Introduction to Organizational Behavior CLA 2-Comprehensive Learning Assessment 2 – CLOs 2, 3, 4, 5, 6 Read Case Zappos on pages 411 & 433, and case General Motors on pages 450 & XXXXXXXXXX, then...

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Introduction to Organizational Behavior CLA 2-Comprehensive Learning Assessment 2 – CLOs 2, 3, 4, 5, 6 Read Case Zappos on pages 411 & 433, and case General Motors on pages 450 & 469-470, then address the following questions 1. Can an organization run effectively without leaders having some form of organizational power? 2. What types of influence would become more important under holocracy at Zappos? 3. Do you think leadership skills would be more or less important at Zappos under holocracy? How so? 4. Do you think GM can outduel the technology companies for safe autonomous driving vehicles?   5. Would you consider Mary Barra to be the prototypical transformational leader? In what ways does she fit or not fit that model? 6. Given GM’s history, why does Barra put a premium on her executives’ leadership behaviors? APA Format ,6-8 pages. P411 Zappos When you go to work, you likely have the expectation that somebody will be there to tell you what to do. You will, in essence, have a manager or a leader that will, at a minimum, set some broad roles and goals for you and be there to influence your behavior. Zappos, the online shoe and accessory retailer based in Las Vegas, is attempting to turn that notion on its head. For the past three years, CEO Tony Hsieh, 43, has been constantly pushing his organization toward 100% self-management through the use of “holocracy.” What exactly does that mean? One thing it means for sure: Who is leading and where the power resides in the organization doesn’t look like many other companies. The general idea behind holocracy is a work environment in which there are no bosses, politics, or power; employees are supposed to figure out largely on their own what to work on and how to get their work done. It has not been an easy transition. Zappos was purchased by Amazon.com for $1.2 billion in 2009 and has largely been left to operate on its own ever since. One of the reasons Amazon CEO Jeff Bezos has kept a hands-off approach is Zappos’s unique approach to leadership and managing people. Holocracy is pushing the boundaries of “unique” for a company the size of Zappos. For eight straight years, Zappos was a fixture on Fortune’s Best Companies to Work For survey. In 2016, they fell off the list scoring exceptionally low on questions like, “Do employees think management has a clear view of where the organization is going and how to get there?” Zappos employees are self-organized into “circles” instead of traditional work teams. Each circle has a “lead link” employee who somewhat manages the process, but the lead link has no formal authority and can’t tell anyone what to do. The employees in each circle decide their own roles and responsibilities through a number of different gatherings known as “governance meetings,” and so far Zappos has over 300 circles dealing with everything from customer service to social media. One interesting result of Zappos instituting a “leaderless” organization is not the fact that there are no formal leaders, but that many employees have noticed a real lack of leadership. In essence, when operating a self-managing environment everyone has to learn good leadership and influence skills in order for the organization to be successful. ZAPPOS P450 P469-470 When she gets out of bed, what does Mary Barra (CEO of GM) think about? “I spend a lot of early mornings thinking about executing our plan quickly. The big thing I worry about is speed,” says Barra. CFO Chuck Stevens agrees, highlighting a statement from the faulty ignition switch internal investigation about the culture at GM, “No sense of urgency. No accountability or responsibility. A siloed mentality.” Barra has reacted quickly and with force to make culture change a reality by implementing a number of initiatives including “GM 2020,” which is a program designed to create cross-functional labs throughout the company. Barra has also pushed hard to create a new culture of speed by creating a year-long transformational leadership course for upper-level executives that Barra personally leads. It’s not focused on company strategy, but rather the interpersonal skills she believes are necessary to create change. HR chief John Quattrone says, “Mary believes that if we change the behaviors [of top managers], people who work for us will see that and emulate it.” Barra’s major vision for GM is to lead in safe autonomous driving. This puts them directly up against the fast-moving cultures of Google, Uber, and Tesla. Barra believes GM’s recent acquisition of Cruise Automation ($581 million) puts them square in the driver’s seat. After a successful, high-profile test of an autonomous Chevy Bolt (with Barra riding in the back seat), Barra told a large group of Cruise employees, “If somebody [at GM] says you can’t have something, or you can’t do something, or it’s going to take this much time, and it doesn’t make sense to you, challenge them. I want you to take the energy and speed and how you look at doing things and drive it into the core of GM.” GM believes that they have the advantage. GM product chief Mark Reuss says, “The piece that is not well understood outside of the automotive industry is how hard it is to take technology and integrate it into a car. It seems like you should be able to layer it in and have it work and that would be great. Right. The effort to integrate that into the car is equal to or more than the technology itself. A car has to work right every time, all the time.” So far, the technology companies have spent billions of dollars in development and have little to show for it. Still, Barra is not willing to bask in success for long. Onstage at GM’s headquarters she told her group, “Don’t confuse progress with winning. Are you doing what you can? Or are you doing what it takes to win?” . Running head: CLA2 CASE STUDIES CLA2 Case Studies Star Student Westcliff University BUS 323: Introduction to Organizational Behavior Professor Fantastic Month Date, Year CLA2 Case Studies Introduce material here… Remember, each case study must have the headings listed below and must be answered according to assignment instructions; each heading is worth a percentage of each case grade and this is how your work should be submitted. Your audience is someone like your roommate – intelligent, educated, but has NO IDEA what the case study is about. You do not want to copy-and-paste the case, but put forth a brief summary so your reader knows what is going on. This section is generally one paragraph. The easiest way to explain this section is to think of it like an abstract or introduction. If written properly, this section can actually serve as the abstract for the paper. It will, in a sense, set up the rest of the paper, which is the review of the case, analysis, recommendations, and the summary and conclusions sections. Remember that you obtained this information from the textbook. Consequently, you should cite Colquitt, LePine, and Wesson (2018). You should NOT write According to the textbook as your reader has NO IDEA who or what is that. Do remember to take notes as you read through the case study information so that you are prepared to complete this report. If there is a second paragraph, it will look like this. The paper should be written in third person narrative and not in the first person. Note: The required headings that must be in the paper are bolded and should be kept bolded. One other note: a business is an it, not a they. Remember that when using pronouns describing a business. Make sure you always include enough text to form a complete paragraph before moving to the next section. Zappos In this section, you will briefly describe what you will cover. It should only take a few sentences. After describing what you will cover, this section will discuss, “Can an organization run effectively without leaders having some form of organizational power?” Make sure you always include enough text to form a complete paragraph before moving to the next section. In a separate paragraph, you will briefly discuss the following, “What types of influence would become more important under holocracy at Zappos?” Make sure to include enough text to form a complete paragraph. In the final section of this paragraph, you will discuss “Do you think leadership skills would be more or less important at Zappos under holocracy? How so?” Make sure to include enough text to form a complete paragraph. General Motors In this section, you will briefly describe what you will cover. It should only take a few sentences. After describing what you will cover, this section will address the following, “Do you think GM can outduel the technology companies for safe autonomous driving vehicles?” Make sure you always include enough text to form a complete paragraph before moving to the next section. In the second section, you will briefly describe what you will cover. It should only take a few sentences. After describing what you will cover, this section will address the following, “Would you consider Mary Barra to be the prototypical transformational leader? In what ways does she fit or not fit that model?” Make sure you always include enough text to form a complete paragraph before moving to the next section. In this final paragraph of this section, you will briefly describe what you will cover. It should only take a few sentences. After describing what you will cover, this section will address the following, “Given GM’s history, why does Barra put a premium on her executives’ leadership behaviors?” Make sure you always include enough text to form a complete paragraph before moving to the next section. Conclusion This section will tie together all sources used for this professional assignment, conclusions drawn from the readings, and any inconsistencies. his section will generally be one to two paragraphs. Notice the paper has a continuous flow; there are no page breaks between sections. The only page breaks occur between the title page and the introduction, and between the summary or conclusions and the reference page. Note: If there is a header at the bottom of the page (on the last line), you will need to insert a page break immediately before the header to properly move it to the next page with its text. All references for the assignment must
Answered 1 days AfterAug 17, 2021

