Case Study Ben And Jerry's

1. In order to maintain Ben & Jerry’s unique company culture, Unilever ensured it took several preemptive measures. First, Unilever agreed to keep the company brand name as Ben & Jerry’s. Normally, Unilever would acquire companies and integrate them into one of their established brands. Preserving the name kept the Ben & Jerry’s brand image of super premium ice cream with a quirky personality. Unilever also promised to retain Ben & Jerry’s employees for a minimum of two years. Retaining employees was important for Ben & Jerry’s because of their own no-layoff policy which stated that employees could transfer to a different position if their current position became unnecessary. The no-layoff policy set them apart from other companies, and employees …show more content…
While being two independent companies, Ben & Jerry’s and Unilever both demonstrated the values each company stood for. For example, both Ben & Jerry’s and Unilever had a commitment to corporate responsibility that focused on their employees. Ben & Jerry’s provided distinctive employee benefits compared to their competitors while Unilever invested in the development of its employees’ skills and abilities. Both companies also showed social responsibility by working with organizations to aid different communities. Ben & Jerry’s established the Ben & Jerry’s Foundation a few years after the company began operations. Ben & Jerry’s pledged 7.5% of pre-tax profits to the foundation. Additionally, they aided in the organization of 1% for Peace, a nonprofit that funds peace promoting activities. In 1999 alone, Unilever donated €29 million to show support to its communities and around the …show more content…
Ben & Jerry’s established a remarkable company culture that attracted employees. The company offered employee benefits unmatched by any other company in the industry. These include an on-site child care center, a no-layoff policy, and an unusual compensation practice where the highest paid made no more than five times the lowest paid employee. Ben & Jerry’s also welcomed employee input. The company conducted business casually and was open to ideas to hearing ideas from employees. In fact, employee suggestions created the distinctive employee benefits of the company. In the other hand, Unilever made substantial efforts toward demonstrating environmental responsibility. The vast majority of its factories completed environmental audits by 1999. The company also worked towards cutting back pollution, waste, and energy usage throughout its