Case Number: 001

Choc-Delight
Incorporated in 2001 by Tony Douglas (Douglas) and Jack Dowell (Dowell), Choc-Delight emerged as a dominant player in the Australian chocolate industry. Despite foraying into the industry with a single brand, Melting Delight, the company slowly but steadily climbed the ladder of success. David Parker (Parker), the companys marketing and branding head, and his team made a major contribution in this direction. Encouraged by this accomplishment, Douglas and Dowell decided to launch three new brands in 2004, and hired new personnel for the same. These efforts translated into financial success for the company, prompting Douglas and Dowell to chalk out new plans for their teams. This mounting work pressure created the need to hire new members for Parkers team as well. After a month long process, Douglas and Dowell selected three new members, each with an impressive professional history. However, to Parkers shock, the entry of the new members unleashed a series of behavioural issues within his team. With the performance of his team at stake, Parker found himself standing at crossroads. What measures should Parker take to resolve these behavioural differences? Will escalating these issues to Dowell and Douglas resolve his problems? Case Objectives: y To understand the importance of individual learning for an organisation y To analyse the impact of individual learning and behaviour on the success of an organisation y To debate on the approaches that Parker should adopt to resolve behavioural issues in his team.