1.

Assessment of Thomas Green:

Thomas Green is an ambitious individual having keen sense of available opportunities. For example, he
noticed great chance to climb up the managerial ladder while joining Dynamic Displays. Thomas also
identified an opportunity to move up in Dynamic Displays in the form of Senior Marketing Specialist.

He worked hard to realize his plans and ambitions which is evident via working while education,
enjoying success in banking division for National Business Solutions. He also displayed terrific work rate
at Dynamic Displays by rolling out kiosks at 20 airports for Journey Airlines. He established rapport with
McDonald during his short span at Dynamic Displays in order to secure the position as senior marketing
specialist. Despite limited experience, he was able to convince McDonald for assuming the new role in
organization.

Thomas believed and enjoyed visiting and convincing his clients to his ideas via more of verbal
communications. He was able to sell his ideas and can think quickly. He did not emphasize on developing
data and presentation in his working style.

He was not afraid to put forth his views during Budget plan meeting despite contrasting opinions with
Frank. However, as involved for the first time in planning and forecasting process, he displays
immaturity and lack of experience, while speaking his heart out without establishing the views by help
of the supporting facts and figures.

Being put in to Senior Marketing Specialist at early stage of the career, he lacks managerial experience
while dealing with situations and people.

Thomas has displayed careless attitude by not answering to calls and email from Frank, he could not see
his fault in his failure to provide so. He established mental perception of criticism as reaction to his
outburst in the budget meeting instead of looking to improve himself.

Thomas displayed arrogant attitude by not improving and avoiding communication after first feedback
meeting, he also continued to justify his perception to other people in the office. After learning of
second feedback email also, he was not able to identify shortcomings in his work and attributed the
feedback again to his counterview in the meeting.

2. Actions of Thomas Green that may have contributed to the problems:

Thomas did not pay attention to the advice offered by McDonald for thinking/acting strategically while
working with several functions and layers in the company. McDonald also advised Thomas regarding
dealing with tricky situation with Franck in his new position which Thomas ignored.

Thomas, in his working style, did not pay attention to establishing data, facts, presentations etc. due to
which his feedback during Budget meeting proved baseless. Thomas did not return on Franck’s calls as
well as he did not inform about his schedule to the boss. Also, as Thomas did not provide details, charts
as demanded by Frank, this resulted in Frank believing as irresponsible behavior by Thomas and ignoring
his feedback.
Thomas did not acknowledge the authority of Franck and also did not respect/value experience of his
boss. Thomas also failed to accept any shortcomings/deficiencies in his own work and viewed feedback
in biased way.

Moreover, he avoided further communication with Franck and continued to justify his perception of the
situation to other people in the organization.

Lack of preparing/keeping data/presentation/details also put Thomas in precarious position for the
forthcoming discussion with McDonald.

3. Actions Thomas should take now

 Thomas should look towards the situation from Franck’s perspective, he should accept the
shortcomings, mistakes he has done despite early feedback. He should acknowledge that he needs
to improve.
 He needs to be positive during discussion with McDonald and assure that he will work on his
weaknesses. Meanwhile, he should present his ideas to Management (those he is working on with
the help of clients) and build more confidence in McDonald/Franck.
 He needs to interact with Franck frequently as against avoiding him, he should accept Franck’s
authority and respect his experience, contribution to Dynamic Displays.
 As he has very little experience in the new position, he should work as “Senior Marketing Specialist”
and not as “Account Executive”. He needs to learn with other senior team members in the
organization.
 Thomas needs to validate/establish his work via data/reports/details etc. and present to
Management (sometimes to McDonald also) so as colleagues/bosses will be aware of his
contribution based on concrete details.
