Showing posts with label Nestl. Show all posts
Showing posts with label Nestl. Show all posts

Sunday, 4 September 2011

Nestlé Milkpak Strategic Management


The Nestle History

Nestlé S.A., the present Switzerland based international food group, originally consisted of companies and two products: Henri Nestle and his baby food in Vevey, and the Anglo-Swiss Condensed Milk Company and its condensed milk in Cham, both in Switzerland.

In 1866 the Page Brothers from the United States set up a new industry in Cham, making condensed milk from a raw material that was available in abundance in the region. In 1867 Henri Nestle, a chemist in Vevey, created a milk and cereal based food which promptly saved the life of a baby which its mother could not feed. The companies competed vigorously until 1905, when they merged and became the starting point of the present food group.

Nestle is now the world's largest food company. It is present on all five continents, has an annual turn-over of 70 billion Swiss francs, runs 522 factories in 81 countries, 200 operating companies, 1 basic research center and 20 technological development groups and more than 231,000 employees the world over.

The Company owes its current status to the pioneering spirit inherited from its founders which continues to inspire it, to its concern with quality and to its constant search for new ways of satisfying man's nutritional needs.

The core raw material of Nestle Milkpak is milk. Over the last eleven years, the company's prime concern has been to improve the quality and volume of milk for UHT processing and for other milk based products. Driven by its commitment to quality and having realized that only self collection could eliminate its dependence on poor quality milk available from outside sources, the company successfully established its own collection system and expanded its operations over a very large milk shed area in Punjab. Owing to this tremendous growth in the volume of an extremely high quality raw milk. Nestle Milkpak now produces a superior quality and better tasting UHT milk, with longer shelf life.

Today, Nestle Milkpak can boast of the largest milk collection network in the country, unmatched in size, productivity and efficiency. Milk is collected through a vast network of village milk centers (VMCs), sub-centers and centers. At these centers, chillers have been installed to lower milk temperature to 4°C for preventing bacteria development during long hauls to the factories, which are undertaken by a large fleet of specially insulated tankers.

In terms of quality, the milk collected Nestle Milkpak is low in sodium, high in fat and solid non fats (SNF) and very low in Total Plate Count (TPC) which, stated simply, means the bacteria count. This was achieved through a comprehensive strategy and sustained efforts to overhaul the milk collection process, intensive education program for the farmers and the milk collection staff, upgradation of milk loading and transportation system, increase in the chilling capacity and above all, adherence to the highest acceptance standards at all milk collection points, including the factories.

As a service to farmers. Nestle Milkpak has established an Extension Service, staffed by qualified veterinary doctors, who assist them in vaccination and treatment of livestock, improved breeding, good animal husbandry practices, provision of high yield fodder seed etc. By taking professional help and guidance to their doorsteps, which they otherwise find difficult to access, coupled with incentives and a good and prompt return for their milk. Nestle Milkpak has created a mutually beneficial relationship with the farmers, which translates into opportunities of economic uplift for the rural population.

To promote milk production. Nestle Milkpak is successfully promoting the use of molasses to enrich the fodder and has arranged its distribution to farmers at cost. In another revolutionary step the company has arranged loans of Rs. 25,000 to selected small farmers to help them buy more animals and increase their herd size. This micro credit scheme has been made possible by IGI, a Lahore based bank.. Rupees twenty five million have so far been disbursed, with more in the pipeline.

As a consequence of joint venture arrangement between Nestle S.A. of Switzerland and Milkpak Ltd. in 1988, the existing production facility of Milkpak in Sheikhupura became a part of Nestle Milkpak.

Production at Sheikhupura Factory

The Milkpak Sheikhupura factory had commenced operations in 1981 as a producer of UHT milk. By 1988, it had expanded its operation and was also producing butter, cream, desi ghee - all under the brand name of MILKPAK and juice drinks under the brand name FROST.

Conscious of the large food market that Pakistan offered. Nestle Milkpak drew up ambitious expansion plans. While re-organizing and re-inforcing the production of existing brands, it lost no time in giving shape to new production lines. The first to come was a milk powder plant, which not only began producing NIDO in 1990 but was also critical to the production of several milk-based products in the future. With the installation of the roller dryer in 1990, the first such product to come was CERELAC - an internationally recognized brand of infant cereal, followed by LACTOGEN 1 & 2 in 1991.

The year 1992 saw the introduction of tea whitener EVERYDAY and milk powder in bulk packing named GLORIA. MILO and NESLAC came under production in 1994 and MILO RTD. in 1995. Local packing of coffee mixes under the name of NESCAFE 3 in 1 commenced the same year. In 1996, Nestle Milkpak's first confectionery plant of POLO Mint was installed and the line of NESTLE PURE ORANGE JUICE was also added. Packaging of coffee under the brand name NESCAFE CLASSIC was undertaken the same year. In 1997 NESTLE WHEAT and two variants of POLO viz. Strawberry and Orange were introduced.

1998 has been, by far, the most outstanding year for Nestle Milkpak. As a result of the timely implementation of major expansion plans, involving a substantial capital outlay, no less than 17 products were launched during the year. Significantly, the factory now houses three new state-of-the-art technologies.

The addition of two flavors of POLO, namely Blackcurrent and Strong Mint brought the number of POLO variants to five. A new variant Lemony was added to the range of popular FROST fruit drink flavors and a new 1-liter packing of FROST was introduced. Three flavored milks - Vanilla, Strawberry and Mango, under the brand FRESH & FRUITY, came under production on the new Tetra Filling Machine equipped with the modern "slim" format. MILO RTD and UHT Cream were also shifted over to this new format. A flexible confectionery line for the manufacture of a wide range of high and low boiled sweets and toffees was commissioned, with TOFFO and two variants of SOOTHERS - Menthol Eucalyptus and Honey Lemon, being the maiden products. Nestle Milkpak also contracted to supply dairy mixes to McDonald's, for its popular soft serves and milk shakes. And to top it all, the most prestigious project, NESTLE PURE LIFE was also commissioned in December 1998. Based on the latest water treatment and bottling technology, this marked the entry of Nestle Milkpak in the Pakistan water market.

In 1986 Milkpak Ltd. acquired the services of Kabirwala Dairy Ltd. for co-packing of UHT milk under the brand name MILKPAK. Nestle Milkpak acquired KDL in 1990 as a subsidiary and began installation work on a MAGGI NOODLES plant in 1991. This production line became operational in 1992 with two flavors: Chicken and Masala. The second milk powder plant was commissioned in September 1996. The plant produces NIDO, GLORIA and skim milk powder. The UHT line was discontinued in June 1996 and the same year witnessed the launching of the MAGGI YAKHNI line with 3 flavors: Chicken, Masala and Chatpata.

With the merger of this factory with Nestle Milkpak in April 1997, Kabirwala Factory, as it is now called, is a fully owned unit of Nestle Milkpak Ltd.

In February 1999 the newly installed evaporator came on stream in Kabirwala Factory, doubling the output of the spray dryer. Alongside, the warehouse capacity at Kabirwala to handle the increased volumes of finished products was proportionately increased. 1999 also saw the installation of a pouch-filling machine, making Kabirwala Factory independent from Sheikhupura for the filling of full cream milk powder.

Indus Fruit Products Ltd.

In the past, Indus Fruit Products Ltd. has been co-processing fruit pulping for Nestle Milkpak. In view of the growing needs of fruit pulp for its Nestle Milkpak entered into a 5-year lease agreement with the management of this factory in 1998. This arrangement enables Nestle Milkpak to put in place its own systems to ensure better product quality and capacity utilization. The new cold sauces production line has been established at this plant.

Product Mix

Following is the products launches according to different categories.

Milk Products

Nestle Milkpak Uht Milk

Launched in 1981, it has become synonymous with quality milk. Backed by a very strong brand name, aggressive marketing and distribution plans, consistent quality and availability through out the year, MILKPAK UHT has been extremely successful. In September 1999, MILKPAK UHT milk was launched as NESTLE MILKPAK UHT MILK. NESTLE MILKPAK UHT MILK is available in three pack sizes of 1000, 500 and 250 ml.

Milkpak Butter

The second product introduced under the MILKPAK brand in 1985 was MILKPAK BUTTER. It has been recently re-packaged in a crisp white laminate, the design of which bears close resemblance to that of MILKPAK UHT MILK. While the new pack design allows MILKPAK BUTTER to gain from the strength of NESTLE MILK PACK UHT MILK, the white laminate improves its shop visibility. It is available in pack sizes of 200 and 100 gm.

Milkpak Uht Cream

MILKPAK UHT CREAM was introduced under the MILKPAK brand in 1986. It is available in 200 ml. pack size in an attractive slim packing. The consumer trust in the brand name and their preference for the product has ensured its dominant share in the cream category.

Milkpak DESI GHEE

MILKPAK DESI GHEE, launched in 1986. It is available in 1000 ml. pack is the leading brand ghee in the country.

Nestle Everyday

To meet the requirements of the tea whitening segment, NESTLE EVERYDAY tea whitener was launched in 1992. On account of aggressive marketing, focused distribution, excellent consumer acceptance and product quality, the brand has shown strong growth and holds good promise for the future.

