Notesale: Turn your study into money

Document Preview

Extracts from the notes are below, to see the PDF you'll receive please use the links above

---

1

1
...
1 Ben and Jerry’s Background (303)
The two childhood friends Ben Cohen and Jerry Greenfield, Cohen had been
teaching crafts and Greenfield had been working as a lab technician
...
They chose Burlington, Vermont, as an ideal location for a scoop
shop because it was a college town without an ice cream parlor
...

Ben & Jerry’s first gained national attention in 1981 when Time magazine hailed
its products as ‘the best ice cream in the world’
...
Signature flavors were unveiled during the 1980s; chunky
offerings such as Dastardly Mash and Heath Bar Crunch, fortunately gained loyal
following
...
S
...
Meanwhile, opened its
first international shops in Canada and the Caribbean
...
By the end of 1988, Ben and Jerry’s had opened more
than 80 ice-cream scoop shops in 18 states
...
The sales
even more keep growing and received Columbia University’s Lawrence A
...




2

However, in April 2000, the world’s third-largest consumer goods company, a
giant multinational Unilever acquired the Vermont hometown favorite Ben &
Jerry’s and hold the ownership of its ice-cream manufacture
...
2 The central topic (306)
As time goes by the values and personality characteristics of the peoples within
the organization are inexorably tied to become more similar, as well as their
vision are even more definite
...

Meanwhile, an organization’s culture is shaped as the organization faces external
and internal challenges and learns how to deal with them
...

Hence, founder values become part of the corporate culture to the degree to
which they help the company be successful and thus the role of founder is
significant
...
In addition to, in order that culture to sustain in business
terms and be more innovative, by modifying the existing culture through cultural
change or using culture management to retain one that is felt it be appropriate,
also took part in a major role
...


2
...
1 Culture and its importance (464)
First of all, understanding the meaning of culture and how it can impact
organization is important
...
Culture
gives people something in common and serves to emphasize what is unique
about a particular group or organization
...
Moreover, culture
impacts a number of crucial issues such as how are work activities within the
company carried out, how do employees communicate with one another, who is
accepted into the company and who is ostracized, and what is the company’s
overall morale
...
For example, Harrison (1972), defined as
it’s “the ideologies, belief and deep set values, which occur in all firms, and are
prescriptions for the way in which people should work in this organization”
...
Schein (1981,1985), described as “a pattern of basic
assumptions that invested, discovered or developed by a given group as it learns
to cope with its problems of external adaption and internal integration, that has
worked well enough to be considered valuable and therefore, to be taught to new
members as the correct way to perceive, think and feel in relation to these
problems”
...
Schein distinctly conceptualizes culture to be the three-layered
phenomenon as basis assumption, values and beliefs, and artifacts and
creations (see Figure 1)
...
At the next level of visibility, value and beliefs exist as
consist of consciously held reasons or justifications for people behaving as they
do (Sathe 1985) and are moral and ethical codes that shape an organization,
meaning a company’s mission statement, objectives and departmental policies
...
Basic
assumptions lie at the very core of an organizations culture, refers to the invisible
taken-for-granted thrust of the company, which have to pay attention importantly
...
Schein believes that the true nature of organizational culture
lies at the lowest level, the level of unconscious assumptions
...
2 Ben and Jerry’s organizational culture by Schein’s practice
2
...
1 Artifacts and creations (546)
According to Schein, is difficult to interpret although this level of culture is highly
visible, however, because it represents the most superficial cultural phenomena,
i
...
only reflections of the true corporate culture, which is also often give vital
clues about the underlying values and beliefs
...

Norms
Norms are a code of behavior brought into being by the underlying assumptions
and values, and are perpetuated when people observe the norms
...
The entrepreneurs themselves also strive to be ethical leaders
and so are their followers; minimize concession to self-interest and emphasize
interest for group goals, charity and brand value
...

Language
The language people use can be a valuable indication of culture
...
On the other hand, motivated and encouraged their followers to become



6

an ethical person and actively involve in social, as “Businesses have a
responsibility to give back to the community” and “Do Good by Doing Good”
...
Symbols are likely to be
incentive of personal identification and honor to organization
...
On the other hand,
they built their symbols including two details; first they initiated with their personal
value (Figure 2
...
2) that made by a continued commitment to incorporating wholesome, natural
ingredients
...


