nitieim19pomb089
Wednesday 22 August 2012
Monday 30 July 2012
LE06
ORIGIN
The history of Kraft goes back to 1903, with
$65 in capital, a rented wagon and a horse name Paddy, James L. Kraft started
selling cheese at Chicago’s Water Street. His four brothers joined him in 1909, and
they incorporated the fledging business as J. L. Kraft & Bros.
HISTORY
•
In 1914, the Kraft brothers opened their
first cheese making plant in Stockton, Illinois.
•
In 1915 to produce a blended, pasteurized
cheese that he marketed in metal containers as “process cheese.”
•
By 1917, Kraft’s earnings were $2 million.
The company rapidly expanded abroad opening an office in London (1924) and
Germany (1927).
•
Kraft went public in 1924; ftheir years
later, it merged with Philadelphia cream cheese maker Phoenix.
VISION & MISSION
VISION
“Helping people around the world eat and live better”
Their vision
captures the essence of who we are. Everything we do flows from Their vision.
We just don't happen to be a business that sells food – it's what we're all
about. Their vision is about meeting consumers' needs and making food an easier,
healthier, more enjoyable part of life.
Their vision tells the world – Their employees, customers, consumers and the communities where we make and sell their products – what we care about. It captures the importance of health and wellness, but it also embodies all the ways we can eat and live better, such as the enjoyment of a dessert, the convenience of a microwave meal, the safety and value of Their products and the services and solutions we provide.
Their vision tells the world – Their employees, customers, consumers and the communities where we make and sell their products – what we care about. It captures the importance of health and wellness, but it also embodies all the ways we can eat and live better, such as the enjoyment of a dessert, the convenience of a microwave meal, the safety and value of Their products and the services and solutions we provide.
MISSION
“Make Today Delicious”
Kraft's mission is to provide fun, healthy food for people to enjoy. Their mission statement informs us that they care about their consumers. Their values areinnovation, quality, safety, respect, integrity, and openness. They strive as a company to communicate with the world reassuring them they're a trusted company with their products.
PRODUCTS AND SERVICES
•
The world’s 2nd largest Food and
Beverages company.
•
A
global presence in over 220 countries.
•
Annual
revenue of over $54 billion.
•
Twelve
of it’s brands have a turnover of $1billion annually.
•
Eighty
$100million plus companies.
•
15
research and development centers around the world.
MAJOR BRANDS
It has over 100 brands ranging for all types of food and
food products. They are majorly sub divided into:
•
Cheese and Dairy
Products.
•
Snack Foods
•
Sweets and
Confectionary
•
Convenience,
Packaged Foods and Beverages
CAPACITY & MARKET SHARE
•
More than 80 percent of their revenues come
from products that hold the No. 1 share position in their respective categories
and more than 50 percent of their revenue is driven by categories where the
market share is twice the size of the nearest competitor.
•
It has more than 125000 employees.
•
It has revenue of over $54 billion.
•
12 of its brands have an annual revenue of
$1billion.
•
Eighty of over $100million.
Distribution of Revenue
The revenue of Kraft is distributed over the precuts, the
geographic locations and the channels
All of which are listed below
29%-Confectionaries 21%-Biscuits 18%-Beverages 14%-
Cheese 10%- Convenient meals 08%- Grocery
Management Team
It has a huge management team. Some of the prominent
personals are :
Irene came home to Kraft Foods in June 2006 as CEO and became Chairman in March 2007, following the company's spin off from Altria Group. Since then, Irene has fundamentally changed the face, footprint and prospects of Kraft Foods.
• David Brearton
Executive Vice President and Chief Financial Officer
•
Tim Cofer
Executive Vice President and President, Kraft Foods Europe
•
Sanjay Khosla
Executive Vice President and President, Developing Markets
Corporate Responsibilities
Corporate Awards
It has received numerous awards all around the world for
various corporate and social purposes. Some of us are listed below:
•
Included in the:
- Dow
Jones Industrial Average
- 2011/2012
Dow Jones Sustainability Index
- Global
Dow Index
- Ethibel
Sustainability Index
•
Corporate Reputation and Responsibility
- The Carbon Disclosure Project commended us for their approach to climate change disclosure in 2010 – adding us to the Carbon Disclosure Leadership Index for the first time.
