Buck&Pulleyn's Case Analysis
Buck & Pulleyn’s Team Management:
OBHR: Midterm
484260 841525 227132 262685 910642
Introduction
Buck & Pulleyn`s is an advertising company with a good reputation for its hard-working, yet caring organization, that is able to retain both employees and clients. 3 years ago, the CEO Chris Pulleyn introduced a restructuring process to render the organization more team-based. This concept was fairly new for advertising companies which were usually organized hierarchically. Today, Chris Pulleyn is observing an increase in revenues and a still favorable reputation. Nevertheless, she sees that there are still internal conflicts among individuals and teams and wonders whether there is space for improvement or potential risks.
Preliminary Analysis
We see a multitude of potential problems at Buck & Pulleyn´s, but we want to analyze them within 3 major problem areas of the corporation. As the first area we identified problems arising from individuals, like resistance to the new structure and conflict of interest. The second area is problems arising from the teams. We can see for example that some employees complain that too much time is spent in meetings without output for the client, so efficiency suffers. The third and largest problem area is linked to the structure of the organization. Communication between management and teams, communication between the teams, job descriptions and succession planning all show areas where improvements are necessary. In the following, we want to take a closer look at these 3 areas in order to develop short and long-term recommendations for Chris Pulleyn to improve the situation:
1
Personnel Analysis
In order to find out whether there are problems or conflicts arising from specific individuals, we want to take a look at the persons mentioned in the case: Chris Pulleyn initiated the change and is now pleased with the process in general, although she is aware of potential risks. This might be due to the fact that the company
OBHR: Midterm
484260 841525 227132 262685 910642
Introduction
Buck & Pulleyn`s is an advertising company with a good reputation for its hard-working, yet caring organization, that is able to retain both employees and clients. 3 years ago, the CEO Chris Pulleyn introduced a restructuring process to render the organization more team-based. This concept was fairly new for advertising companies which were usually organized hierarchically. Today, Chris Pulleyn is observing an increase in revenues and a still favorable reputation. Nevertheless, she sees that there are still internal conflicts among individuals and teams and wonders whether there is space for improvement or potential risks.
Preliminary Analysis
We see a multitude of potential problems at Buck & Pulleyn´s, but we want to analyze them within 3 major problem areas of the corporation. As the first area we identified problems arising from individuals, like resistance to the new structure and conflict of interest. The second area is problems arising from the teams. We can see for example that some employees complain that too much time is spent in meetings without output for the client, so efficiency suffers. The third and largest problem area is linked to the structure of the organization. Communication between management and teams, communication between the teams, job descriptions and succession planning all show areas where improvements are necessary. In the following, we want to take a closer look at these 3 areas in order to develop short and long-term recommendations for Chris Pulleyn to improve the situation:
1
Personnel Analysis
In order to find out whether there are problems or conflicts arising from specific individuals, we want to take a look at the persons mentioned in the case: Chris Pulleyn initiated the change and is now pleased with the process in general, although she is aware of potential risks. This might be due to the fact that the company