...|Critique Thomas Green’s Career Management | |Thomas Green: Power, Office Politics, and a Career in Crisis | | | |ID: 13908636 | |11/2/2014 | |This document presents the analysis of dilemmas faced by Thomas Green in his new role and offers the solutions to resolve them. | Background of the case The case describes the dilemma of a marketing manager, Thomas Green, who has rapidly been promoted to a new position, is harshly criticized by his boss. He was promoted from account executive to his new position as a senior market specialist by by-passing colleagues and getting a 50% raise. Green and his boss, Frank Davis disagrees on work styles and market projections. Green believes that the sales goals set by his boss are based on “creative accounting” and grossly overstate the current market environment. A silent conflict (cold war) develops quickly between Green and his boss...
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...2011 Case Study #3 – Thomas Green Summary: In “Thomas Green: power, office politics, and a career in Crisis”, It depicts the dilemma of Thomas Green who works in a company called Dynamic Display. After five months of working as an account executive, Green was directly promoted as the Senior Market Specialist by the vice president of the company’s travel division Shannon McDonald. However, Frank Davis, Green’s boss, did not intend to choose Green as the new senior market specialist and he is very unhappy about Green’s performance and working attitude three months after the promotion. After Green learned that his boss had been emailing McDonald regarding his concern about Green’s performance, Green was very worried about the situation and did not how he should explain his perspective to McDonald. Analysis: Although Green is willing to achieve a high selling growth for the company, he concentrated too much on achieving the goal instead of observing the surrounding situation. Moreover, Green did not have enough managerial experiences so he was not able to deal with issues based on a structural and long-term view; that's why he decided to avoid interactions with Davis instead of making improvements or rebuilding his relationship with Davis after Davis first criticized him. Their divergence in work style and personalities also contributed to the problem. For example, Davis prefers using memos or presentations when a meeting is set up, while Green would rather...
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...Case Analysis - Thomas Green: Power, Office Politics, and a Career in Crisis 1. What are the different work styles, personalities, and expectations of Davis and Green? There are a number of differences among work style, personalities, and expectations of Davis and Green. First of all, Davis preferred to use market data to support his planning and forecast, convincing others by statistics and diagrams. Perhaps, based on his experience, he has perceived that some of the clients may not be the final decision maker. Showing statistics is one of the easiest ways to make clients to convey the information to superiors. On the other hand, Green preferred to meet with clients face to face and listen carefully to clients’ needs, directly dealing with the issues. He weight clients much over daily routine tasks Besides, even if both of them have high self-esteem, Green, the young man, is more impulsive than Davis. Plus, Green is more likely to express his feeling and comment on issues simply according to his knowledge at the public place. To give inputs, it may have other ways to reach the same results and effects. Unlike Green, Davis was more sophisticated to complain on Green’s attitude by listing the rational points in the email to Division Vice President, which is more persuasive than merely using emotional words. Additionally, with seniority, Davis expected Green, his subordinate, to assist him by providing market data and supporting detail and by developing new market strategies...
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...Thomas Green: Power, Office Policies, and a Career in Crisis What are the work styles and personalities of Thomas Green and Frank Davis? It is clear from the text that Thomas Green has some characteristics of a Machiavellian personality. For example, he has little regard for authority and structure, and prefers face-to-face interactions. Most importantly, once the ends cease to justify the means he loses motivation. This reaction is made evident when Thomas’s performance declined as a result of what he considered to be an unattainable goal. In his mind, failing to reach the goal regardless of how much he tried did not justify putting in the effort. Meanwhile, Frank Davis portrayed elements of a Proactive personality. He was constantly vying for improvement in Thomas’ behavior, pushing for better strategies to meet his ambitious projections for the next year. Instead of shying away from the challenge, Frank strived for positive change within his team in order to achieve the goals he set. How do the actions of Thomas Green differ from the expectations of Frank Davis? Green’s actions are not in line with Davis’s expectations. Davis laid out his expectations of Green from the very beginning and reinforced them during their first performance meeting and email to McDonald such as spending time to prepare for client meetings and develop supporting details for his proposals. In addition, Green openly challenged Davis’s sales projections, which Davis considers key in Green’s...
