'Best Snack Foods\r'

'Running head: puzzle SOLUTION: BEST SNACKS INC. difficulty firmness: exceed bits Inc. University of Phoenix Problem Solution: beaver pungencys Inc. over the last a few(prenominal) years exceed eats has been go abtaboo with declined sales, reduced market sh ars as substanti anyy as steadily decline line market sets. As a result of these converts, better(p) Snack is before long no eight-day on top of the insect bite food manufacture. The actual chief operating officer Elizabeth Fairchild, has enlisted the swear outance of ill-doing President of Organizational culture Sabrina McKay to serve transfigure the original and groundbreaking last.\r\nThe purpose of this paper is to furnish effects to the issues facing trump out Snack that go a counselling cater the federation to regain the underway one pip in the snack food pains. The resolvings pull up s channelises decoct on the overwhelming pauperisation for a issue to fictiveness and univers e into the disposal. Describe the Situation offspring and Opportunity Identification The snack food constancy is consistently changing and evolving. surpass Snack presently has non been qualified to keep up with the competition.\r\n some(prenominal) issues anyow for collect to manner of speaking before a turn around undersurface begin. The issues with trounce Snacks atomic number 18 lack of yeastyness and foundation garment, which has led to the simplification sales, decreased market sh ar and decreased profits. The quantify is now for stovepipe Snacks to adopt a flori farming that fosters creative thinking and novelty or jeopardize losing even to a greater extent. A full outline of the issues facing better Snack is outlined in circuit card 1. As a result of the s canister, shell Snack has several opportunities to address with the employees. Much of the research on sophisticated companies points to the importance of guidance practices that support crea tive employees and their ideas” ( crush Snacks, 2009, p 4). limitmly a information judicature is one of the opportunities for trump Snack. Becoming a larn placement go out refer headway the changes that the CEO necessitys to implement. As the employees be draw more skilled and chicken feed to use those skills the creative thinking and designing ordain be reenforce and be gain a alert part of the fraternity’s organisational culture. Senge’s principles for designing a exploitation organic law emphasizes the importance of building fated vision, by which he means building the ongoing frame of fictitious character or mental model that in solely organisational members use to frame problems or opportunities and that binds them to an organization” (Jones, 2004, pg 379). Stakeholder Perspectives/ ethical dilemmas Each stakeholder has their one ideas of how they relate to trounce Snacks. The profound stakeholders be the nodes, the charge police squad, employees and the sh arholders.\r\nEach stakeholder has some coronation in the achievement of the confederacy and each stakeholder wants a high sideboard on his or her investing. The investment and comforts of each key stakeholder is identified and explained in board 2. The prudence police squad up is wayed upon by the employees, officeholders and the customers to constitute the terminations that go forth ensure the success of the federation. These finishs include gentility an environment that fosters creative thinking and excogitation to keep the ships partnership competitive.\r\nThe employees are looked upon by the concern team to support creative and launching ideas that place control damage and maintain growth lines. The stakeholders look to the care team and employees to gain in a manner which uses the Capitol in the go around manner. The stakeholders want a decent transcend on their investment and want to know that the trouble te am is managing their capitol effectively. The customers want to know they are receiving nourish for their money as tumesce as get word from an honest and reputable c all tolder. Frame the â€Å"Right” Problem\r\n beaver Snacks result grant all employees opportunities to jump and develops skills related to creativeness and renewing. As the employees use these impertinent skills, Best Snack give be come an organization that lead offer the snack industry in use creativeness and knowledgeability to occur the federation’s strategic excogitate of change magnitude market share, annexd sales and summationd live tired wrongs. Describe the â€Å"End-State” Vision Best Snack has an upward climb to becoming number one in the snack food industry again. Major changes pass on need to be made and the trounce system for\r\nBest Snacks entrusting be to incorporate melodic theme transformation into culture. The go with forget need to valuate bot h the business model as well as technology to see what mendments screwing be made. This exit be a counterbalance in the snack food industry and go away range Best Snack a true loss leader in the industry. The neighboring mistreat is to increase creative thinking and innovational skills on all levels of the organization. By looking at at both inherent and extraneous sources for creativity and innovation Best Snack testament have a consistent f pocket-sized of creative and innovative ideas for exploitation and marketing products.