Case study

Berg failed to achieve his goals at AMW Company due to a lack of leadership and management abilities, which resulted in the creation of an unproductive admissions procedure. Berg did not study AMW’s history in its entirety because it was illegal. Despite this, he was motivated by the company’s reputation as an industry-leading public relations firm that followed the organization’s essential ideals (Berg, 1977, pp.33-56). It makes no difference where Berg got his exclusive belief; the organization only deals with and employs female clients and employees. When the difficulty level of the AMW challenge is determined, it will be possible to investigate various scenarios. As a result of his research, he is confident that AMW will be able to monitor and track its own progress. Berg was completely correct as he did not have any options because he hadn’t had enough time to consider the various ways he could achieve his educational objectives.

The AMW can be explored from various perspectives. Berg was unable to comprehend how sexual interactions functioned, and as a result, he had little interest in how they operated. When Berg was an adult, he attempted to find work in a field dominated by women, but he was unsuccessful. Berge was quoted as saying that he was instantly drawn to AMW ladies because they were “kind, supportive, and seductive” (Hootegem, 2020, pp.5-7). As a result, he was no longer able to maintain objectivity on the job, making it easy for some of his coworkers to exploit the situation. To downplay the significance of his research and persuade the rest of the group to do the same; as a result of his objectivity, other members of the AMW will collaborate with him, but only if he stays focused on the project’s goals so that it can be completed. One of the many issues with Berg’s position was that it gave the impression that he belonged to the “in group,” which refers to the group of people within the organization who make decisions (Berg, 1977, pp.33-56). His actions indicated that he had already formed an opinion about the subject at hand. Individuals who were members of the “out-group” would invariably feel isolated. As a result, there was conflict between the two political parties. Berg’s apparent preference may have contributed to an increase in the risk of a conflict of interest efforts (Buchanan and Huczynski, 2010, pp.5-10). It was unavoidable for the “out-group” to condemn his actions which ended up in failure due to many issues discussed in the following sections.

Stakeholder issues not resolved

There are still some unresolved issues about this case. Individuals who have never participated in the decision-making process will be disqualified if those who work “above” are removed from the process. Inter-floor disagreements were both unavoidable and necessary for making decisions during my time at AMW. Some potential participants are hesitant to sign up for the campaign because they are concerned that they will have to change their behavior if they do (Berg, 1977, pp.33-56). The organization’s members were concerned that Berge’s suggestion would harm their reputation in the region. The organization’s approach to problem diagnosis may have revealed issues that necessitated the company’s reorganization. Changes to the corporation’s organizational structure may, in some cases, be detrimental to specific jobs (Brimblecombe, 2019, pp.117-130). Berge decided not to participate in the initiative because he was unsure of its long-term viability. When Berge first learned of his preoccupation, he approached AMW with caution because he was concerned that the public display of freedom would be detrimental to his company. Furthermore, his ability to maintain his silence produced the idea that he wasn’t entirely committed to attaining his goal, which ultimately helped to his success. Berge’s concern may have dimmed the enthusiasm of some of the AMW participants. Berge claims that the majority of AMW members did not realize the significance of his idea until after they had voted for it.



Berge’s lack of experience

In addition to organizational and personal factors, the failure of Berge’s project can be attributed to his lack of expertise. Despite his efforts, he was unable to break into the industry because AMW lacked a well-organized business (Brimblecombe, 2019, pp.117-130).

The organizational structure is unclear due to a lack of clarity

Berge was frustrated because he was unable to find a capable individual to guide him through all of the company’s projects due to AMW’s confusing organizational structure. All employees are treated fairly in accordance with the family-friendly culture that pervades the company (Beerepoot et al., 2019, pp.4).


If the system is configured in this manner, it may appear unfair to other employees to assign a specific employee the job of project guide. Berge’s work would be much easier to plan if the corporation’s administrative structure were more conventional. As a result, the organization as a whole would benefit. Individuals who follow “loose” patterns, on the other hand, have a difficult time fitting into a company’s culture.

