The study was carried out in cooperation with Döhler Group due to their increasing needs because of their recent developments.
Döhler was established in 1838 by Lorenz Döhler in Erfurt as a spice mill. The first products were various spice mixes. In 1892 the company was taken over by Wilhelm Gemmer but the known name was kept as Döhler. In 1948, after the World War II the company was relocated to Bad Wildungen and in 1957 to Darmstadt, where it remains till today. The products range and the business grew through all these years and in 1957 the company had 70 employees. In 1973 a young management team takes over the responsibility and sets the new strategy as expansion and innovation. (Döhler Group, 2015) But the company continues its growth. …show more content…
This update includes designing new tools, new channels in existing tools or revising the existing tools, regarding the company fundamentals, safety, environment and quality.
The bigger the company is, the more important to have a quality mind set, as deficiency of understanding quality will cause conflict situations in such scale food and food ingredients manufacturing company. Since Döhler Group keeps its rapid growth through international markets, an urgent upgrade with the existing communication network is necessary. In order to achieve this goal properly, the communication gaps must be eliminated so that the mind set transformation can be done successfully.
1.1 Purpose of the …show more content…
Al. mention an important aspect about growing of companies, that low growth companies might reach the state of high profitability, which is desired, easier. (Davidsson, Steffens, & Fitzsimmons, 2009: 405) This emphasises the importance of a healthy growth. However, since many years Döhler Group is in a growing phase. This consistent rapid growth creates a constant general change process and Christensen indicates that the communication is different during a change process and its importance might be forgotten by the management. (Christensen, 2014: 359) It is important that the difference of the communication, will not become a disadvantage.
As a result of the recent growth, Döhler Group wants to spread the existing quality strategies through the whole group and change the mind-set of quality from “Quality Management is responsible for quality” into “Quality is Everywhere and every single employee is responsible for quality”. In other words, Döhler Group aims to destroy the image that Quality is only the concern of Quality Management and impose that everyone is responsible for the quality of his or her own work. But there are a lot of unknown aspects such as the existing communication gaps caused by the recent
Döhler was established in 1838 by Lorenz Döhler in Erfurt as a spice mill. The first products were various spice mixes. In 1892 the company was taken over by Wilhelm Gemmer but the known name was kept as Döhler. In 1948, after the World War II the company was relocated to Bad Wildungen and in 1957 to Darmstadt, where it remains till today. The products range and the business grew through all these years and in 1957 the company had 70 employees. In 1973 a young management team takes over the responsibility and sets the new strategy as expansion and innovation. (Döhler Group, 2015) But the company continues its growth. …show more content…
This update includes designing new tools, new channels in existing tools or revising the existing tools, regarding the company fundamentals, safety, environment and quality.
The bigger the company is, the more important to have a quality mind set, as deficiency of understanding quality will cause conflict situations in such scale food and food ingredients manufacturing company. Since Döhler Group keeps its rapid growth through international markets, an urgent upgrade with the existing communication network is necessary. In order to achieve this goal properly, the communication gaps must be eliminated so that the mind set transformation can be done successfully.
1.1 Purpose of the …show more content…
Al. mention an important aspect about growing of companies, that low growth companies might reach the state of high profitability, which is desired, easier. (Davidsson, Steffens, & Fitzsimmons, 2009: 405) This emphasises the importance of a healthy growth. However, since many years Döhler Group is in a growing phase. This consistent rapid growth creates a constant general change process and Christensen indicates that the communication is different during a change process and its importance might be forgotten by the management. (Christensen, 2014: 359) It is important that the difference of the communication, will not become a disadvantage.
As a result of the recent growth, Döhler Group wants to spread the existing quality strategies through the whole group and change the mind-set of quality from “Quality Management is responsible for quality” into “Quality is Everywhere and every single employee is responsible for quality”. In other words, Döhler Group aims to destroy the image that Quality is only the concern of Quality Management and impose that everyone is responsible for the quality of his or her own work. But there are a lot of unknown aspects such as the existing communication gaps caused by the recent