Nestle Nido

Soon after it was introduced in the early 70’s as an imported product, NIDO full cream milk powder became the market leader, a position it maintains today, with a considerable growth in volume. Local manufacturing of NIDO began in 1990, which has reinforced its position as the dominant player in the full cream milk powder category. Backed by a strong innovative marketing campaign and improved distribution, NIDO has shown very strong results and has become a mega brand.

Milo Powder

MILO, the leading Chocolate Energy Food Drink was launched in 1994. It is available in three pack sizes of 14, 100 and 200 grams. It is strongly associated with a healthy life style and is an ideal drink for growing children who need strength and energy.

Chocolate Drinks

Milo Rtd

To cater for consumer convenience, MILO RTD (ready to drink) was launched in 1995 and is now available in an attractive 180ml slim pack. Popular with all age groups, especially among the growing segment of nutrition conscious consumers, it is an excellent substitute for cold drinks.

Nescafe Classic

Nestle is the world market leader in coffee, NESCAFE being its most popular brand the world over. Nestle Milkpak locally packs imported coffee and markets it in sizes of 2, 25 and 500 gm. BIB and a new 75 gm. NESCAFE’s global campaign “Open Up” was launched in Pakistan in October 1999, introducing a new brand framework and increased emphasis behind coffee sales in Pakistan.

FRUIT DRINKS

Frost

A well-known brand, FROST was introduced in 1986 and has the largest share of the countrywide market. Positioned as a cold drink and alternate to cola drinks, its strength lies in the convenience attached to its usage.

Nestle Orange Juice

The product was launched in July 1996. In a market that is becoming increasingly conscious about nutrition and is displaying preference for healthy drinks. NESTLE ORANGE JUICE has made very good inroads and has a strong potential for future growth. It is available in 180 ml. and 1 litre packs.

Dietetic 8 Infant Products

Lactogen

LACTOGEN 1 and LACTOGEN 2 are infant and follow-up formulae launched in 1991 and are available in two sizes. The brands provide both affordibality and quality.

Cerelac

Launched in 1989, CERELAC is the dominant player in the growing infant cereal market. Available in 5 flavours, the brand provides balanced nutrition to infants from 4 months onwards.

Nestle Rice

An affordable starter weaning cereal, NESTLE RICE offers the flexibility of preparation with a variety of meals. Gluten-free, the brand is available in 125 grams packs and is specially suited to the needs of infants from 4 months onwards. It was launched in 1994.

Nestle Wheat

NESTLE WHEAT is a wheat-based infant cereal without milk, for infants of 4 months and above. It is available in packs of 125 and 250 grams.

Neslac

NESLAC is a growing-up milk, formulated specially for 1 to 4 year olds. It contains just the right balance of proteins, calcium, iron, vitamins and essential minerals in order to cater to the nutritional needs of a growing child during this special age. The product was launched in 1994.

Culinary Products

Maggi 2-Minute Noodles

Fast to cook, good to eat – MAGGI 2-MINUTE NOODLES were launched with local production in 1992 and in doing so Nestle pioneered the category of instant noodles in Pakistan.

MAGGI 2-MINUTE NOODLES have special appeal for children, are fun to eat and offer a range of interesting flavours, namely: Chicken, Masala, Chilli and Chatkhara. Affordably priced and backed by focused marketing activities, MAGGI NOODLES have shown good progress in 1999.

Maggi Cold Sauces

CONFECTIONERY

In view of the impressive potential for confectionery sales in the country, Nestle Milkpak established an independent sales and distribution network for confectionery that has expanded swiftly. From three main cities in 1996, it has grown into a nation-wide network,

The initial product range included locally produced POLO Mint and imported KITKAT, SMARTIES, LION BAR and fox's. ALLEN's TOFFO and ALLEN's SOOTHERS (2 variants, Honey Lemon and Menthol Eucalyptus) were launched during the last quarter of 1998.

Both TOFFO and SOOTHERS are line based on a new state-of-the-art technology that provides an extremely flexible process for production of a wide range of high and low boiled candies. This will enable the company to introduce several new varieties of sweets and toffees in different flavours over the next few years.

Water

Nestle Pure Life

The launch of NESTLE PURE LIFE in December 1998 was a truly historic event. This marks Nestle Milkpak’s entry into the country fast growing water market. At the same time Pakistan became the first country where Nestle launched this new, worldwide brand.

NESTLE PURE LIFE is a premium drinking water. Producing to the highest standards of safety and purity. It is available in two convenient sizes of 1.5 liters and 0.5 liters.

Capitalizing on its strong brand recognition, aggressive pricing and supported by a strong marketing campaign, NESTLE PURE LIFE has made very strong inroads into the water in Pakistan.

Vision, Mission & Objectives

Vision

Our vision is to be the Very Best food company all over the world.

Nestle is the world food company dedicated to providing people and their pets with the best food and beverages throughout their lives. We will not rest until our employees, our consumers, our customers, our suppliers, and our shareholders judge our company to be the very best. Our commitment to achieving our vision is the source of Nestle pride.

Mission Statement

“Nestle is dedicated to providing the best foods to people through out their day, through out their lives, through out the world.

With our unique experience of anticipating consumers needs and creating solutions, Nestle contribute to your well being and enhance your quality of life”

Nestle Corporate Business Objectives

Nestle is committed to the following business principles in all countries, taking into account local legislation, cultural and religious practice:

· Nestle's business objective and that of management and employees at all levels, is to manufacture and market the company's products in such a way as to create value that can be sustained over the long term for consumers, shareholders, employees, business partners and the large number of national economies in which Nestlé operates.

· Nestle does not favor short-term profit and at the expense of successful long term business development, but recognizes the need to generate profit each year in order to maintain the support of the financial markets, and to finance investments.

· Nestle believes that, as a general rule, legislation is the most effective safeguard of ethical conduct, although in certain areas, additional guidance to management and employees in the form of voluntary business principles, is beneficial in order to ensure that the highest standards are met throughout the organization.

· Nestle is conscious of the fact that the success of a corporation is a reflection of the professionalism, conduct and ethical values of its management and employees, therefore recruitment of the right people, and ongoing training and development are crucial.

· Nestle recognizes that consumers have a legitimate interest in the company behind the Nestle brands, and the way in which the Nestle Company operates.

Human Resources and the Workplace

Nestle regards its management and employees as its most valuable assets. Involvement at all levels starts with open communication, whether on specific aspects of the business, or about the activities of the Company in general. Suggestions for changes and proposals for improvements of Nestle practices are encouraged.

The Company's business practices are designed to:

· Promote a sense of identification among all employees all over the world, and apply a number of common rules while at the same time adapting the expression of these rules to local customs and traditions;

· Encourage training, and the improvement of professional skills;

· Offer opportunities for promotion based upon merit, irrespective of race, religion, sex or nationality. Professional skills, experience, and the capacity and willingness to apply nestle management principles are the criteria for promotion.

· Offer competitive salaries and social benefits. Working hours, wages and overtime pay comply with applicable local laws and are in line with conditions offered by similar companies.

· Limit factory overtime to a reasonable level;

· Create a safe working environment for each employee;

· Respect the right of employees to join legally recognised labor unions;

· Treat every employee with respect and dignity, and not tolerate any form of physical or sexual harassment or abuse;

· Preclude the use of forced labor or involuntary prison labor.

Child Labor

It is generally acknowledged that the causes of child labor are complex and include poverty, differing stages of economic development, social values and cultural circumstances.

Nestle believes policy development must take into account the social and legal situation of individual countries.

Action to eliminate child labor must be guided by the best interests of the child, as ill-considered policies and commercial measures can make the situation worse for children.

Therefore:

· Nestle is against all forms of exploitation of children. The Company does not provide employment to children before they have completed their compulsory education and expects its business partners and industry suppliers to apply the same standards.

· Nestle abides by national laws in all countries in which the Company has operations and complies with the principles of Clause 138 of the International Labor Organization (ILO) Convention concerning the minimum age for employment. The ILO recommendations are based on the United Nations Convention on the Rights of the Child (Article 32).

· Nestle offers its co-operation with the relevant United Nations agencies, governments and the business community in their efforts to deal with the problem of child labor, which include the encouragement of universal primary education, and all aspects of economic development world-wide.

Nestle Core Values

Nestle core values are the principles we want to characterize our culture.

People

People are our most important asset and the source of our competitive advantage. We operate in teams where we expect and reward responsible risk-taking.

Quality

We are dedicated to continuous improvement in the quality of every product we make and in every activity we perform.

Brands

Our strong brands ensure the continuity of our growth and profitability. Their support is every employee’s responsibility.

Consumers

Our reason for being is to understand, anticipate, and best fulfill our consumers’ needs.

Customers

We appreciate and support the critical role our customers play in getting our brands to the consumer while working closely together to achieve mutual value.

Performance

We are all committed to achieving our financial and strategic objectives while adhering to our core values.

Environmental Analysis

Environment forces are very important for any organization. In order to analyze these forces, various types of analysis are done which are:

Ø Pest analysis

Ø Porter analysis

Ø Porter diamond

Ø Use of scenario

Ø Five forces analysis

In order to analysis the environment in which, Nestle Milk pack Ltd. is operating, we have done

Pest analysis

Pest analysis includes the study of four factors, influential to any firm which are:

§ Political

§ Economic

§ Social

§ Cultural

Political / Legal Factors

So far as, political environment is concerned, here in Pakistan, it is not stable one. Almost every government is changing biannually, due to which the policies are unsteady and inconsistent.