Figure 2
...
2 “ All Natural “



7

Rites and Ceremonies
Formal and informal ceremonies abound in most organizations and these often
have important meanings for those involved
...
Moreover, in order to break the monotony of life in a factory, they
instituted a variety of gestures such as Elvis day and Halloween costume
celebrations and in addition, thanking to customers as give away lots of ice
cream once a year, every year
...

Anecdotes are useful for this purpose because they often have an element of
drama and are interesting to hear
...
Ben and Jerry’s recognize by of its
humanization concept; they extremely care about its people
...
Thus they gained certain good feedbacks from its stakeholders
such as their starting salary is double then minimum wage, importantly providing
jobs for the unemployed, they take customer service very seriously, even their
cows are treated well, etc
...
2
...
So that employees are encouraged to think independently; to be able



8

to make seasoned, responsible evaluations and choices on their own; to be, in
short, free moral agents’ (Rosenthal and Buchholz 2000: 194)
...

Their very core intention is to make the premium rich ice cream with unique flavor
combination, idiosyncratic, crunchy offerings such as Chunky Monkey, and
Imagine Whirled Peace
...
Fortunately, because of their inaugurated the first of the many creative
marketing ploys support Ben and Jerry’s to achieve popularity in a short time and
framed its product’s culture and gained a loyal following
...
They
engaged with the fans through social communities such as Ben & Jerry’s
Foundation, hosting a free film festival, celebrating the anniversary with ‘Free
Cone Day’
...
Thereby, their Product Mission has committed to growth their brand
image
...

Cohen and Greenfield created funs and joyful workplace, flexible working hours,
and even provided free therapy sessions for handicap people, thus they gained
employees’ truth and satisfactions
...
Accordingly, the most important



9

aspect of employee commitment and loyalty is likely to be promoted not only by
their relaxed atmosphere but also by the company’s living wages and generous
benefits packages
...
On the other hand, they would
like their company to be different from other parts of corporate America in term of
payment scheme, and thus limited the best-paid people as no executive was
allowed to earn more than 5 times then those of the lowest-paid
...
Moreover, they believe that allowing the company to
have a different kind of relationship, both with employees and with customers,
that was more than just about a delicious product and more meaningful
...
2
...

Indeed, Cohen and Greenfield are actively involved in several CSR (corporate
social responsibilities) activities, emphasizing especially the scope and
consistency of its commitment to the causes and in addition, emphasis is put on
the motivation and CSR fit
...
The



10

company pioneers the pursuit of business with a triple bottom line as profits,
peoples and planet
...

Social Mission is to operate the Company in a way that actively recognizes the
central role that business plays in society by initiating innovative ways to improve
the quality of life locally, nationally and internationally
...
5% of company’s income donate to the society
development and in addition, makes significant product donations to community
groups and nonprofits both in Vermont and across the nation; used
environmentally friendly materials; paid premium prices to dairy farmers from
Vermont who did not give their cows growth hormones; and created business
opportunities for low income areas and disadvantaged people
...

Product Mission is to make, distribute and sell the finest quality all natural ice
cream and euphoric concoctions with a continued commitment to incorporating
wholesome, natural ingredients and promoting business practices that respect
the Earth and the Environment
...
Moreover, production over safety method that reduce
environmental degradation, maintain the productivity of the land over time
...

Finally, economic Mission is to operate the Company on a sustainable financial
basis of profitable growth, increasing value for our stakeholders and expanding
opportunities for development and career growth for our employees
...
Meanwhile, they strive to create
economic opportunities for those who have been denied them and to advance
new models of economic justice that are sustainable and replicable
...
3 Culture change and culture management (429)
Indeed, Cohen and Greenfield successfully created Ben & Jerry’s organizational
unique culture in style with some flaws in it and alongside with regardless of the
laissez-faire attitude
...
Accordingly, they have to make certain changes in their
structure for constant growth, and somehow to make virtually profit-oriented for
shareholders
...
All employees throughout an organization
can be induced to embrace a market-oriented culture; a very fashionable ‘must
have’ in many organizations (Greenley and Foxall 1996)
...
Accordingly,
their mixed strategy seems like huge block in their way to growth, which has
brought certain conflicts as interest and ethic
...
Actually, this
compensation planning has been a motivational factor for the lowest paid
workers vis-à-vis affecting to the motivations of high-level staffing
...
On the
other hand, there have had numerous concerns that they would lose their
informal hierarchy and unique culture under Holland’s leadership
...

