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Wlr Foods And Pilgrims Pride Case Study Analysis

CASE ANALYSIS

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Background and Facts

Wlr Foods And Pilgrims Pride a workplace materials store for little and also moderate sized companies has actually just recently been involved in planning for a merger with its competitor House Deport, which has affected effectiveness levels in departmentswith the senior supervisor involved in lawful complications put forth by the government Profession Payment. With the Advertising Head advancing the information of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With obstacles in the kind of a potential cultural change and reduced employee spirits, the company requires a total reengineering initiative at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The potential social adjustment at the advertising and marketing department of Wlr Foods And Pilgrims Pride is increasing unpredictability in the working environment causing different challenges 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 affecting tactical decisions because Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Profession Payment's intervention at the same time. Offered the reality that the shop has a worldwide existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries might have the ability to influence performance or strategic objectives. Federal Trade Compensation's antitrust suit against the merger occupied useful time of the organization's elderly management suggesting that 'political' factors can have severe implications for a worldwide organisation.

Economic Factors: Financial factors such as the appearance of small companies in the global circumstance recommend that Wlr Foods And Pilgrims Pride is growing in an atmosphere where there is potential development of organisations. Truth that store consumers are mostly looking for workplace materials for home workplaces suggests that the market has a climbing pattern of entrepreneurs and also home based businesses.

Social factors: Social fads in the economic climate reveal that consumers are searching for convenience in addition to attractive costs. Market research shows how the consumer for Wlr Foods And Pilgrims Pride does not have awareness concerning locating services which can offer a combination of comfort and inexpensive.

Technological factors: Modern technology plays an essential role in Wlr Foods And Pilgrims Pride's service approach especially as the company is piloting Innovation centers which would offer modern technology sales and support in the form of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Actions problems can be seen in Wlr Foods And Pilgrims Pride's case as highlighted in this area.

Concerns regarding social change: There is apprehension regarding a cultural change that would certainly take place as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with a lot of the staff members already revealing unhappiness over this potential move. This anticipated modification has developed stress and anxiety in the office which has actually been paired with the previous anxiety of preparing the company for a potential merging with House Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is lack of personnel that can match the difficult atmosphere of a hectic organization. Not just does this result in difficulty in discovering the best people, it places tension on new hires as can not withstand the rate and also stress that the company anticipates them to birth.

Double Coverage Lines: Newbies locate this organizational society cumbersome and difficult to cope with specifically as populated line connections are indicated to be weak generally as well as objective setup and performance analysis is still done by the strong line supervisor. This implies that novices might lose clearness about their corresponding functions as well as purposes particularly as populated line coverage does not keep them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been speculated that the last would take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and suitable for the work but the fact that Kransnow's departure would make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Job Instability: Concern as well as insecurity can be determined as 2 significant problems that Lewis would be taking care of specifically as the merger has currently be cancelled and also 2 senior executives of the marketing division would be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders that would not just supervise of brining concerning a cultural modification yet would certainly additionally have to show herself in her brand-new role.

Incompatible Monitoring Design of Leader: Lewis's monitoring design and its incompatibility with the marketing department's role can additionally be seen as an OB obstacle particularly as she has actually been made use of to managing problems in the operations division where employees are educated to concentrate on procedures and also obtain them. The advertising department on the other hand can be viewed as a team of people that are made use of to being nurtured by Krasnow that concentrated extra on output than procedures.

Interdepartmental Arguments: Interdepartmental arguments between 3 divisions, advertising and marketing, merchandizing as well as operations specifically over the allowance of the advertising mix can be recognized as another OB worry. Although the advertising and marketing department does not share the exact same vision as the various other 2 divisions relating to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allocation amongst one another either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising divisions can be determined as one more OB problem which can require more attention. The fact that the marketing and advertising areas in the advertising and marketing department are detached is stopping both departments from acquiring from each other's experience and competence. Integration of advertising with retailing and operations would become harder if the advertising and marketing department itself is degenerated which can be another possible OB concern.

