Q.

1 What were Kravitzs assumptions about Lyndon Brooks abilities, attitudes

and motivations?

Jane Kravitz was one of the three Strategic Managers in Jensen shoes
responsible for developing marketing plan in the field of casual wear along
with three subordinates. The case reflected the fact that Jane held high
opinions about Brooks in her team. From the past experiences she had
working with him, she found him charming and professional with the
capability of solving problems. Jane was confident that Brooks must have
worked on similar s.o.s previously and was capable of doing good work.
Therefore, she was certain to be able to motivate him to deliver s.o.s within
the stipulated time which in reality was tedious for him. She is now facing
problems with his attitude at work. Kravitz was already given heads up by
Chuck about Lyndon, but dismissed it thinking Chuck was little quick to
judge. Hereby, Kravitz overlooked the fact that if we wish to understand
another person better, our task is not to observe them and their behavior
from our point of view, but rather try to get around and look at what is going
on from others point of view. Over the period, Brooks knew that he wanted
to manage a staff and it became an important part of his self-concept and
this self-perception was affecting his current endeavors. He had expressed
his dissatisfaction to Kravitz about his role but she could not completely
empathize. Instead, she took him out for lunch to celebrate and reward him
for his performance in the environmental project and even threw him
birthday party pre-assuming that would motivate him and put him to work.
When Brooks planned to go for a week, she assumed that he was taking
advantage of the open door culture prevalent in the organization.