Consultation is important

Consultants are crucial to every successful business’ expansion. Since the consultant is responsible for finding solutions to all problems, even if the manager and employees are having trouble. If Berge is interested in joining the AMW, she should consult with Jan and Diane about how to do so, as the group’s structure is conducive to its values of autonomy and empowerment (Belmondo, 2022, pp.3-5).

Ability to express gratitude

Aspiring researchers would do well to familiarize themselves with the challenges faced by practitioners and the solutions they seek. Gratitude as a cultural practice within an organization has the potential to become its most potent stealth weapon against rivals. More than half of workers would be more likely to remain at their current positions if their supervisors showed them more respect, say some specialists in the field. People are more motivated to work hard when they feel their efforts are being noticed (Fowler and Jouganatos, 2019, pp. 6-8). Employees have a more positive outlook on the value of their job and their contributions to the company when they see that management recognizes and rewards their efforts. It has also been shown that showing appreciation for people at work boosts their loyalty, enthusiasm, and output. Workers are more dedicated to their employers when they feel they are valuable to the company. Using this strategy, a researcher might evaluate their own objectives against those of a business or other group. When all parties involved come out ahead, we say that it was a “win-win” situation (Yoo, 2019).

Relationships of authority and subordination

When it comes to the management of a successful business, there are numerous factors to consider. The business will be successful if its employees consistently tell the truth and go above and beyond what is expected of them. If these routines are to have a significant impact on the organization, management and employees must collaborate to spread the word about them (Fowler and Jouganatos, 2019, pp. 6-8). As a result, Berg must clarify the ground rules to the group. Working together, having good communication so that if someone has a problem, they can discuss it openly and receive help, and management treating employees with respect so that employees do not have issues with them are all examples of this. Furthermore, good communication is required so that if someone has a problem, they can discuss it openly and receive assistance (Schreiber, 2019, pp.4).

Politics in the organization

In terms of organization politics, it is critical that researchers be as open and explicit as possible about their goals and the benefits they anticipate delivering to the company (Belmondo, 2022, pp.3-5). The fact that AMW has doubts about Berge’s honesty demonstrates that his point of view lacks any meaningful goals to strive for. A significant number of AMW members have refused to participate because they disagree with Berge’s objectives. Others have expressed a desire to participate in the activities. Given that the organization has political interests in Berge’s work, he should have been more aware of this fact and more cautious in how he conducted himself. In theory, Berge could have achieved his objectives if his plan had been successful in assuring AMW’s success (Hayes, 2018, pp.5-9). Berg and the other employees who are actively involved in organizational politics are expected to perform a variety of tasks in order to complete their tasks. They are also more accountable for the overall success of the organization. Even if it isn’t always obvious, political behavior is likely to remain consistent until it is no longer possible to change it (Mohamed, n.d., pp.3-5). Employees at Berg and the company as a whole suffer losses as a result of the company’s organizational politics. This can have serious consequences for a worker’s overall health, as well as their job satisfaction and loyalty to their employer. This has an indirect but significant impact on Berg’s company’s overall success. Workplace politics can elicit negative emotions, which can have a significant impact on how people think about things. They have lost interest in their jobs and only go to work because they have no other option. Politics within an organization has a negative long-term impact on employee motivation. Understanding organizational politics is essential if you want to understand how differences in alliances and conflicts influence events within an organization (Doldor et al., 2013, pp.14-427). Leaders in Berg’s organization must be skilled at manipulating organizational politics if they are to achieve important goals while maintaining power within the organization.


