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By not capitalizing on the ingenious creations by Sam Jenkins and Carol Velez, CoolBurst missed the mark of the changing needs of its current and potential customers, and lost some of its market share to competitors. Its’ structure, culture, policies and practices, reward system and management style paralyze creative innovation and motivation.
In order to lead change in an organization, managers need a clear vision and methodology that includes understanding his/her company, market, customers, and employees (Kelley, 2001). As CoolBurst’s newly appointed CEO, Luisa Reboredo can transform the company into a learning and innovative organization by championing good ideas and providing moral support for her employees...
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