\r\nThe need for fresh products and marking ideas is essential to increase sales, market shares and stock prices. name the substitute(a)s and Benchmarking Validation â€Å"Making decisions on a product enhancement requires communications amidst legion(predicate) an(prenominal) parts of the organization, including R&D, manufacturing, marketing and sales, and finance, as well as swear outes and criteria for making the decisions” (D avila, Epstein, & Shelton, 2006, p 120). Best Snacks R&D department is currently non producing the fibre of ideas that entrust lead to bare-ass-made innovation products needed to keep the company competitive.\r\nBy creating an out dig computer program Best Snack R&D department leave alone be in contact with fresh and innovative ideas. â€Å"By 2000, it was clear to us that our invent-it-ourselves model was non capable of sustaining high levels of top-line process. The explosion of new technologies was set ever more pressure on our innovation budgets. Our R&D productivity had leveled off, and our innovation success rateâ€the percentage of new products that met financial objectivesâ€had stagnated at approximately 35 percent.\r\nSqueezed by nimble competitors, flattening sales, lacklustre new launches, and a quarterly earnings miss, we doomed more than half our market cap when our stock slid from $118 to $52 a share” (Connect and Develop: intimate Procter & put on the lines New modelling for Innovation 2006). This served as a major wake up call for admonisher and Gamble so the company began looking at university and government labs to relieve oneself partnerships to assist both parties in product research and design. Proctor & Gamble concisely realized that this process was paying off because of the scoop out ideas had come from the partnerships exterior the company. Lafley made it our goal to acquire 50 percent of our innovations outside the company. The strategy wasnt to sub the capabilities of our 7,500 researchers and support staff, barely to better leverage them. half(a) of our new products, Lafley said, would come from our own labs, and half would come by dint of them” (Connect and Develop: Inside Procter & Gambles New simulate for Innovation 2006). With this new change in obtaining ideas, it was classic that the culture of the company changed as well.\r\nAs Best Snacks is loo king to book changes to product line, the company could utility from creating partnerships with universities and even man-to-mans looking to sell product ideas. Procter & Gamble has establishd a website in which individuals can log in and provide new ideas. Best Snacks could add a combine to the company website that could serve the same purpose. The link on the website could be a cost-effective way to begin to obtain new ideas. If the website generates valuable suggestions, consequently the outreach program can be expanded as-needed.\r\nThe solution of a culture change and using an out reach program is the best solution for Best Snacks as it leave behind lead to continued growth and development for the company. Evaluate the Alternatives Best Snack has act to use incremental innovation without much success and the CEO see this and is aware of the need for understructure innovation and increase creativity. â€Å" She throttled to cook up Best Snacks the first consumer snacks company to make radical innovation and creativity a vital part of the organization’s culture” (Best Snacks, 2009, p 1).\r\nThe company will need to embrace the need for a culture change and carrying into action toward more products that will reach the target customers. Innovation and creativity is exactly what Best Snacks needs to regain the top perplex in the snack industry. The company will need to rail the employees and train them to think creativity and identify innovative thoughts. This can be accomplished by the management team identifying the behaviors of other creative and innovative companies. in one case these behaviors are identified, the succeeding(a) step is to incorporate these behaviors in the daily routines.\r\nThese steps set the ground work to empower the employees to introduce new products. Narrowed disceptation of Alternatives When looking at the list of preferences presented in circumvent 3, the best substitute(a) solution is to loo k at gaining outside partnerships to assist the R team in providing new ideas. Before this solution can work the culture will need to shift to encourage creativity and innovation from all employees. The employees need to earn that the external ideas are not to re patch the innate ones but to enhance the brainstorming sessions. The next best solution would be to create a hold ining organization.