Simmons Case Study
The Great Game of Life (GGOL) is a program that was intended to inspire team work and develop group enactment. The program has been successful and extremely outcome driven model which was applied with high successes and outcome in organizations all over the world. Groups are meant to undertake duties that would individually be harder to do. The main objective is to echo the qualities of interdependence, organization and synchronicity (Securities and Exchanges Commission, 2006). Duties to be undertaken that appeared complicated were eased using group work and motivation. The staff is motivated by these involvements and spreads it to their work. The objective was to bring about inter-group and intra-group communication so as to bring about improved client fulfillment. It appeared more of a group training application that was focused in advancing interpersonal skills and interrelation and hence intended more at group procedures as opposed to content tasks. The procedure was intended to offer advancement to the staff and not just training.
Simmons should implement the Great Game of Life program which has the modern training program composing of external experiential group-building procedures as a significant factor of the transformation plan. It is able to offer the management the chance to deliberate the choice of investing in the expensive training program after the loss of the three biggest clients-retailers who as one offered a third of Simmon’s revenues (Perry, 2009). The company was affected by its culture dictatorship which lacked the aspect of group accountability. Not one of the 18 units combined; not even in times of crises, did they offer backing to strengthen each other. Taking into consideration the instance where the company was being impacted by a significant loss in relation to three of its bets clients and inventory loss as a result of poor quality foam, it would be quite necessary to correct this situation for the company by putting in place a motivating group spirit in the staff. The staff did not have a group spirit, public skills, communication skills and upright leaders. This shortage is meant to handled and acquire the benefits of applying the program which will take a load off the massive capital expenditure that is there.
With all of these problems, the organization desired to bring some change so as to revive the financial meltdown that occurred in the US economy. The meant a transformation in the culture and structure in the company considering that there was internal competition that occurred in its plants. The Great Game of Life was the best option for this objective.
The Charlotte’s Pride video played a great role in the application of GGOL to transform Simmons. This was taking into consideration the infamous poor culture and dictatorial undertakings that was there in the high, middle and low level. In the middle level, this program would be meant to bring about advancement in the team culture which was not there and which was quite vital in the current state. Similarly at the middle level, the workers lacked coherence in their undertaking, leading to them not meeting their objective
GGOL was applied as the high-ranking leadership level of the Charlotte plant by the culmination of 2000 with its successful reception through the plant manager and his group went on to apply it to the other staff of the company (Casciaro, Edmondson, McManus, & Roloff, 2005, A). This is meant to lead to constructive transformation in the middle management’s view and was hence attributed to be a productive transformation- trusting, plainness in the staff and industrious working environment. At the middle level and low level considering that there was lack of coherence in their work hence not meeting their objective, GGOL brought about inspiration to workers to undertake their work as one group and be coherent in acquiring one objective. There is however expected to be some hindrances in the application of GGOL; the staff in the company have integrate values that have been applied for a long time and hence the complexity in transforming them all at once.
The steps to implementing this program are that it should take its decisions from the past of the company. This is meant to affect the management of the company so as to learn from the negative impacts that affects it and optimize the chances which are there to think creatively. On the manner of solving the issues it is acing. Moreover, the next step is to grasp innovation and hold the requirements of the clients as significant. Training and advancement of staff in team work tops the procedure of application hence bringing about a working climate where each and everyone in the Charlotte uphold every other person. On the whole, Charlotte would meet the formed and maintained and operative excellence.
The GGOL program is meant to impact on the managerial or staff culture at Simmons through varied ways. The company would make use of its history so as to learn from it and apply it in the forthcoming decisions (ariacx, 2008). It would be able to optimize on its opportunities so as to think resourcefully on the mode of handling and sorting business problems. Simmons the managerial and staff would be able to embrace innovation and maintain the requirements of the clients at the topmost level of the priority list. So as to instill employee morale and to nurture the aspect of team building in the staff; Care would similarly be accorded to both the managers and the staff. There is the strengthening of individuals in the organization in specific boundaries and the managers and staff would similarly be able to back up each other. The code of ethics at Simmons is keen on the aspect of being fair, respectful, having a sense of integrity and creating growth and advancement in others. This also brings about the vision of Simmons dwells on the rights and responsibilities (Casciaro, Edmondson, McManus, & Roloff, 2005, C). It is through all of this that is targeted on bringing about and keeping operational success.
The emotional elements of change which are managed by the Great Game of Life program bringing about a culture of value which is regularly and continuously interconnected to acquire intended outcome. The main objective of GGOL is to bring about leadership groups to continue to get linked. While this level of interfacing is significant for culture and value, it keeps that the emotional aspects of transformation management have to be affected in the manner that the staff and leadership groups carry themselves is controlled by the perceptions created by the company to manage how the staff handle each other and acquire their role in transformation management. It is through this that GGOL will be able to offer benchmarks on the consistency of staff performance and behavior trends.
References
Ariacx. (2008). The Great Game of Life. Retrieved May 10, 2012, from http://www.ariacx.com/pdf
Casciaro, T., Edmondson, A. C., McManus, S., & Roloff, K. (2005). “Leading Change at Simmons (A).” Harvard Business Review. Boston, Harvard Business School Publishing.
Casciaro, T., Edmondson, A. C., McManus, S., & Roloff, K. (2005). “Leading Change at Simmons (C).” HBS Case No. 406-046. Boston: Harvard Business School Publishing.
Securities and Exchanges Commission (2006). SIMMONS COMPANY. FORM 8-K, p. 4.
Perry, D. (2009). Fendrich ignores Simmons’ struggles. Furniture Today. Retrieved May 10, 2012, from http://www.furnituretoday.com/blog/Bedding_Today/17284-Fendrich_ignores_Simmons_struggles.php
