Running Head: CASE STUDY ANALYSIS AND RESEARCH

Case Study Analysis and Research

Student’s Name

Institutional Affiliation

Date
CASE STUDY ANALYSIS AND RESEARCH
2

Case Study Analysis and Research

Two main characters are involved in the case, Raphael and Barry. They are working at a

relatively small growing technological company. The company was recently reorganized and

saw Raphael being promoted to a different department. Barry boss later left, and his position was

given to Raphael. This move later brought some issue as Barry later learned that Raphael had

used his position to gain an undue advantage of his hard work to gain his current position in the

company. This raised a lot of issues since Barry felt that it was an injustice after all the work he

has done for the company.

Question One: The type of Political activity that Raphael is engaged in.

Raphael is engaged in political activity that can be regarded as the management of

impression. This act is characterized by an employee of a company bring positive attention to

him or herself or taking credit for positive accomplishments of the other employees (Langton,

2015). This type of political activity is evident from Raphael actions of taking credit for the

positive accomplishments that Barry had done over the years that he has been working for the

company. This can also be regarded as an illegitimate political behavior on the part of Raphael

since he involved himself in acts of sabotage by using his position in the company and his

connection (University of Delhi, 2017).

Raphael can be said to have engaged in praising others political activity. According to the

case study, Raphael had praised Barry for his outstanding and stellar performance at work. These

praises made Barry feEl important in the company and that someone appreciates his work.

However, this praises were being utilized by Raphael to his advantage and to get into the good

books of his seniors. It is worth to elaborate that it is wrong for any employee to engage in the

management of impression political activities. It can lead to poor performance of the individuals
CASE STUDY ANALYSIS AND RESEARCH
3

who have been taken advantage since they would be demoralized and demotivated What Raphael

did was unethical of his he ought to have given Barry his credit by information the management

about his outstanding performance at the company.

Question Two: Should Barry raise complaints about his treatment? To whom? And what

power tactics should he utilize?

Barry can choose to complain or not. If Barry supposedly chooses to complain about the

actions and management of impressions political activity that Raphael had engaged that is taking

credit for the work that had been done by Barry, then there are certain steps that he needs to

consider or do. First Barry ought to engage in a conversation about this activity starting with his

new boss that is Raphael. Besides, he could also refer this issue to someone in the company who

possess legitimate and coercive power to assist him. This can be the head manager of the

organization or the head manager of the department. The power tactics that he can utilize to

lodge this complaint include rational persuasion, legitimacy, and ingratiation. According to

Langton (2015), ingratiation refers to the utilization of flattery and being friendly before making

any requests. This can work for him. Legitimacy power tactic would enable Barry to claim his

authority or make the right request or complain such as is the case and rational persuasion will

give him the opportunity to utilize facts and data to make a rational and logical presentation of

his complaints (Norman & John, 2011).

If Barry chooses not to lodge his complains since it can harm his position in the

company, then he needs to associate himself with the right people in the company. He needs to

ensure that his presence is felt in the company by exposing his work and being open to his

colleagues. Barry must ensure that he takes all the credit for his achievements and work so that

he is not taken advantage of like the way Raphael did to him. Moreover, if decides not complain
CASE STUDY ANALYSIS AND RESEARCH
4

would showcase good behavior and upward appeal. The power tactics that he needs consider

when undertaking this decision are coalition formations. Barry needs to get the support of the

other people so that when a similar opportunity presents itself, he would be able to be

considered. Secondly, he needs to be rational and form integrations with his colleagues. He

needs to engage himself in consultations that would support his objectives.

Looking at both ways, I would recommend that Barry should not complain since he may

encounter challenges when undertaking his work since Raphael is his boss. He might

compromise his position at the company since the managers whom he might lodge his

complaints may not consider him seriously when compared to Raphael word. He, therefore,

needs to use the coalition, upward appeal, rational and good behavior tactics to improve his

chances of getting a similar position in the future and avoid the occurrence of a similar issue in

the near future. Moreover, the management of the company may not believe him. There is a

reason why people believe that online audits are accurate, reasonable and balanced. The same is

frequently true among the employees and work colleagues to whom individuals give the most

trustworthiness (Selena, 2014). For instance, the way Raphael gave credence to Barry. In case

Barry is viewed as a complainer, individuals would regard his view in a meeting the same way

they would somebody who fairly considers all points. By complaining, Barry would be drawing

etching away from his credibility and announcing to the company that he does not consider his

thoughts as important; they're presumably negative, one-sided or even partial.

