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Procter And Gamble Childrens Safe Drinking Water B Case Study Solution

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Procter And Gamble Childrens Safe Drinking Water B Case Study Analysis

Background and Facts

Procter And Gamble Childrens Safe Drinking Water B an office products retailer for little and medium sized businesses has actually just recently been associated with planning for a merging with its competitor Home Deport, which has affected efficiency levels in departmentswith the senior manager associated with legal difficulties presented by the government Profession Compensation. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the future. With obstacles in the form of a potential social adjustment as well as reduced employee spirits, the organization wants a complete reengineering effort at the marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing department of Procter And Gamble Childrens Safe Drinking Water B is boosting uncertainty in the working environment bring about various difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical choices considering that Stapes Inc. needed to desert its plans of merging with Office Deport after the Federal Trade Commission's intervention in the process. Provided the fact that the store has a worldwide presence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may have the ability to affect performance or calculated objectives. Federal Profession Commission's antitrust fit against the merging took up valuable time of the organization's elderly management recommending that 'political' factors can have severe implications for a worldwide organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the international scenario suggest that Procter And Gamble Childrens Safe Drinking Water B is growing in a setting where there is possible growth of companies. Along with this, reality that shop consumers are mostly seeking workplace products for office suggests that the marketplace has a climbing fad of business owners and home based services.

Social factors: Social fads in the economy reveal that customers are trying to find benefit along with eye-catching rates. Marketing research demonstrates how the consumer for Procter And Gamble Childrens Safe Drinking Water B lacks awareness about finding options which can use a mix of comfort and also inexpensive.

Technological factors: Modern technology plays a vital function in Procter And Gamble Childrens Safe Drinking Water B's business approach particularly as the organization is piloting Technology centers which would provide technology sales and assistance in the form of memory upgrades, peripheral installments. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

Numerous underlying Organizational Actions concerns can be seen in Procter And Gamble Childrens Safe Drinking Water B's case as highlighted in this section.

Uneasiness about cultural change: There is apprehension concerning a social adjustment that would certainly take place once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with a lot of the team member currently revealing unhappiness over this possible move. This predicted change has created stress and anxiety in the office which has actually been combined with the previous anxiety of preparing the firm for a potential merging with House Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is scarcity of employees that can match the difficult setting of a busy company. Not only does this result in problem in discovering the ideal individuals, it places stress and anxiety on new hires as can not stand up to the pace and stress that the organization expects them to bear.

Dual Coverage Lines: Beginners find this organizational society cumbersome as well as hard to handle particularly as dotted line connections are implied to be weaker in general and unbiased setup and also efficiency evaluation is still done by the strong line manager. This suggests that newbies could lose clearness about their particular roles and also purposes especially as dotted line coverage does not keep them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had been speculated that the last would certainly take Krasnow's position came as a strike to her morale. Lewis may have been capable as well as ideal for the work however the truth that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Concern & Job Insecurity: Fear as well as instability can be identified as 2 significant issues that Lewis would certainly be dealing with particularly as the merging has currently be terminated as well as two senior executives of the advertising department would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would not just supervise of brining concerning a cultural modification however would likewise need to confirm herself in her new duty.

Incompatible Management Style of Leader: Lewis's management design as well as its conflict with the advertising and marketing department's role can likewise be seen as an OB obstacle particularly as she has been utilized to taking care of concerns in the procedures department where workers are instructed to concentrate on procedures and also get them right. The advertising and marketing department on the various other hand can be viewed as a team of people who are used to being nurtured by Krasnow that focused more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between 3 departments, advertising, merchandizing and also operations respectively over the allotment of the advertising and marketing mix can be identified as an additional OB worry. Although the advertising and marketing division does not share the same vision as the various other two divisions regarding the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Division: Disintegration in between the marketing and advertising departments can be determined as an additional OB problem which might require additional attention. The reality that the marketing and advertising sections in the advertising and marketing division are disconnected is protecting against both divisions from gaining from each other's experience and also experience. Assimilation of advertising and marketing with retailing and also operations would certainly end up being harder if the advertising division itself is degenerated which can be an additional prospective OB problem.

Procter And Gamble Childrens Safe Drinking Water B Analysis

Different theories have been made use of to discuss the circumstances to get more quality concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers think that juniors are passive and lazy, have little aspiration and also resist adjustment. The tough version of this concept emphasized threat, limited controls, hazards and penalties. Gradually it creates low performance, subtle sabotage as well as competition (Deal, 2003). The circumstance at Procter And Gamble Childrens Safe Drinking Water B is not completely adhering to Concept X, it can be seen that brand-new hires are finding this environment rather stressful which might at some point lead to a higher inclination of the management towards Concept X. Based on McGregor's supported sight, which he called Concept Y, the vital task of the administration is to set up business conditions to ensure that people can achieve their very own objectives best by routing their initiatives towards organizational incentives. If people find no complete satisfaction in their job, the monitoring would have little selection yet to rely on concept X as well as outside control (Deal, 2003). Also while assessing Lewis's management style, theory X may have been suitable in the operations division to some extent yet the Advertising and marketing division would certainly call for dependence on Theory Y so as to get the creativity and originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's issue regarding bringing consistency in between the advertising and marketing department is worried, this would initially bring about conflict as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the preliminary stage of team advancement, people might not bond, as they are busy locating their area in the group. By integrating the marketing and advertising department's job, there might coincide preliminary disconnect which could result in the second phase of 'storming' where the teams challenge one another. It is only during the third phase or 'norming' when they would come with each other to share concepts prior to the group can bring around synergy in the 4th stage 'performing'.

