Case summary:
Crowdsourcing is the process of obtaining inputs or information into an activity, task or project by a large number of individuals, either paid or unpaid, usually via the internet. Most organizations follow this concept to obtain inputs from a wide range of individuals rather than hiring a professional individual, as it is an inexpensive option. Off the hook is an organization specialized in producing a wide collection of witty T-shirts aimed at young adults. The company’s sales are stagnating over the past months, in order to jump start the sales back to the favourable position, the company is considering crowdsourcing to obtain product designs and other tasks that employees carry out, in return for recognition or low pay.
Characters in the case:
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To determine:
The arguments for abandoning crowdsourcing in order to maintain artistic integrity and values in the organization.
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Chapter 8 Solutions
Understanding Management (MindTap Course List)
- consider the following scenario: company abc is currently experiencing a lack of cooperation between employees and a general distrust and fear of abandoning business process that worked well in the past. applying Lewins Unfreeze-Change -Refreeze change theory, provise a step by step strategy of how a company may overcome these common barriers to implementing change. hint: donot provide a defination of the theory. focus on discussing strategies, specifically you must use Unfreeze-Change -Refreeze theory to inform your strategies.arrow_forwardUsing a hypothetical scenario, discuss the challenges faced by a company undergoing organizational change, and evaluate the effectiveness of different approaches to managing change, such as Lewin's Three-Step Model, Kotter's Eight-Step Model, and the Agile approach. Consider factors like employee resistance, communication strategies, leadership involvement, and the impact on organizational culture and performance. Additionally, analyze the potential benefits and limitations of each approach and provide recommendations for selecting the most suitable approach based on the company's specific context and objectives. Please note that this question can serve as a starting point for a comprehensive discussion on Approaches to Organizational Change. You can delve into each approach, analyze its implementation, and provide insights based on the hypothetical scenario.arrow_forwardhow can leaders build a culture of innovation through i. Embrace a Multi-Faceted Approach to Innovation, Starting at the Bottom ii. Choose Your Approach to Innovation Metrics Wiselyarrow_forward
- Taking a Stand means that a. Depending on business needs compromises are made b Management has the authority to turn a blind eye to certain inconsistent practices C Letting go of a large customer if that customer is attempting to influence the company to act in a wrong and unethical way d. Allowing teams to focus on customer acquisition to increase their business footprint without any repercussionsarrow_forwardSome people resist change, whereas others welcome it enthusiastically. To deal with the first group, one needs to overcome resistance to change; to deal with the second, one needs to overcome resistance to stability. What advice can you give a manager facing the latter situation? Please discuss completely. Make sure to discuss the items that make individuals resistant to change.arrow_forwardChange occurs frequently in an organization. While most changes are slight and do not disrupt operation, embarking on a planned organizational culture change is different because it is a lengthy process and requires buy-in from all stakeholders for successful implementation. That is why change is often initiated after an organization is a "burning platform" (Siren, Anthony, and Bhatt, 2022, p. 50). Of course, even with the best designed plan for change, challenges are inevitable. Burke (2018) offers a perspective of the change process as "usually linear", however, the actual implementation is chaotic and requires adaptability every step of the way (p.10). Most importantly, the pace of change today is different than in the past, therefore, organizations need to consider their approach to change to remain competitive. As you reflect on your professional experience, why is implementing organizational culture change especially challenging, and as a rule takes longer than anticipated?…arrow_forward
- Describe a time when you have allowed yourself to be led (for better or for worse) because you liked or admired the person who led (this could be purchasing something from a salesperson, adjusting your opinion, taking a certain action, etc.). Answer the following questions: If you didn’t have an affinity for the person (whether based on appearance, charisma, or other criteria described in Chapter 3 of Cialdini), would you have made the same decision? Have you ever utilized any of Cialdini’s criteria to gain compliance from someone else (including modifying appearance, using charisma, etc.)? What are some ways that business leaders can use the “Liking Bias” to influence the behavior of followers (use examples if possible)? Can the “Liking Bias” be used by unscrupulous business leaders to manipulate followers? In response to your peers, compare and contrast examples of leaders using the “Liking Bias” for positive or negative (or both) reasons. Did your classmate’s post cause…arrow_forwardWhen company leaders can't hear the voices of their workers, serious strategic mistakes are likely. Discuss ways organizations can build powerful communication channels?arrow_forwardImplementing change is often one of the most difficult aspects of organization management. Imagine that you are the CEO of a large corporation, and your legal advisors have just informed you that the federal government has passed a new law that will affect every employee’s health care coverage. Using this example, discuss the forces that most likely spurred the organizational change and identifying some reasons why employees might resist this change.arrow_forward
- Oscar Munoz started as United’s CEO in 2015, by March 2017 named “Communicator of the Year” by PRWeek. Unfortunately, he fell from grace a month later due to United’s botched response to a flight-related incident.106 SUNDAY, APRIL 9: CHAOS ON FLIGHT 3411 A fully booked United flight 3411 was preparing to depart from Chicago to Louisville when gate agents realized that four airline crew members needed to get to Louisville. The gate agents asked for four volunteers to give up their seats in return for compensation. No one accepted United’s offer because the flight was the last one to Louisville that evening. United then decided to enact an “involuntary de-boarding situation,” in which four random passengers were directed to deplane. Three of the passengers deplaned without incident. The fourth, Dr. David Dao, refused, saying “I can’t get off the plane. I have to get home. I’m a doctor. I have to get to the hospital in the morning,” according to The Sentinel News.107 United employees…arrow_forwardWhile developing his AIDS-fighting drug, Dr. N studied the work of other scientists whose attempts at developing an enzyme-blocking drug had failed. He was able to see the differences in his research and theirs and to build on their success while avoiding their failures. Dr. N’s creative powers were working at a subconscious level even when he was away from his work, not even thinking about his research. What kind of thinking did Dr. N use in his research? * Convergent thinking Critical thinking Divergent thinking Creative thinkingarrow_forwardWhen managing change, it is important to present hard facts and a clear and logical plan in order to convince employees of the necessity of organizational change. A softer approach, focusing on conversations and storytelling, is rarely needed to get the change happening. Having identified arguments for and against the proposition, do you support the proposition?arrow_forward
- Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub