Organisation and Management

1.         Based on P & G case study

a.       Carry out Force Field Analysis and Compare Different Approaches Between Alan Lafley and DurkJager to change P & G

P & G was founded by William Procter, a candle maker, and James Gamble, a soap maker. Became Both sisters-in-law when married to Olivier and Elizabeth Norris brothers. The idea of ​​establishing a joint venture was pioneered by Alexander Norris, whose father-in-law, who had a meeting where he persuaded Procter and Gamble to become business partners. On August 24, 1837, as a result of the meeting, Procter & Gamble was founded. This date is then commemorated as the anniversary of P & G in each year.https://id.wikipedia.org/wiki/Procter_%26_Gamble

On 1 September 1999 P & G named CEO DurkJager. However the term of office was only 18 months due to Internal Facing economic problems and the crisis that o ccurred within the P & G Coperation. Then, AG Lafley who Became CEO in June 2000, reaffirmed P & G’s Purpose and Values and refocused the Company on the few choices Necessary to get the business back on track: growing its leading categories and brands with its Reviews largest retail customers in its top geographic markets, while accelerating growth in health, beauty and personal care and in fast-developing developing markets. In the five years that followed, P & G increased sales more than 40%, doubled profits, generated more than $ 30 billion in free cash flow, and delivered more than $ 70 billion in shareholder value.

To advance Organization and make them keep going, there needs to be a change to it. there is many type to change an Organization, such as Internal and External Factor.

An External environmental changes in which organisation exist like economic conditions, legal or political developments, societal or demographic shifts, competitors’ actions and technological developments. The last two are relevant to P&G, as we know P&G management team was facing competition from competitors present in their industry also in the dynamic world of business development of new technologies forced them to implement change.(Hitt, Steward, & Porter, 2014)

Internal Forces more towards to managerial decisions and employee preferences and suggestions which operate within the organisation can also be vital forces responsible for change to happen in an organisation.(Hitt, Steward, & Porter, 2014)

In performing his duties there is Force field analysis of different approaches to change take by DurkJager. Jager had failed to lead P&G. Durk is an aggressive change agent that launches several new brands and often makes changes without knowing the capacity of employees that can cause fatigue changes. Employees may just wait for that phase to pass by keeping their heads low. Aggressive change at a very fast pace can work as a retaining force.