Case Study AnalysisA Day in the Life of Alex Sander Driving in the Fast Lane 5429

MGMT 6100 Managing People and Organizations

Question.5429 - Case Study AnalysisA Day in the Life of Alex Sander: Driving in the Fast Lane at Landon Care ProductsCase Study Analysis InstructionsInstructions (Mountain Standard or Mountain Daylight Time), submit a persuasive, well-constructed written case study analysis. The case study analysis should clearly state your position, include supporting evidence from the case study, and demonstrate your mastery of the material by appropriately applying concepts from the reading assignments. The case study analysis should be at least 600 words, but no more than 750 words, in length. Please include the word count as part of your written case study analysis. Use proper grammar, spelling and punctuation. Please include your name on the assignment.Grading of AssessmentGrading will be based upon the attached rubric below. Refer to this grading rubric in preparing your case study analysis assignment.Please note that the grading rubric is divided into the following sections:Quality of Response (25 points)Application of Principles (50 points)Clearly Stated Course of Action (15 Points)Grammar, Spelling, Punctuation and Including the Word Count (10 Points)Descriptions of each of these four sections are provided in the grading rubric. The written case study analysis will be worth a maximum of 100 points. Late assignments can be submitted up to one week after the due date and receive a maximum of 50% credit.Background"We live in an age of unprecedented opportunity: If youâve got ambition and smarts, you can rise to the top of your chosen profession, regardless of where you started out. But with opportunity comes responsibility. Companies today arenât managing their employeesâ careers; knowledge workers must, effectively, be their own chief executive officers. Itâs up to you to carve out your place, to know when to change course, and to keep yourself engaged and productive during a work life that may span some 50 years. To do those things well, youâll need to cultivate a deep understanding of yourselfânot only what your strengths and weaknesses are but also how you learn, how you work with others, what your values are, and where you can make the greatest contribution. Because only when you operate from strengths can you achieve true excellence." (Peter F. Drucker in "Managing Oneself")This insight from Peter Drucker seems to align well with Daniel Goleman's assertion in "What Makes a Leader" that there are five elements of Emotional Intelligence that are required for truly effective leaders (self-awareness, self-regulation, motivation, empathy, and social skill). According to Goleman, if you want to become a truly effective leader, then you will need to develop Emotional Intelligence.It's clear that Alex has experienced a certain level of success up to this point, being "younger than every other product manager at Landon." There are certain traits that Alex has exhibited that probably have contributed to this success (e.g. conscientiousness), but there might be other traits that are missing (e.g. agreeableness). However, the main question facing Alex Sander and Sam Glass right now as they embark on the performance review is about Alex's ability to be successful in a future role in the company.In a conversation with Sam Glass, Alex Sander has expressed interest in "having influence over strategic decisions," "getting into broader planning areas, thinking about broader implications for the division," and taking advantage of "the opportunities that the Avant-Garde acquisition presents." Alex wants to continue to progress and take on new roles with ever increasing levels of responsibility.However, as Sam Glass points out, there are some concerns that will need to be addressed. "To do that, you must prove yourself as a motivator and leader. You must learn how to get work done through other people. You won't always be able to do everything yourself--not even close. And that means that you are going to have to value performance measures other than compensation for individual effort. You peers respect you, but I doubt many would see you as a leader."Assignment What should Sam Glass encourage Alex Sander to do to develop the individual traits needed to be successful in future roles of increasing responsibility? Clearly state which two (2) principles from this module Alex Sander should have employed, providing at least three (3) specific examples (courses of action) that demonstrate the application for each of the two principles.(Please see 'Kirby's Guidelines and Tips for the Case Study Analysis' (in Module 1) for additional details on the structure of the Case Study Analysis, application of principles, and the course of action (specific examples). Please do not restate or summarize the details of the case study, but instead focus on applying the principles from this module as explained in 'Kirby's Guidelines and Tips' and the assignment rubric below. See the Objective section of the Module 2: Overview - Individual Traits and Diversity page for a list of the main principles in this module.)

Answer Below:

Case xxxxxxxx A xxx in xxx Life xx Alex xxxxxxxxxx Managing xxxxxx and xxxxxxxxxxxxx Word xxxxx IntroductionSam xxxxx should xxxxxxx Alex xxxxxx in xxx development xx self-awareness xxx social xxxxxx which xxx two xxxxxxxx elements xx emotional xxxxxxxxxxxx to xxxxxxx him xxx future xxxxxxxxxx roles xxxxx Alex xxx demonstrated xxxxxxxxxxxxx commitment xxxxxxxxxx and xxxxxxx regarding xxx attainment xx personal xxxxx there xxx many xxxxxxxx with xxxx relationships xxx collaborative xxxxxxxxxx The xxxxxxxxxx development xxxxxxxxxxxxx like xxxxxxxxxxxx management xxxxxxxxxxxx building xxx effective xxxxxxxxxx Addressing xxx issues xxxxxxx to xxxxx will xxxx Alex xx move xxxx a xxxxxxxxxxxxxxx manager xx an xxxxxxxxxxxxx leader xxxx strategic xxxxxxxxx In xxxx evaluation xxxxxxxxx ways xx developing xxxxxx skills xxxxx with xxxxx awareness xxx long-term xxxxxxx both xxxxxxxxxx and xxxxxxxxxxxxxx are xxxxxxxxx Self-AwarenessAlex xxxxxx should xxxxxxx self-awareness xxxxxx through xxx Emotional xxxxxxxxxxxx paradigm xx Goleman xx solve xxxxx leadership xxxxxxxxxx When x person xx self-aware xx realizes xxx feelings xxx knows xxx his xxxxxxxxx weaknesses xxx emotions xxx affect xxx influence xxxxxx Unawareness xx actions xxx behaviors xxxxxxxxx micromanaging xxx losing xxxxxx by xxxx hinders xxxxxxxxx leadership xxxxxxxxxxx Ways xxx Improving xxxxxxxxxxxxxx Reflect xxx Analyze xxxxxxxx Alex xxxxx to xxxx the xxxx to xx through xxx feedback xx a xxxxxxxxxx way xx order xx have x clear xxxx of xxx patterns xx behaviors xxx their xxxxxxxxxxxx Feedback xxx example xxxxx how xxxxxx habit xx dominating xxxxxxx and xxxxxxxxxxx others xxxxxxxxxxx team xxxxxxx Alex xxx find xx easier xx connect xxxxxxxxx and xxxxxxxxxxxx if xx maintains x journal xx his xxxxxxxxxxx about xxxxx interactions xxx outcomes xxxx Out xxxxxxx Coaching xxx Mentoring xx is xxxx the xxxxxxx like xxx Glass xx other xxxxxxx leaders xxxx outside xxxxxxxxxxxx on xxxxx spots xxx be xxxxxxxx For xxxxxxx discussing xxx Alex's xxxxxxxxxx affects xxxxxx may xxxx to xxxx concrete xxxx in xxxxx improvements xxxxx be xxxx Practice xxxxxxxxx Awareness xxxx he xx stressed xxxx could xxx emotional xxxxxxxxxx strategies xxxx as xxxxxxxxxxx or xxxxxxx before xxxxxxxxxx For xxxxxxx if xxxx feels xxx need xx criticize xx could xxxx and xxx himself xx the xxxxxxxxx inspires xxxxxxxxxx or xxxxxxx improvement xxxxxx SkillThe xxxxx key xxxxxxxx block xx emotional xxxxxxxxxxxx is xxxxxx skill xxxxx are xxx ability xx influence xxxxxx and xxxxxxx with xxxxxx Alex's xxxxxxx approach xxxxxx on x transactional xxxxxxxxxxxxx style xxxx gets xxxxxxx in xxx short xxxx but xxxxx team xxxxxxx particularly xx a xxxxxx virtual xxxxxxxxxxx Building xxx Social xxxxxx Employ xxxxxxxxxxx Communication xxxxxxxxxx Alex xxxxxx focus xx cooperative xxxxxxxxxxxxxxx in xxx team xxxxxxxx to xxxxxx an xxxx environment xxxxx every xxxx member xxxx a xxxxxx to xxxxx his xx her xxxx For xxxxxxx instead xx stating xxxx he xxxxxxx Alex xxx ask xxxx kind xx problems xx we xxxx regarding xxx timeline xxx how xxxx we xxxx the xxxxxxxx together xx the xxxxxxx meeting xxxx Empathy xxxxxxx One-on-One xxxxxxxxxx This xxxxx be xxxxxxx as xxxxxxx check-ins xx understand xxx viewpoints xxx difficulties xx the xxxx members xxxxx would xxxx in xxxxxxx building xxx the xxxxxxx of xxxxx For xxxxxxxx listening xx criticism xx Hansen xxxxxxxx reveal xxx the xxxxxxxxxx style xx Alex xxxxxxxxxx the xxxxxxxxxxx of xxxx experienced xxxxx Celebrate xxxx Accomplishments xxxxxx ego xxxx be xxxxxxxxxx by xxxxxxxxxxx the xxxxxxxxxxx of xxxxxxxxxxx and xxxxx in xxxxxxx settings xx through xxxxxxx recognition xxxx small xxxxxxxxxxxxxxx acknowledged xxxx lead xx a xxxx motivated xxx committed xxxxx In xxxxxxxxxx apart xxxx being x high xxxxxxxx Alex xxxx also xx capable xx being x leader xxx the xxxxx achievement xxxxxxxxxxxx within xxx firm xxxx he xxxxxxx to xxxxxxxxxxxxxx and xxxxxx skill xxxxxxxxxxx This xxxx be xxxxxxxxxx with xxx aims xxx increased xxxxxxxxx authority xxx accountability