However, for food industry, government is planing to support it, and trying to develop the dairy industry on proper lines for this purpose, the establishment of National Dairy and done live stock Development Board has been done and federal government is considering establishment of Milk Board at district level to introduce modern commercial dairy farming in the country (according to a new “Milk Boards Proposed” published on Dec. 14, 2000 in DAWN) government is also planning of establishment of National Veterinary Lab at Islamabad GOP also provides a number of incentives to the food processing industry including tax and customs duty exemption on the import of plant and machinery not manufacturing locally. Financing projects is available from local banks and institutions at a debt/equity ratio of 70:30.

Duties and taxes are classified into two categories, namely import duties and sales tax. Import duties on food processing machinery and equipment vary from 10% to 45%. The sales tax on both categories is 12.5%. At the moment, the only institute for the imposition of technical/safety standards is Pakistan Standards Institute, which has developed certain standards for the quality control of processing, equipment and machinery. Having the political scenario and as the direction of the Nestle Milk Pak Ltd. have good relation with certain political influential the firm has a good opportunity for the expansion of existing facilities and diversifying their business in related and unrelated business as well.

Economic Factors

At the moment, there is overall economic slump here in Pakistan. Overall business cycle is in recessionary period. Most of the business are adopting the divestment strategy, because of rising interest rates, inflation rate, unemployment rate and energy costs.

As far as, growth rate of GDP and disposable income is concerned that is decreasing, as the GDP growth rate in 1997 –1998 was 4.3% that decreased to 3.1% in 1998 –1999. Despite this gloomy pictures of economy of Pakistan, Nestle Milk Pack Ltd. being in the food industry has posted a good growth rate of 21% in FY –1999 and its trading profits and profit after taxes are increasing due to the good acceptance of its new as well as existing products by the consumers.

Socio –Cultural Factors

The population of Pakistan is almost 140 million people with growth rate of 2.7% p.a.

In Pakistan urbanization is increasing as it is gives in table under:

Due to this growth rate of urbanization life style is the people of Pakistan is changing and quality consciousness is increasing in minds of people. So, it is therefore, they are switching toward processed milk and other dairy product. But that switching rate is very low. However, these changing treads are increasing the potential customers and consumers for the dairy industry and Nestle Milk Pak Ltd. and also due to the increased literacy rate, the hygiene and health conscious among people is increasing and they are searching from adulterated fresh milk to processed / UHT milk.

Technological Factors

So far as, Pakistani Dairy Industry has no technological break through. However, key players in the dairy industry are used to import the technology from foreign countries. Recently CDL foods Ltd. introduced a low price UHT milk brand name Dairy Queen. That was a major improvement in price sensitive market of UHT milk. However, the shelf life of this milk is less than that of brick packaged UHT milk. So, it has imposed a major threat to the sales of Milkpak offered by Nestle Milkpak Ltd.

Five Forces Analysis

The five forces analysis or structural analysis helps in analyzing the competitive processes as well as competitive pressures. Following are the five forces which effect the competitive position of a firm in an industry:

1. Threat of Entry

2. Buyers’ Power

3. Suppliers’ Power

4. Threat of substitutes

5. Competitive Rivalry

Threat of Entry

In an industry, where threat of new entrants is low, is considered to be secure in terms of market share.

In food industry particularly dairy industry the threat of new entrants is low because of high cost of installation of machinery & equipment and operations. However, in Lahore, a dairy plant named “Lahore Milk Plant” having the capacity of 200 liters per day is to be rehabilitated in near future. But it is not a new entrant.

So, it is therefore, considered that the market share of Nestle Milkpak Ltd. is secure and with an optimistic view it will increase, if proper marketing strategies are to be adopted and if any new brand name would be launched for the price sensitive market of UHT milk.

So far as, market for mineral water is concerned Nestle Milkpak Ltd. has got very large share in this market. Recently it has acquired the production facility of AVA. Same is the case with cereals and infant powdered milk, no one is to enter in this very segment.

Same is the case with the markets of other products, like Every Day (Tea Whitener), NIDO, Gloria, because of difficult of access to distribution channel.

Power of Buyers & Suppliers

As far as, the power of buyers is concerned, they have an easy access to loose / fresh milk at cheaper prices as compared to prices of bricked packaged UHT milk. However, the hygiene and health conscious people have developed the taste for UHT milk and it is therefore, the buyers has the derived demand for consumers and they have to purchase the product in bulk.

Suppliers’ power is also very important. In case of Nestle Milkpak Ltd., suppliers of raw material specially milk has the power to sell milk to its major competitors like CDL Foods Ltd. and open market. Therefore, in order to tackle this power the company has developed strong relationship with the farmers not only on the basis of competitive purchase price of milk but the company is also providing consultancy in regard of better feed and breed of high yielding animals. The company is also providing financial assistance from Rs. 15,000 to Rs. 25,000 to the farmers through its own Lahore based bank. In case of suppliers of processing machinery, it has strong relations with these suppliers, being a world known organization.

Threat of Substitutes

Nestle Milkpak Ltd. has a great threat from its close substitute i.e. Fresh Milk and Pasteurized milk available at cheap prices due to which the growth rate of UHT milk market is almost stagnant and also the market share of Nestle Milkpak Ltd. is not increasing.

Competitive Rivalry

Competitive rivalry is very crucial to any firm. If the entry is likely; substitute are more in number and greater in extent as well; and buyers & suppliers exercise control then there will be more and more competitive rivalry.

In case of Nestle Milkpak Ltd. the only threat of substitutes is more. Therefore, Nestle Milkpak Ltd. is enjoying a competitive position in the market.

Industry Analysis

According to State Bank of Pakistan, the classification of food includes milk and cream, chilled or frozen fish, vegetables and fruit, sugar and honey, tea and coffee whiteners, spices, beverages and other miscellaneous food items. Their collective import in FY-96 was reportedly worth US$ 438.1 million, and their export US$ 315 million. For FY-97, imports were US$ 611.30 million, and their export US$ 329.40 million. The growth rate of industry was between 7 to 10 percent per annum. The market is expected to grow at approximately 5-6 percent annually over the next two years.

As Nestle Milkpak Ltd. is offering cereals, UHT milk, confectionery products and other products in the food market of Pakistan so further analysis is done according to the categories in which the products are being offered.

Dairy Products

Dairy Industry of Pakistan produces UHT, pasteurized, powdered and condensed milk, butter, yogurt, cheese, cream and some butter oil.

In Pakistan milk processing on modern lines was started in early 1960s. Between 1960s and mid-1970s, 23 modern milk pasteurization and sterilization plants were established, largely by private investors. These were located around Karachi, Lahore and Islamabad. Besides fresh milk, these plants recombined skim milk powder and butter oil, received under the FAO World Food Programme.

These dairy plants known as 'first generation plants' could not prove successful and had to be closed down except the one in Lahore. Their failure was primarily due to poor acceptance of the recombined milk and the short shelf-life of pasteurized milk. Other factors responsible for their failure were a number of operating problems, including lack of qualified technologists, inadequate supply of fresh milk and poor management.

What are called the 'second generation' dairy plants were those which were meant for the production of ultra high temperature (UHT) treated milk, the first of which was set up in 1977. The UHT-treatment involves heating milk at 130-150 degrees centigrade for two to three seconds. This process also known as "flash pasteurization" gives a high bactericidal effect to the milk and when packed aseptically, has a shelf-life of several months sans refrigeration. The second plant of this kind was established at Shaikupura. The UHT-treated milk gained more popularity when in aseptic packages manufactured by a private company styled as Tetra Pack Pakistan Ltd. Consequently, more and more UHT plants continued to be set up whose production surpassed the effective demand.

At the moment, a total of 38 dairy plants with a total daily capacity of 2,180,000 liters are present. While, only 11 with capacity of 948,000 liters per day are in operation.

Total production of milk is 21.5 million metric tons annually, of which 2% milk is processed. Approximately half of this amount is processed into UHT milk, 40% into powdered milk and remaining 10% into pasteurized milk, yogurt, cheese and butter.

The sole upcoming venture in Pakistan's dairy sector is the expansion of the newly rehabilitateds Lahore Milk Plant to include a 200,000 liters per day milk powder plant.

Cereals

The Pakistan market for cereals for FY-98 is estimated at US$ 2.5 million annually. Domestic supply relies on one large, Pakistan Army owned and operated unit, which produces 350 metric tonnes of corn flakes and 325 metric tons of rice cereal and porridge annually. Other small producers together produce wheat, barley and corn cereals of an estimated value of US$ 460,000. There is at present no export of cereals from Pakistan. Imports supplied over US$ 550,000 worth of demand. The import market is expected to grow by 16-17 percent and the domestic market by over 13 percent.

Nestle Milkpak Limited, commenced manufacturing infant cereals in Pakistan in 1990. There is no significant upcoming project for cereals.

Confectionery

Pakistan's confectionery industry produces a variety of sweets, toffees, bubble gum and chocolates. There are approximately 23 units which together have a capacity of 30,300 metric tons of sweets, 12,000 metric tons of toffees, 7,800 metric tons of bubble gum, and 4,200 metric tons of chocolates, to reach a combined capacity of 54,300 metric tons. Actual production is estimated at over 32,000 metric tons per year. In addition, a number of small units in the informal sector which collectively have an estimated capacity of 12,000 metric tons, together produce approximately 5,000 metric tons of confectionery per annum.

