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The Breakfast of Champions: Can General Mills Make the Dough with Pillsbury?

Created by Malik Masim
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Malik Masim

on 7 April 2015

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Transcript of The Breakfast of Champions: Can General Mills Make the Dough with Pillsbury?

GENERAL MILLS
OVERVIEW
PILLSBURY
is one of the largest market branded faster growing United States based worldwide consumer foods producer company. It’s the largest yogurt producer and second largest ready-made producer in United States. It was founded in 1856 as Minneapolis Milling Company, headquarter situated in Golden Valley, Minneapolis. Since 1991 General Mills have purchased more than 70 companies to expand into new markets. General Mills’ business was divided into Big G cereal brands and non-cereal operations, and it’s well known with its products like
was under the British company Diageo PLC situated at same location with General Mills. Pillsbury is the first company used steel roller for grain processing in United States. It was founded in 1872. General Mills Inc. acquired the Pillsbury subsidiary from Diego PLC on 31st of October in 2001 for 11.2 billion USD. It produces refrigerated dough and baked goods, canned and frozen vegetables under the Green Giant brand, Old El Paso Mexican foods, Progresso soups, Totina’s frozen pizzas and other food products.
KEY
FOR FINANCIAL ADVISERS IT SEEMED TO BE PERFECT MATCH OF THE TWO VERY DIFFERENT CORPORATIONS TO MERGE. DESPITE THE FACT THAT AT A FIRST GLANCE IT IS SUCCESSFUL DEAL ATTENTION SHOULD BE PAID TO THE NUANCES THAT DISTINGUISH THE POSSIBLE PROS AND CONS. HERE ARE SOME OF THE MOST IMPORTANT ISSUES WE SHOULD CONSIDER THROUGH ACQUISITION OF PILLSBURY BY GENERAL MILLS INC.
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ISSUES
DISCUSSION
ANALYSIS
OVERALL
Not all of merges

and acquisitions around the world
make more benefits

as planned
There’s a high risk that mergers cannot generate more value
together than generating separately
Mergers brings two different cultures
Pillsbury employees
are specialized in production and selling of
flour and grain mills products, General Mills employees
are specialized on
cereal and noncereal production
business.
Adopting into the new culture will be very hard
for Pillsbury employees
EXPLAIN YOUR STRATEGY
EXPLAIN YOUR STRATEGY
EXPLAIN YOUR STRATEGY
EXPLAIN YOUR STRATEGY
RECOMMENDATIONS
SALES
GROSS MARGIN
NET PROFITS
158
PURCHASE / DAY
UNDERSTAND
WHAT YOU HAVE TO DO
Site / product is ready ?
Already launched ?
Since when ?
You already have customers?
EMPHASIZE
CORE VALUES OF COMPANY
I
CHOOSE THE RIGHT LEADERS
WHO WOULD BE AN INSPIRATION
I
Every company needs
an influencer that makes their employees to believe the goals of the organization and strive for an excellence.
Kevin should choose
managers from both companies who have high leadership abilities and impact on people as a leader.
They can manage the employees and
provide them with the information by the right way
to believe the goals and core values of the new organization
BUILD A GOOD STRATEGY
FOR MAKING BETTER CULTURE
The most important thing is that together with Kevin Wilde other
executives of both companies have to make the right decision and action to fasten cultural adaptation and orientation process.
As the
time is the most valuable investment
for the future Kevin may create a return on time invested index which will help them
to monitor how long it will take to do something.
It would be very good to fasten all integration and learning process by
using innovative methods and technologies.
For example,
video and audio recordings of people in their jobs
, allowing
side-by-side comparisons of different ways of working and sharing the experience
USE AN INNOVATIVE METHODS
TO FASTEN CULTURAL INTEGRATION
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CONCLUSION
As a result of excellent strategy of General Mills both companies will succeed and bring more benefits together in future. Newly established General Mills and Pillsbury mergers will boost its revenue more than ever and realize the idea to spread around the world
I
It is important to
inform the staff about the ongoing process
of the merger. Therefore
distribution of newsletters and booklets, educating employees during daily meetings should help the information to spread rapidly
SHARE THE INFORMATION
ON TIME
I
Competent and committed employees have the skills that businesses need to develop in future. One of the main reasons of failure of mergers is
departure of top officers and employees
from merged company. This cause
decreasing of knowledge rank and brain power
inside the company. Therefore
Kevin should listen to recommendations and needs of Pillsbury and General Mills managers before making decision about determination of job roles
in new organization.
He should also keep talented, ambitious employees even if some department has to be downsized.
Instead of firing employees they can
evaluate all of them and transfer the ones who have the perspective for the company from one department to another.
This will also save cost on recruiting process
STOP THE
BRAIN DRAIN
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DESIGNED
BY
CONTENT
BY
TEAM
ONE
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THE BREAKFAST OF
CHAMPIONS
CAN
GENERAL MILLS

MAKE THE DOUGH WITH
PILLSBURY
KHAZAR UNIVERSITY
O r g a n i z a t i o n a l B e h a v i o r
TEAM ONE
Narmin YUNUSOVA, Aysel SHAHNAZAROVA, Dmitry JIVAYEV, Farid FARAMAZOV, and Malik ABDULLAYEV
December 20, 2014
Will people of two companies adopt into new corporate culture?

What kind of benefits and problems will face employees of Pillsbury?

How secure will be Pillsbury employees’ jobs in new merged corporation?

How this acquisition effect the relationship with co-workers?

What effects will General Mills and Pillsbury face on networking strategy?

How the extensive planning process and integration efforts will be?

