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Ravi Buran-68 Aribuzziman Khan-69 Arjun Khera-70 Arjun Arya-71 Nitin Khanijo-72 Shruti Patra-73
BY Group 1
Objective • To fathom the organization. relationship between a employee and an • To study the impact of an individual’s behavior in the organization. To analyze the personality of Alex Sander over various dimensions. • • . To understand the importance of the feedback process i.e. the 360 degree feedback process mentioned in the case study.
Answers to the questions. Personality traits and MBTI analysis of Alex Sander. Managerial learning's. Feedback Analysis.Course of the Presentation: • A brief introduction of the case study. The 360 degree feedback process. Organization and Alex Sander. • • • • • • .
• The 360 degree feedback process takes into account the feedback given by the superiors. • The day under consideration deals with the views of Alex Sander over the 360 degree review exercise. • In his one year association with the organization. • Sam Glass: Alex is a rising star and has a high personal interest in keeping him at landon. into the U. he had rebranded two national skin care products. • . • Sander is leading the launch of a European skin care product called “Nourish”. subordinates and the peers in the organization.age 32. market. which requires working with a multinational product development team. is the youngest product manager in the toiletries division of Landon Care Products Ltd which is a cosmetics products company headquartered in Connecticut.Introduction: Alex Sander .S.
. It depicts the relations of individuals and the various departments.Organization and Alex Sander: Organization chart is a pictorial presentation of the organization structure and the functional relationship of the personnel and the departments in the organization.
peers. This typically includes the employee's manager. • 360 Feedback is used as a Development Tool to help employees recognize strengths and weaknesses and become more effective. • 360 Feedback is also used as a Performance Appraisal Tool to measure employee performance. and direct reports. • .360 Degree Performance Review: 360 Degree Feedback is a system or process in which employees receive confidential. anonymous feedback from the people who work around them.
on basic technical or joband goal-setting specific skills . 360 assessments provide feedback on how others perceive an employee 360 feedback is not a way to determine whether an employee is meeting basic job requirements 360 feedback addresses skills360 feedback is not focused such as listening. planning. What 360 Feedback Surveys do not assess: 360 feedback is not a way to measure employee performance objectives.360 Degree Performance Review: What a 360 Feedback Survey Measures: 360 feedback measures behaviours and competencies.
Alex Sanders personality traits. 1: MBTI MODEL: ESTJ 2: Big Five Model: Extroversion: HIGH Agreeableness: HIGH Conscientiousness: HIGH subtitle style Click to edit Master Emotional stability: LOW TO MODERATE Open to experience: MODERATE Ø Ø Ø Ø Ø .
Ø Self efficacy: HIGH Self.Personality traits Continued .esteem: HIGH Locus of control: INTERNAL Machiavellianism: LOW Self monitoring: LOW Risk taking: HIGH From the above observations we can conclude that Alex was more likely to be type A PERSONALITY Ø Ø Ø Ø Ø Ø ..
Behavior of Alex that impact 360 performance .
supervisors. and Alex himself . In case of Alex.e. He sometimes exudes an attitude of being better than others which is offputting • • • He sometimes becomes too straight forward while critically examining othe which might create hostility He controls every minute detail of things which belittling others • . but whether they can envision him as a leader is a big question. colleagues. inputs were obtained from various sources i.After going through the case • thoroughly following points can be arrived at: He is respected by his colleagues. He ensure his team receives due recognition for work well done and shows appreciatio • Click to edit Master subtitle for Alex generates enough visibilitystyle his team by producing efficient results. Outsiders.What does 360 data tells about Alex career success ? The 360° degree feedback is an important tool of employee evaluation in Lander Care Products Inc. • He is a good team player with team mates of the same hierarchy. He works tirelessly and expects his team members to do the same which disturbs work-life balance.
If I were Sam Glass I surely would have spent more time counseling Alex and . as commendable feedback has been given by hi peers & individuals who were invited by Alex for the feedback. But on the other hand colleagues lower in hierarchy or at a higher position that Alex have mentioned a lot of negative things about his style of working and dealing with individuals.After taking into account the review above one can say that Alex will be able to sustain his position in the organization.
.Will Alex do something differently on the basis of the feedback? Alex Sander thinks of compensation as the only measure of performance and does not value the importance of the feedback exercise. Also he has preconceived notions about the results and thinks that he already knows everything with respect to the results of the feedback analysis. He considers the entire process as a waste of his time as he wants to devote the maximum amount of time to work. He is too haughty a person to be receptive to what others think of him. The dedication and sincerity towards work would unchanged irrespective of the results of the exercise. On the contrary he also puts in a lot of effort to channelize his energy towards work. remain Therefore he would not want to do anything differently on the basis of the feedback.
.youtube.From Sander’s perspective it may help him finish more tasks in lesser amount of time. who may be an idol for Sander and other employees. to lecture on the importance of team work. Allocating the given task to different teams will help in reducing the load on Sander . http://www. He may organize team building activities for the employees of the organization.com/watch?v=v4GUZspslY0&feature=related He will probably invite a young achiever. resource in the organization and would want to retain Sander in the firm.What do you think Sam Glass will do ? Sam Glass understands the importance of Alex Sander as a . He will also guide him on the aspects of fragmenting the workloads into different departments . He would provide Sander with some counselling sessions that make the qualities of a good leader visible to him. He will critically analyze the feedback results of Alex Sander and will give valuable input to Sander.
How well would you do working with a person like Alex As a teammate? As a Boss? As a direct report of yours? Boss Upside • • Downside • Multitasked /Makes things happen Committed & tireless Leads by example Self confident No work life balance Controls every detail Does not praise Short tempered • • • • • Team member Upside • Downside • Shares due credit generous Willing to mentor Creative /relentless Arrogance Stresses the system Needs work on leading virtual team • • • • • .
Subordinate Upside • Downside • Aggressive /initiative Accepts Challenges Entrepreneurship Market/Product Knowledge Thinks Ahead Decisive Breeds Hostility Not a team player Critical of others Short tempered Self obsessed • • • • • • • • • As a Boss: No Colleague: Maybe Subordinate : Yes .
Managerial Learning's • Significance of the 360 degree feedback mechanism Meeting the person Job fit Identifying potential Leaders and grooming them Making the feedback Mechanism more robust • • • .
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