A Day in the Life of Alex Sander - Assignment Example

Case Study: A Day in the Life of Alex Sander Question In the present competitive scenario, business organizations are required to conduct their operations in a competent manner for better sustainable business performances. Managing highly talented and performing employees with difficult personalities is one of the important managerial difficulties faced by different organizations. From the case scenario, it has been identified that Alex Sander working as a product manager in Toiletries Division of Landon Care Products. Alex Sander is identified to be a talented as well as competent employee. Additionally, Alex Sander also possesses intolerant style in managing operations, which adversely affect his relationship with other employees in the organization. In this regard, it is essential to manage highly talented but difficult personality employees appropriately, so that business operations are conducted successfully. The measures to effective manage highly talented but difficult personality employees are provided hereunder. Utilize the talents and stretch effectiveness of employees by providing challenging and substantive assignments. Such tasks might assist in engaging employees to conduct operations competently Feedbacks should be provided in both the directions within an organization Managerial support is very much essential in transforming the behavior of personality through effective communication as well as on the basis of expectation and accordingly, additional training services should be offered Meeting should be organized regularly for better involvement of employees in management decisions Show constant attention towards their interest and understand their point of view on any negative controversy or issues Mutual trust and respect between organizations as well as the difficult personality is the most important that employer should concern about in order to ensure effective business performances It is important to retain employees with difficult personality in an organization because such employees are able to conduct operations with better productivity, innovativeness and creativity leading to increased sales and operations efficiency. Respectively, the investment made by an organization in the training and development process of employees with difficult personality is worthwhile. In this respect, turnover of such employees having big contributions towards business performances might result in mislaying the goodwill and investment of an organization. Accordingly, proper communication, training, building interpersonal relationship, proper feedback towards their problems with needful authority, accountability and responsibility will help to overcome shortcomings that limit effectiveness of employees with difficult personality should be mitigated in order to enhance operational efficiencies (Lipman, 2012; Collins & Greiner, 2008). Question 2 360-degree feedback is identified as the process based on which employees or workers of an organization receive unrivaled, anonymous, confidential and unidentified feedbacks from employees working within that organization. In 360-degree feedback, feedbacks can also be obtained from different stakeholders that include managers, peers, shareholders and employees who might provide feedback regarding questions that covers broad range of organization competencies. Feedback forms cover questions that are rated on various scales with written comments, so that appropriate information is obtained for making effective decisions. 360-degree feedback covers the information regarding the knowledge about a job, a company, individuals’ skill, behavior and personality relating to traits or style. An organization that uses the 360-degree feedback system helps mangers and other leaders to better understand the strengths and the weaknesses of a particular employee, so that effective development plan is formulated in order to enhance performances of employees. 360-degree feedback systems will be helpful for an organization to improve effectiveness for different factors provided hereunder. 360 feedback process assists in continuous growth and improvement, as the core values of the organization is reflected in the survey The rating process aids individuals in an workplace to be motivated to improve their performances Effective implementation and proper feedback reports help employees to recognize their strength and weakness based on which necessary improvement can be implemented for better support towards organizational operations The process helps in reflecting the fact of any change in the behavior of any employee and the results are compared with other individuals in the same position 360-degree feedback process helps manager and other superior members to understand the job satisfaction level of employees by appropriate scrutiny of performances and appraisals aspects Most valid and reliable feedback data or information with minimal errors helps an organization and individuals to uncover hidden talents Effective 360-degree feedback evaluation is based on following criteria: To individual, it helps individuals to perceive what other think about them, uncover unspotted points, understanding behavior, ascertain performances of employees and quantify information about soft skills To team, it aids in increasing interaction, communication and trust, supports teamwork through better involvement of employees To organization, it assists in evaluating performances on the basis of corporate culture, environment, competencies and values In an organization, the personality like Alex Sander possessing competent talent and innovativeness but his intolerant style to lead the employees is seemed to create a barrier in building relationship with other employees. Alex Sander possesses his own strength and weakness but to work in an organizational environment employees are required to work through effective coordination and cooperation, as it might aid in performing operations as a team. Thus, the overall performance and competencies of employees with difficult personality might be enhanced through 360-feedback review (Fletcher, 2014; Collins & Greiner, 2008). Question 3 In the ever-changing and volatile business environment, organizations are constantly focusing towards improving organizational competitiveness by possessing competent employees and meeting the requirements of stakeholders. In this respect, employees are required to conduct their activities in a coordinated as well as cooperative manner. 360-feedback systems help in evaluating performances through feedbacks obtained from managers, peers, and employees. In my organization, effective 360-degree feedbacks processes help us to reveals the major strengths and weaknesses with the correspondent remedial factors of improvement. In the 360-degree appraisal system, the feedback process has assisted the organization as a whole to have a better understanding about the performance of employees and accordingly, develop appropriate plans in order to manage their difficult personality and improve competencies. It provides an opportunity to have better self-awareness about behavior as well as personality and develop proper plan, so that business operations are performed with a common organizational culture. Furthermore, it is effective in building teamwork, which assisted in conducting operations with a common objective. One of the major pitfalls in the implementing of 360-feedback process in the organization is degree of biasness. In this context, correct implementation procedure is adopted with the aim of developing an error free 360-degree system. As, an employee of the organization, the system has been adopted to obtain both positive as well as negative feedbacks. The feedbacks triggered to improve my remedial drawbacks are uncultivated in a suitable manner in order to act positively in accordance with organizational objectives. Correspondingly, any feedbacks based on biasness are to be criticized, so that overall business performances of the organization are improved. References Collins, E., & Greiner, L. E. (2008). A Day in the life of Alex Sander: Driving in the fast lane at Landon care products. Retrieved from https://cb.hbsp.harvard.edu/cbmp/product/2177-PDF-ENG Fletcher, L. (2014). 360 degrees of success. Retrieved from http://www.getfeedback.net/kb/360-degrees-of-success Lipman, V. (2012). How to manage difficult but talented employees. Retrieved from http://www.forbes.com/sites/victorlipman/2012/03/28/how-to-manage-difficult-but-talented-employees/ Read More