Another reason why he should not complain is that the management of the company may

think that he cannot cope and adapt to change. At many organizations, individuals' first drive

after finding out about change is a disappointment (Selena, 2014). Regardless of the possibility

that this reflex is normal, there's an upper hand in business (and in life) to getting from “Place A”
CASE STUDY ANALYSIS AND RESEARCH
5

to “Place B” rapidly which is what Raphael did. If Barry appears to be somebody inflexible or

prejudiced of equivocalness, he passes on to others that he is a moderate adopter and a laggard.

He, therefore, should demonstrate to others that he is searching for conceivable outcomes in

change.

Question Three: Studies have shown that those prone to complaining or ‘whining’ tend to

have less power in an organization. Do you think whining leads to diminished power and

influence, or the other way around? How can Barry avoid appearing to be a whiner?

Indeed whining is a powerless approach of complaining about something that people do

not believe they have the power to change. I think that people who susceptible to “whining” have

limited power and authority in a firm. I think employees of an organization who constantly

complain about a situation or issue only display emotions about the bad things rather than

concentrating on what to change their work circumstance or situation. If Barry still intends to

complain about the situation he ought to be very smart and prudent about how to do it. If he

intends not to be viewed as a "whiner," he ought not to only complain about his boss but he

ought to know what he could change as well. An issue in a work environment can be solved if

both individuals are willing and ready to change a few things. Implementation of power tactics

can also be good when solving issues in an organization.

Whining at a workplace make other employees believe that one is ineffective and

unproductive. It is difficult to be a top performer and furthermore find an opportunity to

complain always. When Barry is seen voicing his grievances to other colleagues in the company,

for instance, individuals expect that he would be deliberately putting his energy there, as opposed

to his key duties. Additionally, it can be evident to others that in the time he is spending whining,

he could have been solving problems, inquiring about approaches to reduce the circumstance or
CASE STUDY ANALYSIS AND RESEARCH
6

proceeding onward to something different and more substantive. Besides, other employees start

to assume that Barry also whines about them. Notably, when an employee sees the bad in his or

her colleagues or expresses their dismay much of the time about them, individuals will consider

the whiner to be unsympathetic. They will likewise make a reasonable and prompt suspicion.

Barry should not brand himself as a person who is difficult to satisfy and please. It sends a

hidden message that he is untouchable and every other person is defective or flawed.

According to Selena (2014), when a person whines at a workplace other employees may

take them as individuals who do not own up to their responsibility. One of the key reasons why

people whine is that when they stick the blame on another person, they do not need to take a look

at their particular behavior. For instance, Barry can be held responsible for Raphael use of his

credit at work to benefit himself since he did not expose his work and accomplishments to senior

members of the company who would have considered promoting him. A whiner infrequently

takes individual responsibility which just underscores the sense of powerless that makes them

whine in the first place. Barry should not complain and take responsibility since it is

unprofessional (Kaitlin, 2015).

Barry needs to concentrate on other things. Solutions to his issues and complaints will

come easily if he understands the situation through improving and changing of factors that did

influence the political behavior of Raphael. By not whining Barry will be able to avoid whispers

and rumors and disrespectful circumstances. According to David Zimmerman (2015), whining is

a form of negative energy that turns good individuals into bad employees. This can be the case

with Barry if he intends to whine as he would be obsessed with negativity and may end up not

performing the work that had been given to him effectively (Ethan Carey, 2015). This would

diminish his power as his work influence would start to decline as most people at work are
CASE STUDY ANALYSIS AND RESEARCH
7

always identified with their work as they tend to influence other people to work more hard.

Furthermore, Ron Ashkenas (2011) asserts that whining at a workplace tends to lower person's

accountability which is a key influencing factor in an organization. Barry needs first to attempt to

solve his problems before complaining about them. This would allow him to determine how

accountable he was in creating those issues. He should think of ways of avoiding such surprises

by thinking about himself and his future. Furthermore, he has the authority and resources to

showcase his work and prevent other employees from taking advantage of him in the future.

Question Four: Should Barry look for another job? Why or why not?

Barry should not look for another job, at least not at the moment. There are numerous

ways in which he could improve the work issue, and he must try to solve this issue first rather

than running away from his problems. Besides, this issue occurred because of his assumption.

Raphael became his boss so ought not to have assumed that his promotion would be easier. Barry

needs to be professional since Raphael's promotion need not be a source of conflict of interest

with his boss and colleague. Barry needs to clarify the emails that had been shown to him by his

friends whether they were legit before reaching any conclusion and making assumptions that

may be baseless. He could utilize numerous power tactics to be more fulfilled with his work. In

my view, the most efficient power tactics to utilize in this circumstance are coalition, ingratiation

and rational persuasion. It is imperative that he talks with his boss and other colleagues

positively; otherwise, he may be viewed as a whiner.