The export of confectionery other than chocolates increased from US$ 6.6 million in FY-96 to US$ 7.12 million in FY-97. The export of chocolates declined from USD 1.3 million to USD 1.2 million over the same period. Imports are estimated at Rs.170 million for FY-96, Rs.200 million for FY-97, Rs.125 million for FY-98, and Rs.140 million for FY-99.

The import market is expected to grow by 17 percent for FY-99, and by 20 percent in FY-2000.

Competitors’ Analysis:

Major competitors of Nestle Milkpak Ltd., here in Pakistan, are classified according to the categories in which Nestle Milkpak Ltd. is offering its products in the food market of Pakistan.

UHT Milk

In UHT milk market, major competitor is CDL Food Ltd., which is offering “Haleeb” in brick packaging all over the UHT milk market of Pakistan. And the other brand offered by CDL Foods Ltd. is “Dairy Queen” in pouch packaging. Dairy Queen is only offered in Multan Region, covering the market from Khanewal to Sukkar. Haleeb is being offered at the same price as the Milkpak. But the price of Dairy Queen is low due to its low packaging cost and due to price sensitive market, it is getting popular.

At present both the companies claim that it has more than 595 market share in the UHT milk market.

Confectionery And Culinary Products

In the market of confectionery and culinary products Nestle Milkpak Ltd. has following major competitors:

Ø Mitchelles

Ø Shezan

Ø Candy Land

Ø CDL Food Ltd.

Ø Rafhan Best Foods Ltd.

Cereals and Powdered Milk

In the market of infant cereals and infant formula milk, there is no major producer in the food industry of Pakistan except Nestle Milkpak Ltd. In this market, Morinaga cereal is being offered. Recently “Cow & Gatte” a new infant cereal has been introduced in the market by the “Muller & Phipps” a distribution company. But due to high prices of these two brands, they are not getting the share in the market. So Nestle Milkpak Ltd. is the only key player in this market.

In powdered milk only competitor is the CDL Foods Ltd., which is offering “Skimmz” positioned for drinking against NIDO, the brand of Nestle Milkpak Ltd. The only Tea Whitener, “Every Day” is being offered by Nestle Milkpak Ltd.

Other Products

In terms of Coffee, the only competitor is Maxwell House that is being imported.

In mineral water, Nestle Milkpak Ltd. has almost 90% market share and facing no major competition in the market.

In chocolate powdered milk and chocolate milk RTD i.e. Milo no major competitor is present in the market.

Company Analysis

Resource Audit

Resource audit is helpful in understanding strategic capabilities of any firm. Resource audit of Nestle Milkpak Ltd. is as follows:

Physical Resources

The is 20 years old and has got a good public image. The location of its facilities is situated near the raw material sources. These factories are located in rural areas from where milk can be collected conveniently.

Human Resources

Employees of Nestle Milkpak Ltd. are competent and skilled. They train their employees in their respective fields.

Financial Resources

Nestle Milkpak Ltd. has very good financial position. A major share holder of the company after Nestle i.e. Ali group has its own bank and insurance company. Company has strong relationship with its creditors and it gets very flexible credit limit from Tetrapack Limited, from which it gets the packaging material.

Intangibles

The company has a strong goodwill in market and good corporate image in the mind of suppliers, buyers and consumers as well.

Analyzing Competencies

In order to analyze the competencies following factors will contribute a lot.

Value chain Analysis

It includes the analysis of primary activities and supporting activities. Value chain analysis for Nestle Milkpak Ltd. is as follows:

Primary activities

1. Inbound logistics

Nestle Milkpak Ltd. has a very large and intigrated milk collection network. Milk collection centers, subcenters and village centres have been established for milk collection. Milk is collected according to the specifications like the milk should be high in fat and SNF and low in sodium and Total Plate Count. (Total Plate Count is term used for bacterial count). At these centers the milk is stored in chillers and then transported to the factories through containers which has the temperature of 2oC to 3oC.

2. Operations

At operations, Nestle Milkpak Ltd. has very sophisticated machinery. Quality checks practiced at every level of value addition. Packaging quality is also upto the standards, prescribed by WHO and Pakistan Standards Institute.

3. Outbound Logistics

Currently Nestle Milkpak Ltd. has 9 distribution centres all over the Pakistan. Nestle Milkpak Ltd. has well integrated distribution network and ware housing facilities.

4. Marketing and sales

Marketing programs of Nestle Milkpak Ltd. are very influential one. Whenever new products or new packaging of existing product is launched; it is properly communicated through an orchestrated promotional plan like events or sponsors, music programs are sponsored, point of purchase and point of sales materials are properly displayed at visible places of retail outlets. In this way, proper awareness about the project are created and the sales are stipulated.

Supporting Activities

In supporting activities Nestle Milkpak Ltd. is having competencies in prepcurement, technology development, human resource management and infra struture. So far as technological development is concerned, Nestle Milkpak Ltd. has the advantage of technical know how got from Nestle V.A. Switzerland.

Management of human resources at Nestle Milkpak Ltd. is very good. Newly recruited employed are trained as per requirement. Quality control and information management are contributing a lot in making the infrastructure of Nestle Milkpak Ltd. very effective and efficient.

Capacity Increase of Milk Powdeer Line at Kabirwala Factory

Kabirwala Milk Powder Plant which began production in September 1996, doubled its capacity in February 1999. A new NIRO evaporator was installed to meet increased processing requirements during the coming years.

Egron-2 which was upgraded in February 1999 is now being boosted in capacity from 3.0 ton per hour to 3.6 ton per hour by employing the latest technology. This would reduce the investment and cost of conversion. The project aims not only at increasing the production capacity of the machine but also to improve the quality of the product. This increased capacity will boost the volumes and help to grow exports of powder products

BCG Matrix

SWOT Analysis

Strengths

1. Worldwide fame of Nestle.

2. Efficient milk collection system

3. Keeping high quality standards

4. Enjoying more flexible credit limits from Tetrapak

5. Integrated distribution and warehousing facilities

6. Successful related diversification

7. Generic brand name of Milkpak

8. Large market share of Nestle Pure Life

9. Acquisition of AVA mineral water plant at Karachi

Weaknesses

1. Unable to compete in price sensitive segment of UHT milk market

2. Under-utilization of the capacity

3. Unable to fulfill the demand of local powder milk market

4. Not yet ISO certified.

Opportunities

1. Reasonable growth rate of dairy market: The growth rate of industry was between 7 to 10 percent per annum. The market is expected to grow at approximately 5-6 percent annually over the next two years.

2. Population growth rate

3. High urbanization rate

4. High literacy rate

5. Flexible government policies for food industry

Threats

1. Launch of Dairy Queen in price sensitive UHT milk market.

2. High inflation rate

3. Low purchasing power

4. Decrease in GDP growth rate

5. Increasing interest rates

6. Decreasing investment

7. Recessionary period in business cycle

Companies Financial Performance

Since its inception, the financial performance of the company is as follows:

Sales Revenue

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Profit 1994 – 1999

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Capacity

Exports

Exports during January - December1999 showed an increase as against the same period last year. During this period Nestle products worth Rs. 245 million were exported as against Rs. 221 million for the preceding period. Among others, Nestle Milkpak Ltd. exported MAGGI NOODLES, CERELAC, LACTOGEN 1 and 2, UHT Cream, FROST, NIDO, POLO, NESTLE PURE LIFE drinking water and fruit pulps. The biggest event of the year was the inclusion of NESTLE PURE LIFE drinking water in their export portfolio for Turkmenistan.

Exports of Nestle Milkpak Ltd. to Central Asian Republics were rather slow because of the non-convertibility of Soums to US Dollars. Bulk of our exports went to Uzbekistan and Turkmenistan. Other countries including Kyrgyzstan and Tajikistan have also shown good promise. Exports to Afghanistan continued to show strong growth (29%) against the same period last year.

Nestle Milkpak Ltd.

Brief Recordings

Twenty years ago, the company was incorporated in the province of Punjab. It is one of the most well organised manufacturing units, not only in the Food & Allied Industries Sector but also in the country.

At present the share in the company is trading at Rs 137 at more than thirteen times of its par value of Rs 10. The scrip in Nestle' Milkpak has been invariably considered by the investors as blue chip. Despite worst recession for a long time, not only the operating results, but also market value of its share has registered improvement. The 1994-1998, price band of the share remained within Rs 74 and Rs 125 so the present price is placed at much higher market value than the previous prices.

Although the price of its share is attractive but in the sector, the shares of other MNC's are placed at even much higher price, e.g. Levers (Rs 945), Rafhan Bestfood (Rs 248.10) and Rafhan Maize (Rs 220.00).

The company has excellent track record of profit distribution as since 1995 the company has never missed yearly dividends and the latest being during the half year ended June 2000 at 20% (interim cash dividend). Since 1996 the profit distribution remained between 40% to 95%, the highest rate was declared in 1998.

This is more than Rs 3 billion rupee company in terms of assets. Even its half year's (FHY 2000) sales revenue crossed Rs 3 billion threshold (Rs 3.29 billion) as compared to Rs 2.90 billion in FHY 1999. During the period under review its pre-tax profit declined by 23.6% to Rs 186.4 million (FHY 1999: Rs 244.1 million) although sales revenue registered 13.3% growth over the figure of FHY 1999. The management lamented that the business environment remained difficult as market and shops remained closed for 20 days in May and June 2000.

