HBR Change in Simmons
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This document discusses the challenges of managing large-scale organizational change at Simmons. It explores problems like lack of vision and units competing. Culture, quality, and economic shocks are driving needed changes. The implementation of the Great Game of Life program aims to improve communication, build trust through teamwork, and resolve issues to realize staff potential. CEO Eitel made decisions like investing in new mattresses that increased sales 25%. The GGOL uses phases to encourage participation, establish trust, identify disparities, and solve problems as the company adapts.
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Communication and Change Concept at Disney Land Company
Many companies are now putting more weight on teaching the element of change in their organizational structure. Organizational change yields numerous benefits to organizations, for instance, the companies can be responsive to the dynamism that is exhibited in their working environments. However, despite the benefits that are reaped by embracing organizational change, research shows that most organizations are unable to incorporate this concept successfully. Many of the changes introduced in firms fail to perform their intended purposes (Gilley, 2009). The study also indicates that slightly more than half of these failure incidences are attributed to poorly managed communication mechanisms (Aiken et al. 2010). Effective communication gives all the stakeholders the required persuasions in need of implementing any change. Therefore, communication has been fronted as a vital tool that can be used in implementing organizational change. The Walt Disney Company is a globe-leading institution that is specialized in the provision of entertainment and information services. The company operates on a vast empire of providing entertainment services in all over the world. It has several distinct business segments in areas of theme parks, film studios, television networks among others. Given the diverse needs of the audience in different parts of the world, the company has been in the forefront of ensuring that the necessary changes are integrated whenever the need arises (Pelermo, 2014). Having an extensive insight into the company's organization structure, leadership, communication framework, and operations the paper will detail on the concept of change as manifested in the business.
Type of Change
Firstly, with the view of enhancing the effectiveness of the company’s management and operations, The Walt Disney Company introduced some changes in its organizational framework. The significant change experienced was an increase in the market coverage or the internationalization of the company’s entertainment services. The company faced an array of challenges in introducing this change in its operations and the scope of work. Initially, the firm only specialized in servicing its Films which are dominated by the American culture within the United States local markets. But the later, the administrative change which was dubbed ‘Disneyfication’ come to play. It was aimed at ensuring that the company was able to reach the international market. However, to oversee the success of this move, the company developed a modest system of ensuring that every stakeh ...
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Success and Failure in organization design
The document discusses factors for success and failure in organizational design. For success, it identifies teamwork and collaboration, candor, thinking outside the box, employee development, and accountability. For failure, it identifies lack of communication about why change is needed, differing agendas without understanding, insensitivity to stress of change, lack of leadership to gain trust and buy-in, and poor planning without proper forethought.
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1) The document discusses how the pace and magnitude of change facing organizations has accelerated due to factors like evolving technology and data. This constant disruption has made managing change difficult.
2) It examines high-performing organizations called "Change Architects" that have found ways to effectively manage change while work continuously changes. These organizations empower change leaders, engage employees in change conversations, and create a culture that facilitates ongoing change.
3) The document predicts that over the next five years, the focus of change management will shift from traditional IT projects to more business-driven initiatives like enterprise transformation, business analytics, and social business. Successful organizations will integrate technologies and processes globally to meet changing customer demands.
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HBR Change in Simmons
- 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)
- 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.