Ben & Jerry’s Case Study Essay

Team building was not the almost effective delegacy to launch an organisational Development bowel movement, in the case of Ben and Jerrys. at that place be twain critical issues that mustiness be dealt with before any mixed bag of group building should be attempted. The low issue would be creating more of a consensus amongst the founders and the scorecard ab let out the day-dream of the ideal organization and the goals of the OD effort. The present moment issue is the interpersonal conflict between Ben and Chico.The advisor may feed apply Ben and Jerrys idiosyncratic personalities to his advantage in tramp to gloss over the wishing of agreement on the company day-dream between the founders and the board. The board members were asked to write vote out their differing visions on paper and the advisor performed a ritual of burning these to represent novelty and coming together of management and the Board. This is except a metaphor, and did not drive home the th ink effect on either the Board or Ben and Jerry. Both Ben and Jerry still snarl a separation in value between themselves and management after the aggroup building retreat. This was demonstrated by the managers corroding we atomic number 18 weird buttons after the squad building. Rather than the ritual burning of the ideas, the advisor would have better served the clients with an intergroup conflict effect process.The division over the vision of Ben and Jerrys had be issue dysfunctional and was creating conflict which polarized the twain groups. The groups being the free-wheeling, hippy minded founders and the more business minded managers. This problem was poignant the productivity and effectiveness of the organization at bulky and must be dealt with and resolve before any hindrances are carried out and lower levels of the organization. Management must buy-in to the OD effort, and if they feel that the founders are flawed in their business strategy, it will be unimaginabl e for management to carry out their wishes for the way they want their business to grow and prosper. The consultant has acknowledged the problem, until now performed no satisfying interventions to try and resolve it.There was too no mention of a consensus on the focus of the OD effort. It seems that the consultant vindicatory tried to make everyone happy without any real conflict resolution interventions.  The side by side(p) issue that should precede any team building exercises would be an intervention for Ben and Chico. The dickens men have a large presence and influence over the finished organization. They excessively represent the larger groups which are in conflict over the underlying philosophy of the organization. The employees consider them to be devil titans of power with legendary arguments.The consultant should have focused on a third-party intervention between these two change agents. If these two powerful and influential men could come together and resolve some of their conflict, that would be the next logical step in properly motivating and developing the organization. This is a basic skill that OD practitioners should have, yet the consultant made no effort to address the conflicts between the two. Its also very likely that the conflict between Ben and Chico could be the root cause of the polarisation of the two groups in the entire organization. If that is the case, you would have to address this issue in order for team building to be effective.The teambuilding efforts of the consultant were appropriate and needed, but only after the two more primary issues are dealt with. The effectiveness of this OD intervention was foiled by the lack of attention to conflicts in ideology.