Answer To: Introduction to Organizational Behavior CLA 2-Comprehensive Learning Assessment 2 – CLOs 2, 3, 4, 5,...

Neha answered on Aug 19 2021
131 Votes
Running head: CLA2 CASE STUDIES                    
        1
CLA2 Case Studies
Star Student
Westcliff University
BUS 323: Introduction to Organizational Behavior
Professor Fantastic
Month Date, Year
CLA2 Case Studies
Zappo's and General Motors' (GM) goals and objectives will be compared in the Comprehensive Learning Assessment II
(CLA2). Zappos is presently owned by Amazon, but General Motors is outpacing other technological companies in terms of growth. The managerial skills of these two firms are quite different. We'll be talking about their leadership style and efficacy in the coming weeks and months. We'll start with Zappos.com for the time being. Nick Swinmurn established Zappos, an online shoe and apparel retailer in the United States, in 1999. In the firm, everyone is a leader and decides what to do on their own, which is why it is recognized for its unusual management style as early as 2005, Amazon sought to purchase Zappos, but Zappos CEO Tony Hsieh declined. Jeff Bezos, CEO of Amazon, bought the firm in 2009. Even after Amazon purchased the firm, the company's cultural value remained the same.
Zappos
An organization, in my opinion, needs a leader who can exert some authority in the firm. Leaving members to achieve through their own would not encourage them to do so. Leadership is a vital human trait that will determine our future success or failure in every part of our lives in the future. We all desire a competitive edge in the market. A leader was hired to inspire the other employees to work efficiently in order for the company to achieve its goals. Vision and mission statements are common in most organizations. Every country, for example, has leaders who are accountable for the country's well-being. They have the capacity to mold the country in a better way since they have been given the authority to do so. Joe Biden is the current president of the United States of America. Currently, he is working in the parliament to make it a stronger country by making decisions. The workers must be fully committed to the implementation. Assuring the daily activities and boosting morale, a great leader changes the perception can work for the company's success (Al Khajeh, 2018). A leader's motivation is another crucial factor. After studying the members, they would try to meet their requirements in order to enhance their productivity, which would lead to a more successful firm. As for Zappos, it was adopting a culture known as holacracy that encourages everyone to work on their own initiative without being asked. Because of this, there are no managers, leaders or hierarchies in the company. Then, everyone would know what they were supposed to do and would go out and do it.
This method makes it very difficult to stay motivated because of the lack of incentives provided by the system. Self-management makes it easier for people to find an excuse for not working. However, the company's employees don't seem to have many complaints about it. They appear to be content since the firm places a higher emphasis on their work. Like Tony Hsieh, we have observed him use emotional appeals in his conversations with other members and in general (Meutstege, 2018). Likewise, their...
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