Jane Epstein has been appointed as a new manager at TechniCO. All the team members she has got at this place are supportive and also good performers. She is trying to catch the personalities of her team members. She is satisfied with all the members but one-Andy Zimmerman. He is the person who wants to be more authoritative and have the things done his own ways. He is used to humiliate the coworkers and subordinates over very small mistakes. This type of behavior may be necessary in some situations but he has developed a habit of such a behavior. As we see in the case of brainstorming session where only ideas have to be generated his aggressive behavior demolishes the whole work environment. On the other had he is one of the top performers of the organization.
The manager has tried to convey the message to him to change his behavior but there is no improvement. The problem is arising due to the fact that the manager seems to be afraid of using the positional powers she has. The lack of communication among the employees is leading to these problems. I once read in case related to Boeing Corporation, where the manager said that we always look for team performers and not the individual stars. The basic reason for this type of hiring, at Boeing, was that problems surface up immediately at initial stages and can be rectified there and then. Here I think in this situation, the communication part is missing. Sometimes boss has to tell, Who is the Boss? I think that part is missing and has to be communicated in order to resolve the situation otherwise it would lead to point where the organization may have to loss the start performer.
The article MBA Admission Criteria and an Entrepreneurial Mind-Set: Evidence From “Western” Style MBAs in India and Thailand by dean a. Shepherd and other authors has negated the GMAT as a criteria for being good MBAs. The article has provided an insight that people who score more on GMAT may become more risk aversive. On the other hand it relates work experience with learning. Learning through experience makes a person a good manager but the MBA education can even future enhance the capabilities and convert a good manager to a better one. I think this depends and varies from person to person. The education may provide a person with the basic outline and guidelines about the business and how to deal with the risk. But it all depends on the Micro and Macro culture in which a person is operating. It includes the culture of the organization and the region as well
The article “The Weird Rules of Creativity” by Sutton is very thought provoking article. It has compared the conventional ways of doing business with the creative ways. I think it focuses on a single point and that’s related to the diversification. You have to think out of the box for anything new. If you want success you don’t have to be afraid of failure and it will open new possibilities for you. Similarly the work force diversity is also necessary for idea generation. Initially this concept was thought to raise friction between employees but now the idea is how to use that friction for creativity.
The manager has tried to convey the message to him to change his behavior but there is no improvement. The problem is arising due to the fact that the manager seems to be afraid of using the positional powers she has. The lack of communication among the employees is leading to these problems. I once read in case related to Boeing Corporation, where the manager said that we always look for team performers and not the individual stars. The basic reason for this type of hiring, at Boeing, was that problems surface up immediately at initial stages and can be rectified there and then. Here I think in this situation, the communication part is missing. Sometimes boss has to tell, Who is the Boss? I think that part is missing and has to be communicated in order to resolve the situation otherwise it would lead to point where the organization may have to loss the start performer.
The article MBA Admission Criteria and an Entrepreneurial Mind-Set: Evidence From “Western” Style MBAs in India and Thailand by dean a. Shepherd and other authors has negated the GMAT as a criteria for being good MBAs. The article has provided an insight that people who score more on GMAT may become more risk aversive. On the other hand it relates work experience with learning. Learning through experience makes a person a good manager but the MBA education can even future enhance the capabilities and convert a good manager to a better one. I think this depends and varies from person to person. The education may provide a person with the basic outline and guidelines about the business and how to deal with the risk. But it all depends on the Micro and Macro culture in which a person is operating. It includes the culture of the organization and the region as well
The article “The Weird Rules of Creativity” by Sutton is very thought provoking article. It has compared the conventional ways of doing business with the creative ways. I think it focuses on a single point and that’s related to the diversification. You have to think out of the box for anything new. If you want success you don’t have to be afraid of failure and it will open new possibilities for you. Similarly the work force diversity is also necessary for idea generation. Initially this concept was thought to raise friction between employees but now the idea is how to use that friction for creativity.
1 comment:
Hi Majid,
Again, you are brief, but own thoughts and examples are good.
Veronica
Post a Comment