To persuade others to support a particular cause or one that piques their interest, ONE must be persuasive. If a person understands how to use persuasion skills to sway the opinions of others in their favor, they will be able to achieve their goal (Slavkovic, n.d., pp.38). Berge would have had a better chance of getting Diane and Joy to help him if he had been able to persuade them more effectively. They most likely gave up on him because they did not believe the study would result in a significant improvement in the current situation. Because communication is the most effective strategy for changing someone’s mind, it occurs early in the process. When trying to persuade someone of something, speaking with staff members like Diane and Joy is the most effective way. It is essential for the message to have an impact on those who hear it, whether it is delivered orally or through body language (Doldor et al., 2013, pp.14-427).

After interacting with Berge and his team, people are more likely to understand the information presented to them. When attempting to persuade someone of something, Joy and Diane should put themselves in that person’s shoes and consider the situation from their perspective. One of the most effective ways to demonstrate consideration and patience is to listen to what others have to say. Diane must implement the strategy of giving people the opportunity to express their opinions in order to give them the impression that their perspectives are valued. By doing things in this manner, support and trust can be demonstrated. Understanding the motivations behind people’s actions will put you in a better position to persuade them to support your cause. Berge will be able to get along better with his employees if he has a higher level of emotional intelligence, which is important given the nature of the work environment. Berge and his team will be able to make a decision once they have determined the audience’s feelings. Berge and his team must modify their persuasion strategy based on how people walk and how they feel (Buchanan and Badham, 1999, pp.609-629). In order for Diane to achieve this goal, Berge must first persuade a potential supporter of the proposal’s worth. Individuals who hear the ideas or plans must make wise decisions in order for them to be effectively implemented. Use sound reasoning and logical arguments to support your points of view. If evidence is required to back up the allegations, you must provide it. Berge may be able to better understand your point of view if you use a graph or a spreadsheet. Make use of it so that others can understand what you’re saying. Persuasive power is built on the ability to form meaningful connections with others and cultivate friendships with them (Sforca et al., 2019, pp.553). If Berge and his employees want to stay connected, they must be able to collaborate for the benefit of both parties. If Berge employees believe that the company is doing well, they will be more willing to help the organization. Employees’ trust in their bosses grows when they see them making progress and going above and beyond.

Making evaluation

Since Jan and Diane agreed with Berg that the initiative was essential, they should have investigated the corporate consultation cycle. The document contains a description of the expected duties and talents, as well as an explanation of the relevant political processes, a list of the many various sorts of data that will be required, and a list of the most efficient means to acquire this data. The brochure also contains a list of ongoing political processes. A complete diagnosis would have provided Berge with a clear path to success in both his personal and professional life. He would have benefited from doing this. Even if acknowledging something is typically the initial step, it is essential to consider how much time has passed (Slavkovic, n.d., pp.38). It has been demonstrated that doing an organizational diagnostic significantly increases the probability that a researcher’s proposal will be accepted. This may have occurred because Berge joined the company at a time when they were having difficulty making decisions. Throughout time, changes to an organization’s structure may be required to eliminate redundancies or address flaws with the way things are managed. If Berge had waited, he would have received sound advise and a prompt response, which would have made his life in the long run much simpler (Mohamed, n.d., pp.5). Although AMW was not a standard company, it was difficult to get things moving in the correct direction. Due to this, upper management did not support the research, which made matters difficult from the outset. The following responsibilities should be assigned to and carried out by a professional in organizational development:

  • Practitioners must be able to distinguish between investigations conducted for personal benefit and those conducted to meet professional obligations and responsibilities. Always keep your professional and personal responsibilities distinct (Fowler and Jouganatos, 2019, pp.9-11).
  • In an ideal world, the organizational development team would share the same characteristics as the client organization. To make a decision, you should consider the accomplishments that the organization and its employees can achieve.

By using an example from his own life, the author explains how a young black man conducting research and an older white man doing the same thing may be perceived quite differently. Before beginning work, it is critical that the team and management have a clear understanding of what is going on and which factors are most important to consider. Strong communication abilities are required of leaders. Individuals from various groups may be questioned about their perspectives on the inter-group problem during the admissions process. As a result, there is a higher level of trust among the various groups that can easily communicate with one another thanks to this platform.




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