The company posted net profit at Rs 113.3 million which reflected 22.3% decline as compared to the corresponding period last year's.

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Performance Statistics (in Million Rupees)

Half Year December 31 2000 1999

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Share Capital - Paid-up: 452.64 452.64

Capital Reserves: 249.53 249.53

Accumulated Profit: 183.08 160.32

Shareholders Equity: 885.25 862.49

L. T. Debts: 550.00 863.01

Deferred Taxation: 179.37 156.85

Retirement & Other Benefits: 27.83 27.83

Current Liabilities: 1,487.55 1,181.43

Fixed Capital Expenditure: 1,890.94 1,795.40

L. T. Advances, Deposits &

Prepayments: 4.08 1.64

Current Assets: 1,234.99 1,294.57

Total Assets: 3,130.00 3,091.61

Profit Loss A/C for

Half Year Ended June 30, 2000 1999

Sales: 3,288.12 2,901.27

Gross Profit: 880.65 844.73

Operating Profit: 263.28 307.96

Other Income: 4.92 3.11

Financial Expenses: 69.52 57.89

Profit Before Taxation: 186.38 244.12

Profit After Taxation: 113.29 145.84

Dividend Cash 20% (1995 35%): 90.53 152.42

Earning Per Share (Rs): 2.50 3.22

Share Price (Rs)

Dated 18/10/2000: 137.00 -

Price/Earning Ratio: 54.8 -

Book Value of Share (Rs): 19.56 19.05

Price/Book Value Ratio: 7.00 -

Debt/Equity Ratio: 38:62 50.00

Current Ratio: 0.83 1.10

Gross Profit Margin (%): 26.78 29.12

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Problem Statement

Dairy Queen launched by CDL “How to cope with rapid penetration of Dairy Queen in the market?”

Action Plan

(1) Creating value & sustaining it over the long term by offering a wide variety and advertising & communicating to the consumers in an efficient manner.

(2) Does not depict discriminating or offensive attitude to religious, political, ethnic, cultural social groups.

(3) Avoid demonstrations that encourage dangerous or inappropriate use of the product.

(4) Carries out research and development aimed at the constant improvement.

(5) Provide the summary of its policy for the information employees and the public in the form of a charter.

(6) Regularly conducting training of employees to ensure complete understanding of the company’s responsibility under the international code.

(7) Promote a sense of identification among employees, offering competitive salaries and social benefits and providing a safe working environment for each employee.

(8) Nestle is against all forms of exploitation of children, the company does not provide employment to children. If they are less than 20 years of age and have not completed their compulsory education.

(9) Nestle also provides assistance to united Nation Agencies Government and the business community to deal with the problem of child labor.

(10)Nestle insists on honesty, integrity and fairness in all aspects of its business and expects the same in its relationship with all business partners.

Suggestions and Recommendations

Following are the suggestions and recommendations for Nestle Milkpak Ltd.

§ The company should introduce its UHT brand fore the price sensitive segment of uht milk market in order to counter the market of “Dairy Queen”.

§ The should also start to manufacture powder milk in order to meet the domestic demand and so that it can be helpful in saving the foreign exchange that is expensed in importing the powder milk from foreign countries.

§ The company should explore the market potential in a way, so that it can utilize its full capacity in order to gain economies of scale in the production.

§ At the moment the company is using focus marketing approach that only that segment is approached which highly attractive for the company but it should also develop the marketing program that distinguishes the characteristics of existing available substitutes to their highly quality & hygiene oriented product.

§ The company should also position its products to the middle income group like “Everyday” and “NIDO” have been positioned after their new small packaging launch.

§ The company should also develop an integrated awareness plan in order to aware the people about the quality of the UHT milk as compared to other pasteurized or loose/fresh milk.


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GROUP MAKING at Nestlé


“It must be possible to recognize my product at a glance. The ‘nest’ is not just my trade mark, it is also my goal of aims.”

Henri Nestlé

Founder of the Nestlé Company

The above was the response of Henri Nestlé to one of his British agents who had suggested to him in 1869 to replacement of his trademark—the nest—with the Swiss cross. By refusing to comply Nestlé not only reflected his confidence in his product but also the commitment to his corporate philosophy.

How did Nestlé hit upon this particular trademark? Simple as it may seem with hindsight, in view of the meaning of the German “Nestlé”—little nest, a lot of thought had actually gone into it. Nestle’s eloquent family coat-of-arms consisted of a single bird sitting on a nest. In order to establish a visual link between the name and the product, Nestlé changed him family coat-of-arms into trade mark by adding three young birds being fed by an adult and perked the whole thing on an oak branch. This established a connection between the coat-of-arms and the product while at the same time symbolizing the purpose of the infant serial with a picture of a mother feeding her young.

Nestlé adopted his trademark at the beginning of 1868. Today, 129 years after it was first used, the ‘Nest’ continues to be corporate identity of Nestlé as the world’s leading Food Company and remains the symbol of quality.

Nestlé was established in 1866. In Pakistan firstly milk plant had begun operations in 1981 as a producer of UHT milk. By 1988, it had expanded its operation and was also producing butter, cream and desi ghee all under the brand name of Milk Pak and juice drinks under the brand name Frost.

1981 UHT Milk

1983 Butter

1986 Milk Pak Cream

Desi Ghee

Frost Juice

Milk Pak UHT Milk

1990 Nido

Cerelac

1991 Nestum

Lectogen

1992 Everyday Tea Whitener

Gloria

Maggis Noodles

1994 Milo

Neslac

1995 Millo RTD

Nescafe 3 in 1

1996 Every day UHT Milk

Nestle Orange Juice

Nestea

Polo

Nescafe Classic

Maggi Yakhni

Company has both registered and corporate office in Lahore. Company has two factories one at Lahore-Sheikhupura Road, Sheikhupura and second at Khanewal-Kabirwala. Company has nine regional Sales Offices in different cities of Pakistan. These cities are:

v Karachi

v Lahore

v Faisalabad

v Peshawar

v Islamabad

v Hyderabad

v Multan

v Gujranwala

v Quetta

During 1997, company has total sales of Rs. 3,220, 836 thousand and the net profit of 166, 340 thousand.

an is a social animal so he lives in groups. Everybody is a member of one or more groups. In some groups, he plays an active role while in others; he seems to be quite inactive.

The three conditions, which the members of the group should possess, are:

(i) People must interact with one another

(ii) They are psychologically aware of one another, and

(iii) They should perceive themselves as a group

When an organization is developed, it is divided into departments, units, sections, etc. The members working in such departments, sections, units, etc. because interact each other, know about other members of the unit or department and they all perceive themselves as a group and work for common interests, this may very well be called as groups. These groups may be permanent or temporary only for a short while or adhoc till a particular job is done.

Groups may be found within the work organization or outside the work organization having no relations with the organization such as friendship kinship groups or neighbors. Local trade unions, departmental group or a work-group are examples of such groups, which are found in a formal organization.

Characteristics of a group may be summarized as follows:

A very common characteristic of a group is mutual interaction between the members of the group. In a wider term, interaction is a communication. Such communication may be oral or by gesture or by nodding the head. People or members of the group are closely associated with one another and adjust themselves among them only through interaction. They know each other and their behavior through interaction.

Almost all the groups do something. Work groups may be busy in activities on the work while friendship groups may talk each other, go to a place, and take lunch together. The group must be active but it is not necessary that all of its members are active. Some may be active while others may be quite inactive.

There are certain norms of the group that represents its culture. Every group has its own culture and a level of behavior by which it is recognized within the society. These norms are fixed by the group itself and are followed by each and every member of the group. These norms may be in writing or oral.

There must be an informal leader among the members of the group. It is nominated by the members of the group taking into consideration the age, experience, technical knowledge, etc. He has no formal power but he obtains the power from the members of the group. A group may have more than one leader for different purposes.

A group develops because it satisfied certain needs of its members. The more needs it satisfies, the more it attracts the members. This attraction or belongingness may be called cohesiveness. Group cohesiveness implies consensus, unanimity of agreement among members on major issues. Members of the group feel highly attached to the group and attract towards each other.

There must be conformity between the individual and group goals. If these two confirm, there will be a group cohesiveness. Cohesive group demands conformity from its members so that it can attain its goals and may enjoy the security in the society.

Formal groups are deliberately structured to subserve organizational interest. They are formed to accomplish the specific functions and organizational goals. These functions and goals are related to overall organizational goal. They serve as means to formal ends. They are shown on the organizational chart. Groups are empowered with the authority by the institution. Authority is always delegated to the position and not to the person. Therefore, position is important and not the person in the formal groups. Authority in formal groups is not acquired but delegated from the above and it always flows downward and never upward.

The status of a group is determined by its position on the organizational chart or responsibilities of the job, it performs. It is developed according to the technical requirements.

All communications to formal groups are sent through chain of command. There are predetermined rules and regulations, which are to be followed by every member of the group. The behavior of members is regulated through such rules and regulations. Any violation of rules and regulations attracts penalty—financial or non-financial.

Formal groups are formed by the management of an organization, so they are controlled and can be abolished by the management at any time it likes.

