Ben & Jerry Case Study

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​                                  Course: Organizational Development (MGMT 3022) ​Group Project:     Ben and Jerry’s (A): Team Development Intervention

THE UNIVERSITY OF THE WEST INDIES
ST. AUGUSTINE, TRINIDAD AND TOBAGO, WEST INDIES

                                       FACULTY OF SOCIAL SCIENCES DEPARTMENT OF MANAGEMENT STUDIES

MGMT 3022 – ORGANIZATIONAL DEVELOPMENT

        (EVENING UNIVERSITY)

                COURSE CODE:                   Mgmt. 3022

               COURSE TITLE:                    Organizational Development

               CREDITS:                             3

               SEMESTER & YEAR:           2: 2011/2012

              COURSE LECTURER:          Mr. Roland Baptiste

              LECTURE TIME:​  Thursday 5:00-8:00PM

              DATE DUE:​   April, 2012

            GROUP NAMES: ​    Tricia Toney-Nurse- 809005837

                                                             Colleen Skeete- 809002287

                                                             Atia Kelly- 809002592

                                                             Krystel Chin Albert- 037373614

                                                            Dayo Gervais – 808100296

                                                            Sunita Bachew - 809001270

                                                            Coleen Paul-

WORD COUNT:                              

 

Content

1. Case Summary and Questions
2. Executive Summary
3. Introduction
4.  
 

 

 

 

 

 

 

 

Case Summary

Ben and Jerry’s (A): Team Development Intervention

Ben & Jerry’s Homemade Inc. (B&J) is one of the two major players in the super premium ice-cream market in the United States of America. B&J had been very successful throughout the 1980s; controlled by Ben Cohen and Jerry Greenfield. It currently holds 42% of its market. It benefits from its high product quality, social image and marketing strategy and high employee satisfaction, and overall good financial situation economic objectives. They have also succeeded in trying to enhance the social life for community as such the company is totally fulfilling the mission statement. However, in 1987 it was evident to Ben, Jerry as well as manager and employees that the company’s internal atmosphere was not in sync with the external corporate image. And thus, commissioned an OD consultant to undertake the task of organizational development and bring people functions, aspirations and direction together.

Questions

1. In doing a diagnosis, what factors are important to consider in determining whether a company or team is over –or under-organized? What are the implications for planning an OD intervention? 2. Is team building a good way to launch and OD effort in this case? Other approaches? 3. What next steps would you recommend?

Executive Summary

 

 

 

 

 

 

 

 

 

 

 

 

Introduction

Beckhard defines Organization Development (OD) as "an effort, planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organizations processes, using behavioral-science knowledge.”. In essence, OD is a planned system of change that takes a long-range approach to improving organizational performance and efficiency it avoids the (usual) "quick-fix. OD focuses on the total system, and must have the support of top- management, they have to model it, not just espouse it. The OD process also needs the buy-in and ownership of employees throughout the organization. OD is tied to the bottom-line; its goal is to improve the organization, to make it more efficient and more competitive by aligning the organizations systems with its people. After proper preparation, OD uses activities called interventions to make system wide, permanent changes in the organization. Using behavioral-science knowledge, OD is a...
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