...Iggy’s Bread of the World Case Analysis Prepared by: Yendava Mounica of Section C 2013PGP457 Indian Institute of Management Indore March 2014 03rd March, 2014 Igor Ivanovic Chief Executive Officer Iggy’s Bread of the World Cambridge, United States Dear Mr. Ivanovic, This is with reference to our discussion about the current situation you are facing. We have thoroughly analyzed the situation as per our discussions on 17th and 25th of February, 2014. Based on a critical analysis of the options available, we have presented our recommendation. I hope you find the report to be satisfactory. You may contact me for further discussion and clarification on the same. Sincerely, Yendava Mounica p13yendavam@iimidr.ac.in Executive Summary Igor Ivanovic – founder of the Iggy’s Bread of the world decided to expand their business operations to meet the increasing demand from the clients. Mr. Ivanovic and his wife hired Matthew McRae as an onsite consultant to help them with the financial and administrative sides of the business. Matthew began to assemble his management team. Ivanovics worried that the changes were happening too quickly and that Matthew was not giving himself time to get accustomed to Iggy’s before hiring new people. The Ivanovics were also losing touch with the organization and there was growing discontent amongst the employees with Matthew management style. Matthew offered his resignation and took it back and asked for a pay raise. Possible...
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...decision will weaken their influence on the company, they seem to have not expected that this will threaten Iggy’s most basic mission. According to the case study text, “many of the employees at Iggy’s perceived the new management team to be too isolated from the operations and culture that were at the heart of the company.” It is surely a prudent decision to hire a COO to handle the big company that has grown too big to control effectively. However, the problem was that Igor and Ludmilla didn’t consider enough which part of the company work to hand over and how this decision will change the company. While the decision to hire a new COO in itself was commendable, the problem lies in the fact that they just had some vague anticipation of hiring an expert and did not take full account of the individual-organizational fit. Overall, the net effect of bringing in McRae as the new COO was negative. McRae, who is highly competitive and profit-oriented, contributed to Igor losing much of his ability to influence the company’s employees and products. The new management team that McRae brought in was distant from the operations and hindered Igor from projecting his ideals to his employees and between each other. They created new management layers and an unrewarding environment that made effective permeation of Iggy’s culture difficult. As a result, the culture that made Iggy’s unique...
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...Iggy’s Bread of the World Case Study Symbolic Assessment Company Human Symbolic Frame Assessment All organizations have some degree of symbolic life with Bolman and Deal referring to this as an organization’s cultural tapestry and state (Bolman and Deal, 2013). Furthermore the symbolic frame, drawing on social and cultural anthropology, treats organizations as temples, theaters, or carnivals (Bolman and Deal, 2013). It abandons assumptions of rationality more prominent in other frames. It sees organizations as cultures, propelled more by rituals, ceremonies, stories, heroes, and myths than by rules, policies, and managerial authority (Bolman and Deal, 2013). Organizations can be viewed as theaters where actors or employees play their roles in the organizational drama while audiences or customers form impressions from what is seen onstage or in business practices (Bolman and Deal, 2013). However, problems arise when actors or employees blow their parts, when symbols lose their meaning, or when ceremonies and rituals lose their effectiveness (Bolman and Deal, 2013.) Iggy and Ludmilla’s bakery established itself as a symbolic organization right away (Grendon and McGinn, 2001). It set a standard of values, attitudes, beliefs, expectations, and organizational norms right away (Grendon and McGinn, 2001). Iggy and Ludmilla established a sense of pride and accomplishment along with personal responsibility for all employees to maintain and...
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...Organizational Behaviour & Human Resources Assignment: Iggy’s Bread of The World – ½ Page Recommendation. Name: Marcus T. Cleare Background Iggy’s Bread of The World, once a close knit, culture-rich, quality driven enterprise has lost many of its values as a result of expansion and a newly implemented management structure. The business has grown, but the owners recognize that restoring the original organizational values is critical to avoiding an even greater loss of employee productivity, company morale and the resulting reputational fall-out of such a state of affairs. The challenges seem to all point to a common denominator; the decision to hire Matthew McCrae as COO. The leadership style and hiring decisions which McCrae made led to growing hostility between his team and long-tenured employees. Additionally, the owners were increasingly discontented with McRae’s lack of consultation with hiring and expansion activities. As the relationship between owners and COO worsened, McCrae resigned, and then rescinded his resignation, following which the parties decided to try to work out the differences. In summary, McCrae came up with a proposal, citing “undercompensating” as his primary concern. Recommendation Faced with a decision on McCrae’s proposal, I believe: 1. The owners should ask the question, Is McRae worth the price? Recognize that while their COO had credentials, he did not share their values. 2. McCrae wants more money and control; clearly it...
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...Located in the town of Cambridge, a family owned bakery named “Iggy's Bread of The World” is facing big challenges. The bakery, opened in 1994, was founded on creating a “nurturing and respectful environment at our workplace that fosters cooperation, communication and a sense of accomplishment for all employees”. In less than six years, the company's proud owners, Igor and Ludamilla Ivanovic, prospered and grew the net revenue by more than $500,000. While trying to grow the business, Iggy's is walking a fine like to maintain it's family like culture and ideals. The bakery is experiencing issues like change in culture, communication breakdown, and a sudden shift in structure. In essence, these issues are stemming from unstable leadership that is unable to support the organizations culture and ideals. The current issues are described in a case study presented by the Harvard Business review published in 2001. Iggy's was founded by two individuals with a strong vision and ideals. Ludamilla viewed her role in leadership as an opportunity to promote her passion. As she explained, “The bakery became a stage for me, a channel though which I could do what I believe in...I want our employees to get pleasure out of what they do. I want them to be involved in the company. I want them to like what they do, to be excited to come in and have initiative to be proud of what they do.” Igor viewed leadership as an opportunity to teach and facilitate skill advancement. Almost all employees had...
