Simmons Case Study
Running head: SIMMONS CASE STUDY
Simmons Case Study
Britt W. Gerdes
Grand Canyon University
Org. Devlp. and Chg.
LDR 615
Prof. Walsh
May 17, 2011
Simmons Case Study
In this case study, it explored some of the major hurdles of handling a significant executive change at Simmons, which was a well established and traditional company that mass-produced and disseminated mattresses. Charlie Eitel, the newly employed CEO of Simmons was hired to make some major changes with the organizations performance, which he planned on doing, by implementing an untraditional training program called Great Game of Life Program. This paper will cover whether or not Simmons should implement the Great Game of Life Program, what was the objective of the program (GGOL), how the Charlottes Pride video influenced me on the program (GGOL), and what steps need to be taken in order for the program (GGOL) to be successful.
Implementing Great Game of Life at Simmons
I believe the Great Game of Life should be implemented. The company appeared to have some serious issues, and were inundated by its culture of autocracy where there seemed to be no sense of unit culpability. In fact, it appeared that none of the 18 units in Simmons were unified and even in times of calamity the units were never willing to lend a helping hand to each other. Now, combine the internal problems with the co-workers and the financial situation where Simmons lost three of its best and most lucrative clients, along with the inventory loss because of meager quality foam, it was essential to reclaim the organization by introducing some inspiring team life between the Simmons employees.
As I looked at the issues that were prevalent within the company, it became very obvious that there had to be a program implemented that focused on unity among the different units, focus on team building, reduce the power distance, and motivate employees. There are many components that can be used to facilitate this goal.
Simmons Case Study
Britt W. Gerdes
Grand Canyon University
Org. Devlp. and Chg.
LDR 615
Prof. Walsh
May 17, 2011
Simmons Case Study
In this case study, it explored some of the major hurdles of handling a significant executive change at Simmons, which was a well established and traditional company that mass-produced and disseminated mattresses. Charlie Eitel, the newly employed CEO of Simmons was hired to make some major changes with the organizations performance, which he planned on doing, by implementing an untraditional training program called Great Game of Life Program. This paper will cover whether or not Simmons should implement the Great Game of Life Program, what was the objective of the program (GGOL), how the Charlottes Pride video influenced me on the program (GGOL), and what steps need to be taken in order for the program (GGOL) to be successful.
Implementing Great Game of Life at Simmons
I believe the Great Game of Life should be implemented. The company appeared to have some serious issues, and were inundated by its culture of autocracy where there seemed to be no sense of unit culpability. In fact, it appeared that none of the 18 units in Simmons were unified and even in times of calamity the units were never willing to lend a helping hand to each other. Now, combine the internal problems with the co-workers and the financial situation where Simmons lost three of its best and most lucrative clients, along with the inventory loss because of meager quality foam, it was essential to reclaim the organization by introducing some inspiring team life between the Simmons employees.
As I looked at the issues that were prevalent within the company, it became very obvious that there had to be a program implemented that focused on unity among the different units, focus on team building, reduce the power distance, and motivate employees. There are many components that can be used to facilitate this goal.