Wlr Foods And Pilgrims Pride Analysis

Numerous theories have been used to explain the scenarios to obtain additional quality concerning the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that staffs are easy and lazy, have little passion as well as resist modification. The circumstance at Wlr Foods And Pilgrims Pride is not totally complying with Theory X, it can be seen that brand-new hires are discovering this setting rather difficult which may at some point lead to a higher disposition of the administration towards Theory X. Also while evaluating Lewis's administration design, theory X might have been appropriate in the procedures department to some degree however the Advertising and marketing department would certainly need dependence on Theory Y in order to get the creativity and creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's worry concerning bringing harmony between the advertising and also marketing division is concerned, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Synergy Concept'. By integrating the advertising and marketing and also advertising department's work, there may be the same first separate which could lead to the 2nd stage of 'storming' where the teams challenge one another.

When people are provided with change, they go into stage one and also so there might be emotions like sadness, unpredictability, irritation, rage, anxiety, rejection and disorientation.The scenario at the marketing department of Wlr Foods And Pilgrims Pride is similar so Lewis can obtain comfortable with the concept that it is not extraordinary habits. It is throughout this stage that Lewis will certainly have to provide support to the division so that they can find a feeling of direction. It can be seen how Krasnow has already made this transition simpler by making Lewis get involved in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has talks about the relevance of 'security requires as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel protected and out of risk' is at the second level of needs. Prior to an employee can be made to create mentally, he needs to have his 'Physiological 'as well as 'Safety' requires met.

SWOT Analysis for Wlr Foods And Pilgrims Pride Case Study



Implication of Analysis.

The OB analysis has actually looked at numerous concepts to recognize how to handle the current circumstance available. The complying with 3 choices have been recommended to assist Lewis take care of the business obstacles in the advertising department. Each of these options has actually been proposed for relieving the change required to bring the advertising and marketing department in accordance with the requirements of the market and also for making the cultural change that would certainly comply with once the present leader leaves.

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

Evaluation of Alternatives.

Assimilation of Marketing & Advertising Functions: The in-house advertising and marketing firm of Wlr Foods And Pilgrims Pride is currently toughness for the company in terms of saving up on overheads related to advertising and marketing as well as promo. Given that no new employment has actually been done after Bridget Cole's departure with the coverage line being directly assigned to Krasnow for the marketing function, this is a positive possibility for integrating the advertising and marketing functions. Judith Shapiro who has earlier been spoken with by Lewis during the earlier merger days has know-how in business-to-business advertising and marketing along with company and retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to handle both advertising and marketing functions.

The benefit of this strategy is that it will integrate the two functions while lowering the need for working with an extra resource for marketing. Along with this, Lewis would be heading the advertising division and all the same her replacement would certainly be needed for the current role that she is executing. The downside of this option is that external hiring may cause resentment from internal personnel who might be looking at the setting of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and also Production: Offered the affordable stress and also excellent quality work required from the ad agency, it is recommended that Lewis ought to enable the manufacturing device to be a separate feature from the advertising and marketing device. Considering that many advertising agencies had these two functions as separate devices, it makes even more feeling to comply with the norm. In addition to this, both functions might have the ability to focus on their core turns on more efficiently. The disadvantage of this method would certainly be that extra expenses would certainly have to be birthed for establishing up different production functions. Along with this, a production head might need to be employed which can increase expenses for the organization.

Combination of Marketing with Workflows: Considering that Lewis is currently taking treatment of the marketing and operations divisions simultaneously; it makes feeling to integrate the two functions because she has actually been effectively taking care of both ends. The truth that Lewis has to adjust her monitoring style for the advertising and marketing department suggests that these two departments would be culturally diverse.

Referral.



An assessment of the three options suggests that integration of marketing and also operations would certainly not be a feasible move due to the substantial differences in between both departments although that currently Lewis is dealing with both. While splitting up of the production feature may have been a desirable move for the advertising department, the truth that it would indicate placing a third feature under Lewis's wing means this should be prevented. The combination of the advertising and marketing division is the best alternative in terms of getting the optimum results from the department. An action prepare for this alternative is discussed below.

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

Marketing and advertising functions would certainly be merged.

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

Manufacturing function will certainly stay component of marketing under marketing function.

Lewis will certainly divide herself from operations.

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

Open up door plan and also focus on cross departmental communication will certainly be focused on removing dissonance.

Contingency plan.

If the assimilation does not work out as planned, a contingency plan would follow which would certainly divide the production function from the marketing feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing department without an SVP. In that case the manufacturing feature will definitely be separated by placing it under an SVP manufacturing.