\r\nAll of these steps are necessary as Best Snacks focusinges on shift to a company known for innovation and creativity. Identify and Assess Risks Best Snacks needs to understand that each solution carries a different set of perils. It’s important these risks are taken into consideration before any decision is made. The current risk that needs to mitigate is the declining sales, declining market share and declining stock prices. h advance 4 provides the risk and consequences of the each of the proposed solutions and most important it provides ways to frown the risk of each solu tion.\r\nThe management team will need to have solid techniques in place to help the employees more toward the new organisational goals. obtain the Decision When evaluating all of the solutions provided, Best Snack would submits from all of the solutions in some manner. By developing the partnerships with local colleges, shifting the culture to foster innovation and creativity by implementing the behaviors of that lead to creativity and innovation will help to transform ideas to new product lines. The first step is to contact the local colleges to create internships program.\r\nThis program will consistently provide the R department access to new ideas. The R team can take the ideas and brainstorm how to implement the ideas. The downside of this solution is that the R department may not take the ideas seriously and not focus enough assistance to the development because of resentment. The routine and third alternative is change the culture to foster creativity and innovation by identifying the behaviors of other creative and innovative companies. These both alternatives are interrelated as before one can occur the other needs to occur.\r\nThe shift of culture will be unverbalised from several of the employees because of vindication to change. The management team will need to provide change management training to employees because the future of the Best Snack is full of consistent change. The final alternative is to create a skill organization. As Best Snack is making the other ad merelyments to the business model, the company will have no other resource but to implement organizational learning. The benefit to this alternative is that the company will be consistently looking for new ideas and products that new learning will be required of each employee.\r\nAs the employees learn and share new skills the company continues to learn and grow and in turn the product line will continually evolve to meet the demands of the customers. Develop and Implement the Solution Sabrina McKay the Vice President of Organizational Development has a full slate to ensure that all of the pieces are in place. Sabrina’s first action circumstance is to identify the leadership behaviors are required to lead the company. These behaviors will be identified within two months.\r\n once the behaviors have been outlined, over the next troika months the review of the current management process will be evaluated. During this evaluation, the necessary changes will be outlined. During these evaluations, the management team will be review all polices and procedures to benchmark against the new set of behaviors and processes. The management team will have two months to complete this evaluation. Once the changes have been outlined, a new training program will be created by Sabrina and this should take almost nine months to create and provide the training to all associates.\r\nWhile the training is creation conducted Sabrina will alike be running(a) on the creativity and innovation plan. This plan will include the partnerships with local colleges. Sabrina will have eight months to create and identify the best college to use for the program. Once the partnerships and training is complete the management team can continue to outline the strategies for supporting the employees in all of the new endeavors. The support for the employees is vital to the substantial plans success. The project will be reviewed e actually six months to ensure adequately progress.\r\nEvaluate the Results The focus for Best Snack is to perform the first company in the snack industry actively using radical innovation in the organizational culture. The plan that was outlined in elude 6 and Table 7 has the project completed within the next 12 months. The changes that will be made during this footfall will need to be consistently reinforced by management. It is besides very important that management support the employees as training and change is provided. This is the time for management to increase the trust factor between management and employees.\r\nAs the trust increases, creativity will also increase. The employees’ surveys will be used to measure how well the management team is nurturing the increase creativity and innovation. Once partnership program is in place, Best Snacks will have consistent f offset of ideas for the R team to brainstorm and transform into new products. As the R team is brainstorming both innate and external ideas this lead to additional ideas. Within a year, the R team will be able to provide more marketing ideas and products in a more efficient manner.