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Ben and Jerry’s case                                                                                                                                                    

Ben and Jerry’s case

                The Ben and Jerry Homemade Inc. is an independent company that produces ice cream and has gained public approbation and market shares against public competitors. It was developed solely by the two with capital of $ 12000 which combined new fangled ideas and old fashioned values. They were driven by notion of fun and giving back to the community through charities and free ice creams to loyal customers.  Rapid increase of sales made them adapt the social mission approach to improve the quality of life for employees locally, internationally and nationally that saw sales double in years. The company expanded its operations recently building a plant that would manufacture stick ups and iced cream brownies and further leased space for franchising, marketing, art departments and promotion (Rushmer, 2013).

                Marketing strategies may involve wacky promotions and paraphernalia that are word-of-mouth that have been associated for the company success. When the company needed capital to expand it did house to house selling of their shares instead of seeking venture capital. The company when met with pressure by Haagen-Dazs took a grass root campaign replicated with bumper stickers of ‘’ what’s the doughboy afraid of?’’, a strategy they employed to their employees inside the company. To ensure equity they introduced the linked prosperity policy that ensures salary ratio between the least paid and top paid is 1: 5.

                The company employed team building activities to make managers think of themselves as members of the management team, make the focus on their goals, responsibilities and avoid conflicts, cope with the growth, set priorities and coordinate with one another. They had to become the management team through operating like real managers. The managerial teams were to follow on the given responsibilities and goals to operational ones.

                The company faces constant struggles to avoid issues of under or over organization.  The company tends to be struggling with efficiency on how to get things done and the way to do them and normally it is very hard to get things done on the right way. In under organised companies administrators and staff are unsure of which activities to delegate to whom to delegate to. Leaders are also slow to respond and discern to the needs of the members and there is an overlap of programs as well as constant duplication efforts.

                Ben and Jerry saw the expansion and growth of the company would threaten their positions and opted to limit the growth and keep the people connected and company small. The managers contrasted as these would not stiff their customers and thereby growth would be required to cater for their needs. The company is obliged to its commitments of good works, high production and fun. The company had issues with the management as it could not keep pace with its growth, it had no clear structure for roles and teamwork, employees were stretched to their limits and the founders were the companies’ greatest weakness and strength (Page et al, 2012). They founders had little or no procedure of handling the challenges in the workforce and market place thereby under organized.

                Team building was effective in organizing the company but it was not the best approach in the Developmental effort. It is clear that the founder and the managers had no consensus in the goals and visions of the company. The resolving of the managerial conflict between Chico and Ben was another factor that could have been affecting the companies’ progress. The burning of the written visions did not solve the conflict or transform them as it only a symbol of coming together. The conflict was depicted when the managers wore weird buttons after team building. The conflict could have been addressed by interpersonal conflict solving instead of just burning papers .The vision were still different as it affected the effectiveness and productivity of the organization and needed to be solved by intervention from third parties. Given the influence the two have in the running of the company the OD should have focused on making the favorable atmosphere for the conflicting parties and after that the team building efforts would be much more effective (Murray,2015).

                I think there were more expectations from the managers and board thereby undermining the conflict that existed. Effective method would have been to replace the one top level manager as most of them are truly incompetent. Many managers are incapable of shifting their mind-set on the visions they once had, it would make fundamental changes to philosophy that is operating in the organization. The move should be then followed by placement of a talented manager or top performer to the vacant position who understands the impacts of the changes to the company goals. In the case study it would involve eliminating Chico and replacing him with a talented person although it may be difficult situation but would change the company performance as no conflicting visions and values would be eliminated. Elimination may not be the best way to deal with the conflict but it would be appropriate in avoiding future misunderstandings in the organization.

                Conflict between the management was assumed for the growth and prosperity of the organization but the conflict was not resolved. The belief that the founders saw it as a threat and were flawed in the strategy prevented managers to carry on with their wishes of expanding the organization. The two conflicting parties were fundamental in the organization and would be considered titans by the employees therefore their reconciliation would motivate and develop other managers.

                Intervention techniques would improve the employees and organizational well-being as it would eliminate any ill feelings among the employees and the management. Large scale interventions of groups of stakeholders can be used in analyzing, planning and defining of the organizational outcomes. It entails Managers and stakeholders in the company to come up with contagious commitment to support and implement long-term visions and goals. The method is associated with quicker, immediate feedbacks, confidence which inspires, promotes and sustains commitment within the workers.

                The strategic intervention strategy can also be used to increase the efficiency in production and distribution of the company products. The method aligns the organization with the environment by keeping up with the pace of changing conditions and linking the functioning. Other methods that would be effective are Leadership and Management Development intervention that improve and increases the organizational effectiveness of the informal and formal leaders. The programs identify and improve the quality of the managerial skills through accountability, satisfaction of company’s needs, customize of development opportunities.

                The effective intervention technique that would be effective in the Bens and Jerry Inc. need to focus on the conflict in the managerial conflicts. The Managerial and Leadership Intervention Approach that includes the monitoring, coaching, leadership principles, action learning, leadership tools, action science, and accountability and leadership conferences should be used (Watson, 2013).

 Bens and jerry can outline and specify its organizational goals, employee’s transformations and developments needed in the company policy. Programs that address on the obligations and responsibilities of the middle, senior and high potential team leaders should be set. Orientations should be done for all managerial and staff members to ensure they understand the visions and goals of the company. Team buildings should be set in line with the programs to promote good and smooth working environments in the organization. The programs establish strong bonds and relationship among employees who take part in the process (Rousseau et al, 2013).

                Allocation of resources to the Leadership and intervention programs would ensure the managers are influential to promote best practices in the organization. Tangible directions, secure commitments and building of capacity are linked to the intervention.  Conflicts within the organization example the Chico and Ben can be successfully solved in the process of consultation. Although third party may be required the interpersonal conflict can be solved after some time.

                 The success of an intervention process would depend on the leaders and how they are willing to sacrifice their desire for the good of the company as a whole. Wise leaders would leave their selfish visions for the established dreams to serve the customers of the Ben and Berry. In the company the founders should promote equal and fair decision making processes that would make employees and managers attracted. The process would promote the democratic right to express new ideas and innovations that can boost the performance of the business.

References

Murray, J. (2015). Ben & Jerry's Struggles with Corporate Social Responsibility in an International Context. Journal of Legal Studies Education, 32(2), 287-312.

Page, A., & Katz, R. A. (2012). The truth about Ben and Jerry's.

Rousseau, V., Aubé, C., & Tremblay, S. (2013). Team coaching and innovation in work teams: An examination of the motivational and behavioral intervening mechanisms. Leadership & Organization Development Journal, 34(4), 344-364.

Rushmer, R. K. (2013). How do we measure the effectiveness of team building? Is it good enough? Team Management Systems‐a case study. Team Performance Management: An International Journal.

Watson, T. (2013). Management, organisation and employment strategy: New directions in theory and practice. Routledge.