Case Study 1 – “Once Upon A Time At Disney

Summary:

Since 1923, Walt Disney Co. has been an icon of animated and live-action films. It is because of Michael Eisner that Disney has become an entertainment conglomerate. Eisner is a very hands on manager, and under his leadership, the company adapted to the fast changing entertainment environment and played to it’s strengths.

Since it’s founding in 1923, Walt and his brother Roy split their talents. Roy handed the financials, Walt the creativity. Mickey Mouse was their first major hit.

In 1984, Eisner was named chairman where he immediately started transforming Disney into a learning organisation dedicated to creativity.

2. Why is it critical for Disney to be a learning organizing?

Disney achieved their standing momentous status of being a leader of pure entertainment through fostering a learning attitude prevalent throughout their workforce. Their patented learning organization was derived from none other than their founder who realized that even the most beautifully crafted place in the world amounts to nothing without the people to make dreams a reality. Straying away from the orthodox image of a divided workforce, Disney revolutionized the workplace by closing the gap between corporate executives and clerical workers; all members of the workforce were mandated to participate in hands-on activities. Having all the employees involved in the most basic activities comprised of dressing up as characters, instilled in the public a sense of warmth and togetherness that separates their organization from others. This way, even the office junkies were privy to the “bare-bones” methods that made this organization what it is. In addition, Disney implemented strategic training so that each and every employee could potentially be molded into a splitting