\r\nBest snacks will a 30% increase in new products in one-year. The increase in products will start to increase company sales, market share and stock price within the year. With the consistent new ideas, increased creative and innovative thinking, Best Snack will see consistent growth over the next few years. Conclusion Best Snack has accommodate very dependent on incremental innovation and the low risk factors that when change is urgently needed it is hard to stray from it. Best Snack is trying to become a leader in the industry but is stuck therefore the need to shift to radical innovation. The second level at which systems interact with learning is with their own improvement and the improvement of organizational processes. During the execution of a particular project, there is learning about the process itself that is captured. In other words, there is learning not only about the particular innovation, but also about how the company can improve its innovation processes” (Davila, Epstein, & Shelton, 2006, p 218). For Best Snacks to maintain the new competitive edge it is important to continue to foster the communication as well as the concepts of creativity and innovation.\r\nBest Snacks is now in a position to use the association of the past to create a better future for the employees, customers and sharehold ers. fictional characters Davila, T. , Epstein, M. , & Shelton, R. , 2006. Making Innovation add: How to Manage It, Measure It, and Profit from It, 1e. Jones, Gareth R. , 2004. Organizational Theory, Design, and Change, 1eChapter 12: Decision Making, acquirement, Knowledge attention, and Information engineering. P&G’s New Innovation present 2006 retrieved April 10, 2010 from http://hbswk. hbs. edu/ muniment/5258. html University of Phoenix, (2009).\r\nBest Snacks Scenario Inc. Retrieved March 21, 2010 from University of Phoenix imagery Center. Table 1 Issues and Opportunities Identification |Issue |Opportunities |Reference to Specific | | | |Course Concept | |Business Model Change to drive |The CEO Elizabeth recognizes the company’s need to make|Davila. , Epstein. , & Shelton | |innovation in the by-line areas: |some innovated changes.\r\nThe changes to the business |2006, p. 32 | |Value marriage proposal |model will help Best Snack Foods become more | | |Supply Chain |competitive. The first change will be to look at the | | |Target guest | prize of the items for sale and make the necessary | | | |adjustments to provide more value to the consumers. | | |The next step is to look at the supply grasp and make | | | |the necessary adjustment. The changes should provide | | | |product to Best Snacks at a quick and lower price so | | | |that cost savings can be passed on to the customer as | | | well as increased margin for the company. The final | | | |step is to determine the target customer for the new | | | |product or the enhanced product. Best Snack foods to | | | |look at what areas that they have no presence and what | | | |areas they need to increase product presence.\r\nThis | | | |will determine which customers they are not reaching | | | |and then can determine value of reaching out to a new | | | |demographic. | | |Technology Change to drive innovation |The CEO Elizabeth recognizes the company’s need to make |Davila. , Epstein. , & Shelton | |in the avocation ways: |some innovated changes. According to the survey the |2006, p. 5 | |Product and service offerings |associates bank that management does not quick | | |Process technologies |decision regarding new products. The company has | | |Enabling technologies |introduced only five new products in three years. The | | | |company needs to determine what products they want to | | | |improve on or, which new items to produce.\r\nThis new | | | |products could also require some changes in the | | | |technologies. The company has just implemented an | | | |automotive packing system and will need to find other | | | |technologies that will help decrease cost associated | | | |with production.\r\nThe nest step will be for Best Snack | | | |food to look communication between vendors. The close | | | |relationship can also help to reduce cost. | | |Organizational |The executive team should begin to outline the learning|Jones 2004, p. 376 | |learning The process |for the individual through the University.\r\nOnce the | | |through which managers |learning continues with the individual, the new | | |seek to improve |knowledge will begin to have an impact on the group and| | |organization members’ |when the group is learning the whole organization is | | |capacity to understand |learning.\r\nBest Snack needs to outline training classes| | |and manage the organization |for all levels of the company. As the company | | |and its environment |continues to learn the groups and individuals will | | |so that they |begin to look deeper into process to determine ways to | | |can make decisions |streamline and reduce cost.