CASE STUDY 5: ON THE COSTS OF BEING NICE

(5.14) Do you think employees must choose between agreeable employees and top
performers? Why or why not?
Agreeable employees must be choose as an employees because agreeable employees
can give full commitment to the obligations entrusted. Organizations are often looking
for workers who can give full commitment in the organization and also employees
who are capable of doing good and dedicated in carrying out their duties. Agreeable
employees could be more motivated to be a good employees with appropriate training
and leadership application that they have. Top performers not choose as employees
because normally top performers like to do the work that only depends on the post
only. They will not do any other work from the post. Even they also high demand in
salaries. The salary requested is more than the work done.

(5.15) Research seems to suggest that agreeable individuals make fairly poor
managers and decision makers. Why might this be the case? What are the
implication for organization? How does this effect their earning potentials?
This is because agreeable individual are less adept with negotiation. They are less
knowledge to creating win-win situation. They are weak in decision making. This
personality will give bad impact to organization because they cannot hold positions as
leaders because they are weak in decision making and proactive task behaviour are
not in themselves. They cannot come out with perfect ideas or ways to make the
organizational effectiveness increase. Their earning potentials usually not exactly
what they should get. They often negotiate lower salaries for themselves than they
might get. They is because they cannot make decision to evaluate job to get equal
work reward.

(5.16) Agreeable individuals tend to be attracted to specific types of occupations

and follow difference career paths. What has research indicated in this respect?
What are the implications and where are you more likely to find agreeable
employees?
The research indicates that agreeable individual personality is individual that more
compliant and rule abiding. They just do their works without any complain and doing
works by follow the stipulated rules. Agreeable individual can contribute to
organizational performance by engaging in organization citizenship behaviour. When
they doing their job well it can give positive impact to organizational. They help the
organizational to success. Agreeable employees can be found when the personal goal
and organizational goals is sync. When an employee is given the duty to complete the
task within a day and he can complete the works by the period given it is an agreeable
employees.
CASE STUDY 6: THE YOUNGEST BILLIONAIRE
6.1. How much blakely’s success is due to her personality and effort and how
much to serendipity (be in the right place at the right time)?does attribution
theory help you to answer this question? why or why not?
Yes, Attribution Theory do help!
Blakely’s success happened by internally caused and externally caused.
For internally caused,
Blakely can be success because of her effort and hardwork.
She tried a new business when she failed to enter law school, also did some research
to create a new patent of pantyhose to do a more viable business.
For externally caused,
Blakely’s manufacturing have been financed by a mill owners in North Carolina.
She also lucky to be selected by Oprah Winfrey’s stylish for her samples, Spanx.
She generate billions of dollars in sale for Spanx and it is sold in 55 countries.

6.2 What evidence is there in the case to suggest that Blakeley is not risk-averse ?
Risk-Averse = The tendency to prefer a sure gain of a moderate amount over
a riskier outcome, even if the riskier outcome might have a higher expected payoff.

Evidence:
1. Blakely start a new business which is running a kid’s club at the Clear-water Beach
Hilton after she falling to get into law school for the second time.
2. She worked on marketing, manufacturing and financing treating each as its own
project even she had been rejected for numerous times. Later, she found some one
that can finance the manufacturing.
3. She sent samples to Oprah Winfrey’s stylist to send news out to the public even she
didn’t know whether her samples will be chosen.
4. “The biggest risk in life is not risking. Every risk you take in life is in direct
proportion to the reward. If I’m afraid of something, it’s the next thing I have to go
do. That’s just the way I have been.

6.3 Use the 3 stage model of creativity to analyze blakely’s decision making.
what can you learn from her story that might help you be more creative in the
future?
3 Stage Model of Creativity:
1. Causes of creative behavior
Intelligence and creativity
Blakely create her own pantyhose patent by using her own idea and following
guidance from textbook.
2. Creative behavior
i. Problem formulation
She finds out that people hated current pantyhose since Florida is hot!
ii. Information gathering
Blakely do research every pantyhose patent ever filed at Georgia Tech library.
iii. Idea generation
She do her own patent of pantyhose.
3. Creative outcomes ( Innovation)
Blakely found someone to finance her manufacturing even that person didn’t believe
in her idea.

Learnt : Be open to new ideas and opportunities, take action and persist through
adversity, and create the outcomes which align with your goals.