Leading Changes

Leading Changes

Objective of the Great Game of Life

A program developed by Wilson known as Play to Win, later evolved into Great Game of Life. The aim of this program was to encourage individual growth. Also, the program aimed to help people to make better choices to live a better life by growing by overcoming fear. The program developer, Wilson, helped to realize the people's full potential at work in all levels of the organization. This was realized in all levels of the company. Wilson gave his point that those companies who nurture their people will eventually earn a committed workforce. The companies which make their people develop and grow and develop culture to encourage and enhance excellence will eventually reap the fruits. These companies would be able to meet the demands of the market, Wilson argued (Casciaro& Edmondson, 2007).

The basic idea of the Great Game of Life was to present a business model which states that the organization can only enjoy growth when the organization possesses loyal and satisfied customers. The environment is creative, cooperative and committed. The leadership of the organization is such that it serves the workforce and empowers them as well. Wilson argued that change brought within an individual will bring a change in the commitment and passion towards the work making the work life more sustainable. The design of the Great Game of Life was to focus on both hard and soft aspects of organizational growth to mix and relate the business strategy with culture to achieve a long-lasting and sustainable change (Casciaro& Edmondson, 2007). Simmons implementing the GGOC

As for my opinion, Simmons should not go for Great Game of Life in their company. The main two reasons are discussed as follows. First, the running of this program requires heavy investments. Already, the company doesn't have enough investments to roll this program in all areas of their industry or company. Second, the program rolled in the Charlotte was not successful. The response and the results were positive. The employees and the management enjoyed the enthusiasm, loyalty and dedication but this doesn't last for long. The communication problem in the company still existed. Ti was like the management and the employees have forgotten what they were taught, what they experienced and what they learned. Concluding the first point it can be said that one experiment of rolling the Great Game of Life in Charlotte was not successful as expected (Casciaro& Edmondson, 2007).

Second main reason of not suggesting Simmons to roll the Great Game of Life is the current economic national and global situation in the market, in the company and out. Recession si striking, uncertainty is high, investments is low and in this case almost the whole global economy is facing the same thing. The main reason is the incident of 9/11. Because of this, it is not at all suggested for the Simmons to make a heavy investment and roll the Great Game of life when the environment all around is so uncertain, unpredictable ...