- They were listed as a Maplecroft Climate Innovation Index Leader in 2010 for their efforts to use less energy, reduce waste and promote green work spaces.
- Kraft Foods ranked 23rd in the 2011 Corporate Social Responsibility Index, based on a survey of consumers created by the Boston College Center for Corporate Citizenship and the Reputation Institute.
- The American Chamber of Commerce in Shanghai awarded Kraft Foods China and China Youth Development Foundation the "Partnership Award" during their Sixth Annual Corporate Social Responsibility Conference.
•
Awards for Workplace
- 100 Best Companies, "Working Mother" magazine -- 2011 for the sixth consecutive year and 10 times in the past 11 years.
- 100 Best Places to Work in IT, "Computerworld" magazine, third consecutive year -- 2010.
- Top 50 Companies for Diversity, "DiversityInc" magazine -- 2010.
- Top 50 Best Employers for Latinas, "Latina Style" magazine – 2011 (10 consecutive years).
•
Brands reputed all around the world
- Consumers ranked Kraft Foods ftheirth on "Forbes" magazine's list of the Top 100 Brands.
- "Fast Company" magazine ranked Kraft Foods second in its list of the top 10 innovators in advertising and marketing.
- Kraft Hockeyville received a Gemini Award from the Academy of Canadian Cinema & Television.
- Toblerone chocolate won its second consecutive Tambuli Award for the "Thank You Day Philippines Campaign."
Future Plans
•
It plans to Split up parent company into two
company. Major subdivision will be based on:
- Snacks
- Groceries
•
Consolidating
U.S. Management Centers
When the North American grocery company is spun off later this
year, it will reduce its U.S. management center locations from four to two. "Consolidating
their management locations is a sound business move," said Tony
Vernon , Executive Vice President and President, Kraft Foods North America and CEO of the future grocery
company. "Having the majority of their business units together in one
location will provide greater development opportunities for their people and
will help us continue building their brands more efficiently and
collaboratively."
•
Workforce
Reductions
Throughout 2011, the North American business has been lowering
costs to provide funds to invest in its brands. With leaner structures planned
across both the future grocery company and the North America Snacks region,Kraft plans to eliminate
approximately 1,600 positions throughout the United States and Canada over the next 12 months,
primarily from sales, corporate and business unit areas. About 20 percent of
these job eliminations are currently open positions.
• Realignment
of U.S. Sales
The grocery and snacks businesses have distinct portfolios and
routes to market. By realigning the U.S. Sales structure to create more focused
teams, each company can customize its approach to in-store sales and execution
to maximize impact.
Here are some advertisements aired in India and US that support their Vision and mission statements
Thursday 19 July 2012
LE05
FIRE IN THE TEMPLE RUN RUN RUN!!!!!!
The cartoon from the 1980s called “ Three Bonzes” shows 3 Buddhist monks trying to achieve a
common objective of filling up buckets of water and carrying it to the top
of the mountain in a temple where they store it in a drum and use for drinking.
Condition 1: WORK HABITS
Initially the situation was that a monk descend the mountain everyday to fill up the water.
After every few days a new
monk would join the temple and they just had the responsibility of filling up
the water vessel.
The following observations were made:
UTLIZATION OF RESOURCES
The monks had a rod on which they could hang buckets and
carry it to the lake to fill the water and bring it back to the temple. They
tried different combinations like, 1 monk carrying 2 buckets, 2 monks carrying
1 bucket……..in this scenario the monks carrying the buckets also kept on
changing. When there was only 1 monk there was no problem as he was self sufficient.
With the increase in the number of monks the water demand increased but due the
limited resources the availability was constant.
DIVISION OF WORK
As soon as the new monk entered the old monk tried to put
the whole responsibility on the new monk hence trying to avoid any efforts.
Consider a similar situation in any organization, if that is done every
employee will have to spend more time in learning new things than implementing
the things that he already has learnt so minimizing possible output.
PER CAPITA REQUIREMENT
The consumption of water of all the three monks differed.