Overall corporate culture
Benefits and problems of Pillsbury employees
Job security of employees
Relationship with Co-workers
Networking and customer relationship
Extensive planning process and integration efforts
THE MOST IMPORTANT THINGS
MERGERS
SHOULD WORRY ABOUT
BENEFITS AND PROBLEMS OF
General Mills also planned merge
employee benefit plans and payroll systems
Pillsbury employees provide an agreement to General Mills' executives about their
benefits from the job in new organization
General Mills
has its own organization policies, that's why they
may not accept all of the requirements of Pillsbury employees
All above may cause
a low morale on Pillsbury employees
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JOB SECURITY OF
After this acquisition
both companies will lose some of its productivity and people
Employees will be worried about
their
new job roles
and
responsibilities,
future
carried advancement opportunities
, company’s profit and loss etc.
After merging to General Mills
most of managers and chiefs of Pillsbury will probably lose their current positions
in the new organization
Losing main brain powers of Pillsbury will negatively affect the future business of General Mills
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RELATIONSHIP WITH
It will be hard when employees of each company suddenly face with
many new co-workers
New roles and more competitive working environment
may cause a
conflit between co-workers
Employees will
challenge to defend their positions
for decreasing
the risk of becoming jobless.
I
Networks means a lot of powerful politicians, businessmen, managers
etc. from the different organizations
having strong connections with each other.
Although General Mills planned to boost revenue by diversifying into related faster-growing food services after purchasing of Pillsbury, it’s inevitably clear that
there is a high risk of losing its outside connections
too — which deeply connected with the executives and heads working in company who may left the organisation after merging.
Also as a result of this merging
suppliers and customers of Pillsbury may face new policies and changes made by General Mills
which might not satisfy their expectations.
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NETWORKING AND
EXTENSIVE PLANNING PROCESS AND
It may seem like a small challenge to integrate the two organizations into one productive, highly committed workforce for General Mills at a first glance,
although whatever sizes merger companies are nothing guaranteed them to succeed
. Managers of the companies are more responsible persons to predict the future of merged company. Before merge companies they must make
a very good strategic and integration plan for not to be failed
I
There are several ways to overcome the cultural and organizational problems after merging of General Mills and Pillsbury. Both General Mills and Pillsbury employees have to adopt to the new custom and tradition of corporate ethics. To facilitate this process Kevin Wilde should provide appropriate actions:
UNDERSTAND WHAT YOU HAVE TO DO
EMPHASIZE CORE VALUES OF COMPANY
CHOOSE THE RIGHT LEADERS WHO WOULD BE AN INSPIRATION
BUILD A GOOD STRATEGY FOR MAKING BETTER CULTURE
USE AN INNOVATIVE METHODS TO FASTEN CULTURAL INTEGRATION
STOP THE BRAIN DRAIN
SHARE THE INFORMATION ON TIME
EXCHANGE THE EXPERIENCE OF EMPLOYEES WITH EACH OTHER
MOTIVATE YOUR PEOPLE
MAKE A GOOD RELATIONSHIPS WITH EMPLOYEES
MAKE A GOOD IMPRESSION ON CUSTOMERS AND BUILD A PUBLIC TRUST
After acquisition of Pillsbury by General Mills
organizational restructuring will occur and some departments have to be downsized
to avoid duplication and reduce costs.
Some of employees will support the change, but others will worry about their future carrier
in new organization.
Making an anonymous employee surveys about job attitudes, organizational behaviors and their general view and opinions all about this processes
will help to identify key issues to focus on.
According to experience of many mergers
core values are the main factor for companies to growth
. Kevin Wild has to create several
teams from HR department to spread organizational values and company goals of General Mills
between Pillsbury employees.
Analyzing and identifying
which culture will be more beneficial
for the company in future. For example,
if cross-selling lines of Pillsbury have more importance for General Mills to succeed, integration of sales force culture will be more significant,
therewithal due to cross-cultural differences
the best way to establish new culture would be to take elements from both cultures for creating new elements in newly organized culture
I
Kevin should
provide suitible environments for employees to discuss and brain storm all about the problems.
Also they can
create cross trainings between departments
connected with each other. This will positively affect the relationship between co-workers and also help to solve post-merge problems faster.
EXCHANGE THE EXPERIENCE OF EMPLOYEES
WITH EACH OTHER
I
Human Resources should provide several
orientation trainings and other social activities to increase motivation and job satisfaction
amongst employees.
Managers deserves commitment of the staff
by convincing them that more will receive the one who invested more efforts for the company success. Assessment tools to measure that potential are specified as performance, turnover and observation.

MOTIVATE
YOUR PEOPLE
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Relationship with co-workers directly proportional to the success in the company.
After acquisition team members of each company will have to build new relationships with new members in new uniform teams. This will require for some period while they will adopt each other. To force this process
Kevin Wilde can organize some sport and charity events.
This will help him to reach the company targets
MAKE A GOOD RELATIONSHIPS
WITH EMPLOYEES
I
It’s clear that some
customers will not agree with new rules, but it’s very important not to give a bad impression about a company to the customers and public.
Kevin Wilde should also
organize a meeting with all of the customers of Pillsbury to discuss the further business details, understand their needs and requests.
Gaining the trust of public is one of the most important things for companies. That’s why he has to
begin new PR campaign to give more information about this merging to the public as well as customers
MAKE A GOOD IMPRESSION ON CUSTOMERS
AND BUILD A PUBLIC TRUST
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malikmasim@live.com
THANKS
CORPORATE CULTURE
PILLSBURY EMPLOYEES
EMPLOYEES
CO-WORKERS
CUSTOMER RELATIONSHIP
INTEGRATION EFFORTS
Full transcript