Procter And Gamble Childrens Safe Drinking Water A Case Study Analysis


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Procter And Gamble Childrens Safe Drinking Water A Case Study Analysis

Background and Facts

Procter And Gamble Childrens Safe Drinking Water A an office materials merchant for tiny and also medium sized organisations has lately been associated with planning for a merger with its rival Residence Deport, which has actually impacted performance degrees in departmentswith the senior supervisor associated with legal complications presented by the government Profession Commission. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the near future. With obstacles in the type of a prospective cultural modification and also reduced worker morale, the organization requires a complete reengineering initiative at the advertising and marketing division.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising department of Procter And Gamble Childrens Safe Drinking Water A is boosting unpredictability in the working environment causing various obstacles for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical choices given that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Given the truth that the store has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political consider each of these nations might have the ability to influence performance or critical goals. Federal Trade Commission's antitrust match against the merger occupied valuable time of the company's senior management suggesting that 'political' factors can have serious effects for a worldwide company.

Economic Factors: Economic factors such as the emergence of small companies in the worldwide situation recommend that Procter And Gamble Childrens Safe Drinking Water A is prospering in an atmosphere where there is prospective development of organisations. Reality that shop consumers are primarily looking for workplace materials for house offices recommends that the market has a climbing fad of business owners as well as residence based services.

Social factors: Social patterns in the economic situation reveal that consumers are looking for comfort in addition to eye-catching prices. Marketing research demonstrates how the consumer for Procter And Gamble Childrens Safe Drinking Water A lacks recognition about discovering services which can offer a combination of comfort and low costs.

Technological factors: Technology plays an important duty in Procter And Gamble Childrens Safe Drinking Water A's organisation technique especially as the company is piloting Modern technology facilities which would supply technology sales and support in the form of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Behavior issues can be seen in Procter And Gamble Childrens Safe Drinking Water A's case as highlighted in this area.

Uneasiness concerning social change: There is worry about a cultural change that would certainly take place once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising with a lot of the staff members currently revealing unhappiness over this prospective move. This expected modification has actually produced stress and anxiety in the workplace which has actually been paired with the previous anxiety of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is lack of workers that can match the stressful atmosphere of a fast-paced organization. Not only does this cause difficulty in locating the ideal people, it puts stress on new hires as can not stand up to the pace as well as stress that the company anticipates them to bear.

Double Reporting Lines: Newcomers locate this organizational society troublesome and hard to handle particularly as dotted line connections are suggested to be weak generally as well as unbiased setup and also performance analysis is still done by the solid line supervisor. This indicates that newcomers could shed clarity about their particular functions and goals especially as dotted line coverage does not keep them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been speculated that the last would take Krasnow's placement came as a strike to her morale. Lewis might have been capable as well as appropriate for the work but the fact that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Worry & Task Insecurity: Concern and also insecurity can be identified as two significant concerns that Lewis would certainly be dealing with particularly as the merger has currently be terminated as well as 2 senior execs of the advertising and marketing department would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders that would not simply be in charge of brining concerning a social adjustment but would certainly additionally have to confirm herself in her new role.

Incompatible Administration Design of Leader: Lewis's administration style as well as its conflict with the advertising department's role can likewise be seen as an OB difficulty particularly as she has been utilized to dealing with problems in the operations department where personnel are educated to focus on procedures and obtain them. The advertising and marketing department on the various other hand can be viewed as a team of people that are used to being supported by Krasnow that focused extra on result than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between three departments, advertising, merchandizing and operations specifically over the appropriation of the advertising and marketing mix can be determined as one more OB issue. Although the marketing division does not share the very same vision as the other 2 departments concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as operations departments do not agree over the advertising and marketing mix allocation amongst one another either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing departments can be determined as one more OB problem which might require more interest. The fact that the marketing and advertising sections in the advertising division are disconnected is protecting against both divisions from obtaining from each other's experience and knowledge. Integration of advertising with merchandising and operations would come to be harder if the marketing division itself is broken down which can be another potential OB concern.

Procter And Gamble Childrens Safe Drinking Water A Analysis

Various theories have actually been used to describe the circumstances to get more quality regarding the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that subordinates are passive and careless, have little aspiration and resist change. The difficult version of this theory stressed threat, limited controls, risks and also penalties. Over time it creates reduced performance, subtle sabotage and also rivalry (Deal, 2003). Although the situation at Procter And Gamble Childrens Safe Drinking Water A is not completely adhering to Theory X, it can be seen that brand-new hires are locating this environment rather difficult which may at some point bring about a better inclination of the monitoring towards Concept X. Based on McGregor's advocated sight, which he called Concept Y, the necessary task of the monitoring is to arrange business problems to make sure that people can accomplish their very own objectives best by routing their efforts in the direction of business incentives. If individuals find no satisfaction in their job, the administration would certainly have little choice but to rely on theory X and also exterior control (Bargain, 2003). Also while assessing Lewis's management design, theory X may have been suitable in the operations department somewhat yet the Advertising department would certainly require dependence on Theory Y so as to get the creativity and also creativity from the groups.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing consistency between the advertising and marketing department is concerned, this would at first cause clash as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, during the initial phase of team advancement, people might not bond, as they are active finding their location in the group. By incorporating the marketing and advertising division's job, there might be the same first separate which can lead to the 2nd stage of 'storming' where the groups challenge each other. However, it is only during the third phase or 'norming' when they would certainly come together to share concepts prior to the team can cause harmony in the fourth phase 'performing'.