Command group is determined by the organization chart. It is composed of the subordinates who report directly to a given manager. The smallest command group consists of supervisor and his subordinates and the largest one consists of top management and the total personnel in the work force. There are so many other groups in between these two extremes.

Task group also organizationally determined, represent those working together to complete a job task. Task group’s boundaries are not limited to its immediate hierarchical superior. It can cross command relationships. All command groups are task groups but task groups are not command groups.

The members of the formal groups are asked to perform the functions, which are necessary for him considering his role status in the organization. But as because men can be engaged to work as a whole and not in parts, there are number of needs which cannot be satisfied through formal groups. So, they form other groups by interacting each other, to satisfy some of their other needs, which could not be satisfied by formal groups. These other groups are called informal groups. There may be innumberable informal group in a formal organization. They are generally small and serve different interests of their members.

An informal group arises involuntarily and spontaneously and they generally satisfy the social needs of the members of the group. Informal groups, unlike formal ones, cannot be abolished. Any attempt to destroy them may causes several others to emerge. Informal groups may exist within or outside the organization.

Group of those, working together to attain a specific objective with which each is concerned is called interest group.

This kind of group involves close personalities as friends or relatives who are well known to each other before hand. Mostly these groups are found in pairs and are useful in spreading influence and information.

In Nestlé the command groups of permanent and temporary nature exist. As the name shows, the permanent groups are of permanent nature. In Nestlé, the permanent nature command groups include the quality assurance department, industrial engineering department, cost accounting department.

The chain of command as expressed by authority, responsibility and accountability allocates of the role of each individual in the group. The superior of a particular group is the leader who performs important functions for his group. He sets goals for the group, suggest ways and means to get them and settle jurisdictional issues, which arise between subordinates. The superior is an effective instrument for downward communication and an initiation for upward communication.

In Nestlé, there are also working functional groups whose primary task is to carry on the operations. Then these functional groups are again classified into three categories:

(i) Team group

(ii) Task group

(iii) Technological group

The distinction between these groups involves the method role allocation and role fulfillment.

Team group is specified no fixed role to its individuals. The general role of the group is set and the members of the group are allocated the roles according to the needs of the goal. Roles of members in a team group are interchangeable without any clash.

Task group specifies a fixed job for each of its members and lays down the job description. Roles of the team members are not interchangeable and if superior does so, it is not without much personal resistance and friction between superior and the member.

Technological group is something different. There the roles are assigned by the management. The position of the job is fixed and the methods are laid down and the speed of work is fixed by some device. Thus members of the group have no choice over the method and the spread of the work.

In Nestlé, the groups are also formed to carry particular work or to perform the specific task, named as temporary command groups. Such groups come to an end as soon as the task assigned to them are over. Whenever sales in some territory decreases, a study group is appointed under the Regional Sales Manager in order to analyze the causes of decrease in sales.

In 1996, the sales of Fizzy Orange and Fizzy Strawberry decreased. The management formed groups consisting of 3 RSMs and under each RSM, there were 6 ASMs. They conducted a survey and found that the sales of these product was decreased due to moisture in these products and then Nestlé lifted back these products from the market and then launched again with modification. These groups came to an end as soon as the task assigned to them was over.

In Nestlé, along with the formal groups, informal groups also exist. Each informal group has its own informal leader who is elected among the members of the group not on the basis of authority he possess in the formal group but on the basis of age, seniority, technical knowledge, respect, etc. Authority in the informal group is given to the person and not to the position. As soon as the members lose their confidence in him, he will no more be the leader of the group.

Communications in these groups possess through informal channel, mostly verbal. Norms, values and beliefs of the group regulate behaviors of members. Violators of the norms are punished through non-financial modes such as social boycott, loss of prestige and status within the group.

Mostly in Nestlé informal groups consist of colleagues and associates who normally observe certain norms and standards. They are closely intimate to each other. The object of this type of group is to provide recognition to each other and exchange information of mutual interest. There are two types of colleagues:

(i) Such colleagues consist of people working in the same department irrespective of their rank differences. Such groups develop because of earlier acquaintance of people or the dependence of the superior upon his subordinates for some formal purpose.

(ii) The group consists of people of more or less same rank and working more or less in the same area. Such groups are formed cutting across organizational boundaries. Such members find some point of commonness and keeping the objectives in mind, come together. This is the most common form of informal group.

This model explain that group passes through five different stages. These are as follows:

The first stage of the group development is known as forming. It is characterized by a great deal of uncertainty about the group’s purpose, structure and leadership. This stage is complete when members have begun to think of themselves as part of a group.

The storming stage is one of intragroup conflict. Members accept the existence of the group, but resist the constraints the group imposes on individuality. Further, there is conflict over who will control the group. When this stage is complete, a relatively clear hierarchy of leadership exists within the group.

The third stage is one in which close relationship develops and the group demonstrates cohesiveness. There is now a strong sense of group identity. This norming stage is complete when the group structure solidifies and the group has common set of expectations of what defines correct member behavior.

The fourth stage is performing. The structure at this point is fully functional and accepted. Group energy was moved from getting to know and understand each other to performing the task at hand.

The final stage in group development for temporary group, characterized by concern with wrapping up activities rather than task performance.

This step is mostly done by the management. Management forms the groups depending on the nature of the objectives or tasks of the formation of group. Like if they have to increase the sale of particular territory, they form the group of sales representatives to see the reasons of low rate or to adopt new ways to reach a good level of sales. So the people requiring same skills are included in the group.

But in the case like they when introduced the new flavors in the POLO, which is their product, so they included the people in the groups having complementary skills.

So they also see the behavior of one another in the group. So as the people know that they have to achieve a target or objective so they try to understand one another and also the behavior of one another.

In this stage as the people have to achieve one objective so they try that the whole group becomes cohesive. Leaders do a good role in this stage. Leaders try to bring the people so that they have same feelings. Leader also tells them that what are the ways to cooperate with one another so that the ultimate objective of group can be achieved.

In this stage the groups at Nestlé start performing their functions and after the selection of particular idea and the way, all try to perform the functions which they have decided in the meetings of their group. If any ambiguity about the functions is there then it is cleared by the leader of the group.

This is the stage normally in the sales force grouping. These groups of temporary nature are disbanded when the required objective is achieved.

But the groups of permanent nature are going on like the milk collection groups and quality assurance groups. They are of permanent nature and still going on.

Another important thing or stage is storming which is not followed in Nestlé as we have read it. The conflicts go on through out the process between members of the group. Because group is the collection of individuals and every individual has his own ideas and thinking. So the small or big conflicts go on during each stage of development of group. But usually these are resolved by the help of group leader and in the meeting held between the group members.

Every work group has a formal leader. He/she is typically has title of department manager, supervisor, foreman, project leader, task force head, etc. This leader plays an important role in group’s success.

The leader of group in Nestlé is selected by organization itself. Usually the senior member having special required skill is selected as a leader. He/she leads the group and give proper direction to them.

External conditions imposed on the group also affect the behavior of the group and its performance. These conditions can be as followed.

An organizational strategy typically put into place by top management outlines the organization’s goals and the means for attaining these goals. Any organizational strategy can affect the performance of the group. Top management may allocate resources on the basis of these strategies to different groups.

Organizations have authority structures that define who reports to whom, who make decision and what decision individuals or groups are empowered to make. This structure typically determines where a given work group is placed in the organizational hierarchy formal relationship between the groups.

Organizations create rules, procedures, policies and other forms of regulations to standardize employee behavior. The more formal regulations that the organization imposes on all its employees, the more the behavior of work group members will be consistent and predictable.

Some organizations are large and profitable, with an abundance of resources. Their employees will have modern high quality tools and equipment to do their jobs.

Every organization has an unwritten culture that defines standards of acceptable and unacceptable behavior for employees. Members of work group have to accept the standards implied in the organization’s dominant culture if they are to remain in good standing.

Members of any work group are first, members of the organization of which the group is a part. The criteria an organization uses in its selection process will determine the kinds of people that will be in its work groups.

Every organization has some strategies on which it works to achieve some objectives. Strategy is to do with the matching of the activities of an organization to the environment in which it operates. In 1997 most initial progress has been in the area of milk collection and processing. The key to success lay in a comprehensive and well thought out strategy to overhaul the manner in which milk was collected and transported. Critical areas of operation were identified

and made the focus of improvement. Different groups were developed who educated the farmers and the milk collection staff. Different groups were further developed to collect and drop the milk. These groups contain persons who get training.

As we have written before that it is related with where the group placed in the organizational hierarchy. In Nestlé, sale promotion groups place under the control of the marketing department. So these people have to report to top manager of marketing department.

Every organization has some rules and regulations, which have to be followed by the employees of the organization. Same is the case in the Nestlé. They have to come in time in meetings. They have to come in formal dress and all other rules and regulations such as about communication that they have to firstly communicate the problem to the immediate manager and he/she discuss this problem to other higher authority and if the problem is very serious then they can talk directly to upper level so these people follow this. So this concept is also applied in groups as well. They discuss their problems to the leader of the group and the leader then talks to the higher authority.

As we know that Nestlé is a multinational company having good number of resources. So organization used its resources in the shape of well-defined manner. They provide these resources to their employees. They have modern machinery and equipment, which they have provided to their employees. Different groups are being benefited from it, which increases their performance.

In Nestlé, people like to work in group because they have friendly relation with each other. They all know what is accepted or unaccepted behavior from them. They know who to do the things.

