Camp Happy Valley Case Study Analysis

Topics: Motivation, Morale, Summer of Love Pages: 12 (4508 words) Published: December 1, 2011
Introduction to Organizational Behaviour

Team Case Analysis Project:
Camp Happy Valley

November 22, 2010

Part 1: Cameron’s Bases of Power and Influence Strategy
Power relates to influence because in order for a person to be in a position where they have power, others must be dependent on them for one thing or another. The greater the subjects depend on the person, the more power a person has. When one is then in a position of power, they can influence others who are dependent on them in order for the needs of the dependent subjects to be satisfied. Influence cannot be exerted over people who are not dependent on the person, thus leaving that person without power. Dependency is created when the resource a person controls is important to the subject(s), it is scarce and cannot be substituted. Once these three requirements are satisfied, there are various influence tactics that can be used to increase power. In Cameron’s scenario, the tactics he is most likely to use are inspirational appeals, consultation, personal appeals, exchange, or legitimacy tactics depending on the type of power he is exerting. Cameron exemplifies reward power, legitimate power and expert power in his role as camp director. Reward power comes when someone has the ability to distribute rewards others view as valuable. As the camp programmer and a member of the core staff, Cameron is in the position to hire new staff, and reward them with summer wages. While reward power initiates compliance in subjects instead of commitment, using his reward power would be the first step to improving Camp Happy Valley because it is how he can build a functional summer staff. Exchange tactics are most likely to be used when he is exerting reward power because in the hiring stage, he will be offering wages and a fun summer experience in return for staff to work for him. Additionally, inspirational appeals can be used when discussing with interviewees the intrinsic motivators of being staff; the internal satisfaction of the job (lasting friendships, leadership opportunities and autonomy) can be a reward offered to them. Sue Johnson gave legitimate power –power that is received as a result of one’s position in an organization – to Cameron when she hired him as Programmer for the camp. Legitimate power is essential to Cameron in the camp setting in order to prevent the mistakes of past years where staff does not fulfill their obligations to the campers by having low team spirit resulting in an increase in parent complaints. He can use his legitimate power to change the current pre-camp staff training and to ensure that activities are completed, team-building activities are done throughout the day and that staff spirit is created before campers can arrive. He should use consultation tactics to discuss his plans with Sue Johnson, and when evaluating staff exchange appeals will be critical to discuss what the staff needs to improve or change in their work environment to continue receiving the benefits he offered them upon being hired. Lastly, Cameron can use his expert power to help staff make the summer a more inviting and exciting experience for the campers. Since Cameron has worked as a counselor in the past, he knows the problems with the current staff training and can use his previous knowledge to redesign the program into a more effective team-building exercise. Additionally, he can use his expert power throughout the summer to ensure that problems between staff, campers, or both are dealt with properly and parents do not begin complaining. Inspiration tactics will be important when initiating communication among these stakeholders to show the common values and goals that they share within the camp. Also, legitimacy tactics can be used with his expert power to explain why the camp must run a certain way or how to maximize relations between staff and parents.

Part 2: Motivations to Become Staff
People are motivated to...
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