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...Questions for Individual Case Analysis: Case 1: Thomas Green 1. What is your analysis of Thomas Green’s actions and job performance in his first five months? What mistakes has he made? 2. What actions, if any, would you recommend for Thomas Green to take? (Be sure to explain WHY these are the actions he should take.) Case 2: Advanced Laser 1. What are the major issues in this case? What should Elizabeth Ryan do? 2. Assuming that Elizabeth Ryan decides to speak with Gretchen Moore, how should Ryan prepare for the meeting with Gretchen Moore? Case 3: Lee & Li 1. Who are the parties affected by this embezzlement? What was the magnitude of the harm to these parties? 2. After being informed about the embezzlement, what actions should Lee and Li take to ensure the firm survives? Be sure to discuss the actions in order of priority. Explain. Case 4: Overhead Reduction Task Force 1(a). If you were Larry Williams, what would you seek to accomplish in your noon meeting with Georgia Dixon? How would you approach her to increase the likelihood that you would achieve your purposes? (b) What would you seek to accomplish in the initial meeting of your task force? What would you do or say in the first few minutes of the first task force meeting to get the task force off to a good start? Consider the following after reading the case: Larry Williams convinces Dixon to come to the first meeting of the task force to "launch" the team. At that meeting, she emphasized...
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...Date – 13th July , 2015 To, Mr. Thomas Green Senior Marketing Specialist Display Dynamics. Subject: Recommendation to improve the crisis situation between Mr. Green and Frank Davis Dear Mr. Green, Please find an attached report on the recommendations to ameliorate the crisis situation between you and Frank Davis. The recommendations have been made after incisive analysis of the circumstances and their affect on the existing situation. Apposite suggestions have been offered after analysing the pros and cons of each option depending on their viability. I believe a little alignment in the working style as per the expectations of Mr. Frank Davis would help in creating a status quo. Best regards, Adrian Bale, Royce and Mathers Consultancy Encl. 1) Executive Summary 2) Detailed Report Table of contents Executive summary……………………………………………………………………….4 Problem analysis.........................................................................................................5 Problem statement………………………………………………………………………..6 Prioritized criteria………………………………………………………………………...6 Options…………………………………………………………………………………...6 Evaluation of options…………………………………………………………………….7,8,9 Recommendation…………………………………………………………………………10 Action plan……………………………………………………………………………….10 Contingency plan………………………………………………………………………...11 Executive Summary: In March, 2007 Thomas Green was recruited by Dynamic Displays for an account executive...
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...EXECUTIVE SUMMARY After working for five months as an account executive, Thomas Green was directly promoted as the Senior Market Specialist by the vice president of the company, Shannon McDonald, because of immense potential exhibited by him. However, Frank Davis, Green’s boss, did not intend to choose Green as the new senior market specialist. Green and Davis disagreed on work styles and market projections. Green believed that the sales goals set by Davis are based on "creative accounting" and he grossly overstated the existing market environment. A mood of silent conflict developed quickly between them. Davis was very unhappy about Green’s performance and working attitude even after three months of his promotion. Green was concerned that Davis was building a case to fire him. Green, after learning that Davis had sent a mail to McDonald regarding his performance, was very worried about the situation and did not know how he should explain his perspective to McDonald. In order to salvage his professional carrier, Green could either compromise by changing his work style and working in conformity with Davis’ requirements or escalate to McDonald the problems and concerns faced by him and prove his point with credible data. We recommend that Green should choose to compromise as he was appointed as senior market specialist despite being less experienced. He was also under heavy financial burden. In order to become a successful manager, he should learn to deal with this kind of situations...
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...Short answer question:- 1) When the stakes are very high and we have too many variables, it is very unlikely that one person will know and can comprehend all the details about all the variables. A group of knowledgeable people or experts of involved variables can help to bring up much perspective about the present situation, which could have been impossible if one person was taking decision. a. One of the positive outcomes of the team decision is that all the team members are committed to the goal and everybody tries hard to achieve the goal, leading to a higher probability of success. Moreover at some point of time when one person in the team is at the breaking point, others come in and encourage him to hang in there, this helps to achieve his personal success as well as team success. It is like many people helping you to achieve your goal, once we all have the same goal. b. One of the most common pitfalls of the team decision making is that there could be too many voices and team goes on discussing and are not able to reach consensus. Personally I noticed it too much in our leadership Odyssey. In absence of one person to call for final decision, every individual in team is only trying to prove his/her point and final outcome is something which none of the team members wanted. 2) There are many things organizations do to nurture creativity, I would like to quote two which I have experienced and has worked. a. “Hire people who make you uncomfortable or even those who...
