changes in organizations

1. Dated:18Dec2014

2.  Explores the challenge of managing large-scale
organizational change at Simmons
 Problems that the company is facing, right from the lack of a
clear vision to the extent of one manufacturing unit
competing with the other.
 Culture, quality and the economic shocks are the most
important stimulants to change at Simmons.
 Implementation of Great Game of Life (GGOL)

3. Individual
source
Fear of
unknown
Habit
Economic
factors

4. Organizational
sources
Structural
inertia
Group
inertia
Resource
constraints

5. The company core values are
• History
• Opportunity
• Innovation
• Customer’s need
Eitel added three core values
• Caring
• Empowering
• Supporting
Addition of these values created the acronym
 CHOICES

6. Focused on
 Fairness
 Respect
 Integrity
 Fostering growth & development
Simmons leadership vision
 Focusing on leadership team’s obligation &
responsibilities to themselves & other constituencies

7.  Rights & responsibilities of associates working in
company’s manufacturing plant.
According to their associates
 Their growth & development are continuously
encouraged
 Outstanding compensation & benefits
 Fully empowered

8.  Bought simmons about 513 million
 Fenway strategy
1. Financing
2. Adding acquisition
3. Improving operating skills
4. Relationship network
Fenway wants change in management
1. Leadership
2. Skilled people
3. Market awarnece
4. Increse customers

9.  Ceo Eitel’s major decisions
1. Heavy bet on new mattres
2. Redesign version of beautyrest
3. Good contribution of R&D
Simmons spent 9 million in comgpan
Results 25% increased in sales
 3.8 million to his executives employees

10.  In 1st meeting
1. I want us to gether
2. To create a kind of company that other want to
business

11.  During 1980 while working at coo at carriage industry,
a dalton georgia, flooring manufacture. Eitel was
exposed to work of Larry wilson, founder of wilson
learning corporation.
 Great game of life is based on organizational culture
change when the customers are satisfied and
individual employees are satisfied.

12.  Implementation of the GGOL is controversial. It really does teach
staff at Simmons how to work together and share information. The
GGOL is made up by 4 phases.
 THE FIRST PHASE: focuses on participation. This phase
encourages employees to participate discussion. It helps improve
the communication within the organization and make employees
get involved.

13. THE SECOND PHASE: is aiming at establishing trust and support by using
team building
The first two phases are
unfreezing step in
Lewin’s three-step
model.
The last two phases are interrelated. They are using intergroup development
technique to look for the causes of disparities and try to solve them
(Movement and Refreezing step in Lewin’s model). Ultimately, the staff’s full
potential at work is realized.