Polyprod and Ben & Jerry's-Case analysis

The inaugural activity in supply and implementing organisational flip-flop is to motivate commitment to it. The activity of motivating smorgasbord aims to prevent the failure of multifariousness efforts by attending to the tasks of creating prep for change and overcoming resistance to change (Cummings & axerophthol; Worley, 2009). In our cases of two precise different organisations, high-tech product manufacturer and electrical distributor PolyProd, and Vermont-based ice-cream maker Ben & Jerrys, a lack of motivation to change would doom any proposed organisational development intervention to failure. A first step in ensuring that this does not happen is to address twain readiness for and resistance to change in each company. In considering the key issue of how to motivate change at the very outset of an intervention, we be most concerned with creating readiness for change and overcoming resistance.

In PolyProd, a non-integrated organisational structure combined with previously failed change efforts have take a leakd significant resistance to change; however, the far-flung sense of hurt arising from an unsatisfactory status quo could be tapped to create readiness for change. A shared sense of pain could be powerful in generating motivation to change.

In Ben & Jerrys, rapid growth and a laid back leading style have contributed to their evolution into an under-organised company, with negative impact on working conditions.



Readiness for change is palpable throughout the company, in so far there is strong resistance to change from the founders, the eponymous Ben and Jerry. The founders are the defenders of company core values which put people first, to date change is needed to ensure that at the operational train the needs and aspirations of employees are actually met. Listening to each others concerns empathetically and in an environment of trust would allow the alignment of goals resulting in a collaborative motivation to change.

Motivating for Successful Change

Although change...

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