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...Case Study ------------------------------------------------- Table of Contents Part 1: Case Study Review 1 Question 1: 1 Introduction 1 Analysis 1 Conclusion 3 Recommendations moving forward 3 References 4 Question 2: 5 Analysis and Recommendation 5 Conclusion 6 References 7 Part 1: Case Study Review Question 1: Why do you think current situation has arisen at Dynamic Displays? Introduction Various factors caused the emergence of power play and office politics, however, essentially it is the failure of Green to exercise effective organisation power and politics resulted in the present situation and failure to resolve it due to communication. Analysis A. Perception Lens A negative halo towards Davis was imbedded in Green when McDonald revealed Davis’s opposition to his promotion. Though there is no direct evidence of this, individual behaviours are influenced by the perception of reality rather than through objective understanding (Buchanan and Huczynski 2010). Hence probable reason Green not seeking much guidance from Davis despite McDonald’s advice. Furthermore, Green’s perception of Davis holding a personal grudge for his direct budget meeting confrontation, thus ensuing his avoidance of Davis. This eventually became the demise of Green’s career–a self-fulfilling prophecy. B. Personality Lens According to the big five trait clusters of personality, the circumstantial events suggest that Green is an extravert, which is manifested...
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...Name: Instructor: Course Date: Art Report; critique Critique refers to a systematic and discipline analysis which is always written or can be presented in an oral form. In most cases, critique has been viewed as the acts of analyzing documents, literary work or pictures with an aim of making judgments that are negative and trying to find some faults in the analysis. However, critique does contain some form of recognizing the merits entailed in the subject matter and can be given a philosophical view of a practice that involves doubt. The entire sense of critique has been contemporarily been influenced by the critique of enlighten which involves authority and prejudice. This is always shaped by the autonomy and emancipation from the authorities in the political fronts and the religious authorities. The Florida Scene Florida scene is a pictorial presentation by Thomas Moran. Moran in his presentation greatly bases on nature, which largely is in the center of influencing his art. In his scene, Thomas uses shapes that are predominantly organic and gives his art the natural and environmental taste. Analysis of the artwork The landscape in the artwork presents an irregular scope on the southern side of the landscape accompanied by vegetation which is often rounded and carved. The artwork has the sky and the ocean too. Visible are some trees which have their branches curved and there is a layer of wild flowers and...
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...Case Analysis Questions: 1. Describe Frank Davis’ strengths and leadership style. What is important to him in a work setting? What motivates him? What does he expect from his colleagues and direct reports? How does he want to be treated? 2. Describe Thomas Green’s strengths and leadership style. What is important to him in a work setting? What motivates him? What does he expect from his colleagues and manager? How does he want to be treated? 3. How is Thomas’ new role different from his previous role as an account executive? What different talents and strengths are required in the new position? Is this new job a good fit for Thomas? Why or why not? 4. What is creating the tension and conflict between Thomas and Frank? How has McDonald contributed to the situation? 5. What is your analysis of Thomas Green’s actions and job performance in his first five months? What has he done well? What mistakes has he made? 6. What actions, if any, would you take if you were Thomas Green? 7. What is necessary to build a productive relationship with your boss? How does an employee effectively “manage up?” Answer 1] Frank Davis, marketing director, is an excellent strategic player. He sorts through all of the possibilities, though short term, and find the best effective way to move forward. As he had just been promoted from the position of a senior market specialist he for sure was competent and experienced in the way things should be done....
