BOB KNOWLTON
- 1. BOB KNOWLTON CASE STUDY PRESENTED BY: SHREYA CHANDRA
- 2. BOB KNOWLTON Collaborative Team Leader Hard Working Man Confidence easily wavered by insecurities Does not voice out
- 3. DR. JERROLD The Director of Research & Supervisor of Bob Knowlton Team Has very high expectations of those working under him Not attentive Not a good motivator
- 4. SIMON FESTER A new comer to the company Brilliant Confident Aggressive Better prepared Opportunist Non-Participative
- 5. ORGANIZATIONAL CHARACTERISTICS Effective Sharing of Goals Work group High Employee Morale Open system Leadership
- 6. THE ISSUES THAT LED TO A PROBLEM IN THIS CASE: The entry of a new comer, Simon Fester in the organisation. Threat to Bob Knowlton as Simon Fester soon proved to be more capable. Bob Knowlton soon started to feel insecure cause of Simon Fester who was receiving too much attention. Everyone started to feel uncomfortable and the team started falling apart. No one in the team bothered to step in when Simon Fester was misusing his authority that the situation got out of hand.
- 7. IF I WERE DR. JERROLD, If I were Dr. Jerrold, I would have been more actively involved in the activities of the team.
- 8. PERCEPTUAL ERRORS Fester’s perception that Knowlton is inefficient Fester perception that he can handle the processes alone without ant team participation Bob Knowlton thinking evaluating himself Bob Knowlton perceived that Jerrold wants to appoint his duties to Fester(because of their private meetings) Both of them perceived each other in wrongful way and evaluated themselves incorrectly
- 9. WHAT COULD HAVE BEEN DONE BETTER BOB KNOWLTON Focusing on his own strengths Identifying his own areas Considering speaking to his supervisor DR. JERROLD Utilization of interpersonal communication skills Involvement with the meetings
- 10. THANK YOU