When individuals are provided with change, they go into stage one as well as so there might be feelings like unhappiness, uncertainty, irritation, temper, fear, denial and disorientation.The situation at the advertising division of Procter And Gamble Childrens Safe Drinking Water B is comparable so Lewis can obtain comfy with the concept that it is not amazing actions. It is during this stage that Lewis will have to offer guidance to the division so that they can discover a feeling of instructions. It can be seen how Krasnow has actually currently made this transition much easier by making Lewis get entailed in the department a year prior to his actual separation.
Vrio Analysis
Maslow's Requirement hierarchy: The OB problem related to insecurity at the workplace has actually been set off firstly by the adjustment in administration and second of all by the reality that the merger will certainly no more be launched. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has reviews the significance of 'safety and security needs as being a reduced level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel safe and secure and also untouched' is at the 2nd level of needs. Prior to a staff member can be made to create mentally, he requires to have his 'Physical 'as well as 'Safety' requires fulfilled. This suggests that unless the personnel are made to feel safe and secure concerning their existing work condition in Procter And Gamble Childrens Safe Drinking Water B they might not reach 'Self-Fulfillment'. (King, 2009).

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



Implication of Analysis.

The OB analysis has actually checked out different theories to understand exactly how to cope with the present scenario available. The adhering to 3 options have been suggested to aid Lewis handle the organizational difficulties in the marketing department. Each of these choices has been proposed for relieving the transition required to bring the advertising department in accordance with the needs of the market as well as for making the cultural change that would follow once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and also Manufacturing functions. Assimilation of Marketing with Procedures.

Analysis of Alternatives.

Combination of Marketing & Advertising Functions: The in-house marketing company of Procter And Gamble Childrens Safe Drinking Water B is already toughness for the organization in regards to conserving up on overheads connected to marketing and also promo. Since no new employment has been done after Bridget Cole's departure with the coverage line being directly assigned to Krasnow for the advertising feature, this is a positive opportunity for incorporating the advertising and marketing functions. Judith Shapiro that has actually earlier been talked to by Lewis throughout the earlier merging days has expertise in business-to-business marketing in addition to agency as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both marketing and advertising functions.

The benefit of this strategy is that it will incorporate the two functions while reducing the need for hiring an added source for advertising and marketing. In addition to this, Lewis would certainly be heading the marketing department and all the same her substitute would be needed for the existing duty that she is carrying out. The disadvantage of this alternative is that external hiring may cause animosity from interior personnel who may be eying the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Production: Given the affordable stress as well as top quality job required from the advertising agency, it is recommended that Lewis must allow the manufacturing system to be a different function from the advertising and marketing unit. Given that the majority of ad agency had these 2 features as separate units, it makes even more sense to comply with the standard. Both functions might be able to focus on their core triggers a lot more efficiently. However, the negative aspect of this method would certainly be that extra expenses would need to be birthed for establishing different manufacturing functions. Along with this, a production head might need to be worked with which can raise expenses for the company.

Combination of Advertising And Marketing with Procedures: Given that Lewis is currently taking care of the advertising and marketing and also operations departments concurrently; it makes sense to incorporate the two features since she has actually been efficiently taking treatment of both ends. The fact that Lewis has to adapt her management style for the marketing division recommends that these 2 divisions would be culturally diverse.

Referral.



An assessment of the 3 choices indicates that assimilation of marketing and operations would not be a feasible relocation because of the substantial differences between both divisions although that presently Lewis is managing both. While splitting up of the production feature may have been a desirable action for the marketing department, the truth that it would mean placing a third feature under Lewis's wing indicates this ought to be stayed clear of also. The assimilation of the advertising and marketing department is the most effective choice in terms of getting the optimal results from the department. An action plan for this alternative is talked about below.

Action Plan.
Recommendation
Lewis will take over the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Manufacturing function will certainly remain part of advertising under advertising and marketing feature.

Lewis will separate herself from procedures.

An autonomous management style with staff member empowerment will be used in advertising department.

Open up door plan and also focus on cross department interaction will certainly be targeted at removing disharmony.

Backup strategy.

If the integration does not exercise as intended, a backup strategy would comply with which would certainly divide the production feature from the marketing feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing division without an SVP. Because case the production feature will definitely be separated by placing it under an SVP manufacturing.