Corporate New Ventures At Procter Gamble Case Study Analysis


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Corporate New Ventures At Procter Gamble Case Study Help

Background and Facts

Corporate New Ventures At Procter Gamble a workplace products seller for little and also moderate sized companies has actually recently been involved in planning for a merger with its competitor Residence Deport, which has actually impacted efficiency levels in departmentswith the elderly supervisor involved in lawful problems put forth by the federal Trade Compensation. With the Advertising Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the future. With difficulties in the form of a prospective cultural change and low staff member morale, the company requires a complete reengineering effort at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the marketing department of Corporate New Ventures At Procter Gamble is increasing unpredictability in the working environment bring about different obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting calculated decisions since Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Payment's treatment in the process. Given the truth that the store has an international existence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to influence performance or critical objectives. Federal Trade Payment's antitrust suit against the merging took up important time of the company's elderly administration suggesting that 'political' factors can have significant implications for a global organisation.

Economic Factors: Economic factors such as the development of small companies in the international circumstance suggest that Corporate New Ventures At Procter Gamble is prospering in an atmosphere where there is potential development of services. In addition to this, reality that shop clients are mainly searching for workplace supplies for home offices recommends that the marketplace has a climbing trend of business owners and also home based services.

Social factors: Social trends in the economy show that consumers are searching for ease as well as eye-catching costs. Marketing research shows how the consumer for Corporate New Ventures At Procter Gamble lacks awareness concerning locating remedies which can supply a combination of convenience and also low costs.

Technical factors: Technology plays an important function in Corporate New Ventures At Procter Gamble's business method especially as the company is piloting Technology facilities which would certainly supply modern technology sales and also assistance in the form of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues and Manifestations.

Numerous underlying Organizational Habits problems can be seen in Corporate New Ventures At Procter Gamble's case as highlighted in this section.

Apprehensions regarding social modification: There is concern regarding a cultural modification that would certainly occur once Todd Krasnow leaves from his position as the Executive Vice President of Advertising with a lot of the personnel currently showing unhappiness over this possible move. This predicted modification has created stress in the work environment which has been paired with the previous tension of preparing the firm for a prospective merger with Residence Deport.
Pest Analysis
Demanding Job Atmosphere for Newcomers: There is shortage of personnel that can match the demanding setting of a busy organization. Not just does this result in difficulty in locating the appropriate individuals, it puts tension on new hires as can not hold up against the pace and stress that the company anticipates them to birth.

Double Reporting Lines: Newcomers locate this organizational culture cumbersome as well as tough to handle specifically as populated line relationships are meant to be weak in general as well as unbiased setup and efficiency examination is still done by the solid line supervisor. This indicates that newcomers might lose quality about their corresponding duties and also purposes especially as dotted line coverage does not keep them in direct interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's setting came as an impact to her morale. Lewis may have been qualified and also proper for the task yet the truth that Kransnow's separation would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Task Instability: Fear and insecurity can be identified as 2 significant issues that Lewis would be dealing with particularly as the merging has actually now be terminated and also 2 elderly executives of the advertising and marketing division would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders that would not just supervise of brining regarding a cultural change however would certainly likewise have to show herself in her new duty.

Inappropriate Monitoring Style of Leader: Lewis's management style and its incompatibility with the advertising division's function can additionally be seen as an OB obstacle specifically as she has been utilized to taking care of issues in the procedures division where employees are shown to concentrate on processes as well as obtain them right. The marketing department on the various other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow that concentrated much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental differences between 3 divisions, marketing, merchandizing and also procedures respectively over the allotment of the advertising mix can be identified as one more OB concern. The advertising and marketing division does not share the exact same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and operations divisions do not concur over the marketing mix appropriation amongst one an additional either.

Disintegration in Advertising Department: Fragmentation between the advertising and marketing departments can be identified as one more OB problem which might need additional interest. The reality that the marketing and advertising sections in the advertising division are separated is stopping both departments from obtaining from each other's experience and knowledge. Combination of marketing with retailing and also operations would come to be more difficult if the advertising department itself is broken down which can be one more potential OB issue.

Corporate New Ventures At Procter Gamble Analysis

Different concepts have actually been used to discuss the scenarios to obtain more clarity concerning the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that juniors are easy and also lazy, have little aspiration and withstand change. The hard variation of this theory emphasized threat, limited controls, threats and punishments. Gradually it creates reduced efficiency, refined sabotage and competition (Offer, 2003). Although the situation at Corporate New Ventures At Procter Gamble is not totally following Theory X, it can be seen that brand-new hires are finding this environment instead demanding which may at some point result in a greater disposition of the management in the direction of Concept X. As per McGregor's supported view, which he called Theory Y, the vital job of the administration is to prepare business conditions to make sure that individuals can achieve their very own objectives best by routing their initiatives in the direction of business incentives. If individuals discover no contentment in their job, the administration would certainly have little selection but to rely on concept X as well as exterior control (Offer, 2003). Even while examining Lewis's management style, theory X might have appropriated in the procedures department somewhat yet the Advertising and marketing division would certainly require dependence on Concept Y so as to get the imagination as well as originality from the teams.