\r\nThis is creating an | | |with continual organizational |environment that fosters creativity. This will so help| | |effectiveness. The undermentioned are |to decrease the fear of taking risk within the company. | | attributes of organizational learning | | | |Exploration | | | |Exploitation | | | | | | | | | | | | | | | |Organizational decision making is the |This is what the executive team is currently working(a) |Jones 2004, p. 368 | |process of responding to a problem by |on.\r\nThe CEO has outlined the problem, which is the | | |searching for and selecting a solution|company is not as competitive and innovated as the | | |or course of action that will create |competition. As a result of these issues the company | | |value for |is low to suffer financially. The executive team| | |organizational stakeholders. |is working to find the proper solution that will | | |This type of decision model has five |provide increased profits and margins for Best Snacks. | |different models | | | |Rational Model | | | |Carnegie Model | | | |Incrementalist Model | | | |Unstructured Model | | | | refuse Can Model | | | |Decision making drives the mathematical operation | | | |of an organization.\r\nAt the | | | |core of every organization is a set of| | | |decision-making rules and routines | | | |that bring stability | | | |and allow the organization to | | | |reproduce its structure, activities, | | | |and core competences | | | |over time (Jones, 2004, p. 375) | | | |Learning in a innovative organization |Sabrina will be able to provide this characteristic to |Davila. , Epstein. & Shelton | |has the go oning characteristics: |Best Snack foods once she is has completed her new |2006, p. 212 | |Process learning is linked to |assignment. The first step that she has completed of | | |strategy |the employee survey is an excellent start to determine | | |Systematic approach to complex |the current state versus the new look of the company. | | |organizational dynamics |She is also looking at the values and the accusation of | | |Shared vision |the company.\r\nBoth of these will more than likely be | | |Flexibility and agility |updated to ricochet the new strategy. Once the new | | |Timely prospicience of challenges and |strategy is determined the company will be wor king | | |threats |toward a common goal and will be able to foster a | | | cooperative and challenging |creative environment. The company currently has a Best | | |environment. |Snack University for the students but the courses are | | | |not mandatory.\r\nThe company should look at requiring so | | | |many hours a year so that each employee can continue to| | | |improve upon there skills. | | Table 2 Stakeholder Perspectives and Ethical Dilemmas |Stakeholder Perspectives and Ethical Dilemmas | |Stakeholder mathematical groups with Competing Values | | | | |The Interests, Rights, and |The Ethical Dilemma Based on the Competing | |List: Group X Values of Each Group |Values | |versus Group Y | | | | decision maker Management vs. Employees |Fairness, accountability and social state |The employees completed a survey and it is up | | |The interest of employees revolves around Best |to the Management team to make the right | | |Snacks ability to provide problem shelter, market s hare|decision with the answers. It is important the | | |security and on the byplay training to improve job |management use the information to provide the | | |skills.\r\nThe decision maker management has the |necessary program to the employees and support | | | right to implement the organizational |growth and development. | | |changes in format to maintain competitive. | | |Executive Management vs. Shareholders |Increased return on investment, |The main interest is the history of innovation,| | |Loyalty, respect, responsibility and reputation of |market shares, stock performance, operating | | |company. |profit, return on investment, and | | | |profitability.\r\nThe shareholders are fearful | | | |about their investments not increasing and the | | | |shareholders want to know that the capitol is | | | |being managed properly. If the capitol is being| | | |managed properly then there should be a return | | | |on their capitol. | |Executive Management vs. Customers |C ustomer is interested in cost and quality. The CEO Elizabeth Fairchild has see with | | |The customer is also wanting accountability and |customers to scold about values and how they | | |honestly from the executive team. | contrast to the competition. The customers are | | | |expecting that the company to take their | | | |answers and work to make the necessary changes. | Table 3 Analysis of Alternative Solutions [pic] Table 4 Risk Assessment and extenuation Risk Assessment and Mitigation | |Alternative |Risks and opportunity |Consequence and Severity |Mitigation Techniques and | | | | |Strategies | |Identify and individual and |Ineffective referable to lack of |According to the survey results, |Management team will communicate | |organizational behaviors that |participation and rejection by |the employees do not believe that |how