Morning Star was founded in 1970 as a transport company and has since grown to become one of the largest tomato processors in California, processing 760 tons of tomatoes per hour. The company uses a self-management system where employees create annual goals and responsibilities (CLOUs) and are evaluated based on team and individual performance rather than having traditional top-down management roles. This system aims to give employees autonomy, accountability, and incentive through performance-based premium pay. However, the document notes some limitations in the lack of defined roles, accountability, and career growth prospects under the self-management model.

1. Topic : Self-management
Company : Morning Star

2.  Mr.Chris Rufer founded the company in 1970
 Started as a transporting company
 Grown to become a large scale company
 Most essential product : tomato paste
 Largest one in California with a production capacity
of processing 760 tons of tomatoes per hour
 They have been catering their product to super
markets, consumer branded food services &
companies

3.  Ingomar Packing Company  1982
 Liberty Packing Company  1975 (acquired
by Morning Star in 2002)
 Self Management Institute  2008
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4.  Refraining from initiating physical force against other
people or their property
 Doing everything they agreed to do
 Professional
 Communication
 Coordination
 Initiation

5.  Every year the employees of morning star make
their own “CLOU” and negotiate it with his/her
colleague who may be most affected by it for
improvement of the company.
 “CLOUs” were used to identify the responsibilities,
activities and progress
 Objectives:
 Gaining agreement :
 Privately enaging with each other
 Engage with a third party
 Establish a Panel
 Approach the President

6.  Not well defined roles
 Choose the experienced people
 Delegation of responsibilities
 Award the following way:
 a compensation letter
 colleague review summary report
 CLOU
 steppingstone results

8. Process of tomato processing
 Growing
 Harvesting
 Trucking
 Grading
 Unloading
 Sorting
 Hot/cold break
 Finishers
 Evaporators
 Flash coolers
 Fillers

9. In order to achieve the goal of a company every
employee commits for:
Mission
Individual “CLOUs” and teamwork
Personal responsibilities and initiative
Direct communal act gaining agreement
Caring and Sharing
Do what is right

10.  Premium pay: average 10%-15% , more than the
industry peers
 Higher premium were called top performer premium
which is given to top performers so that people get
motivated
 Accountability &current evaluation process: it is
tendency to increase or decrease irrelevant of the
work produced
 Criteria for premium renewal: 360 degree review

11.  Confidence
 Decision-making
 Management skills
 Communication
 Rightful compensation
 Team spirit
 Caring and Sharing

12. Conclusion
Company followed the principle of “self-management
system” where no one is being held responsible
(accountability)
Delegating authorities to an individual which is not in the
company
Limited career growth perspects an individual’s satisfaction
Performance based incentives only

13. Thank You
Team G