Ben & Jerry’s Case Study Essay

aggroup up construct was not the most impelling way to launch an Organizational incre man bureaut effort, in the case of Ben and Jerrys. There argon deuce critical mental pictures that must be dealt with in the first place any kind of group grammatical construction should be attempted. The first replication would be creating more of a consensus amid the founders and the Board about the vision of the exaltation organization and the goals of the OD effort. The second print is the interpersonal conflict amid Ben and Chico.The adviser may curb used Ben and Jerrys idiosyncratic personalities to his advantage in smart set to gloss over the lack of placement on the company vision among the founders and the board. The board members were asked to write down their differing visions on paper and the adviser performed a rite of burning these to represent transformation and flood tide together of localizesing and the Board. This is only a metaphor, and did not have the intended effect on either the Board or Ben and Jerry. Both Ben and Jerry still felt a separation in values surrounded by themselves and management after the team building retreat. This was demonstrated by the managers wearing we atomic number 18 weird buttons after the team building. rather than the ritual burning of the ideas, the consultant would have better served the clients with an intergroup conflict resolution process.The variability over the vision of Ben and Jerrys had bewilder dysfunctional and was creating conflict which polarized the two groups. The groups creation the free-wheeling, hippy minded founders and the more bloodline minded managers. This problem was affecting the productivity and force of the organization at crowing and must be dealt with and resolved before any interventions are carried out and level levels of the organization. Management must buy-in to the OD effort, and if they notion that the founders are flawed in their descent strategy, it will be impossible for management to carry out their wishes for the way they fatality their business to grow and prosper. The consultant has hold the problem, yet performed no certain interventions to effort and resolve it.There was too no mention of a consensus on the focus of the OD effort. It seems that the consultant just tested to make e genuinelyone happy without any real conflict resolution interventions. The beside issue that should precede any team building exercises would be an intervention for Ben and Chico. The two men have a large aim and influence over the entire organization. They also represent the larger groups which are in conflict over the fundamental ism of the organization. The employees consider them to be two titans of power with legendary arguments.The consultant should have focussed on a third-party intervention between these two change agents. If these two herculean and influential men could come together and resolve some of their conflict, that wou ld be the next logical step in aright motivating and developing the organization. This is a prefatorial skill that OD practitioners should have, yet the consultant made no effort to send the conflicts between the two. Its also very likely that the conflict between Ben and Chico could be the root cause of the polarization of the two groups in the entire organization. If that is the case, you would have to language this issue in order for team building to be effective.The teambuilding efforts of the consultant were give up and needed, but only after the two more primary issues are dealt with. The effectiveness of this OD intervention was thwarted by the lack of attention to conflicts in ideology.