Bridges' Transition Version: According To William Bridge's concept (appendix 4), people are quite uneasy with change, which is apparent by the circumstance at Procter And Gamble Childrens Safe Drinking Water A The scenario can be viewed as a typical training course of life if is researched according to Bridge's concept where he clarifies that people experience 3 stages of transition when they experience modification. 'Closing, losing as well as Letting go', The Neutral Area and 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they get in phase one therefore there may be emotions like sadness, uncertainty, aggravation, temper, concern, denial and also disorientation.The circumstance at the advertising division of Procter And Gamble Childrens Safe Drinking Water A is comparable so Lewis can get comfy with the suggestion that it is not amazing habits. In the second stage, there may be a demand to bridge the space between the brand-new as well as old culture so Lewis might need to face this ordeal as soon as Krasnow leaves. There might be low spirits and low productivity at this stage which must not be taken as a setback. It is during this phase that Lewis will certainly need to offer guidance to the department to make sure that they can find an orientation. It can be seen just how Krasnow has already made this transition much easier by making Lewis obtain associated with the department a year before his actual separation. Based on Bridges' Design, phase 3 will produce openness to knowing, High power and dedication as people will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB issue related to instability at the workplace has actually been triggered firstly by the modification in monitoring as well as secondly by the reality that the merging will certainly no more be started. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the significance of 'safety needs as being a reduced level requirement of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the need to feel safe and secure and also out of danger' is at the second level of needs. Prior to a staff member can be made to develop mentally, he needs to have his 'Physical 'and 'Safety and security' needs satisfied. This suggests that unless the workers are made to feel protected about their existing work standing in Procter And Gamble Childrens Safe Drinking Water A they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Procter And Gamble Childrens Safe Drinking Water A Case Study

Implication of Analysis.

The OB analysis has looked at different concepts to understand just how to manage the present circumstance available. The adhering to 3 alternatives have actually been proposed to aid Lewis handle the organizational obstacles in the advertising and marketing division. Each of these options has been suggested for alleviating the shift needed to bring the advertising department in line with the needs of the market and also for making the social modification that would certainly adhere to when the current leader leaves.

Combination of advertising and marketing features. Separating Adverting and also Production features. Integration of Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business marketing along with firm and also retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and marketing features.

The advantage of this technique is that it will integrate both functions while minimizing the requirement for employing an additional source for advertising and marketing. Lewis would certainly be heading the marketing department as well as in any case her substitute would be required for the current duty that she is doing. The drawback of this alternative is that external hiring may cause animosity from inner employees who may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting as well as Manufacturing: Provided the affordable stress as well as high top quality work required from the advertising company, it is recommended that Lewis needs to enable the manufacturing device to be a different feature from the advertising device. Given that the majority of advertising firms had these 2 functions as separate systems, it makes even more feeling to adhere to the standard.

Assimilation of Marketing with Procedures: Considering that Lewis is currently taking treatment of the advertising as well as procedures departments all at once; it makes sense to incorporate the two functions because she has been effectively taking care of both ends. The truth that Lewis has to adjust her management design for the advertising and marketing division recommends that these two departments would be culturally varied.


An evaluation of the three alternatives shows that combination of marketing and also operations would certainly not be a feasible step as a result of the large distinctions between both divisions although that currently Lewis is managing both. While separation of the manufacturing feature might have been a positive move for the advertising and marketing department, the fact that it would imply placing a third function under Lewis's wing means this should be prevented. The integration of the marketing department is the most effective alternative in terms of getting the optimum arise from the division. An action prepare for this choice is discussed listed below.

Action Plan.
Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Production feature will continue to be component of advertising and marketing under advertising and marketing feature.

Lewis will certainly divide herself from operations.

A democratic leadership design with worker empowerment will be made use of in advertising and marketing department.

Open up door policy and also emphasis on cross department interaction will certainly be aimed at removing disharmony.

Backup strategy.

If the integration does not work out as prepared, a contingency strategy would certainly follow which would divide 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 obtain employed, Lewis will be heading the advertising department without an SVP. Because case the manufacturing feature will definitely be separated by putting it under an SVP production.