Hershey's Sweet Mission case study - A Harshey's Sweet Mission case study

Harshey company case study

Hershey Company is one of the leading North American companies that specialize in manufacturing quality chocolates, chocolate related grocery and other non-chocolate products such as mint and gum. As a company with a humble beginning back in the year 1894, it has continued to manufacture chocolates and other products that were once perceived to be only for the wealthy making them affordable. Over the years in operation, the company has continued to unveil new products having embraced different technologies to keep pace with the demand and competition and more so to satisfy consumer tastes and preferences.

The company survived the hard times during recession, stayed profitable and retained its workforce. As they continued to unveil more products and incorporated innovative ideas, it has grown globally thereby diversifying into other food products, expanded its confectionary product lines and acquired related companies in their line of operation to expand their business empires and other markets. Today the company has continued to enjoy a big share of the market with over 13,700 employees while also exporting its various products to 90 countries across the world. The Hershey Company is managed on four core values and is guided by the mission of the founder. The mission addresses all the stakeholders taking into consideration their well being and operates on acceptable values which have been set to satisfy all categories of the stakeholders with an aim of achieving its set objectives as a team (Hershey's,...

The employees are aware on how their contributions and efforts benefit the organization and those positive attributes shared and rewarded if they help the company meet its set objectives. Due to the company's numerous branches and networks in several markets, it has a diverse culture in its workforce. This diversity is beneficial to the company as knowledge and new ideas are transferred and shared among its employees. There is also the diversity in terms of the age differences, the young employees get to learn from their senior counterparts which blends well and creates a favorable working environment. An appropriate performance management system therefore needs to be in place so that as the company encourages oneness while embracing the idea of growing as a team, it should be able to identify individual efforts in the bigger picture.
The management system should be one that doesn't disadvantage a category of employees as people have different degrees of performance but should be looked at in terms of consistency and delivery of service among other important aspects in the long run. The system should be designed in a manner that it doesn't discriminate; baby boomers should not be gauged equally with the younger employees. Different groups should be closely monitored and given a chance to recommend a system that they feel comfortable working with to avoid conflicts and hatred among themselves. The system should be designed to suit the needs of different departments or lines of production…