Alex Sanders

affirmation OF THE PROBLEM * How can Sam Glass channelize and bring exercise out Alex Sanders competencies so that he can contri notwithstandinge more effectively to the progress of his product group up at Landon Care Products? * In what bureaus can Landon Care Products Inc. restructure its 360 operation review lots(prenominal) that it can help employees achieve their highest leadership authorisation? SWOT AnalysisSTRENGTHS * animated in his belong and never wears out * talented and highly competent * driven by his sense of achievement and brings results * dependcapable learning business leader and grasping power * undaunted by new challenges * appreciative of good dally WEAKNESSES * pushy and demanding * short tempered * inflexible at work * expects everyone to work according to his carriage of works * creates a stressful work atmosphere by asking people to work overtime OPPORTUNITIES * Has entrepreneurial ability, is a go give outter, identifies and implements p rojects within the given time frame and has displeasure for learning new skills and filling any gaps in knowledge. Using this skill, he has the opportunity to start his own successful venture. * Possibility of improvementTaking his 360 degree feedback positively, Alex may try to improve on his working style and motivate and wise man his police squad to help them work effectively. This will aid in creating a high performance team and would result in success of the rebranding leap out of Nourish. THREATS * Can lose his jobDue to his continued arrogance and over confidence, his 360 degree feedback could override unfavorable to his cause he may lose a attainable promotion or would have to leave the presidential term. * Efficiency of the team could be hampered Alexs team could crumble under constant work cart and hostile work environment as created by Alex and would become promiscuous or inefficient in their tasks. This might hamper the successful rebranding of the forthcoming and crucial project of Nourish Economical condition European companies accounting entry into the American skincare and beauty segment. Cultural condition The come uponover by a European company brought in changes in the work subtlety Detailed Analysis of the riddle We can look at this from the survey of Herzbergs two factor theory,Alex Sander accounts for almost all of the context of use factors such as Salary, supervision, etc. , but does not satisfy the case factors of motivation which involves recognition of achievement, responsibility and advancement. The absence of these caused de-motivation amongst the team members. Alex has high task orientation but low people orientation. But he was able to prove himself with successfully re-branding two skin care products. Problems in working style of Alex * He always used to come up with the veracious answer without involving the team which undermined a lot of people * Aggressive in nature * Expects the same output from his reporte es and thus creates stressful atmosphere at workplace. * Glass concerns for AlexAlex asked Glass that he wanted to get into broader planning areas of the organization - making strategic decisions where he wanted to learn how the divisions products were formulated and building on that knowledge he wanted to rede the global market as well as the relative sizeableness of the U. S. market. After a week Glass mentioned about this to Alex in a conversation where he mentioned to him that his feedback is contradicting in what he says and what he is doing. This problem was could turn into a very big challenge for Sam where he has to pay back ways to deal with Alexs attitude issues which is creating a lot of problem for other team members (as reflected in or so of the inputs mentioned by his own team members in feedback) as he was aware about Alexs potential and wanted to retain him .So, he had to come up with a way to channel Alexs talent in the remedy way which would curb success for product group in the long run. Problem with 360 performance review This was being conducted for the first time in the organization and a lot of people in the division are not behave on how this feedback is going to help with development or performance appraisal. there is a possibility that the results will be tainted in some way or other. Even Alex was least interested about this feedback and didnt want to waste his time on this exercise as he was aware as who would Sam ask for inputs about him. When he was leased by Sam he was asked to shake up the product team and launch products quickly. Decision Criteria and Alternative Solutions Option 1-If company fires Alex?This option is not suitable because Alex is known to bring results to the projects and at present the company is at a crucial juncture, where successful launch of Nourish is very much needed. A new hire would income tax return up time to get adjusted to the organization culture and may not bring results as quickly as expected. Option 2- If Alex starts his own entrepreneurial project (start-up), which gives him bring to pass autonomy. Alex is known to demonstrate entrepreneurial instincts and work tirelessly on his own. He expects same level of commitment and performance from his team and does not defend inefficiencies. He might do well in his start-up initially but this is not a sustainable option because if Alexs working style does not change he is bound to create hostile feelings with his colleagues preferably or later.Option 3- A personality development and team building political platform for Alex 1. Alex should be made aware of the importance of the feedback process and needs to take his feedback in good light. 2. Alex should undergo some gentility in team building activities and should be encouraged to interact with his teammates more frequently. He should be trained to give some autonomy to his team and respect his workfellow mates, which will result in high performance teams. 3. Th ere should be continuous interactions between Alex and Senior level coach-and-fours whereby he can take up any grievances and also look for challenging opportunities that will custody him motivated and satisfied. RecommendationsWe recommend company should choose to go for option 3 in the light of all the pros and cons mentioned above. Even Sam Glass knew that Alex was soul who would create waves in the organization but he had hired him because Alex was a potential candidate and therefore Sam was ready to compromise on this. Agreed, Alex has attitude and behavioral issues. But nevertheless being the youngest product manager he had proved his mettle by successfully rebranding two depicted object skin care products. These issues can be resolved if Alex undergoes some training in team building activities. He is competent enough in technical skills but lacks in attitude, which can be set right if he is mentored accordingly.