The Walt Disney Corporation
The Walt Disney Corporation
The Walt Disney Corporation
OVERVIEW
Michael Eisner steps down as CEO Management style Investment timidity Unclear vision Broken Fences Employees Business Partners Board members Robert Iger steps up as CEO Vision Reduce turmoil Leadership role
SITUATIONAL ANALYSIS
Vision / Purpose / Mission Vision: The Walt Disney Company is to be the
preeminent leader in the field of family entertainment.
SITUATIONAL ANALYSIS
Values
SITUATIONAL ANALYSIS
Stakeholder Map
(LH) Communities (LH) Business Partners
Quality products / services Environment protection Compliance with laws Involvement / support Fair dealings Synergy Free exchange of information Negotiating ability
Bob Iger
Return of shareholder value Growth in dividend payments Consistent dividend payments Growth in net asset value Involvement in decisions
Quality products and services Value prices Innovative products Knowledgeable service Safety / Security
(LH) Employees
Empowerment Creativity Dignity & respect Professional Development Safe work environment
SITUATIONAL ANALYSIS
Effectiveness Analysis
Internal Efficiency
- Suffers from advertising woes + Sales increase by 21.8% to $1.92B
Resource Acquisition
- Reduction in share price by 15% + Shed underperforming assets + Rise in stock shares from $15 to $22 + $698M to $7.8B increase in revenues - New market development
Employee Motivation
- Employee moral / over internal disputes - Lack of empowerment - Lack of free innovation / creativity
SITUATIONAL ANALYSIS
SWOT Analysis
Strengths
Size of operations Brand loyalty Diverse businesses
Opportunities
International development Brand extensions Create a digital market of products
Weaknesses
Reliance on relationships Seasonal fluctuations Diseased culture Lack of advertisement
Threats
Vulnerability to outside factors Foreign business risks Increasing competitive pressures Soft economy Investor confidence / bad publicity
ISSUE STATEMENT
How can Iger improve the company culture while allowing for freedom of creativity to aid in the expansion of brands into international markets and create a break through in new product develop?
Social Awareness
Empathy Organizational awareness Service orientation
Self-Management
Emotional self-control Trustworthiness Conscientiousness Adaptability Optimism Achievement-orientation Initiative
Relationship Management
Development of others Inspirational leadership Influence Communication Change catalyst Conflict management Bond building Teamwork and collaboration
Stage 2 Participation
Stage 3 Empowerment
Stage 4 Service
Whole employees
Team players
Passive
Obedient subordinates
CALLING
Make a difference Lifes Meaning
HOPE/FAITH
(Effort/Works) Endurance Perseverance Do what it takes Stretch Goals Excellence Empowered Teams TEAM Members (Personal Leadership)
Values/Ethical System
Altruistic Love
(Reward) Forgiveness/Acceptance Gratitude Integrity Honesty Courage Humility Kindness Compassion Patience/Meekness/Endurance Trust/Loyalty
MEMBERSHIP
Understood & Appreciated
3. Political
Mind-set: Sees organization as jungle, power, 2. Human Resource schemes Mind-set: Sees Emphasis: organization as Resource allocation, 1. Structural family, belonging, negotiation, coalition clan building Mind-set: Sees Emphasis: People, Dangers: Power organization as plays for purpose of machine, economics, support, empowerment self-interest plans Dangers: Lack of Emphasis: Goals, content or systems, efficiency, substance formal authority Dangers: Rigidity and tyranny
Adaptability Culture
Values: Creativity Experimentation Risk-taking Autonomy Responsiveness
Stability
EVALUATION OF ALTERNATIVES
1. Keep the status quo, change nothing.
2. Create empowered business divisions, through the development of a learning organization built on spiritual leadership.
3. Change the bureaucratic culture to one focused on adaptability. 4. Expand the Disney brand to new markets to increase visibility.
RECOMMENDED ALTERVATIVE
Change the culture, while adapting to the strategic leadership creating empowerment and employee commitment, needed to expand brands and increase visibility.
IMPLEMENTATION
Phases
8. Institutionalize changes in the org. culture 7. Consolidate gains, create greater change 6. Generate short-term wins
IMPLEMENTATION Timeline
Task to Change Sense of urgency Shared commitment Compelling vision and strategy Communicate the vision Empower employees Generate short-term wins Consolidate gains Changes in the org. culture Changes complete Time Frame 1-2 mnths 3-4 mnths 6 mnths 1 year 1-2 yrs 1-2 yrs 1-2 yrs 1-2 yrs 1-2 yrs Year 1 Year 2 Year 3 Year 4 Year 5 Year 6 Year 7 Year 8
QUESTIONS / COMMENTS