Congratulations, you have just been hired at Keurig Green Mountain, Inc., a Fort

Question

Congratulations, you have just been hired at Keurig Green Mountain, Inc., a Fortune 1000 company, as its new organizational development consultant! You already know that the company is recognized for award-winning beverages, innovative brewing technology, and socially responsible business practices. In addition, you just found out on their website, http://www.keuriggreenmountain.com/en/Sustainability/SustainableProducts/Overview.aspx , that this growing company has an environmental commitment of "zero-waste-to-landfill by 2020.” However, the current K-Cups, as a whole, are not recyclable. . With four years until a sustainable solution, the company is concerned with retaining their employees and keeping those employees motivated during this transition. The executive leadership team has hired you, as an organizational development consultant, to assess the situation and provide a proposal on how to navigate the next few years with their diverse employees as the company grows. Adress the following: **Ideas on a new reward system to get employees immediately engaged with global social and environmental responsibility **How the company can create a more innovative working environment to help their employees identify problems and opportunities as the company transitions **Ideas on how the company can help employees not get stressed and remain motivated for peak performance **How the company can drive successful collaboration among their diverse employees as the company shifts its values and endures public scrutiny

Explanation / Answer

**Ideas on a new reward system to get employees immediately engaged with global social and environmental responsibility

First of all, a reward system no necesarilly is monetary, or at least, not completely. We can consider in this part that a person can be motivated in three posible dimensions: extrinsic, intrinsic and trascendental. Engaging employees with global social and environmental responsibility would be accomplished by motivating them intrinsically and trascendentally.

On valid idea would be to stablish teams that adress big global issues, like poberty, sea pollution, global warming, etc. Each of the teams could be empowered to develop their own action plan to tackle creatively this matters. Also, stablishing one pro bono cause per team would maintin the trascendental motivation at a top level and giving each employee position with a purpose would motivate him intrinsically.

**How the company can create a more innovative working environment to help their employees identify problems and opportunities as the company transitions

         Pro bono causes (mini-projects) proposed in the previous section would help a lot with identifying problems and opportunities. Lets not forget that opportunities are always found in need or lack of something better. Also, better working installations, like google’s for instance, would promote creativity and better climate. One last idea for this part is try to empower every employee to stablish one personal Project, totally voluntary, so commitment would be greater to the big cause.

**Ideas on how the company can help employees not get stressed and remain motivated for peak performance

         Installations suggested in the previous section would help a lot. Also, not being too strict with labour hours and measuring performance with goals obtained would keep employees less stressed. Companies like Apple, some time ago, made their teams complete. This case isn’t the best example, but some competition wouldn’t be harmful.

**How the company can drive successful collaboration among their diverse employees as the company shifts its values and endures public scrutiny

         Teams formation and pro bono causes would help to improve employees identification with the company. This identification would keep employees motivated and working in spite of public scrutiny.

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