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Ben & Jerry Case Study

This document discusses considerations for planning an organizational development intervention. It notes that an organization's culture, structure, mission/vision, productivity, finances, and ability to meet goals must be assessed. Implications include a lack of responsibility, inability to adapt to change, no authority to facilitate change, lack of goals/targets, unstructured roles, lack of professionalism and poor communication. Team building is recommended as it helps build employee skills and address conflicts, lack of management, and unclear goals. Next steps include implementing communication systems, a clear hierarchy, daily targets, performance evaluations, and rewards to motivate managers and employees. An OD practitioner should also assess the ability to change and manage interventions.

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Aaron Wallace
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139 views1 page

Ben & Jerry Case Study

This document discusses considerations for planning an organizational development intervention. It notes that an organization's culture, structure, mission/vision, productivity, finances, and ability to meet goals must be assessed. Implications include a lack of responsibility, inability to adapt to change, no authority to facilitate change, lack of goals/targets, unstructured roles, lack of professionalism and poor communication. Team building is recommended as it helps build employee skills and address conflicts, lack of management, and unclear goals. Next steps include implementing communication systems, a clear hierarchy, daily targets, performance evaluations, and rewards to motivate managers and employees. An OD practitioner should also assess the ability to change and manage interventions.

Uploaded by

Aaron Wallace
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Question 1:

1a) Conditions that must be taken into account are:

 Organization’s culture
 Organizational structure
 Company’s mission and vision statement?
 Levels of productivity
 Financial Statements and balance sheets
 Company’s ability to meet goals and objectives

1b) The implications for planning an OD intervention:

 Lack of responsibility and management


 Organisation’s ability to adapt to change
 Lack of authority to facilitate change
 Providing targets and goals to achieve
 No ridged structure for employee’s uniform
 Lack of professionalism
 Lack of communication and coordination within the organisation.

2a) Yes, Team building is a good way to launch an OD effort:

 This is due to the structure and processes involved in building up employees.


 There was lack of proper management techniques within the company.
 Absence of clear goals and objectives
 Provides for disclosure and helps people to become more open about who they are and what
they do.
 Allows the chance for managers and employees to work together and build on conflict
management and personal skills.

3a) Next step would entail implementing the requisite systems in place to effectively communicate the
tasks, objectives and responsibilities of the employees. Have a hierarchical structure designed to
distinguish the positions among management and employees. Set daily achievable targets as well as
appraise or evaluate whether these targets are met. Incorporate reward and recognition systems to
motivate managers and employees to perform exceptionally and attain target levels. Hire an
internal/external OD practitioner to assess the organisations’ ability to change and manage with change
interventions.

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