The Application of the Path-Goal Theory

As a leader, Barry should employ the Path-Goal Theory. According to Langton (2015),

the path-goal theory is a leadership theory that encourages leaders to assist their team in attaining

their objectives and providing the necessary direction and support that they need to succeed.
CASE STUDY ANALYSIS AND RESEARCH
8

Path-goal theory can be used by Barry to manage his leadership style to foster hard work and

motivate his team members, to fulfill their set objectives. The theory is basically the

ramifications that a leader like Barry works with a person to set up an objective. Notably, the

leader does this by personal inspiration and motivation to accomplish the proposed objective,

while working through obstructions that may thwart accomplishing that objective. Barry needs to

understand the essential assumption of the path-goal hypothesis is what inspires each member of

his team. For instance, their capacity to perform the work, their endeavors will bring about a

specific result, and the result will be advantageous. This hypothesis is a practical approach that

Barry as a leader can use it to rouse and motivate his team members to accomplish the set

objectives.

The path-goal theory can said to be developed from expectancy theory. It contains four

sorts of leadership practices and behavior that Barry needs to utilize so as to ensure that his team

achieves their set objectives (Northouse, 2013). These behaviors are; supportive, directive,

achievement-oriented and participative (Langton, 2015). As directive leader Barry needs to give

clear work directions, course of events and deadlines for assignment completion, and codes of

expectancy and how to accomplish the tasks effectively. Secondly as a supportive leader Barry

must be approachable and friendly, he ought to treat his team members as equals, and endeavor

to make the work pleasurable for them. Barry needs to mentor and nurture his colleagues.

Thirdly as a participative leader Barry ought to share decision making processes with his

colleagues and incorporate their proposals and input when undertaking their objectives. For

effective utilization of this theory to be effective Barry needs to share and use the ideas and

thoughts of his team.

CASE STUDY ANALYSIS AND RESEARCH
9

Lastly, to be an achievement-oriented leader Barry must challenge his team to

accomplish greatness by urging them to work with their highest levels of achievement. Through

this theory, Barry will need to determine the results their subordinates want and reward his team

members with desired outcomes. By doing this Barry would have ensured that his team and

companies goal is in tandem. His team would be motivated to work hard since they would have

sense of belonging and self-worth. Conclusively, this theory offers Barry effective leadership

behaviors that would drive his team members towards excellence by minimizing status quo.
CASE STUDY ANALYSIS AND RESEARCH
10

References

David Zimmerman. (2015). Stop Complaining: How whining Affects Our Work. Retrieved from

https://www.linkedin.com/pulse/stop-complaining-how-whining-affects-our-work-david-

zimmerman/ on October 10, 2017.

Ethan Carey. (2015). 8 Reasons Why Constant Complaining at Work is Bad. Retrieved from

http://i95rock.com/the-8-reasons-why-constant-complaining-at-work-is-a-bad-idea/ on

October 10, 2017.

Kaitlin Nickrent. (2015).4 Reasons Why You Should Stop Complaining at Work. Retrieved from

http://www.medixteam.com/currently-employed/4-reasons-stop-complaining-work/ on

October 10, 2017.

Langton, N. (2015). Organizational Behaviour: Concepts, Controversies, Applications, Seventh

Canadian Edition plus NEW MyManagementLab with Pearson E-text--Access Card

Package. Pearson Education Canada. Retrieved from

https://www.academia.edu/31176780/Organizational_Behaviour_Concepts_Controversie

s_Applications_Seventh_Canadian_Edition_7E on October 9, 2017.

Norman H., M. & John H., S. (2011).Thinking Ahead: Power Tactics. Retrieved from

https://hbr.org/1956/11/thinking-ahead-power-tactics on October 10, 2017.

Northouse, P. G. (2013). Leadership: Theory and practice. (6th ed.).Thousand Oaks, CA: Sage

Publications.
Ron Ashkenas. (2011).The No Whining Rule for Managers. Retrieved from

https://hbr.org/2011/11/the-no-whining-rule-for-manage.html on October 10, 2017.

CASE STUDY ANALYSIS AND RESEARCH
11

Selena Rezvani. (2014).Why Complaining Is Killing Your Reputation at Work. Retrieved from

https://www.forbes.com/sites/work-in-progress/2014/07/11/why-complaining-is-killing-

your-reputation-at-work/#66843f1a4bb9 on October 10, 2017.

University of Delhi. (2017). Power and Politics in Organizations. Retrieved from

http://vle.du.ac.in/mod/book/view.php?id=9726&chapterid=15607 on October 9, 2017.