Essendon Food Solutions

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Name of the student
Name of the university
Author note

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Introduction to the company and the scenario
Jonathan and Henry established Essendon Food Solutions (EFS) while inducing creativity
and innovation in the diverse operational units. Both the founder members of the organization
had specialist knowledge on microbiology and food technology which permitted the founder
members in refining the innovativeness of the organization. The concerned organization holds
two subsidiaries under the flagship, EnzymeTech and Essendon Emulsifiers. However, there are
significant amount of issues in the organization which has restricted their capability of increasing
the innovativeness of the same while functioning in the diverse economies. The research will
evaluate the diverse internal, external, marketing, technological and leadership aspects of the
organization which is restricting the potencies of the same in upholding the innovative
frameworks.
Internal
The concerned company employs more than 800 employees under two subsidiaries,
EnzymeTech and Essendon Emulsifiers, which is headed by a general manager. The organization
holds a top- down management approach where autonomy and stringent policies are framed with
the objective of refining the limit of operation of the employees. Again, the company culture
clearly mandated the inclusion of diverse senior executives from the ranks that are being
served by the same over a period of years in the company.
The corporate culture enabled the organization in retaining the talents and developing the
workforce potencies through the application of skilled management personnel. Moreover, it has
been noted that most of the employees have a degree in Microbiology which is a standard HR
activity undertaken by the organizational management. However, it has been noted that the

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organization holds lesser people with the process based knowledge which might affect the limit
of process based functions of the venture while functioning in the diverse economies.
Jonathan and Henry, the CEO of the holding organization highly appreciates the
involvement of skilled workforce in the diverse process based functions that are planned by the
business. The inclusion of skilled and efficient candidates in the organization enabled the same
in empowering the performance of the diverse departments. However, Teece, Peteraf and Leih
(2016) stated that the diverse changes in the organizational process based functions are
critically based on the experience and practical knowledge which is again an important factor for
the performance of the businesses. It has been noted that the organization faced significant issues
in developing a well collaborative R&D team which is again affecting he limit of process based
functions of the venture.
The absence of change readiness among the employees in the R&D department and
absence of collaboration with the CFO also disabled the organization n maintaining the
efficiency of the propositions. It has been noted that the R&D staff in the organization resisted to
the diverse modifications in the organizational process based functions while resisting to leave
Adelaide for a day, which again restricted the potencies of the organization in refining
performance. Again, the absence of practical knowledge of the staff members in the R&D
departments affected the potencies of the organization in refining the limit of process based
functions.
External
The diverse external factors are considered to be a critical part of the success factors
that are considered by the businesses while functioning in diverse markets. It has been noted that