Bob knowlton case study analysis
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Fester makes Bob and the other lab members feel less confident in their abilities and worth.ReferencesLangton, N., Robbins, S. He is used to collective efforts within the lab, but Fester is insistent on individualism. He is insecure about the safety of his job. Although Bob still has valuable input in the lab, he feels Fester will eventually take his place in the lab. He feels like he is struggling to keep his place. Bob feels overshadowed and his position threatened by Fester. He cannot tolerate the ambiguity after Festers arrival. Fester is clearly more knowledgeable than everyone else in the lab and Bob feels uncomfortable in his position in the lab.īob feels insecure by the more skilled and talented Fester and the environment he creates in the lab.Self-awarenessBob feels competent and a valued member of the lab before Festers arrival. Although Jerrold knows his plan to assign Fester his new division within the lab, he does not communicate this in time to empower Bob for the change.
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The feeling that Bob felt he had some level of trust between him and Jerrold is gone without knowing about this change.
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Although Jerrold does not intend to assign Fester to Bobs lab, he does not inform Bob. He was neither informed nor prepared for this change. Bob was not aware of Festers hiring and is taken by surprise. However, the arrival of Fester, who clearly knows more than Bob and is more confident, changes this. Before Festers arrival, Bob feels empowered and a valued member of the lab. Jerrold, on the other hand, does not efficiently communicate the role he has planned for Fester, leaving Bob feeling undermined and threatened as the leader of the lab.Leadership and EmpowermentJerrolds passive leadership does not adequately prepare members of the lab for a change. The group members feel that Fester is getting preferential treatment by Jerrold. As a result, the individuals of the group do not feel empowered, and this is worsened by the arrival of Fester. The relationships of the staff do not exist outside of the workplace, and this hinders the interpersonal development between the individuals of the group. Emphasis was put on tasks at the lab, and there was no cohesiveness between the staff. Communication between Bob and Jerrold was always focused on work and tasks that limited bobs ability to express his discomfort about Fester to Jerrold.Team buildingIt is important for members of staff to be involved in team building activities.īefore Festers arrival, the members of the lab did not have team building activities. Jerrold should have had communication with Bob outside of the work setting and possibly identified Bobs emotional problem with Fester. Furthermore, Bob should have been adequately prepared for the changes within the organization. It was important to seek Bobs thoughts and feelings about Festers arrival. Jerrolds lack of supportive communication limited his ability to determine Bobs feeling towards Festers hiring.
Bob knowlton case study analysis professional#
Communication is important to ensure smooth professional and personal relationships in an organization. Moreover, Jerrold did not inform Bob of the plans he had for Fester within the organization which led to Bob feeling threatened in his position. Bob Knowlton Case Study al Affiliation Communication Jerrold brings in Fester into the organization without informing Bob or seeking his opinion.