The 1st monks needed least amount of water whereas the 3rd
needed the most. Also the height, weight and the working capability of every
individual was different. Such is the case in each organization. But organizations
are not built for the employees, the employees are selected for the goal of the
organization and it is the responsibility of a manager to provide them with a
condition where they can give maximum results.
AVAILABLITY OF SPARE RESOURCES
In case of emergency like the monk was choking after having
some food there was no water available in the bucket but he had stored small
amount in the vase which helped him in such urgent situation.
Condition 2: APPROACHES
Second condition was when the house was on fire. Different approaches were employed to put out the fire. They are listed down
INDIVIDUAL APPROACH
When suddenly the house was on fire there was no water left
in the bucket as it was already utilized by the monks. To put out the fire each
monk got panicked and tried his best to run down to the river and bring the bucket full of water.
But this process was ling and tiring, and also had to many glitches on the
road. So it proved to be ineffective.
COLLECTIVE APPROACH
With the co ordination between the 3 monks all 3 of them
were given responsibilities of the same importance but had tasks different from
one another. With the help of a synchronized approach they were able to put out
the fire but it took a lot of effort and a process time was too long.
SCIENTIFIC APPROACH
After the fire was put out the came up with an innovative
way of filling up water from the lake. They used a pulley system. Use of this
approach not only reduced the time and efforts but also the importance of the
employee as each employee(monk) could do the same work with equal efforts which
was lesser than the earlier approach and hence Per capita requirement of
resources also reduced.
CONTINUOUS VS DRASTIC INNOVATION
During the normal days the monk introduced continuous
innovation with instances like use of more employees so as to reduce work load,
use of a common scale of measurement, new techniques of placing buckets on the
rod, and so on. They were effective but did not change the way in which the organization
performed. There was gradual and slow improvement which is undesirable in any organization
At the time of fire the synchronized their work patterns and
used their ability to do just one work: eg monk 1 only filled the water, monk 2
only delivered the water, monk 3 only put out the water. So clarity of roles of
an employee in an organization was introduced and hence helped in betterment.
Also, after the fire was put out they introduced a totally innovative method
that changed their work patterns drastically and enabled them to work more
effectively as the work load was reduced and hence they felt less fatigues. Hence it is clear that this method is far superior than any other method.
CONCLUSION
Organizational management with Scientific management will
avail new and the most effective ideas and ways of performing the most
difficult tasks in the easiest of manners.
Monday 9 July 2012
LE04
Teamwork is an important concept in any kind of organisation.
It is impossible to function in an organisation without the teamwork. Efficiency
in any organization is dependent on the amount of trust team members have in on
another. The best example of teamwork that I can give is that of a CIRCUS. When
a show man swings from one rope to the other he must have utmost trust in his
partner who is suppose to catch him.
CONCEPT:
In order to understand
the importance of teamwork we must 1st look at the types of people
in an organization:
1) Theory
X : The managers who assume that the people working under them are
lazy and are bound to avoid work if they get a chance. The only way to make
people work is by threat and use of power. More often than not this theory does not allow employees to gel amongst themselves and know each other.
2) Theory Y :
Contrary to Theory X , lies the motto for Theory Y . This management style
assumes that the employees are self motivated and are ambitious. A Theory Y
manager believes that, given the right conditions, most people will want to do
well at work. This allows employees to learn from one another and have a positive attitude towards work.
For an organization to
function we need people with Theory Y people throughout the organization. If
there was no team work the organization would some what look like this where
the load has to be borne by just 1 individual.
EXAMPLE:
To understand the
concept of teamwork let take an example of 3 people who are trying to cross a
valley:
Factors to be assumed
are:
1. The valley is bigger
than 1 step and smaller than 2 steps.
2. It needs only 3 people
who are equidistant from one another.
3. The log must be longer
than 3 steps.
We can observe here
that all the 3 people have crossed the valley without much of a trouble. It has
been possible due to teamwork. Had they been walking alone and tried to cross
individually, this couldn't have been possible or could have been more
difficult and time consuming.
OBSERVATIONS:
Why were they able to
complete the task?
