Alex Sander Case Study: Landon Care Products, Inc. Research Paper

This case is about an individual named Alex Sander, who is 32 years old and a MBA graduate from MIT, is a new product manager in the toiletries division for Landon Care Products Inc. Alex is hard working yet narcissist and strives to be flawlessness in his job not understanding that everybody’s ability towards work is different. Alex may be an exceedingly gifted individual, a quick learner, has entrepreneurial talent with wide market and product knowledge, may be self-confident, and self-driven.

On the other hand, Alex is adolescent emotionally and reserved from his associates at work. Alex is essentially a workaholic who trusts individuals to get the work done they have been required to be done in whatever way possible and is not anxious to push them to figure out what they are rethinking. There are examples in the case where Alex loses his cool over individuals including his bosses and blames one of the most experienced people in the organization.

Alex is also hampered by the fact that he needs to experience a 360° feedback from his boss, Sam Glass, as a part of the organization rule as he feels it is a waste of time when he needs to concentrate on his new product launch Nourish which will be the most testing marketing task he’s ever had. Sander is not hesitant to switch his work field as he considers it should be fine as long as he has some assured degree of success. The advantages of hiring brilliant personalities like Alex Sander are: • Alex will be an exceptionally inspired and committed representative for the overall organization.

He doesn’t confine himself to any working hours or personal commitments. This way, he is beneficial to Landon. • He is adaptable/flexible to any environment or circumstances. • Passionate of his work. • He does not fear to take any challenges. • He has a problem with his behavior, not with the work. • He has an instant decision making capability as compared with other employees. • He has the capability of doing the job in a creative manner with success. He is an asset to the company in terms of generating revenue.

The disadvantages of hiring brilliant personalities like Alex Sander are: • Because of his behavioral problem, in long terms, he might affect the organizational culture and demotivate other employees. · He is not a very good team player. • He is short-tempered. • He is insensitive to others feelings and his personal life. • He has a narcissistic attitude which hampers the team environment. Problem In this case, I think that the main problem with Alex is his unprofessional behavior towards his colleagues. Although, he is effective and efficient he creates an environment which is not conductive for others to work.

However, he is successful but not an effective team leader as he does not motivate his subordinates and most of the time is very aggressive, he thinks that his temper is an effective management tool. He does not trust anyone and underestimates his colleague’s ability and prefers to do everything by himself. Furthermore, his style of work creates an imbalance in both his personal and professional life and he expects everyone to work the way he works. Solution I think that initially the supervisor Sam glass should analyze the benefits and problems that the company Landon is having from Alex Sander and then take appropriate action.

As Alex is not interested and least bothered about the 360° performance evaluation, the supervisor should insist him to read and study the feedback that has been given to him by his co-workers. The supervisor must also ask him to read and analyze his feedback from his co-workers which will help him to evaluate his own strengths and weaknesses and accordingly he can prepare himself for his next project. Alex should also improve his interactive skills so that he can maintain a better relationship with his subordinates and colleagues and this will eventually help him to motive others.

He should also go through the leadership training that would help him to understand his subordinates and understand their perceptions/problems to form a positive work environment. This training would also help him to trust others and he can delegate work to his co-workers which in turn will help his subordinates to perform to the best of their capabilities. 360° Feedback 360 degree feedback is an arrangement or methodology which employees accept confidentially, unnamed feedback from the individuals who work around them. This commonly incorporates the employee’s manager, peers, and regulate reports.

A mixture of people fills out an unnamed web-based feedback method that asks problems covering a wide range about workplace environment competencies. The feedback form incorporate inquiries that are measured on a rating scale and also solicit raters to provide written remarks. The individual getting feedbacks also fills out a self-rating review that incorporates those same review problems that others accept over their forms. Managers and Leaders within the organization utilize 360 feedback surveys to get a better understanding of their qualities and weaknesses.

The 360 feedback structure naturally tabulates those outcomes and presents them in an arrangement that serves the feedback recipient to make an improvement strategy. Singular reactions are constantly consolidated with reactions from other people in the same classification (e. g. Peer, immediate report) so as to preserve namelessness and to provide the employee a clear picture about his/her best overall qualities and weaknesses. 360 feedback might also be a useful improvement device for people who are not in a management role.

360 feedback for nonmanagers may be useful to help people be more viable in their current roles, and also to help them recognize on what areas they have to concentrate on if they need to move into a management role. “360-degree feedback is all the rage in companies big and small. But it exacerbates bureaucracy, heightens political tensions, and consumes an enormous number of hours. However, if executives understand and manage around four paradoxes then the peer appraisal can take some of the pain out of the process and get better results” (Peiperl, 2009).

Women started to create more chances when they moved under the paid workplace, essentially considered as a male area. In the 20th century, women aimed to be treated similarly to those equals of their male counterparts. However, the working women at that period of time and at present are having different alternatives. Suppose if I consider Alex Sander as a female then the circumstances would vary as compared to 20th century. In the case Alex Sander, the star performer for Landon who might have been confronting some clashes with the bosses to her work environment behavior.

Alex understands that she has two choices she can remain in the large organization like Landon, and could do the provided managerial task, the place she cannot impact those vital choices or she might start another small company of her own, and the place she will get the option to say. This sort of alternatives were not accessible to the women managers in the prior eras because at that time those openings for work were few if they don’t compel then it would be very tough to include them in another job.