Tuckman's Team effort Theory: As far as Lewis's worry about bringing harmony in between the marketing and advertising division is worried, this would initially lead to conflict as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, during the first phase of group growth, individuals may not bond, as they are active locating their area in the team. By integrating the advertising and marketing division's work, there might coincide preliminary disconnect which could lead to the 2nd stage of 'storming' where the teams test each other. It is only throughout the third phase or 'norming' when they would come together to share concepts prior to the team can bring about synergy in the 4th phase 'executing'.

Bridges' Change Design: As per William Bridge's theory (appendix 4), individuals are quite awkward with change, which is noticeable by the scenario at Corporate New Ventures At Procter Gamble The situation can be seen as a normal training course of life if is researched according to Bridge's concept where he explains that individuals experience three stages of transition when they experience modification. 'Closing, losing as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they get in stage one therefore there may be feelings like sadness, unpredictability, irritation, rage, concern, rejection and disorientation.The scenario at the advertising division of Corporate New Ventures At Procter Gamble is comparable so Lewis can get comfortable with the idea that it is not extraordinary habits. In the second stage, there might be a need to link the gap in between the brand-new and also old society so Lewis might need to encounter this experience as soon as Krasnow leaves. There might be reduced morale and low performance at this phase which should not be taken as an obstacle. It is during this phase that Lewis will certainly have to offer guidance to the department to make sure that they can find an orientation. It can be seen exactly how Krasnow has already made this transition less complicated by making Lewis get associated with the division a year prior to his actual departure. Based on Bridges' Version, phase three will certainly bring about visibility to knowing, High energy and also commitment as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB concern related to insecurity at the workplace has been triggered to start with by the modification in monitoring and also second of all by the reality that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the significance of 'protection requires as being a lower level requirement of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to really feel safe and secure and safe' is at the 2nd level of needs. Prior to a worker can be made to establish mentally, he needs to have his 'Physiological 'and 'Safety' needs fulfilled. This indicates that unless the employees are made to feel secure concerning their current employment condition in Corporate New Ventures At Procter Gamble they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Corporate New Ventures At Procter Gamble Case Study

Effects of Analysis.

The OB analysis has looked at different theories to recognize how to manage the existing circumstance at hand. The complying with three options have been proposed to assist Lewis manage the business difficulties in the advertising division. Each of these options has actually been recommended for reducing the transition required to bring the advertising department according to the requirements of the marketplace and also for making the cultural change that would certainly adhere to once the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting as well as Manufacturing functions. Combination of Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has experience in business-to-business advertising along with agency and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to take care of both marketing and also advertising functions.

The advantage of this approach is that it will integrate both functions while minimizing the demand for hiring an extra resource for marketing. Lewis would certainly be heading the advertising and marketing department as well as in any type of case her replacement would certainly be required for the present function that she is executing. The drawback of this option is that exterior hiring may bring about resentment from interior personnel who might be eying the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Given the affordable pressures and high quality work needed from the advertising and marketing company, it is recommended that Lewis should permit the manufacturing device to be a separate function from the advertising and marketing unit. Because the majority of advertising firms had these two functions as different systems, it makes more sense to follow the standard.

Integration of Marketing with Workflows: Because Lewis is currently looking after the advertising and marketing and also procedures departments all at once; it makes sense to integrate the two functions since she has been successfully taking care of both ends. The reality that both divisions already have major differences over allotment of sources recommends that this integration may have the ability to bring about consistency particularly as Lewis would certainly be heading both ends.However there are various drawbacks of this move especially as it would certainly put excessive concern over Lewis's shoulders. The truth that Lewis needs to adapt her administration style for the marketing department recommends that these 2 departments would be culturally diverse. Lewis might not be able to use one type of leadership style to both departments which might result in ineffectiveness in either one of the 2 functions.


An examination of the three options indicates that combination of marketing and operations would certainly not be a practical action due to the large differences in between the 2 divisions despite the truth that presently Lewis is handling both. While separation of the manufacturing feature may have been a desirable step for the advertising and marketing department, the fact that it would certainly mean placing a 3rd feature under Lewis's wing implies this need to be avoided.

Action Plan.
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will divide herself from procedures.

An autonomous management design with worker empowerment will certainly be made use of in advertising and marketing department.

Open door plan as well as focus on cross department interaction will be focused on getting rid of dissonance.

Contingency plan.

If the integration does not work out as planned, a contingency plan would certainly follow which would certainly separate the production feature from the advertising and marketing feature to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing function will most definitely be divided by positioning it under an SVP manufacturing.