6-1 Harvard Business Review Simulation and Journal

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Southern New Hampshire University *

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422

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Business

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Jan 9, 2024

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docx

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LaToya Williams Southern New Hampshire University BUS 400 6-1 Harvard Business Review Simulation and Journal It has been over 80 years since Rafael started Buzzin Honey. Market analysists believe growth will slow down because many people prefer artificial sweeteners to honey. Even though they are not expanding the way they used to, the cousins on the board still do not want to diversify; they are concerned that moving away from honey could disrupt the growth they do have, and they are not willing to take that performance risk. The family’s lifestyles are dependent on company performance, which is certainly a factor in the cousins’ hesitation to move away from something they know. Over the generations, Buzzin Honey made several hiring decisions solely based on diversity and inclusion that made the company grow over the generations. For instance, in 2013- Lusiana, Edoardo, and João work together to find a chief operating officer (COO), who hires three outside professionals to manage the finances, operations, and marketing, respectively. The new COO comes from a large organic foods company and quickly demonstrates a thorough understanding of Buzzin Honey's retail business. In 2020, Buzzin Honey has diversified from pure honey only as far as honey-based confectionery, candies, syrups, and other treats. The COO shares ideas about branching into new products, such as personal and household products. I would like to see more options for Buzzin Honey to create DEI. By creating different options of diversity, equity and inclusion of different genders, age and sexual orientation and see how this route would affect the growth of the company.
In the early stage the involvement from Rafael who began to put hives in other properties around the area, starting with his neighbors, and after the entire community. This movement allowed the company to grow extremely fast during the first two generations. During the third generation, some changes were made the company went IPO. This initiative helps us to raise more funding and be able to compete against our competitors. Also, during this timeline we were able to obtain more resources, talent and expertise from the community that allow our company to become more successful. I do believe we could improve our CSR by developing a team to help continue the philanthropic activities managed by Lusiana . The programs and outreach partnership she started were getting too large for one person to manage. By growing a small department this initiative would allow the company and board members to have a positive impact on the environment and the community, this will lead the company to be the best globally.
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