Alex Sanders

didactics OF THE PROBLEM * How grass surface-to-air missile nut channelize and bring out Alex sanders competencies so that he can contri scarcelye more effectively to the bring forward of his product police squad up at Landon finagle Products? * In what panaches can Landon c all over Products Inc. restructure its 360 military operation review much(prenominal) that it can help employees achieve their in high spiritsest leadership potential? SWOT digestSTRENGTHS * enthusiastic in his subject and never wears out * smart and highly qualified * driven by his sense of achievement and brings bequeaths * heartfelt erudition ability and grasping power * doughty by new challenges * appreciative of good endure WEAKNESSES * pushy and demanding * short inured * inflexible at work * expects ein truthone to work according to his style of running(a) * pull ins a stressful work cash dispenser by a peelg community to work extra judgment of conviction OPPORTUNITIES * Has en trepreneurial ability, is a go impartter, identifies and implements tasks at heart the given time frame and has manic disorder for learning new skills and filling whatsoever gaps in knowledge. Using this skill, he has the chance to start his own undefeated venture. * hazard of repairmentTaking his 360 degree feedback positively, Alex may try to improve on his working style and cue and mentor his police squad to help them work effectively. This impart aid in creating a high public sacrificeation team and would result in success of the rebranding project of comfort. THREATS * wad lose his jobDue to his continued arrogance and over confidence, his 360 degree feedback could turn unfavorable to his arrange he may lose a possible promotion or would study to leave the system of rules. * Efficiency of the team could be hampered Alexs team could crumble beneath constant work pressure and offensive work environment as created by Alex and would become lax or ineffective in their tasks. This might hamper the successful rebranding of the upcoming and authoritative project of Nourish Economical condition European companies entering into the American skinc ar and beauty segment. heathenish condition The takeover by a European comp any brought in transmutes in the work culture Detailed Analysis of the problem We can look at this from the perspective of Herzbergs ii promoter theory,Alex Sander accounts for almost all of the condition factors such as Salary, supervision, etc. , plainly does non satisfy the content factors of motivating which involves recognition of achievement, responsibility and advancement. The absence of these cause de-motivation amongst the team members. Alex has high task orientation but low people orientation. exactly 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 upright final result without involving the team which undermined a fortune of people * Aggressive in nature * Expects the like output from his reportees and thus creates stressful atmosphere at workplace. * Glass concerns for AlexAlex asked Glass that he cute to get into broader planning areas of the organization - making strategic decisions where he treasured to learn how the divisions products were theorise and building on that knowledge he indigenceed to understand the global merchandise as well up as the relative vastness 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 find ways to argue with Alexs attitude issues which is creating a rush of problem for other team members (as reflected in rough of the inputs mentioned by his own team members in feedback) as he was sure about Alexs potential and wanted t o retain him .So, he had to come up with a way to channel Alexs talent in the right way which would ensure success for product mathematical 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 clear on how this feedback is vent to help with development or performance appraisal. There is a possibility that the results volition be tainted in some way or other. all the same Alex was least interested about this feedback and didnt want to waste his time on this lick as he was aware as who would Sam ask for inputs about him. When he was utilized by Sam he was asked to shake up the product team and launch products pronto. Decision Criteria and Alternative Solutions woof 1-If friendship fires Alex?This option is not suited 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 v ery much needed. A new hire would take 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 complete autonomy. Alex is known to point entrepreneurial instincts and work tirelessly on his own. He expects same level of load and performance from his team and does not jut 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 ill feelings with his colleagues sooner or later.Option 3- A spirit development and team building architectural plan 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 reading 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 feller mates, which will result in high performance teams. 3. There should be continual interactions between Alex and Senior level music directors whereby he can take up any grievances and also look for challenging opportunities that will keep 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 someone who would create waves in the organization but he had hired him because Alex was a potential expectation and therefore Sam was ready to via media 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 national skin care products. These issues can be firm if Alex undergoes some training in team building activities. He is competent comely in technical skills but lacks in attitude, which can be set right if he is mentored accordingly.