Even though there are obvious signs of Lyndon being an irresponsible employee, she holds onto her first impression of him and does not change her style of management.
While this solution avoids the possibility of Lyndon not completing any project, it is suboptimal; ideally, he would complete both the Latino and African American projects.
Rather than considering the complexity of the problem ie.
This is demonstrated through the three determining factors in the Attribution Theory: More essays like this: If he has a reasonable explanation for his behaviour, he should continue by only completing one s.
If Lyndon still refuses to cooperate, Jane should admit that her perceptions of Lyndon were distorted and that her approach to managing the situation was ineffective.
Recommendations Jane has several options proceeding in the situation. Furthermore, her decisions are influenced by performance evaluations. Firstly, Jane and Lyndon should discuss their individual perceptions of the situation.
Her decision to preserve her style of management can also be attributed to a confirmation bias. She uses the fact that Lyndon completed the environmental project as a confirmation that he is competent.
This in turn, influences her management decisions; instead of using her authority to demand the required output from Lyndon, she makes special allowances for him in hopes that he will realize the potential she originally perceives him to possess.
Throughout the analysis, when we refer to her decisions, or managing approach, we are referring to examples from the case including: By taking time to analyze the situation, she would realize that her agreeable approach is unsuccessful.
If not, however, Jane should present Lyndon with the following option: Bounded Rationality In her decision-making process, Jane operates within the confines of bounded rationality.
Lastly, his actions can be interpreted as possessing low consensus because his resistant behaviour differs from that of his co-workers who have been assigned similar tasks.
Finally, the presence of a reward system and system-imposed time constraints also shape her managing style. Jane should then inform Lyndon that she has been keeping a performance log and documenting his actions since the start of the project.
This confidence causes her to overlook any negative connotations associated with Lyndon. Lyndon demonstrates low distinctiveness because his uncooperative behaviour is typical and he has dismissed assigned work in the past.
She is impressed with his project, when in reality it was only mediocre.
Recognizing that neither she nor Lyndon will get a bonus if he misses the deadlines for the s. Rather, considering herself to be a good manager and confident in her ability to address challenging situations, she maintains her initial easy-going approach.
This will give Lyndon the opportunity to express his feelings. Jane, the perceiver, is confident in her own managing skills and has a positive attitude toward this new project.
Additionally, by sticking with her original way of dealing with Lyndon even though it is not working, she escalates her commitment.Case Study: Jensen Shoes: Jane Kravitzs This paper is about analyzing the case of “Jensen Shoes: Jane Kravitzs”, and it focuses on one very important thing that almost all essays that are done on this Case Study fail to mention.
Case Team Analysis Of Jenson Shoes: Jane Kravitz’s Story Janes Decision Making Organizational constraints also affect Janes decision- in the case of Jenson Shoes: Jane Kravitzs Story is that Janes distorted Words: Jane Erye Essay.
Jane Kravitz (Caucasian), strategic product manager, and Lyndon Twitchell (African American male), a member of her staff at Jensen Shoes, a successful producer and distributor of casual, athletic, and children’s shoes are in new positions and assigned at the beginning history.
Jensen Shoes: Jane Kravitzs Story case analysis, Jensen Shoes: Jane Kravitzs Story case study solution, Jensen Shoes: Jane Kravitzs Story xls file, Jensen Shoes: Jane Kravitzs Story excel file, Subjects Covered Management communication Management skills Performance appraisals Women by Mary Gentile, Pamela J.
Maus Source: HBS Premier Case Collectio. Case Study: Jensen Shoes: KravitzsJane This paper is about analyzing the case of “Jensen Shoes: Jane Kravitzs”, and it focuses on one very important thing that almost all essays that are done on this Case Study fail to mention.
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