Proctor and Gamble Case Summary

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Proctor & gamble’s organization project 2005 The case takes us back in June 2000, facing two main issues slumping in stock price and leadership crisis when Jager the CEO at that time steps down and is replaced by Lafley. Jager initiated one year ago a reorganization of P&G called ‘Organization 2005’ in order to regain growth of sales. Mainly the new organization consists of a shift from geographical structure to a global product business division’s structure. But Wall Street seemed to punish this move in spring 2000 when the stock price felt by 50% from its peak. P&G internal low confidence was also punishing this move and was the expression of the internal resistance to these changes. Lafley, the new CEO who takeover Jager has now a dilemma. He must make a choice on whether or not to continue ‘Organization 2005’. He was facing several problems, first of all the lack of coordination across countries and region combined with a willing of majority of senior manager to reverse back to a regional business organization. Organization 2005 Features: In 1998, P&G started a 6 years restructuring program – organization 2005. * Voluntary separations of 15000 employees by 2001 * 45% job separations from global product-supply consolidation. * 25% from exploitation of scale benefits arising from standardized business process. * Eliminate 6 management layers , reducing the total from 13 to 7 * Dismantling matrix organization and replacing with interdependent organizations: Global Business Units, Market Development, and a Global Business Services managing internal business process. My advice to Lafley: The new structure should be retained by the new CEO, and form the basis of growth. Lafley should stress the need for innovation and building brands. The company’s most high-profile strategy, however, has been acquisitions,

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