1.) It is clear that Andy Zimmerman is a bulldozer with a little bit of the hero and the home-run hitter mixed in with his work personality. Zimmerman is a strong worker and an asset to the team. As a hero, he appears to get the most done and bring in the best results and as a home-run hitter, he has drive, ambition and self-confidence. As a bulldozer, Zimmerman intimidates and alienates his peers and colleagues and does not trust any of them. Jane Epstein can take many courses of action with Zimmerman. Waldroop and Butler discuss how “bulldozers are often reluctant to change a style that, by their lights, is highly effective. So to change a bulldozer, you have to become one yourself.” Instead of building the rapport she did in the case, she could have come out strong and direct, asking him the difficult questions mentioned in “Managing Away Bad Habits” and providing concrete evidence that she has from other colleagues in their feelings towards Zimmerman and from that evidence, she could have gone through a list of cues that may set him off and think of ways to defuse situations so he doesn’t bully others in his path. I think it would help if Epstein and Zimmerman agreed on someone he trusts to monitor his behavior. She can also simply threaten him asking him to “change or find another job.” A couple of great points that were mentioned in “How to Manage Difficult People” is to check whether the troublesome employee is in the wrong job and to assess the group dynamic. Assessing your personnel is vital to a team’s success. Zimmerman is someone who can run your team to the ground but because of his production, you have to have him. Maybe Epstein can create a different position where he does not have to interact as much with others and he can be left alone to do work. To go along with this, group dynamic is important. Although Zimmerman is a huge pain to the office, I think it would be important to figure out why Zimmerman is a pain. As much as I don’t like this guy, it’s still important to see what the group is doing to heighten his anger, it could very well be large doses of incompetency that must be addressed. I think through these courses of action, balance can be achieved for the office to help achieve its potential.
2.) I feel pretty confident in my emotional intelligence. Growing up I have always been able to empathize and understand people and had a good grasp of reading situations for what they were worth. I am very objective and address problems by looking at both sides and even try to understand the person at fault and why he/she may have come to that point. I try and look at all factors. I am able to adapt in different situations and communicate pretty well in those situations. But even with a good grasp of EI, one area that I lack and have trouble with is dealing with someone like Andy Zimmerman. Someone who is impatient, confrontational and feels they know it all. These are the type of people that can turn me into that same type of person if the right buttons are pushed. It is even harder for me when I know I am right. I feel entitled to put them in their place and impose my will upon them. I understand that this is not the right mentality but unfortunately my emotions can get the best of me. I think one great factor that was brought up in “Managing Away Bad Habits” was when they discussed being more aware of the factors when you are about to “roll over someone” and think of other ways to help diffuse the situation. I think this method can really help me understanding my deficiencies when it comes to people like Andy Zimmerman. Because two people acting the same way in that regard will do no good and have a negative impact on the team. I can’t necessarily change my peer, but I can account for my actions and understanding my weaknesses, be even more cautious when certain circumstances arise.