Williams-Sonoma case analysis

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What does Meyerson mean by the term tempered radicals?
Tempered radicals are leaders. These are persons that think and if necessary challenge the status quo. They are willing to rock the boat and confront the present practices in the organization. These individuals can spot opportunities and can turn the focus of the organization on the issues they wish to highlight.

2. According to Meyerson, what are the two ways that organizational change occurs?
They change in two ways, one through drastic action and second through evolutionary adaptation.

3. Describe the differences between disruptive self-expression and strategic alliance building change strategies.
Disruptive self-expression is an incremental approach in which an individual simply acts in a way that feels personally right. This draws the notice of others. It helps signal a change in an subtle manner. Strategic alliances are built so that the person can push through with more force. When a person builds an alliance, the enlist the help of other persons and this makes him more powerful.

The differences between the two are that disruptive self-expression is purely an individual strategy, it draws attention to the self. On the other hand strategic alliance means teaming up with others and using power derived from the alliance.

4. Summarize the characteristics of a tempered radical.
A tempered radical is an excellent listener; she can think on her own, rock the boat and alter the face of the organization. They are excellent leaders and are able to change the organization at the grassroots level. Often they are hidden deep in the organization.

5. What barriers did Williams-Sonoma encounter on its crusade for change?
There were conflicts within the company; there was cannibalization of sales of other channels. There was friction within the company. Most importantly, there was cultural conflict. There were demands that ...