
We used four routes of methodology to compile information and then review it in order to
organize it into a report. The first thing we did was look up websites for a company and chose
Binders because of the history. The history of the company was intriguing, as it seems to have
been fairly corporate in structure for previously booming years and now has become more of a
Human Resources type structure with a great flow of communication. The second thing we did
was formulated a serious of 11 questions into a survey in order to get feedback on the
companys structure, professional environment, atmosphere, grape vine information, etc. The

manager passed 7 of these out and they were collected into an envelope for confidentiality and
returned to us. Third we interviewed the store manager, mentored assistant manager, and two
employees. One employee was shadowed during work hours while interviewing to gauge
manager / subordinate interaction. Our fourth and last step was to meet up and go over archival
information, interview / class notes, and interview notes so we could narrow down our key points
and questions for analyzing this company. I was the initial point of contact and Sarah sat in on
interviews and was copied on all email communication and kept updated so we could coordinate
information accordingly for this project.
ANALYSIS:
FLAT ORGANIZATION / HIERARCHY:
Binders is a flat structured organization that does have a form of unspoken hierarchy for business
purposes but doesnt emphasize labels or present forms of status unless absolutely necessary.
MANAGEMENT STYLE:
The style of management used at this organization followed the Human Resources Model where
workers feel the warm and fuzzies, as well as get their voices and opinions heard. Things may
not change necessarily but they will be heard and ideas will be considered. People are interested
in challenging and meaningful jobs and quality of work life is major motivator. Anthony taps into
workers creativity and allows their participation in decision-making.
Anthonys style of management is very informal with very little hierarchy. This would be an
example of Douglas McGregors Theory Y, work can be as natural as play. The managing style
would be an example of Rensis Likerts system four, participative. The leadership style would
be considered to be a delegating style from Hersey and Blanchards situational management. A
perfect example of this at Binders is when management delegated a project to an employee that
is known to be very organized. This employee was in charge of organizing the clearance items in
an ecstatically pleasing manner in order to increase clearance sales. This employee took
ownership and pride in this project, each time they would come into work for their shift the
individual would straighten up the items.
On the Blake and Jane Mouton managerial grid Anthony tends to foster under the Team
Management Style. If we were to rate Anthony on the grid, his managing style would fall under a
(9,9) - Fostering a sense of we and valuing diversity. The culture of the organization is work
hard, play hard, resulting in a low risk and high feedback work place. The atmosphere is
described to be light and cheerful stated by an employee. This keeps moral up with a positive

attitude and approach to daily tasks or issues that may arise. While interviewing Anthony he
mentioned multiple times to Bring the issue to the person that will make a difference. This
increases team moral and makes for a fun, customer-focused team environment. The
communication is very open and trusting. Anthony stresses the importance of your attitude; his
philosophy is Play, make their day, choose your attitude, be there (fish philosophy.)
ASSIMILATION:
As assimilation into an organization involves different stages, Binders has a great blend of both
socialization in general and also individual socialization. In regard to individual socialization,
each individual affects the Binders work atmosphere by what they bring to the organization in
manner of their strengths, creativity, and ideas to make the company the best that it can be for
customers as well as co-workers.
Another interesting aspect of Binders socialization was how quickly most workers seem to hit the
metamorphosis stage. Out of 7 surveys, workers time with this company ranged from brand
new at four months to somewhat seasoned through company changes at 6 years of employment.
The chart below shows how long it took them to feel as though they fit in and belonged.
Worker 7
Worker 6
Worker 5
Time Employed

Worker 4

Fit in w/in week

Fit in w/in 1 yr. plus

Worker 3
Worker 2
Worker 1
0

Scale in years

As you can see, the majority of workers felt at home almost immediately. The only outstanding
worker who took more time to acclimate was worker 7 who has been employed the longest and
no doubt came in at the companys point of change.
Some more key elements of Binders socialization process is how they implement role
development, role taking, and role making. Anthony Ochoa, Binders Cultural Management