creativity and innovation will | |foster creativity and |employees †high |improved innovation and creativity|assist the company to reach t he new| |innovation | there is littler or no growth †low |is achievable â€high |goals | | |Inadequate management of strategies | give not have immediate impact on | | | |structures, or cultures †low |product improvements, finance or |The management team will also need | | | reputation- metier |to understand all of the dynamics | | | | |that affect growth. | | become organizational learning |Employees are hesitant to follow the |Increase turnover as employees |The CEO and | | |organizational learning system- high |will not make necessary changes †|management team will need to | | | |medium |define and communicate the | | | | |organizational learning process. | | | | | |Adapt a culture that focuses on| macrocosm of goals for employees to have|Will not address all of the |The management team will focus on | |creativity and innovation |continuous learning †medium |important issues. †high |creativity when outlining the new | | | |The major issues will still ne ed |vision of the company | | | |to be addressed | | |Create partnerships with |Current employees will resent the ideas|This will generate new ideas that |The management team must | |colleges to generate new and |from the outside -high |can be implemented by the current |communicate the program and foster | |creative ideas. |R&D team with the necessary |the culture to seize the ideas as | | | |modifications to fit the needs of |if they were generated from the | | | |the company. †Low |inside. | Table 5 Pros and Cons of Alternative Solutions |Alternative |Pros |Cons | |Create organizational learning |All departments will be on the same track |The training can be costly and be hard for some| | |toward the new goals. employees to make changes | | | | | | | | | |Adapt culture that focuses on creativity and |Company will operate more efficiently due to |The current culture may be too strong to allow | |innovation |all of the new changes in operating models and |the shift in f ocus and implement the new ideas | | |technology |and concepts | |Identify individual and organizational |Increased competences for employees that can |Products are not improved | |behaviors that foster creativity and innovation|improve product lines |Products may no longer meet the needs of the | |and implement the necessary changes | |customer | | | | | | | | | |Create relationships with colleges to generate |New ideas that are not bound by boundaries from|Current team members mightiness feel threaten by | |new ideas |the culture of the company |ideas | | |The customer is provide suggestions to improve |Students that create ideas may not be involved | | |value or products |in whole process. | | |Ideas that are generated can be modified by the| | | |R&D team to fit the business model | | Table 6 Optimal Solution Implementation plan Action Item Deliverable |Timeline |Who is Responsible | | proposal for new employee training |9 months |Sabrina McKay, VP of Organizational | | | |Development | |Organizational strategies for supporting the |12 months (continual) | Executive Management Team | |employees | | | |Creation of Creativity and Innovation design |8 months |Sabrina McKay | |Review of all policies and procedures |2 months | Executive Management Team | |Identify leadership behaviors |2 months |Sabrina McKay | |Identify management process |3 months |Sabrina McKay | Table 7 Evaluation of Results End-State Goals |Metrics |Target | |Best Snacks will be the first snack company to |Innovation and creativity will become a |With in a year, radical innovation will be | |implement radical innovation and creativity as|integral part of the companies ongoing | encourage regularly. | |part of the companies organizational culture |processed | | |Best Snacks encourage creative thinking on all |Best Snack will now be known as a cutting edge |All employees will be trained on creativity and| |levels by using new skills |innovation organization |innovation skills within one year. |The development of new products will be more |With in a year, Best Snacks will see an |The will be a 30% increase in new products | |innovative resulting in an increase in sales, |increase in development of new products as a |within one year. | |market share and stock prices. |result of new ideas from both internal and | | | |external sources | | |The executive management team will create an |The results of the assessment show that |Full employee liaison with in 4 months. |assessment to increase creativity and |management is following the new organizational | | |innovation throughout the company |plans for the company. | | |Best Snacks will become number one again and |Best Snacks leads the industry with creative |Within one year, Best Snacks will have | |will remain competitive due to organizational |and innovation products and will increase |increased profit margins and increased | |changes |revenue and operating incomes |creativity. |\r\n'