situation analysis example

Introduces the SWOT analysis
SWOT analysis stands for strength, weaknesses, opportunities and threats. Swots measures both internal and external factors influencing the business. Strength and weaknesses are internal factors while opportunities and threats are external factors. The focus of this speech is to provide an insight about PRU SWOT based on recent takeover by SHU.
Create a slide that shows the SWOT results in table form.


Strength
Recognized culture: the business pride itself as the founder and promoter of southern family culture. The culture comprises of hieratical reporting system with Morris family member always sitting the board. The culture has described viewed as the one that values employees, and that is why the company has an employee who has worked there for all their lives. Such culture put a company as first priority to the employees as it gives them a sense of belonging. Therefore, they are highly likely to give their best in the name of the company.
Quality backed brand: the company has always strived to ensure that its pork product meets the quality standards such as ISO20002 standards and ethical standards. The company has also made sure that its plant is maintained to improve effectiveness and quality of the products offered.
Loyal employees: there are employees that have worked for PRU for decades or for their entire work life. Some of the employees have never gone outside their states, and they are meeting new faces and languages first due to takeover by SHU.
Weaknesses
The company has been described as low tech, “brick and mortar”: type of company. The company work is mostly manual. Manual labor calls for many workers and thus lead to high labor cost. Manual labor also lacks accuracy to some level, and it is also not efficient enough in productivity compared to automated systems. Before takeover, the company only had workers within its area of operation. Therefore, there was no diversity in terms of culture and languages. Diversity brings about different ideas that can grow a company to the next level. The company was also Solely managed by Morris family. From the case, the family had no direct heir after Vance Morris was killed in motor accident. Therefore, there was no other choice but to sell it SHU. The problem of business es that depends on one person for its existence is that they are not usually perpetual or can only be viable when the owner is alive. Similarly, PRU suffered the same fate since it solely depended on Vance Morris for its existence.
Opportunity
With automated packaging it has been noted that production units have increased, it has also reduced cost and training time. Therefore, employing automation is likely to improve the efficiency of the company. The fact that automation will lead to increased production, there is high chance that the company will increase its market share as long as they maintain high standards of production and quality. Another opportunity that the company has is the chance to improve diversity. The fact that new employees will be brought to PRU to work together as a learning process is very important since it will create new ide4as that will be used to growth company further.
Threats
Merging of PRU and SHU may result in quality reduction. The main reason for that include the fact that the objective of the company may change, for instance, the new organization may seek to increase production without regards to quality and standards of the old company, and the result will be poor quality. Besides, Chinese company have a bad reputation when it comes to quality. Therefore, it may result in bad blood with current market when they get the news that the company was taken over by a Chinese company. The result of such misinformation may be loss of good image and market share. Southern family culture is also at a threat of being shelved since the new owner favors flat organization to heretical. They also favor diverse environment which is opposite to those of southern culture which only employed locals. The result of such rift is lack of organization peace between original employees and the new one. Further it may result in job losses since old employees may be considered irrelevant in modern working environment.
Conclusions and the reasons for their selection
in conclusion, PRU was in the right track it southern family culture although the culture had weakness such as hieratical structure which allowed few idea sharing, it promoted satisfied employees. It was also a great brand which good image. Despite that, SHU has an opportunity to improve PRU while maintaining most of its culture that is good. It is not bad to introduce new automation, but it is important to recognize that most of the workers have been in the company for all their work-life thus they should be retained, retrained and made to feel that they are still important for the company.
Current state of the company
Currently, Pinyin-PRU is divided. There is a great rift between the older employees and the new entrants. Older employees feel like the new ones do not value the PRU culture. They also feel that the newly introduced and continued 3D printing and other automation to come in future will take their job.
