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
COURSE CODE: Mgmt. 3022
COURSE TITLE: Organizational Development
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
1. Case Summary and Questions
2. Executive 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.
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?
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...