Restructuring P&G|Business Strategy|Case Study|Case Studies

Restructuring P&G

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Case Details:

Case Code : BSTR068
Case Length : 20 Pages
Period : 2003
Organization : Procter & Gamble
Pub Date : 2003
Teaching Note :Not Available
Countries : USA
Industry : FMCG

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This case study was compiled from published sources, and is intended to be used as a basis for class discussion. It is not intended to illustrate either effective or ineffective handling of a management situation. Nor is it a primary information source.

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Revamping the Corporate Culture

The Organization 2005 program made efforts to change P&G from a conservative, lethargic and bureaucratic to modern, quick-moving and internet-savvy organization. The new structure was directed towards revamping the work culture of P&G so as to focus on its new Stretch, Innovation and Speed (SIS) philosophy. Emphasizing on innovation, Jager said, "Organization 2005 is focused on one thing: leveraging P&G's innovative capability...

The Mistakes Committed

The Organization 2005 program faced several problems soon after its launch. Analysts were quick to comment that Jager committed a few mistakes which proved costly for P&G. For instance, Jager had made efforts in January 2000 to acquire Warner-Lambert and American Home Products. Contrary to P&G's cautious approach towards acquisitions in the 1990s, this dual acquisition would have been the largest ever in P&G's history, worth $140 billion.

However, the stock market greeted the news of the merger negotiations by selling P&G's shares, which prompted Jager to exit the deal...

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Enter Lafley - Implementing Strategies To Revive P&G

In June 2000, Alan George Lafley (Lafley), a 23-year P&G veteran popularly known as 'AG,' took over as the new President and CEO of P&G. The major difference between Lafley and Jager was their 'style of functioning.' Soon after becoming CEO, Lafley rebuilt the management team and made efforts to improve P&G's operations and profitability. Lafley transferred more than half of P&G's 30 senior most officers, an unprecedented move in P&G's history. He assigned senior positions and higher roles to women...

P&G - Current Status

In 2003, Lafley continued his efforts to make P&G more adaptable to the dynamic changes in business environment. He challenged P&G's traditional perspective that all its products should be produced in-house. In April 2003, Lafley started outsourcing the manufacturing of bar soaps (including P&G's longest existing brand, Ivory) to a Canadian manufacturer. In May 2003, IT operations were outsourced from HP. Since Lafley became CEO, P&G's outsourcing contract went up from 10% to 20%. Lafley continued to review P&G's businesses and new investments with the aim of achieving sharper focus on its core businesses, cost competitiveness and improved productivity...

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Exhibit I: P&G's Financial Performance (1995-2000)
Exhibit II: P&G & Its Subsidiaries - Consolidated Earnings
Exhibit III: P&G's Organization Structure Under Organization 2005
Exhibit IV: Overview of the New Structure Under 'Organization 2005'
Exhibit V: Services Offered by GBS
Exhibit VI: Job Reduction Targets Under 'Organization 2005'
Exhibit VII: P&G'S Global Leadership Council

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