Lotz of Food: The Perishable Team (a)

7 Pages Posted: 21 Oct 2008

See all articles by Gerry Yemen

Gerry Yemen

University of Virginia - Darden School of Business

Martin N. Davidson

University of Virginia - Darden School of Business

Hazzen Munoz

affiliation not provided to SSRN

Abstract

How do you facilitate changing a long-held mission into a new vision during an organizational restructuring? Ernesto Gomez, organizational development director for Lotz of Food, a leading grocery retailer headquartered in California, was asked to help the perishable team transition from a hierarchical and function-based business unit to one that would be more dynamic, versatile, and proactive. Expectations were high and came right from the top of the organization. The A case reveals the steps Gomez takes to understand the problems. Among the issues about team development, Gomez is conflicted over the lack of diversity among the organization's leadership and indeed on the entire team. What is more troubling is the organization's seemingly lack of recognition of this fact--so much that Gomez wonders whether his own background has made this a bigger issue than it really is. In the B case, Gomez becomes more concerned about what extent he thinks his own biases and past experiences are shaping the way he sees this situation.

Excerpt

UVA-OB-0873

LOTZ OF FOOD: THE PERISHABLE TEAM (A)

One month later, after talking to each member of the PT leadership individually, Gomez convinced Conroy to hold a meeting among the team managers concerning the team's future direction. During that meeting, Gomez tried to convince the group they should include the entire team on building an action plan. No one agreed with him.

As the meeting moved forward, a few things bothered Gomez. First, getting the four executives on the leadership team to agree on the restructuring was one thing—but persuading the rest of the group's members was quite another. They all needed to be included in the process. Second, and more disturbing to Gomez, was the makeup of the entire perishable team—with the exception of one African-American female, the team was one color and one gender.

Being new to the position of ODD, Gomez was less confident about his own role in the PT restructuring. He wondered if he should restrain himself from influencing the leadership group and avoid pushing them somewhere they were not ready to go. What he needed to sort out was whether underrepresentation really was a critical concern or if his being Latino meant he was more sensitive to the issue. If it were, how should he approach the problem? Should he bring it up during the meeting?

. . .

Keywords: Diversity, Latino, teams, team development, team building, difference, facilitator, hierarchy.

Suggested Citation

Yemen, Gerry and Davidson, Martin N. and Munoz, Hazzen, Lotz of Food: The Perishable Team (a). Darden Case No. UVA-OB-0873. Available at SSRN: https://ssrn.com/abstract=1281872

Gerry Yemen (Contact Author)

University of Virginia - Darden School of Business ( email )

P.O. Box 6550
Charlottesville, VA 22906-6550
United States

Martin N. Davidson

University of Virginia - Darden School of Business ( email )

P.O. Box 6550
Charlottesville, VA 22906-6550
United States
434-924-4483 (Phone)
434-243-5020 (Fax)

HOME PAGE: http://www.darden.virginia.edu/faculty/Davidson.htm

Hazzen Munoz

affiliation not provided to SSRN

No Address Available

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