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...What Coastal Features are formed by waves along a section of the Palisadoes Tombolo in Kingston and Green Wall in St. Thomas, Jamaica? By Kashaun Smith School: Wolmer’s Boys School Territory: Year: 2013-2014 Table of Contents Page Title Page Number Aim of Study Location of Study Area Methodology Presentation and Analysis of Data Conclusion Bibliography Aim of Study The aim of study is to determine and describe the coastal features observed along a section of Palisadoes Tombolo and Green Wall in St. Thomas, Jamaica. Location of Study Area Methodology On Monday, May 20, 2013, the Geography Department of Wolmer’s Boys’ School organized for students to visit sections of the South East coastline of Jamaica. The locations of study were scheduled to be Palisadoes Tombolo in Kingston and Green Wall in St. Thomas. However, due to the rainy weather we only studied the features of the Palisadoes Tombolo in Kingston on the 20th of May. The materials used to carry out the observation were: notebook, pen, maps, camera, stopwatch and textbooks. At each location, the first instruction given by the teacher was to observe and take photos of the features of the area that was being studied. This helped us to understand the structure of the area and special features and processes taking place. At all the locations a stopwatch was used to time the number of waves per minute. However, the height of the waves was all estimated at the different...
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...Management in Organizations Thomas Green: Power, Office Politics, and a Career in Crisis Case Analysis Questions: 1. Describe Frank Davis’ strengths and leadership style. What is important to him in a work setting? What motivates him? What does he expect from his colleagues and direct reports? How does he want to be treated? 2. Describe Thomas Green’s strengths and leadership style. What is important to him in a work setting? What motivates him? What does he expect from his colleagues and manager? How does he want to be treated? 3. How is Thomas’ new role different from his previous role as an account executive? What different talents and strengths are required in the new position? Is this new job a good fit for Thomas? Why or why not? 4. What is creating the tension and conflict between Thomas and Frank? How has McDonald contributed to the situation? 5. What is your analysis of Thomas Green’s actions and job performance in his first five months? What has he done well? What mistakes has he made? 6. What actions, if any, would you take if you were Thomas Green? 7. What is necessary to build a productive relationship with your boss? How does an employee effectively “manage up?” Answer 1] Frank Davis, marketing director, is an excellent strategic player. He sorts through all of the possibilities, though short term, and find the best effective way to move forward. As he had just been promoted from the position of a senior...
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...RUNNING HEAD: Analysis of the Arts of Edward Hopper, Grant Wood, and Thomas H. Benton 1 Analysis of the Arts of Edward Hopper, Grant Wood, and Thomas H. Benton Student Name University Name Analysis of the Arts of Edward Hopper, Grant Wood, and Thomas H. Benton 2 Abstract The 20th century is marked by development of new style of arts. The painters with the likes Edward Hopper, Grant Wood, and Thomas H. Benton played pivotal roles in taking this form of art to the next level. Their works carry elements of modernism in them however they have different styles of depicting their arts. In this paper, we have taken Office at Night, Woman with Plants, and Sorghum Mill (Buffalo River, Arkansas) for analysis which are painted by Edward Hopper, Grant Wood, and Thomas H. Benton respectively. Analysis Thesis Statement The works of Edward Hopper, Grant Wood, and Thomas H. Benton truly represent the modern era of painting with some similarities and some dissimilarities. Introduction The painting of the 20th century was inclined towards developing a new form of art which carries modernity. It was a revolutionary period for painting and saw some great painters of all times. The artworks have huge impact of the modernism in them. Edward Hopper, Grant Wood, and Thomas H. Benton were the prominent painters of the era who have great contribution...
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...Describe the work styles and personalities of Thomas Green and Frank Davis. Ans. Thomas Greens: * Green had a very compelling personality and he had the capability of convincing his clients about his ideas. However he lacked the ability to back his ideas and theories with real market data. * Green focused more on preparing a strong case that would suit his customers need. He developed good rapport with his customers and due to his convincing personality he was able to finalize some good deals for the company in the first year. * He did not believe in documentation. For instance, all his data and strategies used to be verbal rather than on paper. This became one of the major factors of disagreement between Green and his boss Davis. * Green was very upfront in showing his disagreements without giving a second thought to the hierarchy or seniority of the other person. For instance he openly declared to everyone in his office about his disagreements with his boss. Frank Davis: * Davis was an experienced manager and he had an organized way of doing things. He was particular about the documentation of data, plans and strategies. He believed in presenting the customers with effective supporting details for all the plans. Davis always wanted to have details of data and supporting documents for every proposal. * Davis was very particular about following professional protocol and expected the same from Green. For instance, Davis shared Green’s performance...
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