2. Introduction
This case study is based on the company “The
Morning Star”. It is basically an agribusiness and
food processing company.
It was started by Mr. Chris Rufer in 1970. The
company believed in self management &
implication
Thus, like any other organization it has some
advantage & disadvantages. So, today we will
discuss solution to issues and propose our
inference / conclusion .
4. Self management
Management of or by oneself; the taking of
responsibility for one's own behaviour and well-
being.
Morning Star Unique Approach
Individual Freedom
Self-Management is an alternative to the
traditional, hierarchical method of organizing we
see most often in modern organizations.
But no appointed managers.
5. CLOU (Colleague Letter of Understanding)
CLOU consists of interests or skills, responsibilities and
agreement of an independent agent with the other
colleagues to fulfil their missions.
Each Morning Star Employee has their own CLOU and the
same is revised every year
Before finalising CLOU which will be negotiated with the
colleagues who would be affected by proposed work.
CLOU started as a letter which further taken the shape of
spreadsheet and even moved to the intranet and can be
edited at any time.
CLOU was implemented with a belief that voluntary
agreements among individuals would generate higher level
of coordination and productivity.
6. CORE ISSUE
Peer Accountability : No one was
ready to
take others
responsibility
Coordination
Communication
No title and no promotions
7. Lack of Development of skills: There was
no proper guidance
Compensation:
No centrally defined roles
Colleagues differentiated in certain areas
though compensation
Lack of decision making authority
8. Learnings
Modification : Bringing new things
Effective organization structure: Post and
designation
Self management with proper execution
Taking initiatives: Crafting talent strategies &
people development
Innovation and affiliation
9. Proposal to address compensation and
accountability
Premium Pay : Top performer premium
Self management premium
Improvement premium
Current compensation evaluation process:
Assumed to be ineffective : ( no mechanism &
Avoided making tough decision )
Diverged from actual performance
10. Alternative Compensation Model
This compensation model has two components
i.e., “minimum” fixed component and “premium
component”
This model is different from the traditional fixed
salary which has a variable component
Total fixed compensation = Minimum Fixed
Compensation + Premium Fixed Compensation
Minimum fixed compensation is at market rate
Premium Fixed compensation is decreased by
20% for every consecutive year.
11. conclusion
Self management should not be self centered but it
should be possessed with peer accountability.
Targets are specified which make them question their
ability of dealing with reality .
Higher authority not only bring changes but every
colleague takes initiative.
Ownership of the work with positive towards competition.
These might not solve the whole problem but it can be
initial step.
This is how we can solidify a culture of accountability in
our enterprise.