Case Study Simmons
Simmons Case Study
Susan K. Ficken
Grand Canyon University: LDR - 615
08/26/2014
Simmons Case Study This paper looks at the Great Game of Life (GGOL) program and the overall impact it had on Simmons. The Great Game of Life (GGOL) was developed by the founder of Pecos River Learning Centers, change management expert, Larry Wilson. He believed that organizations “that nurtured their people, creating a context in which people can develop and grow, will, over time, enjoy the benefits of a committed workforce, a culture that foster excellence, and an organization that can change effectively to meet evolving demands of the marketplace.” (Casciaro, 2007) This belief was the groundwork for GGOL. The objective of GGOL was to inspire individual …show more content…
Charlie Eitel, took over as CEO of Simmons in, January 2000. The Simmons plants were not functioning in a collaborative manner; it was more of a competition between each one. Communication and morale were low; this was especially true of the Charlotte, North Carolina plant. The problems originated with leadership, it was “very much motivation through intimidation, and was an awful environment.” (Casciaro, 2007) With the advice of a longtime employee, Eitel reorganized management and made several key changes. The goal was to “help teach them how to work together and how to share information across plants.” (Casciaro, …show more content…
The effects at Simmons were telling “The manufacturing plants were more likely treat one another as competitors than collaborators. If one plant found a way to improve efficiency, for instance, that information was not shared.” (Casciaro, 2007) This shows that even leadership was being effected by the culture within the plants. The morale of the team members was low as “People tended to work hard only when the plant manager was watching.” (Casciaro, 2007) The team members within the plants were not receiving any type of motivation from leadership. With GGOL leadership learned about developing the personal and professional growth of each team members, as they go hand in
Susan K. Ficken
Grand Canyon University: LDR - 615
08/26/2014
Simmons Case Study This paper looks at the Great Game of Life (GGOL) program and the overall impact it had on Simmons. The Great Game of Life (GGOL) was developed by the founder of Pecos River Learning Centers, change management expert, Larry Wilson. He believed that organizations “that nurtured their people, creating a context in which people can develop and grow, will, over time, enjoy the benefits of a committed workforce, a culture that foster excellence, and an organization that can change effectively to meet evolving demands of the marketplace.” (Casciaro, 2007) This belief was the groundwork for GGOL. The objective of GGOL was to inspire individual …show more content…
Charlie Eitel, took over as CEO of Simmons in, January 2000. The Simmons plants were not functioning in a collaborative manner; it was more of a competition between each one. Communication and morale were low; this was especially true of the Charlotte, North Carolina plant. The problems originated with leadership, it was “very much motivation through intimidation, and was an awful environment.” (Casciaro, 2007) With the advice of a longtime employee, Eitel reorganized management and made several key changes. The goal was to “help teach them how to work together and how to share information across plants.” (Casciaro, …show more content…
The effects at Simmons were telling “The manufacturing plants were more likely treat one another as competitors than collaborators. If one plant found a way to improve efficiency, for instance, that information was not shared.” (Casciaro, 2007) This shows that even leadership was being effected by the culture within the plants. The morale of the team members was low as “People tended to work hard only when the plant manager was watching.” (Casciaro, 2007) The team members within the plants were not receiving any type of motivation from leadership. With GGOL leadership learned about developing the personal and professional growth of each team members, as they go hand in