Mgmt 655 Gtrevino Alex Sanders Case St
1. What is your assessment of Sander’s Performance? Please be specific.
Alex Sanders is an individual extremely confident of his ability and skills. His academic background (Stanford and MIT) reveals a person who thrives under challenging environments. The successful rebrand of two national care products reflected his capacity to thrive in dynamic business environments.
His ability to learn and adapt to new roles demonstrates his capacity to identify information gaps required to perform key tasks in the overall product process (e.g. learning about packaging and manufacturing).
Alex Sander’s performance driven personality affects his ability to be an effective leader. His unilateral approach (“my way or the highway”) to every task and lack of confidence to other team members truncate every possibility to work effectively with members of the organization (e.g. does not treat all workers equally).
His negative perspective about the 360 performance review resulted from his egocentric performance definition (“I am always right”). As a result, he demonstrated little interest in reviewing the feedback’s results, which addressed critical areas of concern related to his leadership/management style.
2. What behavior’s by Alex are having the greatest impact on the 360* data provided by the co-workers? Which of these behaviors are positive and which are negative?
Positive Behaviors:
Promoting and enhancing project visibility.
Providing creative and effective project solutions.
Helping and encouraging (negatively) others to adapt to their new role.
Negative Behaviors:
Constantly demoting colleagues’ performance.
Approaching unilaterally every project task.
Demanding attitude.
3. What does the 360* data tell us about Alex’s likely career success? If you were Sam Glass, would you spend more time in helping Sander’s progress at Landon?
The information presented in the performance review depicted a contrasting individual. On one hand, colleagues admired his ability
Alex Sanders is an individual extremely confident of his ability and skills. His academic background (Stanford and MIT) reveals a person who thrives under challenging environments. The successful rebrand of two national care products reflected his capacity to thrive in dynamic business environments.
His ability to learn and adapt to new roles demonstrates his capacity to identify information gaps required to perform key tasks in the overall product process (e.g. learning about packaging and manufacturing).
Alex Sander’s performance driven personality affects his ability to be an effective leader. His unilateral approach (“my way or the highway”) to every task and lack of confidence to other team members truncate every possibility to work effectively with members of the organization (e.g. does not treat all workers equally).
His negative perspective about the 360 performance review resulted from his egocentric performance definition (“I am always right”). As a result, he demonstrated little interest in reviewing the feedback’s results, which addressed critical areas of concern related to his leadership/management style.
2. What behavior’s by Alex are having the greatest impact on the 360* data provided by the co-workers? Which of these behaviors are positive and which are negative?
Positive Behaviors:
Promoting and enhancing project visibility.
Providing creative and effective project solutions.
Helping and encouraging (negatively) others to adapt to their new role.
Negative Behaviors:
Constantly demoting colleagues’ performance.
Approaching unilaterally every project task.
Demanding attitude.
3. What does the 360* data tell us about Alex’s likely career success? If you were Sam Glass, would you spend more time in helping Sander’s progress at Landon?
The information presented in the performance review depicted a contrasting individual. On one hand, colleagues admired his ability