CASE STUDY ANALYSIS: AUSTBANK
1. Create a behavioural description of Laura and Luke, comparing and contrasting their profiles. Are they suited to their jobs?
Laura and Luke have a number of behavioural distinctions that are both similar and vastly different.
Luke’s Behavioural Profile
Luke can be said to be someone who has a Type A Personality. This is because it is evident that he is someone with consistently as a sense of time urgency and impatience, which can causes exasperation and irritation which can explain his fiery temper. As noted by Friedman (1996) like other Type A’s, his competitive drive leads to stress and an achievement driven mentality which is evidence by his belief in monetary incentives and rejection of the “warm and fuzzy” HR style. His tendency for stress as evidence above is also indicative of a negative emotional stability which can also be linked to Type A personalities. Similarly, using the Myers Briggs Type Indicator (MBTI) model (Robbins et al, 2010) Luke’s personality can be described as being more of an ESTJ type in that he has a very practical and matter of fact approach to work. His lack of interest in socialising with others or desire for staff to socialise with others is indicative of his desire to achieve results in the most efficient way possible, a trait which is commonly associated with this personality type.
Laura’s Behavioural Profile
Like Luke, Laura also exhibits a somewhat negative emotional stability in that she also appears to suffer from stress. This is evident in her weight loss, sleeping trouble and tense and anxious feelings when Luke bursts his temper. However, using the Myers Briggs Type Indicator (MBTI) model (Robbins et al, 2010) Laura’s personality can be described as more an ESFP personality in that she enjoys working with others and is sociable and willing to organise social events. She is flexible and can readily adapt to new people and environments as evidenced by her desire to and enjoyment of working in a rotation program for the bank. Her sociable nature, hardworking, motivated and driven characteristics are also evident of extroversion and conscientiousness, two of the five concepts in the Big Five Model (Digman, 1990 taken from Goldberg, 1993). Her rapport with other co-workers can also be said to describe a tendency of agreeableness, which is another of the concepts used in the Big Five.
Although therefore, Laura and Luke are similar in the ways they react to stress, both appear to be driven and motivated and are conscientious and hard workers, their overall personality types and traits are vastly different.
Luke’s Job Suitability
It is clear from the above; the Luke has a much more domineering personality and is much of a forceful and results driven individual. For this reason, Luke would appear to be suited to his job as a manager as he has values that as Frederick and Weber (1990) note are found in executives such as ambition, a sense of accomplishment, capability and independence. Further, Luke has a conventional personality in that he prefers rule-regulated, orderly and unambiguous activities and as per Holland (1990) could be suited to being a manager (as taken from Robbins et al, 2010)
Laura’s Job Suitability
Conversely, Laura may not be as well suited to her job. As noted by Robbins, et.al (2010), employees generally perform better and achieve greater satisfaction when their values align with those of the organisation. Through using the Rokeach Value Survey (Rokeach. 1973), we can see that Laura’s values may be different to those of Austbank. Although a comprehensive profile of Austbank is provided in the section below, a few quick general comparisons can be drawn between Laura’s personality and the working conditions of Austbank. For example, as discussed above, Laura has a tendency to be sociable and work with others. Austbank on the other hand, staggers the lunch breaks of the various teams, meaning there is little...
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