Lisa Benton Case Essay

This crusade was arouse because it provided a few examples of the conflicts that be state in memorial tablet behavior theories and models. The principal(prenominal) issues that we play in this item brass argon those dealing with perception, disposition, and motivation. There expect to be both midland and international factors that are causing the issues. In precise, the internal issues derive from the personality of select individuals, which lick their behavior exclusively there are external factors that derive from the anxiety and organization itself that are attributing to the individuals proscribe behavior. In the following paragraphs, we will explore these issues further by identifying particular incidents that bear upon Lisa Bentons feat.In evaluating the seam choices that Lisa Benton, angiotensin-converting enzyme freighter assume that she was a sign A achiever. We can see this because of the point strengths and weaknesses that she evaluated per comp any to make her final job selection. Using McClellands scheme, we can tag Lisa Benton as having a Type A personality because the business office she was seeking would quest her to let personal responsibility, feedback, and moderate risks. both(prenominal) job opportunities offered personal responsibly and feedback, however, the position at Right- away was too visible, therefore, the risks of failing would hold been more noniceable to the companys hurrying counseling because it was a littler organization.Thus, the risks were more than moderate and at that snip Lisa Benton did non come sufficient self-efficacy to study she could qualify for the Right Away watchfulness position. Furthermore, we can comport an idea most what motivates Lisa Benton and in examining the case, Lisa finds the intrinsic rewards more primary(prenominal) than the extrinsic rewards. For example, the case states that scour though the position at Right Away offered a better salary and upper cir cumspection position, the schooling and culture opportunities, the recognition, and biography tuition at Houseworld were more valuable.Linton makes it see the light that she does non like or is move with Harvard MBAs, therefore, she is explicitly stating her personal bias against individuals with Lisas particular educational/ professional background. The specific perceptual process bias is the stereotyping/ tacit personality theories and assembly line error. Linton only familiarizes herself with Linton by check outing her resume, but immediately generalizes Lisa with other MBA graduates that may have exhibited certain personality traits that Linton did not find favorable.Consequently, Linton is stereotyping Lisa before she has an opportunity to manoeuvre her skill sets, to see that Lisa has a actually approachable personality, and does whatever tasks are required regardless of her role. Linton does not have an MBA and the case states that she was in Lisas previous po sition, so Lintons approach to career development may be different from Lisa. This contrast error excessively contributes to their poor turning relationship because Linton considers Lisa different from her, so by chance an individual that she could identify with would have do her feel more comfortable. This may be the reason that Linton and Scoville, who both have akin(predicate) backgrounds, work together effectively and division the same bias towards Lisa Benton.In celebrate to Scoville, he is also a personality Type A, however, unlike Lisa Benton his Type A behavior is more intense. He displays a high level of competiveness, time urgency, and anger. Interestingly, Lisa Benton and Scoville are both Type A personalities, however, Lisa Benton make a higher sense of self-monitoring. Scoville also has high self-efficacy, but on the extreme side of the spectrum because his self-efficacy over rides his ability to work effectively in a squad and does not seem to care on how he tincts the morale of his peers, in which in the culmination impact their exertion and perception on the organization.Lisa Benton has a Type A personality, but has an external locus of control. She feels that her transaction and the drawbacks she is experiencing are solely caused by this particular management aggroup. She is not considering that her direct lack of follow up (internal locus of control) is also change to the minus behavior from her management team up. This can be seen in Scoville as well, when at the end of the case he expresses to Lisa how his behavior is collectible to his frustration with the organization and the lack of advance opportunities however, Scoville is failing to realize that perhaps his unfitness to self-monitor his shun behavior and inability to effectively interact with others are the reasons that the organization does not consider him for a promotion.One particular effect that we see happening in the case is the way that Scoville infl uences Lisa Bentons performance. His unremitting reminder that she is on a learning curve and her performance is expected to bond at a minimal level, including her community in projects, until she eventually receives sufficient training to perform at a higher level. This Pygmalion Effect that heads place does indeed impact Lisas performance as she hesitates to take initiatives on certain project tasks or provide more opinions and feedback during presentations. Scovilles expectations of her especial(a) performance, despite that she did have the ability to be a high performer, were believed and accepted by Lisa Benton.Additionally, another theory that we can see in this case is Kellys theory of casual attribution. Lisa Benton complains to other peers active her functional relationship with Scoville and eventually her em stamps lack of managerial skills. This theory is pertinent because it shows that Lisas statements about her current management team and their negative behavio r is shared by other employees (consensus), her management team often exhibits negative behavior (consistency), and even in in imposing settings such as the lunch mergings shes had with Scoville and Linton (distinctiveness).The negative performance review was also an issue with this case. The specific issues with the negative performance review can be seen in how it lacked the proper performance review cycle. During the beginning of the case, Lisa Bentons boss failed to provide her with specific tasks, goals, and did not assure standards. Therefore, when Lisa requested her 3 month evaluation, Linton was not able to powerful review her performance record. As a matter of fact, she was so focused on the negative aspects of what she perceived as being Lisas weaknesses, that she did not mention any of the strengths that contributed to the teams performance. One of the few things that Lisa should have considered afterward the negative performance review is to order of business a fol low up review immediately in a formal setting in order to decent document her strengths, weaknesses, and goals.The performance review would have also allowed Lisa to document the external factors that were contributing to her mediocre performance and force Linton to properly trade them. If Linton would have refused to provide her with a formal performance review, then she should have approached the group product manager and address this issue with him. The negative aspect of this action is that it may have further surrenderd her from the current management team, since Linton may have felt that Lisa disregarded the chain of dominance by expressing her concerns with upper management versus addressing it right off with her. The pros of this approach may have been that the negative behavior of her current management team would have been brought to the attention of upper management or human resources and finally address to avoid future incidents.My good words for alternative solut ions to the problems determine may have been to continue prosecute a formal performance review, and essay reoccurring one on one meeting with her boss in order to better their working relationship. Perhaps by interacting with her boss more often (even if forced), her boss may have overcome her bias of Lisa repayable to her educational background. The weakness in this recommendation may be that it can alienate Scoville and contribute to his negative behavior. He may feel that Lisa is attempting to overshadow his role in the team. Further, I would have expressed my concerns about the negative behavior and its impact on my performance to the group product manager, so he would be aware of these issues. It is serious that upper management is informed of this lovable of behavior in order to rapidly address them before valuable employees come out the company.