OD challenges
Organization development deals with changes in the organization and performances (Peoplestreme, n.d.). Usually, it focuses on sacksful changes that organization undergo to improve its performance. Some of the OD challenges present in the case include
Original culture loss : the company has new management that has a new ideology which is not similar to what original organization practiced. The new management prefers automation and flat organization. It also prefers a diverse workplace. Old employees are used to hieratical organization with less diverse team. Managing such anew organization is never easy as misunderstanding is likely to surface. Some of the dilemma that the new CEO has included whether he should keep the original southern family culture or modify it, keep old employees or hire new ones and how to maintain the brand while increasing production and market share.
Conflict and resistance to change: most of the old employees feel that new changes are likely to take their job always. For example, automation of packaging process is already creating rifts between old employees and newcomers since old employees fear that the new method will take their jobs.
Quantitative approach to diagnosing the situation at Pinyin Foods.
Survey method is one of the most effective method used in an organization to assess the situations. Under survey technique, data about the situation is collected and analyzed based on tables, graphs and figures (Research, n.d.). For example, in this case, employees may be asked about the causes of conflict, e.g. culture difference, fear etc. their answers can then be collected using Likert scale. The result can then be analyzed using statistical method, and predominant occurrence considered the major cause of conflict. The result can then be used to propose changes.
Qualitative approach selection for diagnosing the situation at Pinyin Foods
Force field analysis is the most appropriate quantitative analysis method to diagnose the situation caused by the introduction of 3D printing (Brent, 2018). Force filed analysis will analyses the factor promoting the conflict in packing department as well as the factors that tend to reduce the conflict. The aim is to promote the forces the aims at reducing conflict as a result of changes in the organization.
Reasons behind the selection of survey
The survey provides a quantifiable aspect of statistic thus it can be easily analyzed to provide a clear overview of what the employees expect. The administration of survey is easier and cheap since it can also be done only or will require few printed material for those who cannot access it online (Sincero, 2018). Survey result can give clear overview of the problem associated with 3D printing implementation based on the weights of the problems. The most present problem can then be given priority and thus be solved within the set timeframe.
Reasons behind the selection of the force field analysis
First, force field analysis is simple to use. It requires only two tables which outlines factors that support and those the opposes (ODI, 2009). Further, it will require another table to show how those factors can be improved or reduced depending on their effect. The fact that it uses diagram makes it easier for people to understand. It is also a key factor for idea generation such that it will assist in identifying gaps in situation in terms of training requirement, employee satisfaction and need for development and thus propose appropriate changes required. For example, it can clearly evaluate why there is conflict between newcomers and old employees and thus propose measures to control the situation. Some of the measures may include training old employees or giving them reassurance.
Additional approach
Other techniques that can be important for analyzing the situation include Weisbord six-box model and Burke-Litwin model. Weisbord six-box model is used to assess the functioning of the organization based on purpose, structure, relationship, reward, leadership and helpful mechanism. Burke-Litwin model, on the other hand, focuses on cause and effect relationship between 12 organizational dimensions the are predominant in organizational change.
Summary
PRU now Pinyin food have a rich history, respected culture and brand associated with quality and ethical standards. The current weaknesses of the company include low automation and low diversified working environment. Introduction of new staff has already transformed the working environment, and it is likely to bring more opportunities in terms of idea diversification. Some of the threat the company faces include loss of original culture and market share. Some of organization development challenge include managing newly diversified team, managing culture change and managing employees with fear. Some of the methods that can be used to diagnose the situation presented include survey and force filed analysis.
?
References
Brent, M. (2018). Advantages & Disadvantages of the Force Field Analysis. Retrieved 9 November 2019, from https://careertrend.com/info-8613855-advantages-disadvantages-force-field-analysis.html
ODI. (2009). Management Techniques: Force Field Analysis. Retrieved 9 November 2019, from https://www.odi.org/publications/5218-management-techniques-force-field-analysis
Peoplestreme. What is Organisational Development? | PeopleStreme. Retrieved 9 November 2019, from https://www.peoplestreme.com/learn/what-is-organisational-development
Research. Survey Method - Research-Methodology. Retrieved 9 November 2019, from https://research-methodology.net/research-methods/survey-method/
Sincero, S. (2018). Retrieved 9 November 2019, from https://explorable.com/advantages-and-disadvantages-of-surveys