Should Simmons implement the Great Game of Life program (GGOL)? Why or why not? Give at least two reasons based on the case study for your position. ? In considering whether or not Simmons should implement the Great Game of Life program, it’s clear that the company would ultimately benefit from the institution of this program. In considering why to administer the program it’s clear that two of the main reasons are the company’s current economic need and the overall efficacy of the program. In terms of the company’s current economic position, it has been indicated that Simmons is currently experiencing difficulty as a result of the September 11th attacks and a number of customer failures. While this is proposed as a major reason the company should not participate in the program, in reality it’s clear that Simmons is in need of an organizational change that will allow them to remain profitable and competitive in the new environment. The other reason the GGOL program should be adopted is because of its past effectiveness and the success current company CEO Charlie Eitel has had in instituting the program. Indeed, Eitel himself has indicated that, “No organization can survive over an extended period of time without the proper focus on people as its most important resource” (Casciaro 2007, p. 1). Ultimately, the company cannot afford to remain stagnant in the face of economic hardship. This is especially true when a viable program and an experienced leader have a vision for the future. (2) What
is the objective of the GGOL program? ? The Great Game of Life Program is a human-resource training program that is designed to create higher levels of trust and functionality among employees in the corporate setting. The program has specifically been indicated to be designed to foster individual growth, to help people “make better choices in order to live a better life through choosing growth over fear” ( Casciaro 2007, p. 6). Within this spectrum of understanding the GGOL program has further specified objectives. The main objective is to aid employees in reaching their full potential and maximum work efficiency. In achieving this objective the program works to foster professional and personal development for employees, with leaders that nurture the workforce. Further objectives promote satisfied and loyal customer bases through the establishment of this strong and loyal workforce. Finally, GGOL is indicated to incorporate soft and hard aspects of corporate growth in order to advance internal employee culture and change. (3) How did the Charlotte's Pride video influence your position on the use of GGOL to change Simmons? ? (4) Assuming the GGOL will be implemented regardless of your position, how would it need to be done to have positive results? (Include at least three steps/stages of implementation.) In implementing GGOL there are a number of stages of implementation that must be implemented to ensure that the program achieves positive results. One of the first areas in which the Great Game of Life Program should be implemented is within upper level management. In implementing the program from a top-down process the upper-level management (generally the companies most experienced and effective employees) will gain experience with its major tenants. Having the senior level management on board with the program will allow greatly contribute to the effective implementation of the program. The next stage of the implementation process will develop the program in one of the Simmon’s plants. This will give the company experience in multi-level implementation of the program. The final stage of the GGOL projects implementation will then be to implement the program throughout the entire company. In extending the implementation of the program over these levels the company will gain senior level management support and experience in project implementation without fully contributing the investment funds. This will ensure safe and economical project implementation. ?(5) Can the emotional elements associated with change be managed and/or leveraged? Support your position. The emotional elements associated with change can be managed and leveraged. In leveraging these elements of change the company can first establish the program among senior level management. This is an important emotional element as it ensures that the individuals within the company that hold the most power and influence can emotionally support the program’s implementation. From this point of development the program can then move in a top down structure of development and implementation. This will allow the program to be implemented in an effective way without receiving the least amount of emotional resistance. Ultimately, it’s important that the program be implemented in a progressive, yet efficient and steady way. References Casciaro, Tiziano. (2007) ‘Leading Change at Simmons.’ Harvard Business School.