Iggy's Bread of the World_Case_Anaylsis[1]

Iggy's Bread of the World_Case_Anaylsis[1] - Case Analysis...

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Case Analysis 1 Case Analysis - Iggy's Bread of the World Scott J. Schultz Drexel University LEBOW College of Business Organizational Business 625
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Case Analysis 2 Communication The communication process at Iggy’s Bread of the World changed from the informal channels of the Ivanovics’, as defined by slide 16 of our “Communication” lesson, to very formal channels when McRae’s team started to manage the firm. Ludmilla and Igor, the founders of Iggy’s, 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 and they tried to accomplish this objective in an informal manner. 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 both on and off the clock and that cross- training was not only encouraged, it was Ludmilla’s “ultimate goal” as noted on page 6 of the case study. She also educated the workers pertaining to the entire process of the business so that they could understand the importance of their efforts and feel proud of their accomplishments. The case study does not mention if the interaction between the staff and the owners changed after
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Case Analysis 3 Ludmilla left to raise her children, but I have to believe her absence in conjunction with the addition of new employees had to have had some negative effect on the staff. Immediately after the new management team was hired the communications at the company changed drastically and quickly became much worse than before the team was assembled. The new executive group was attempting to organize the communication of the corporation in formalized vertical silos with each department oblivious to the actions of the other. Matthew McRae, the recently-hired COO, is quoted in the case study as stating that he
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Iggy's Bread of the World_Case_Anaylsis[1] - Case Analysis...

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