In order to successfully
do this we need to follow 3 stages:
1. Structuring the task: Step by step
analysis of how to go about doing a particular task is structured and charted
out.
2. Defining team roles: Responsibility of each individual must
be clear. Load on all individuals must be similar so as to allow smooth
functioning.
3. Preparation and Execution: Training individuals to do the task and
finally executing it successfully.
RESULT:
1. All (3) member Roles have equal distribution
of different kinds of situations:
Risky --- 1 situation;
Half risky --- 2 situations;
Fully Safe --- 2 situations
2. All (3) members have similar roles in terms of
effort and risk. Nobody was overloaded or was allowed to relax.
3. They were able to cross the valley because of
proper synchronization and understanding between one another.
CONCLUSION:
A team without team
work is like a body without heart. It has all the components but doesn’t have
blood circulating to keep every part alive.
Tuesday 3 July 2012
LE03
Khan academy founded by
Mr. Salman Khan in late 2004 is something which started as tutoring an
individual online lead to an evolution that became the future of education all over the world.
VISION
Providing education to
every student in the world in the most simplistic and innovative manner.
MISSION
Bringing classroom on
the Internet. Making education easy, fun and effective.
Technical
- Human- conceptual skill
Consider yourself sitting in a classroom where the professor
is teaching you a chapter on algebra. You do not understand a concept but are
too shy or scared to ask thinking that you might make a fool of yourself.
Rather if you are watching the same thing online you can pause and go back to
the concept taught, refer to some material or revise the basics again.
In today’s age man and machine are meant to go hand
in hand. It not only eases the work but also enables the optimized result
required. By providing an online platform there are advantages like optimized utilization
of time & resources, possibility of graphical representation &
animations and overcoming barriers of geographical constrains.
New
Generation Organization
Students can learn a
wide variety of topics in math, science, economics, history, and much more at
the click of the mouse. They can watch thousands presentations given by
experts, do math exercises, and keep track of their progress with different
tools. With high-quality lectures and an interactive format, Khan Academy
empowers kids to set goals and learn at a comfortable pace.
Revenue/Business
Model
The project is funded
by donations. Khan Academy is an NGO with significant backing from the Bill &
Melinda Gates Foundation and Google.
Several people have made contributions resulting in total revenue
of about $150,000 in donations. Additionally, it also earned $2,000 a month
from ads on the Web site in 2010, until Khan Academy ceased to accept
advertising. In 2010, Google announced it would give the Khan Academy
$2 million for creating more courses and for translating the core library into
the world’s most widely spoken languages, as part of their Project.
Business Model is based on the concept of uploading
videos on YouTube. These videos consist of the experts in respective fields. Provisions
for test, reviews and analysis are also provided to enable students, teachers
and parents to understand and work on the strengths and weakness of each
individual.
Bounded
rationality
Rationality of an
individual is bounded by the information they have. Khan academy provides a
varied source of information for students to learn and understand every concept
in detail and proficient manner.
The tutor can also have better access about the student’s
abilities as it provides graphical information regarding the performance of an
individual. Assume a case where a student has given an online test. After
submitting the result a graphical display of the answers given is shown. Here
he/she can have access to the number of answers answered correctly, time spent
on each answer and strength and weakness on a particular subject. The graph
below shows the same:
The idea here is to provide as much data to the
teacher as possible. This will help him/her evaluate and understand the problem
of every student. Hence resulting in max results
Teamwork/Organization
Control
Any organization is incomplete without a team. Teamwork
is very essential for an organization as it helps to build and grow. This academy
is incomplete without Academic team featuring in different videos, innovation team,
technical team and sponsors. Each one of them has different roles and with
absence of any, the organization cannot function.
Organization control is equally essential as it is
required to set parameters, evaluate the performance and make changes according
to the feedback received. If there is no scope for improvement then the organization
comes to a stagnation and there always are competitors ready with new ideas and
take away your market share.
Future
Online education is the near future as it has several
advantages over classroom tutoring both in the student’s and teacher’s perspective.
This could be the DNA
for a physical school where students spend 20 percent of their day watching
videos and doing self-paced exercises and the rest of the day doing whatever
pleases and interests them the most.
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