Morning Star is a food processing company founded in 1970 in California. It uses a self-management approach where employees are empowered and identify their own personal missions. Each employee commits to responsibilities through a colleague letter of understanding. Key issues include ensuring peer accountability and adapting the system as the company expands. Data shows 15% of employees did not follow commitments while only 10% held others accountable. The self-management approach provides empowerment but lacks formal roles, incentives, and training. Suggestions are made to improve accountability, incentives, performance evaluation, and training.

1. B Y
A N J A L I M E H TA ( P G D M )
S O U R A B H M AYA B H AT E ( P G D M )
VA M S I K R I S H N A ( P G D M )
TA R U N B H AT T ( P G D M )
A K A S H S H A R M A ( P G D M )
A N K U S H G O E Y L ( B B A )
A R J U N M E H R A ( B B A )
W E N D E L L ( C M B A )
S H A R AT H ( C M B A )
M O H I T B H AT T ( P G C M )
CASE STUDY – MORNING STAR

2. INTRODUCTION
COMPANY PROFILE
 NAME- MORNING STAR COMPANY
 FOUNDER-CHRIS RUFER
 ORIGIN-CALIFORNIA,1970
 OPERATIONS
TRANS
PORTA
TION
PROCE
SSING
PAKA
GING

3. Case Synopsis
ORGANIZATION’S APPROACH-SELF
MANAGEMENT
Self Management
Key Issues
Inference
Data Interpretation
Suggestion
Learning

4. Self management
 WHAT IS SELF MANAGEMENT?
 WHY SELF MANAGEMENT?
 HIGHLIGHTS OF THE SYSTEM
1. EMPLOYEE EMPOWERMENT
2. IDENTIFICATION OF PERSONAL
MISSION

5. COLLEAGUE LETTER OF
UNDERSTANDING
GAINING AGREEMENT

6. CAPITAL BUDGETING
COMPENSATION

7. KEY ISSUES
 PEER ACCOUNTABILITY
 FEASIBILITY OF THE SELF MANAGEMENT
APPROACH UPON EXPANSION OF THE COMPANY
 IS THE COMPENSATION SYSTEM ENOUGH FOR
DRIVING ACCOUNTABILITY BEHAVIOURS

8. PROS CONS
 EMPOWERMENT
 EVOLVEMENT OF
RELATIONS
 TOTAL
RESPONSIBILITY
 EMPLOYEE
DEVELOPMENT
 LACK OF ROLES
DEFINITION
 NO PROPER INCENTIVE
SYSTEM
 LACK OF ADAPTABILITY
 LACK OF MOTIVATION
 LACK OF SYSTEMATIZED
TRAINING
 LESSER
ACCOUNTABILITY
INFERENCES

9. FACTS AND FIGURES
 40%share tomato paste and diced tomato products.
 number colleagues 400 year around and 2000
partial year colleagues
 number of colleagues not following their
commitment was 15%
 10% of the member holds other accountable
 morning star company colleagues are earning 10%-
15% more than other industries

10. MENTOR SYSYSTEM
BETTER TRAINING PROCESS
BETTER INCENTIVE SYSTEM
BETTER SYSTEM TO EVALUATE
UNDERPERFORMERS

11. KEY LEARNINGS
 IMPORTANCE OF FULLFILLING COMMITMENTS
 INCENTIVES ARE NEEDED FOR MOTIVATION
 CORRECT ASSIGNMENT OF THE WORK
 ALIGNING THE PERSONAL GOALS WITH THE
COMPANY’S VISION