Director / District Manager takes pride in how he is able to assign tasks to various workers and
assess new members by their strengths and talents. Employees in turn can also negotiate tasks
with management to see how they can best benefit the company with their natural talents and
abilities. Due to this fact, it makes for a very desirable light and cheery atmosphere.
NETWORKS AND CHANNELS:
Upon review and research, we would say Binders is a tightly coupled network of individuals who
have a great flow of both formal and informal communication styles. They value connectedness
as they identify with each others goals and needs. One employee in particular which has been
there the longest seems to provide what our text calls the weak tie, when / if groupthink needs
to be intervened upon. Roles within the Binders network include the liaison, gatekeeper,
representative, and cosmopolite (at any given time the manager takes on these roles). Upon
direct observation we didnt really see any isolates apart from one employee mentioning they
just go to work and stay out of any drama.
This company works primarily of off networks. However in regard to flow of communication, we
would say the channels are both vertical and horizontal. Anthony is a conduit for both routes and
is very positively involved with making sure communication is healthy and flowing for the good of
all parties involved so that the company can thrive from all aspects. Upon one visit to the store,
a distributor even mentioned how great a company it was to work with and that it was much
more enjoyable than other more corporate businesses that they serve. Anything having to do
with an office grapevine, was not really acknowledged.
MENTORING:
Mentoring is used. Anthony wears the hats of many roles throughout Binders but he is big on
mentoring. Anthony is currently mentoring three individuals. One individual being mentored is
an Assistant Manager who is being shaped and given the tools needed to potentially become the
store manager of a new store opening in Atlanta near their flagship store. Anthony uses this as a
win opportunity, giving the mentee all the tools needed to get the job done while also giving
them the opportunity to take credit for their accomplishments.
OFFICE POLITICS:
This was not discussed much during our interviews. Anthony did mention that his extent of office
politics is: Sometimes when you want to keep control, you also have to give some control.
Other than that, the surveys provided some insight with the following statements: 1) I feel
sometimes like a middle-man or a bridge between employees & management. Its not always

comfortable being in the middle of issues, but someone has to be the conduit, plus I like solving
problems. 2) Theres always people in charge or have a title above someone else, but no one
acts high & mighty. We listen to each other & communicate well. Theres particular ones
(managers) we need to keep informed about certain things as in any job. Overall the company
seems to minimize the uncomfortable affect that office politics can seem to cause. It was a great
environment to be in.
MEETINGS:
Held 3-4 times a year to discuss company business, issues, and provide fellowship time for
workers - The meetings are structured and then end in an open platform of discussion so
everyone can be heard. The company uses a communication log or pre-shift / end-of-shift
information to keep everyone in the loop about current business procedures, policies, events,
sales, etc.
CONFLICT:
If conflict arises at Binders it is handled with a Conflict Management Approach. Two individuals
that are in conflict with one another will need to discuss their problem and try to resolve the
issue without bringing it to a manager. If absolutely necessary, a manager will assist in the
resolution. This results in a supportive non-harming climate and relationship, ending the conflict
with a win-win approach.
DIVERSITY:
The atmosphere of Binders is very diverse. Consisting of blacks, whites, Jewish, gay, straight, no
one is judged. From our surveys conducted one employee responded saying, I feel like this
company is very diverse, like the artists and art community we serve. Ours is a company of
humans, not labels sex, religion, affliction, age, sexual preference, handicaps, NONE of those
matter. With us you are simply a member of our family. Another employee responded saying,
This Company is extremely diverse. We dont have any one thing that links us all together more
than the creative aspect. Each of us enjoys each others creativity and the difference in
perspective and background.

RECOMMENDATIONS:
The main recommendation we would suggest for this organization would be to upgrade a bit with
technology. The communication log is fabulous but everything is in hard copy and the amount of

information could take some time to look through. Having documentation online or via an
internal company intranet would help to improve their communication system and send
messages more quickly. It would also help with cost and waste in regard to paper and ink usage.
PERSONAL EXPERIENCE AND WHAT WE LEARNED:
Our feelings about the organization were definitely positive. We admire the management
philosophy and think its wonderful. This style is definitely more modern and less corporate. It is
great for team moral and increases happiness in the work place.
SARAHS PERSPECTIVE:
From this project I definitely enjoyed interviewing this organization and seeing what insight was
provided. It was definitely fun and different interviewing a manager of a company as opposed to
being the interviewee. Since I work in a corporate setting it was refreshing seeing a company
succeed that is so informal and relaxed.
LUCILLES PERSPECTIVE:
I was really enthralled with the way everyone pitched in and seemed to get along considering
there are so many different backgrounds. I really appreciated how Anthony was implementing
the Fish Philosophy to set the pace / mood of the environment to be both customer focused and
co-worker friendly! It truly was refreshing to see that in the real world work place and I wish
more management would take on the challenge of using this type of philosophy to revive their
companies and employees. I say this because I completely agree with Sarah in regard to
currently working in a corporate atmosphere. This company was amazing and I wish the
company I work for was open to learning from it.
CONCLUSION:
Overall this was a challenging yet enjoyable project. We are happy we chose the company that
we did and that they were open to sharing with us. We feel the insight we gained from this
research will definitely have a positive affect on how we may take on managerial roles in our
future careers. Go Fish! Philosophy!