Personnel selection also contributes much not in the program of group as well as in overall organization program. The selection criteria in Nestlé is there are different types of test being held such as intelligence, aptitude test, also the primary and final interviews are being conducted. The personnel are selected on the basis of these tests and interview. The person involved in this process is the person from the human resource management and the person from department, which requires the new employees. So when these people are selected on the basis of merit so they also perform good in organization.

The performance of any group is affected by several factors other than the reasons for its formation and its development. We are going to describe four main factors, which can affect the group performance.

Group composition is most described in terms of the homogeneity or heterogeneity of the members.

A group is homogeneous if the members are similar in one or several ways that are critical to the work of group such as age work experience, technical specialty or cultural background.

In heterogeneous groups, the members are different in one or more ways that are critical to the work of the group.

Group size can have an important effect on performance. A group with many members has more resources available and may be able to complete a large number of relatively independent tasks. Smaller groups are faster at completing tasks than are larger ones.

A norm is a standard against which the appropriateness of a behavior is judged. Thus a norm is the expected behavior or behavioral pattern in a certain situation. Norms usually regulate the behavior of group members rather than their thoughts or feelings. Norms result from the combination of member’s personality characteristics, the situation, the task and the historical traditions of the group.

Group cohesiveness results from all forces acting on the members to remain in the group. The forces that create cohesiveness are attraction to the group, resistance to leaving the group, and the motivation to remain a member of the group.

While discussing with Nestlé people, we have found that four factors can affect the performance of the groups. Now we are going to discuss these factors in the context of Nestlé.

As we have discussed that composition of the group can be described in terms of homogeneous and heterogeneous. In Nestlé, both types of groups are existing.

Homogeneous groups are often created in Nestlé when people are assigned to command groups based on a similar technical specialty. Although the people who work in such command groups may differ in some factors. They are homogeneous in terms of a critical work performance variable such as technical specialty.

Nestlé people say that they create heterogeneous groups when the task assigned to them is complex, requires a collective effort and requires creativity. An example of this type of group is product development group for POLO that works on different flavors of POLO. This group involves people who have different expertise and develop two different flavors of POLO.

The size of the groups in Nestlé depends on the task itself. If the task is about to generate new ideas, the size of the group will be large. If the purpose of the group is to cover small territory then the size of the group will be small to cover that.

For large groups usually set agendas for meetings. The communication is most likely to be formalized.

As we have described the norms in the expected behavior or behavioral pattern in a certain situation. Nestlé people are of the view that they are familiar with expected behavior they have to be adopted in different situations, which help them in achieving goals. In case of groups each member of the group knows what he has to do in different conditions, what is expected from him/her or what not? For example, while attending a formal group meeting, the first important thing is to come in time. If someone comes late, it will be noticed, which saves time because people try to come in time.

Pressures to conform to group norms can be powerful determinants of group performance. Norms affect setting goals, defining behaviors that are appropriate for members and restricting behaviors of members. Conformity to group norms may result in serious problems at work.

Nestlé people say that the cohesiveness is more when the goals are clear, competition with others, mature development. The reasons they gave to us are that when the goals are clear, we are clear about the group and each of us in the group perceive it same, so we work in groups. Competition can also increase the cohesiveness. Nestlé also gives different rewards in the achievement of the task. They say that when the group is recently formed, it will have less cohesiveness because we have low interaction but as the group matures, it increases the cohesiveness between the members. Successfully reaching goals often increases the cohesiveness between us because we are glad to be identified with winner and to be thought of a competent and successful organization.

Whether the groups interact regularly or infrequently, the interaction between them is crucial to the organization’s success and the potential for problems between them always exists. It is management’s responsibility to forestall such problems and to help groups work together constructively.

The most powerful basis for interaction among groups in organizations is task interdependence, or the degree to which the activities of separate groups force them to depend on each other, thereby requiring more coordination to reach organizational goals. The three types of task interdependence—pooled, sequential and reciprocal—require increasing levels of group interaction.

Pooled interdependence exists when two or more groups function with relative independence, but their aggregated or combined outputs contribute to the output and profitability of the total organization. The outputs, inputs and manufacturing processes of each group were separate and distinct from one another. Their contributions to organizational goals were pooled only at the end of the process. Many companies have separate operating divisions that interact only when the operating profits are pooled at the end of the year. In both situations, the groups do not interact except to aggregate their outputs.

When the outputs of one group are the inputs of second group, but the outputs of the second group are not inputs of the first, sequential interdependence exists. The work of the second group is dependent on the first. If the outputs of the first group are interrupted, the outputs of the second group eventually stop as well.

Reciprocal interdependence occurs when the outputs of one group become inputs for another and vice versa. In such situations, groups are highly interdependent and the most difficult to manage because the groups are constantly interacting.

They have told us that it depends on the task of the group that uptill how much they have to interact with one another.

In case of pooled interdependence, they have this kind of interaction in the sales force groups. The sales force groups work independently in their regions. So they have their own resources separately. They use different ways to sell the products of the company, but in the end, their contributions are shared by the whole organization. But they work for the overall profitability of Nestlé.

In case of sequential interdependence, at most this exists in all the organizations where the processing is done to produce final product. Here we can take the example of the milk collection group and the milk cleaning department. Until the output, that is, the milk is not collected by the milk collection group, what the milk cleaning department will do?

In case of reciprocal interdependence, this kind of group also exists in Nestlé. For example, the milk collection group and the quality assurance group work together to collect the input for their organization. Both depend on each other. Until the milk is not collected, the quality assurance group has nothing to do and until the quality assurance group does not assure the quality of milk, the milk collection group cannot take that milk from the supplier.

So all the groups which have a lot of interdependence, they interact and work together, so that the organization goals can be achieved.

As the case of intragroup competition, the individuals in the group try to do it, but the management of Nestlé said that if it is in a sense that the individual want to take good part in the group work, then it is right, but if he tries to let down others, that he can be judged as a better performer and hinders the work of other group members, then such behavior is not acceptable and the group leader tries to correct his behavior at his own.

Similarly the management also gives reward at the group level to avoid this behavior from the individuals in the group.

As far as the Inter-group competition is concerned, it is there. But it again depends on the task of the groups. Groups that have sequential interdependence or the reciprocal interdependence, there is no such kind of competition because if these groups start competing instead of cooperating, then the organization will suffer and there will be great losses.

So in case of pooled interdependence, the competition exists like there is competition between the groups of sales force. So whoever goes beyond its target or gives more sales, then that group is rewarded. To increase the performance of such groups, the competition is encouraged in Nestlé.

Today, organizations accomplish their work through working in groups. Organizations like Nestlé, which have adopted total quality or continuous improvement strategy, are attempting to create working group culture throughout their system.

But cultural difference, skill, diversity are few barriers to effective group work. Lack of focus failure to reach decision, wasted efforts and poor integration are just small number symptoms of ineffectiveness of groups. When their symptoms appear, Nestlé management promptly takes action to increase the effectiveness of the group.

It is an inward look by the team at its own performance, behavior and culture for the purposes of dropping out dysfunctional behaviors and strengthening functional ones. The group critiques its performance, analyses its way of doing things and attempts to develop strategies to improve its operations. Sometimes the purpose of the meeting is a special agenda item, such as developing the group’s performance goals for the coming year. Often the purpose of the meeting is for the more general charge expressed in the equations: How can we build ourselves into a better functioning team? And how can we do the job better.

Team building session is usually initiated by the manager in consultation with the third party. A good length of time for the meeting is anywhere from one to three days. The session should be held away from the work place.

The usual practice for these sessions is to have the consultant interview each of the group members and the leader prior to he meeting, asking them what their problems are, how they think the group functions, and what obstacles are getting in the way of the group performing better. These interview data are categorized into themes by the consultant, who presents the themes to the group at the beginning of the meeting. The group examines and discusses the issues, ranks them in terms of their importance, examines the underlying dynamics of the problems, begins to work on solutions to the problems and establishes some action steps to bring about the changes deemed desirable. It is imperative to have follow-up meetings to determine whether the action steps that were outlined were taken and to determine whether or not they had the desired effects. This is the flow of events for the meeting.

It is often desirable for the consultant to interview the entire group, using an open-ended approach, such as “What things do you see getting in the way of this group being a better one?” This procedure introduces the consultant to the group members and allows the consultant to assess commitment to the team-building session.

The consultant presents the interview results in terms of themes. When everyone has understood the themes, these are ranked by the group in terms of their importance. In the course of meeting, much interpersonal and group process information will be generated, and that may be examined too.

Important problems are discussed; alternatives for action are developed. Generally, the team-building meeting involves deciding on action steps for remedying problems and setting target dates for “who will do what when.”

1. “Get the right people together for

2. A large block of uninterrupted time

3. To work on high-priority problems or opportunities that

4. They have identified and that are worked on

5. In ways that are structured to enhance the likelihood of

6. Realistic solutions and action plans that are

7. Implemented enthusiastically and

8. Followed up to assess actual versus expected results.”

The consultant that interviewed all team members in confidential interviews to gain an understanding of the strengths and weaknesses of the team and the organization. When the interviews were completed, the consultant met with the Executive Director to give him an overview of the interview results. While maintaining confidentiality, the consultant described the issues uncovered in the interviews and solicited the Executive Director’s reaction, which was that the diagnosis agreed with his own perceptions.