Certain consideration that they had admitted is that their CRS seems like
influencing their fiduciary duty, and continuous impact as their shareholders
...
However, these values
probably would not be surviving later decades if they had not helped the
company in its initial stages
...
Thus,
by creating a competitive advantage, these values were retained as part of the
corporate culture and were taught to new members as the right way to do
business
...


3
...
The early values of a company’s culture exert influence over its future
values
...
Meanwhile, Ben and Jerry’s ratified the cultures of an
organization have built and maintained through the founders
...
These values influence the mind-set and work style of
employees and the shopping patterns of buyers
...
However without any changes or innovation, nothing
can be sustain, and so is culture
...

Hence, the corporate value of Ben and Jerry’s organization is definitely tracing to
the values and personalities of its founders Ben Cohen and Jerry Greenfield
...

Therefore, the founders’ value on the organizational culture became the main
explore of this study
...
benjerry
...
benandjerry
...
au/activism/mission-statement
Ben and Jerry’s, Our Story, 30 Things We Did, Available at
http://www
...
com
...
com/ben-jerrys-recipe-for-success/
Daniel Richards, Ben & Jerry’s, The Men Behind the Ice Cream, Entrepreneurs,
Available at
http://entrepreneurs
...
com/od/famousentrepreneurs/p/benandjerrys
...
techinasia
...
blogs
...
com/2011/04/11/a-scorecard-for-companies-witha-conscience/?_r=0



15

Fred Lager, Ben & Jerry’s: The Inside Scoop: How Two Real Guys Built a
Business with a Social Conscience and a Sense of Humor (New York: Three
Rivers Press, 1994)
QSR Limited Services, Unlimited Possibilities, Industry News, August 20, 2013
Available at
http://www
...
com/news/ben-jerrys-scoop-truck-hits-seattle-createunique-flavor
PAULA CALIGIURI, Leadership, When Unilever bough Ben and Jerry’s: A story
of CEO Adaptability, Available at
http://www
...
com/3000398/when-unilever-bought-ben-jerrys-storyceo-adaptability
Anthony Reuben, Business reporter, BBC news, Did Ben & Jerry’s change
Unilever? May 23, 2012, Available at
http://www
...
co
...
cnn
...
pr
...
Katz, Socially Responsible Business, The Truth About
Ben and Jerry’s, Stanford Social Innovation Review, 2012, Available at
http://www
...
org/articles/entry/the_truth_about_ben_and_jerrys
Caring Capitalists, Ben Cohan & Jerry Greenfield, Entrepreneur, Oct 10, 2008,
Availave at
http://www
...
com/article/197626



16

Raymond tan, Culture and Organization, 2013, Northumbria University
Paul Hill, Dr Xiao-Jian Wu, Dr Ron Beadle and Dr Guy Brown, The Nature of
Organizational Culture, Culture and Organization, Pearson Custom Publishing,
2012
Paul Hill, Dr Xiao-Jian Wu, Dr Ron Beadle and Dr Guy Brown, Culture Change
And Culture Management, Culture and Organization, Pearson Custom
Publishing, 2012
Paul Hill, Dr Xiao-Jian Wu, Dr Ron Beadle and Dr Guy Brow, Culture And
Organization, Pearson Custom Publishing, 2012, Northumbria University
Schein, E
...
(1985)
...
San Francisco:
Jossey-Bass
...
H
...
Organizational Culture and Leadership (2nd ed
...
H
...
The Corporate Culture Survival Guide: Sense and
Nonsense about
Culture Change
...
(1983)

---