Click to Study Analysis: A DAY IN THE LIFE Case edit Master subtitle style

OF ALEX
Ravi Buran-68 Aribuzziman Khan-69 Arjun Khera-70 Arjun Arya-71 Nitin Khanijo-72 Shruti Patra-73

BY Group 1

SANDER

Objective

To fathom the organization.

relationship

between

employee

and

an

To study the impact of an individuals behavior in the organization. To understand the importance of the feedback process i.e. the 360 degree feedback process mentioned in the case study. To analyze the personality of Alex Sander over various dimensions.

Course of the Presentation:

A brief introduction of the case study. Organization and Alex Sander. The 360 degree feedback process. Feedback Analysis. Personality traits and MBTI analysis of Alex Sander. Answers to the questions. Managerial learning's.

Introduction:

Alex Sander ,age 32, is the youngest product manager in the toiletries division of Landon Care Products Ltd which is a cosmetics products company headquartered in Connecticut.

In his one year association with the organization, he had rebranded two national skin care products.

Sander is leading the launch of a European skin careproduct called Nourish, intothe U.S. market, which requires working with a multinational product development team.

The day under consideration deals with the views of Alex Sander over the 360 degree review exercise.

The 360 degree feedback process takes into account the feedback given by the superiors, subordinates and the peers in the organization.

Sam Glass: Alex is a rising star and has a high personal interest in keeping him at landon.

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. It depicts the relations of individuals and the various departments.

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. This typically includes the employee's manager, peers, and direct reports. 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.

360 Degree Performance Review:

What a 360 Feedback Survey Measures: 360 feedback measures behaviours and competencies.

What 360 Feedback Surveys do not assess: 360 feedback is not a way to measure employee performance objectives.

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, on basic technical or joband goal-setting specific skills

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

Personality traits

Continued ..

Self efficacy: HIGH Self- 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

Behavior of Alex that impact 360 performance

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. In case of Alex, inputs were obtained from various sources i.e. colleagues, supervisors, Outsiders, and Alex himself .After going through the case

thoroughly following points can be arrived at: He is respected by his colleagues, but whether they can envision him as a leader is a big question.

He is a good team player with team mates of the same hierarchy. 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.
He works tirelessly and expects his team members to do the same which disturbs work-life balance. 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

After taking into account the review above one can say that Alex will be able to sustain his

position in the organization, 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.

If I were Sam Glass I surely would have spent more time counseling Alex and

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. On the contrary he also puts in a lot of effort to channelize his energy towards work. The dedication and sincerity towards work would unchanged irrespective of the results of the exercise. remain

Therefore he would not want to do anything differently on the basis of the feedback.

What do you think Sam Glass will do ?

Sam Glass understands the importance of Alex Sander as a . resource in the organization and would want to retain Sander in the firm. He will critically analyze the feedback results of Alex Sander and will give valuable input to Sander. He would provide Sander with some counselling sessions that make the qualities of a good leader visible to him. He may organize team building activities for the employees of the organization. http://www.youtube.com/watch?v=v4GUZspslY0&feature=related He will probably invite a young achiever, who may be an idol for Sander and other employees, to lecture on the importance of team work. He will also guide him on the aspects of fragmenting the workloads into different departments . Allocating the given task to different teams will help in reducing the load on Sander .From Sanders perspective it may help him finish more tasks in lesser amount of time.

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

Thanks