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...The case study discusses challenges that the Iggy’s Bread of the world are experiencing ensuring effective leadership while maintain the culture of the organization. Igor and his wife Ludmilla Ivanovic both started the Pain d’Avignon bakery with no previous in baking. Passion, motivation, and dedication enabled the bakery to grow at an unprecedented rate. Upon insisting on using only organic ingredients, the Ivanovics and their partners seemed to be going in different directions and consequently decided to sell their share of the bakery and start a new one where they can continue their business journey. Iggy’s Bread of the World was established and in just six months, and no marketing, the bakery generated revenues over $1.5 million. As they became more successful, new challenges arose. Challenges included hiring new employees, assigning a management team, and making decisions concerning expansion. As they grew bigger, the Ivanovic lost control over day to day operations and new management team led by Matthew McRae – the appointed COO took over. Tensions began to rise as the new management team were looked at as outsiders who were attempting to change the culture set by the owners. Employees perceived the new management team as uncaring and inconsiderate of the family culture. The Ivanovics must thoroughly analyze the credibility and qualifications of the new management team. All new employees including any executive member is required to embrace the culture of the business...
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...Communication Ludmilla and Igor, the founders of Iggy’s Bread of the World, had a fairly defined objective of the type of communication network they aspired to create in their growing company. As the case study outlines, the mission statement clearly emphasized that the owners wanted to cultivate a very communicative and caring environment. The following excerpt from that mission statement illustrates many wonderful characteristics designed to achieve that goal; “Our priority is to learn to work well together, and to create an environment that fosters communication and personal growth. Honesty, mutual respect, sharing and caring for the people and the planet are the values on which our business is based.” Both of the founders had a passion for their business and wanted to recreate this enthusiasm in their workforce. They believed in demonstrating positive energy and partnering with the staff by instilling confidence as the precursor to a trusting relationship. Ludmilla was genuinely interested in assisting her employees and used many methods to advance each one of them both professional and personally. Ludmilla also understood the prior histories of her employees and showed extraordinary empathy for the staff’s personal journeys. She had her own version of an employee assistance program to try to prevent any negativity to seep into the company or their product. The Ivonovic’s also made sure that there was sufficient interaction between the co-workers and shift-workers...
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...Every MBA student needs it some day Monday, August 30, 2010 SEARCH HOME LOGIN SUBMIT FAQ SITE STATS New Solution Join Now Get instant access to over 67,000 case studies and MBA term papers. Most Recent Requests » general management » HBS no. 9 Responding to W » deutsche braueri » Nordstrom Case » Case studies on marketing » hrm case studies as well » mongolian grill case more.... Register FREE and post your request for FREE Saved Papers Save Paper to find them more easily. Newest Entries » Skype swot Analysis » IKEA invades America » Business management » Being Global: Good or Bad » IGGY’S BREAD OF THE WORLD Recent Topics • loctite • LG • Dominos • Human resource managem • Project Management Harnischfeger Corporation Questions 1. Identify all the accounting policy changes and the accounting estimates that Harnischfeger made during 1984. Estimate, as accurately as possible, the effect of these on the company´s 1984 reported profits. 2. What do you think are the motives of Harnischfeger´s management in making the changes in its financial reporting policies? Do you think investors will see through these changes? Answers 1. Identify all the accounting policy changes and the accounting estimates that Harnischfeger made during 1984. Estimate, as accurately as possible, the effect of these on the company´s 1984 reported profits. a. Changes that affect the Harnischfeger...
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...Irvine Welsh Trainspotting IRVINE WELSH works, rests and raves in Edinburgh. He has had a variety of occupations too numerous and too tedious to recount. Trainspotting was his first novel and he has also published a collection of short stories, a novella entitled The Acid House and a second novel, Marabou Stork Nightmares. IRVINE WELSH TRAINSPOTTING Minerva Thanks to the following: Lesley Bryce, David Crystal, Margaret Fulton–Cook, janice Galloway, Dave Harrold, Duncan McLean, Kenny McMillan, Sandy Macnair, David Millar, Robin Robertson, Julie Smith, Angela Sullivan, Dave Todd, Hamish Whyte, Kevin Williamson. Versions of the following stories have appeared in other publications: 'The First Day Of The Edinburgh Festival' in Scream If You Want To Go Faster: New Writing Scotland 9 (ASLS), 'Traditional Sunday Breakfast'in DOG (Dec, 1991), 'It Goes Without Saying' in West Coast Magazine No. 11, 'Trainspotting at Leith Central Station' in A Parcel of Rogues (Clocktower Press), 'Grieving and Mourning In Port Sunshine' in Rebel Inc No. 1 and 'Her Man, The Elusive Mr Hunt' and 'Winter In West Granton' in Past Tense (Clocktower Press). The second part of 'Memories of Matty' also appeared in the aforementioned Clocktower Press publication as 'After The Burning'. Contents KICKING – – * THE SKAG BOYS, JEAN–CLAUDE VAN DAMME AND MOTHER SUPERIOR; JUNK DILEMMAS NO. 63; THE FIRST DAY OF THE EDINBURGH FESTIVAL; IN OVERDRIVE; GROWING UP IN PUBLIC; VICTORY ON NEW YEAR'S DAY; IT GOES WITHOUT...
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