Integrated Case Study Analysis by Samantha Wormley
Samantha Lynn
Wormley Case Study
Organizational Behavior
1.
Using what we have learned about decision making I would recommend that Colleen use a
mix of Intuitive decision making and the rational decision making styles. She will need to use
Intuitive in the beginning in order to account for a lot of the emotions and randomness coming
from her employees. Then she can transition to a more long-term form of decision making.
Right now there are a lot of new emotion and Colleen’s managers all have their own
situations. Colleen is going to need to think about each manager’s individual situation as well as
the company as a whole while making decisions. Some of these decisions are going to need to
be made quickly. She will need to trust her gut and make these decisions to move the company
in the right direction. I also recommend she uses some of the rational decision making format
to aide in her decision making, but not solely rely on that type of decision making. The Rational
Decision making style is not usually recommended due to it looking good on paper, but not
always working well in reality. This style uses logic and a series of steps to make a decision. It
makes the decision maker slow down and think about the decision and also helps keep
someone from making decisions fueled with emotion. Since this is a sensitive time for colleen
and her new employees she does need to be rational and make sure she takes her time and
thinks through some of her decisions.
After a while the decisions colleen will be making will be more strategic and less in the
moment. She won’t be dealing will all the raw emotion she was met with when she first started
the job. For this reason she is going to need to change up her decisions making style. She will
need to use the decision making style she thinks is best for each situation. There is not just one
decision making style that works for everything. I do think she should consider using parts of
the rational decision making process in every decision, but does not need to follow it rigidly.
2.
Colleen’s source of power is legitimate power. Legitimate power is defined as “An
agreement among organizational members that people in certain roles can request certain
behavior of others” (McShane, Von Glinow 293). Colleen is the employee’s boss and is charge
of telling them what to do, when to do it, and how to do it. Legitimate power is important when
someone like Colleen is trying to make changes. Without legitimate power is can be hard to
implement changes. Colleen will be in charge of a lot of different aspects of these managers’
jobs and they will need to respect the fact that she has legitimate power over them. This
legitimate power does have its restriction. The person in power, in this case Colleen, only has
the right to ask for a range of behaviors from other. The range is often called the zone of
indifference. Basically this zone of indifference is the behaviors the employees feel the boss has
This study source was downloaded by 100000839495789 from CourseHero.com on 03-29-2022 09:40:40 GMT -05:00
https://www.coursehero.com/file/21503398/Integrated-Case-Study-Analysis-by-Samantha-Wormley/
, Integrated Case Study Analysis by Samantha Wormley
the right to control and they are willing to change at the boss’s request. An example of this
This study source was downloaded by 100000839495789 from CourseHero.com on 03-29-2022 09:40:40 GMT -05:00
https://www.coursehero.com/file/21503398/Integrated-Case-Study-Analysis-by-Samantha-Wormley/
Samantha Lynn
Wormley Case Study
Organizational Behavior
1.
Using what we have learned about decision making I would recommend that Colleen use a
mix of Intuitive decision making and the rational decision making styles. She will need to use
Intuitive in the beginning in order to account for a lot of the emotions and randomness coming
from her employees. Then she can transition to a more long-term form of decision making.
Right now there are a lot of new emotion and Colleen’s managers all have their own
situations. Colleen is going to need to think about each manager’s individual situation as well as
the company as a whole while making decisions. Some of these decisions are going to need to
be made quickly. She will need to trust her gut and make these decisions to move the company
in the right direction. I also recommend she uses some of the rational decision making format
to aide in her decision making, but not solely rely on that type of decision making. The Rational
Decision making style is not usually recommended due to it looking good on paper, but not
always working well in reality. This style uses logic and a series of steps to make a decision. It
makes the decision maker slow down and think about the decision and also helps keep
someone from making decisions fueled with emotion. Since this is a sensitive time for colleen
and her new employees she does need to be rational and make sure she takes her time and
thinks through some of her decisions.
After a while the decisions colleen will be making will be more strategic and less in the
moment. She won’t be dealing will all the raw emotion she was met with when she first started
the job. For this reason she is going to need to change up her decisions making style. She will
need to use the decision making style she thinks is best for each situation. There is not just one
decision making style that works for everything. I do think she should consider using parts of
the rational decision making process in every decision, but does not need to follow it rigidly.
2.
Colleen’s source of power is legitimate power. Legitimate power is defined as “An
agreement among organizational members that people in certain roles can request certain
behavior of others” (McShane, Von Glinow 293). Colleen is the employee’s boss and is charge
of telling them what to do, when to do it, and how to do it. Legitimate power is important when
someone like Colleen is trying to make changes. Without legitimate power is can be hard to
implement changes. Colleen will be in charge of a lot of different aspects of these managers’
jobs and they will need to respect the fact that she has legitimate power over them. This
legitimate power does have its restriction. The person in power, in this case Colleen, only has
the right to ask for a range of behaviors from other. The range is often called the zone of
indifference. Basically this zone of indifference is the behaviors the employees feel the boss has
This study source was downloaded by 100000839495789 from CourseHero.com on 03-29-2022 09:40:40 GMT -05:00
https://www.coursehero.com/file/21503398/Integrated-Case-Study-Analysis-by-Samantha-Wormley/
, Integrated Case Study Analysis by Samantha Wormley
the right to control and they are willing to change at the boss’s request. An example of this
This study source was downloaded by 100000839495789 from CourseHero.com on 03-29-2022 09:40:40 GMT -05:00
https://www.coursehero.com/file/21503398/Integrated-Case-Study-Analysis-by-Samantha-Wormley/
