Running head: SIMMONS CASE STUDY
Simmons Case Study
Britt W. Gerdes
Grand Canyon University
Org. Devlp. and Chg.
May 17, 2011
Simmons Case Study
In this case study, it explored some of the major hurdles of handling a significant executive change at Simmons, which was a well established and traditional company that mass-produced and disseminated mattresses. Charlie Eitel, the newly employed CEO of Simmons was hired to make some major changes with the organizations performance, which he planned on doing, by implementing an untraditional training program called Great Game of Life Program. This paper will cover whether or not Simmons should implement the Great Game of Life Program, what was the objective of the program (GGOL), how the Charlottes Pride video influenced me on the program (GGOL), and what steps need to be taken in order for the program (GGOL) to be successful. Implementing Great Game of Life at Simmons
I believe the Great Game of Life should be implemented. The company appeared to have some serious issues, and were inundated by its culture of autocracy where there seemed to be no sense of unit culpability. In fact, it appeared that none of the 18 units in Simmons were unified and even in times of calamity the units were never willing to lend a helping hand to each other. Now, combine the internal problems with the co-workers and the financial situation where Simmons lost three of its best and most lucrative clients, along with the inventory loss because of meager quality foam, it was essential to reclaim the organization by introducing some inspiring team life between the Simmons employees. As I looked at the issues that were prevalent within the company, it became very obvious that there had to be a program implemented that focused on unity among the different units, focus on team building, reduce the power distance, and motivate employees. There are many components that can be used to facilitate this goal. Looking at Eitel and his ideas to bring both cultural and structural change in the company by implementing the Great Game of Life Program, I believe the program would assist with these organizational changes and be successful. The Great Game of Life Program started a better value of communication to the employees by Eitel implementing some of Servant Leaderships characteristics, like caring and empowering. By bringing this kind of communication to the company, it made it easier for employees to understand the company’s goals and values. This made Simmons a better company to work for because the language barricades no longer segregate the employees from what the organization is about. Objective of Great Game of Life
The objective of the Great Game of Life was to take s step towards breaking down the communication barriers between the employees and managers. The program was designed to foster individual growth, to help people “make better choices in order to live a better life through choosing growth over fear.” (Casciaro & Edmondson, 2007, p. 6). The purpose behind this was to drive the values of interdependence, direction, and working together into the employees. Tasks that were difficult before were now made easier with teamwork and some encouragement. By these simple changes, the employees were motivated and brought this motivation to their work as well. The Great Game of Life purpose was to enhance the team communication in order to simplify better customer gratification. Influence of Charlotte’s Pride Video
After reviewing the video, I was even more influenced by the program (Great Game of Life). The video showed the program facilitated an open communication amongst all employees from the “bottom up” and they were all motivated. At the end of the video, one employee states “Am I my brother keeper…Yes I am”, referring to not only his fellow employees but to the customers and the success of the organization. This employee like the many...
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