In work teams decisions are made, tasks are assigned, and individuals and small groups accomplish the tasks. This is easily described on paper, but in reality a decision to have someone do something is somewhat more complex than it appears because there are in fact multiple actors involved in even the simplest task assignment. The issue is, who is to do what, with what kind of involvement by others?

The technique called responsibility charting helps to clarify who is responsible for what on various decisions and actions. It is simple, relevant and very effective technique for improving team functioning.

The first step is to construct a grid, the types of decisions and classes of actions that need to be taken in the total area of work under discussion are listed along the left-hand side of the grid and the actors who might play some part in decision making on those issues are identified across the top of the grid....

The process, then, is one of assigning a behavior to each of the actors opposite each of the issues. There are four classes of behavior:

1. Responsibility (R)—the responsibility to initiate action to ensure that the decision is carried out. For example, it would be a department head’s responsibility (R) to initiate the departmental budget.

2. Approval required, or the right to veto (A-V)—the particular item must be reviewed by the particular role occupant, and this person has the option of either vetoing or approving it.

3. Support (S)—providing logistical support and resources for the particular item.

4. Inform (I)—must be informed and, by inference, cannot influence.

Each decision or action is discussed and responsibility is assigned. Next, approval-veto, support and inform functions are assigned. First, assign responsibility to only one person. That person initiates and then is responsible and accountable for the action. Second, avoid having too many people with an approval-veto function on an item. That will slow down task accomplishment or will negate it altogether. Third, if one person has approval-veto involvement on most decisions, that person could become a bottleneck for getting things done.

Nestlé management considers fifteen points while selecting a member for particular group. The intensity of these factors depends upon the task of the group but these principles act as pillars of group building in selection process for group formation.

The person that is selected for particular group should prefer counseling for decision making. He chronically consults with people to polish his opinion.

The person should be task oriented he love to work on special task.

The involvement level of person towards his work should be high. The person should feel himself fully involve in the operation of organization.

Person should lie at top at interpersonal relationship scale.

Person should be humble and show respect for his colleagues and subordinates.

Person should be sincere to the organization and his work. His sincerity should be beyond any doubt.

The level of tolerance should be high for the individual personality.

The person should have consistency in his behavior.

Person should have skill, which are complementary to group and required for achieving the task.

Person should be able to do something more what other group members are expecting from him.

Person should have positive approach in thinking and in his decision making process.

Person should avoid investigation about his other group members but he should cooperate in dealing with others.

Person should hold himself for self accountability apart from the accountability of group leader and other group members.

Person should be competent in his field and his competency should be required for achievement of organization objectives.

Person should be open for continuous improvement of his personality and his skills.

The most common form of group decision making takes place in face-to-face interacting groups. Brainstorming, nominal group and Delphi techniques, and electronic meetings have been proposed as ways to reduce many of the problems inherent in the traditional interacting group.

Brainstorming is meant to overcome pressures for conformity in the interacting group that retard the development of creative alternatives. It does this by utilizing an idea generation process that specifically encourages any and all alternatives while withholding any criticism of those alternatives.

In a typical brainstorming session, a half dozen to a dozen people sit around a table. The group leader states the problem in a clear manner so it is understood by all participants. Members then freewheel as many alternatives as they can in a given length of time. No criticism is allowed, and all the alternatives are recorded for later discussion and analysis. That one idea stimulates others and that judgements of even the most bizarre suggestions are withheld until later encourages group members to “think the unusual.”

Brainstorming, however, is merely a process for generating ideas. The next three techniques go further by offering methods of actually arriving at a preferred solution.

The nominal group technique restricts discussion or interpersonal communication during the decision making process hence the term nominal. Group members are all physically present, as in a traditional committee meeting, but members operate independently. Specifically, a problem is presented and then the following steps take place:

1. Members meet as a group but, before any discussion takes place, each member independently writes down his or her ideas on the problem.

2. This silent period is followed by each member presenting one idea to the group. Each member takes his or her turn, going around the table, presenting a single idea until all ideas have been presented and recorded (typically on a flip chart or chalkboard). No discussion takes place until all ideas have been recorded.

3. The group now discusses the ideas for clarity and evaluates them.

4. Each group member silently and independently rank-orders the ideas. The final decision is determined by the idea with the highest aggregate ranking.

The chief advantage of the nominal group technique is that it permits the group to meet formally but does not restrict independent thinking, as does the interacting group.

A more complex and time-consuming alternative is the Delphi Technique. It is similar to the nominal group technique except it does not require the physical presence of the group’s members. In fact, the Delphi technique never allows the group’s members to meet face to face. The following steps characterize the Delphi Technique.

1. The problem is identified and members are asked to provide potential solutions through a series of carefully designed questionnaires.

2. Each member anonymously and independently completes the first questionnaire.

3. Results of the first questionnaire are compiled at a central location, transcribed and reproduced.

4. Each member receives a copy of the results.

5. After viewing the results, members are again asked for their solutions. The results typically trigger new solutions or cause changes in the original position.

6. Steps 4 and 5 are repeated as often as necessary until consensus is reached.

Like the nominal group technique, the Delphi technique insulates group members from the undue influence of others. Because it doesn’t require the physical presence of the participants, the Delphi technique can be used for decision making among geographically scattered groups.

The most recent approach to group decision making blends the nominal group technique with sophisticated computer technology. It’s called the electronic meeting.

Once the technology is in place, the concept is simple. Up to 50 people sit around a horseshoe-shaped table, empty except for a series of computer terminals. Issues are presented to participants and they type their responses onto their computer screen. Individual comments, as well as aggregate votes are displayed on a projection screen in the room.

The major advantages of electronic meetings are anonymity, honesty, and speed. Participants can anonymously type any message they want and it flashes on the screen for all to see at the push of a participant’s board key. It also allows people to be brutally honest without penalty. And it’s fast because chitchat is eliminated, discussions don’t digress, and many participants can “talk” as once without stepping on one another’s toes.

Experts claim that electronic meetings are as much as 55 percent faster than traditional face-to-face meetings. Phelps Dodge Mining, for instance, used the approach to cut its annual planning meeting from several days down to 12 hours. Yet there are drawbacks to this technique. Those who can type fast can outshine those who are verbally eloquent but poor typists; those with the best ideas don’t get credit for them; and the process lacks the information richness of face-to-face oral communication. But although this technology is currently in its infancy, the future of group decision making is very likely to include extensive use of electronic meetings.

How do these various techniques stack up against the traditional interacting group? As we find so often, each technique has its own set of strengths and weaknesses. The choice of one technique over another will depend on what criteria you want to emphasize. For instance, the interacting group is good for building group cohesiveness, brainstorming keeps social pressures to a minimum, the Delphi technique minimizes interpersonal conflict, and electronic meeting process ideas fast. So the best technique is defined by the criteria you use to evaluate the group.

After the groups have been formed, then they are given the task or objective. The group is clearly told that what is their duty or job or the special task and in what time they have to achieve that task.

So after this the group is to do its task. The groups perform brainstorming sessions by keeping in view the objective or task of the group. Every individual in the group is asked to think of the ways to achieve those objectives. Every person is free to give his idea. All the different ideas are recorded. People are encouraged to give as many ideas as they can. Then in the later session, the individuals are asked to clearly discuss their ideas. They are asked that they should be fully clear about their own ideas so that it won’t take much time in discussion. Then after all the ideas have been discussed, some of these are sorted out for later discussion by the consensus the final ideas are selected.

After the idea selection the group members discuss different implementation programs and sub-objectives are made which they have to achieve the overall objective of the group formation.

Then the group member starts work. During the work the group members meet after short intervals and see that whether they are going in a right way or not. If satisfactory situation is there then they go on the same way. If the sub-goals are not achieved or the group is facing certain problems then the group leader try to solve these problems. If the problem is at group level then the group leader tell the problem to the management.

So the corrective actions are taken by the group in their meetings and the decisions are made by consensus regularly.

n Nestlé both formal and informal types of groups are working. In case of formal groups, they are made for special tasks. Nestlé has fifteen basic principles for selection of members of the groups. While selecting the persons, the management also considers complementary skills and culture of the department from which the persons are taken for the functioning of the group.

A criterion for the selection of leader of group is seniority. Management gives the responsibility to that person which is senior most among the group members. Top management tries to create positive competition between the groups, which have independent task. If the groups have to depend upon one another for completion of task, then the management induces cooperation among the groups not competition. Nestlé completely discourages intragroup competition to avoid the coalition and groups within the groups. For avoiding intragroup competition, Nestlé gives rewards to groups, basis upon the group performance evaluation.

The evaluation of groups in Nestlé is a continuous process from the day they start work uptill completion of task. The evaluation is the responsibility of the person to whom the group is to report. Nestlé management also provides consultancy services to group members.

Nestlé increases the cohesiveness among the group members by collective performance rewards and by including the small number of persons in the group. Nestlé increases the group performance by providing them chart in which the clear-cut responsibilities of group members are written and group members also have opportunity to hold meetings with management. In this way, groups can increase their performance.

The members of the different groups were also surveyed by us and they completely agreed with the management group formation policies and the methodology of evaluation of group performance. They were also satisfied with the reward criteria set by the management. We also found that in Nestlé, friendship informal groups are present, but they have no influence upon the formal group activities at all. In short, Nestlé is booming its performance due to group work.


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