...Case Study: Jensen Shoes: KravitzsJane This paper is about analyzing the case of “Jensen Shoes: Jane Kravitzs”, and it focuses on one very important thing that almost all essays that are done on this Case Study fail to mention. The case “Jensen Shoes: Jane Kravitzs” has one specific thing, which is stating that the story was told from memory by Jane Kravitz. This is very important information and because of this, we can assume that the story may not be 100 percent accurate, and may also contain a slight bias since we are only given Jane’s perspective. As will be pointed out in the following section, each individual’s perception will have a major influence on the attitudes and behaviors exhibited throughout this case. The problem begins when Chuck Taylor, who is the Director of Strategic Marketing, provides negative information to Jane about one of her new staff members Lyndon Brooks by stating that he had not received very good performance reviews over the last three years that he had been with the company. Despite the fact Jane had worked with Lyndon in the past claiming that he was a very charming African-American businessman who had a way about him that suggested he could be a star if given the right situation and motivation, Chuck’s negative comments about Lyndon influence her thought process regarding Lyndon stability to perform well and meet expectations. This corresponds to the social information processing model; in which ³people adopt attitudes and behaviors in...
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...Case Study 1- Jenson Shoes The story begins with an African-American man named Lyndon Brooks, an employee at Jensen Shoes. Recent trends have identified a shortcoming in the company’s casual wear department. Brooks is therefore reassigned under the leadership of Jane Kravitz, much to his dismay. Several strategic objectives are formed to handle this shortcoming. Of these, two of the strategic objectives were assigned to Brooks, the Latino and African American markets. He was given a four month period to complete both objectives. According to a report pertaining to Brooks’ thoughts and impressions, he felt as if both the time allotted and the quality of manpower assigned to these two tasks were unreasonably lacking. Therefore the completion of both strategic objectives within the given timeframe to Brooks was infeasible. After several heated discussions between Brooks and Kravitz, Jane agreed to reassign the African-American strategic objective leaving only the Latino vertical markets to Brooks. Identifying the problem: Brooks vs. Jensen Shoes An important aspect to remember is that this case may contain a slight bias due to the fact that it is represented through merely Brooks’ perspective. Lyndon Brooks, a well educated Sociology graduate, is assigned to work under Jane Kravitz, manager of casual wear at Jenson Shoes. We see from analyzing the given report that Brooks had expressed disdain from the beginning. Initially assigned as a “Product Promotions Manager,” Brooks had...
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...Case Facts Jensen shoes established in 1953 was a leading manufacturer of high quality athletic shoes and casual footwear. They valued their employees as much as their customers and sensitivity to employee issues both work and personal was a hallmark of Jensen shoes culture. Being the leading marketer in the United States the company enjoyed a highly profitable position which they held on till 2003. Sales had begun to flatten and the situation arose where they had to diversify their product lines in view of long term viability. Organisational Structure Problem statement Jane Kravitz and Lyndon brooks came into a situation with different motivations and perceptions. Brooks felt that he was being demoted by being taken off the line management and this interfered with his plans of advancing within the company. While, Kravitz also wanted to be a successful manager and prove that as a woman she is a strong leader who can deliver results and motivate her team to complete their task at hand. Reasons One of the reasons which led to the disagreement between Lyndon and Jane was because of the lack of proper goal setting. One of the key factors in acquiring desirable results is setting the right expectations for subordinates. For Jane delivering results was the biggest concern and she had the stereotyped belief that men are better managers, she wanted to prove that women can be equally capable and she can excel in the management role given to her. This made her expect a lot from...
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...A Case analysis of Jensen Shoes: Jane Kravitz’s Story Mary C Gentile Pamela J Maus Harvard Business School PGP – I, BATCH 2014-16 SECTION - 7 GROUP - AL2 1. | 14S710 | Ms. Apoorva Agarwal | 2. | 14S714 | Mr. Gaurav Bansal | 3. | 14S729 | Mr. Raghunandan Balasubramanian | 4. | 14S747 | Mr. Sriman Kumar Pradhan | 5. | 14S748 | Ms. Subhasree Dantuluri | T. A. Pai Management Institute, Manipal Case Analysis of Jenson Shoes: Jane Kravitz’s Story Problem Statement In what ways can Jane Kravitz further persuade Lyndon Brooks to work in favor of completing his Strategic Performance objectives, in a restricted timeline, to achieve better evaluation incentives and bonuses for both of them? Reasons 1. Lyndon Brooks wasn’t assigned a job role of his choice, viz. a managing staff role. This led him to be less enthusiastic on current assignments. 2. Jane Kravitz didn’t work on the negative feedback she had received about Lyndon from the employees previously associated with him, which allowed Lyndon’s focus to deviate from the company’s objectives. 3. Lyndon was additionally assigned a project on environment consumer buying trends over his Latino and African American market study indirectly by the Executive Vice President on an urgent basis. 4. In spite of Jane’s continual support and necessary interventions in order to keep up with the timeline to fulfill the s.o’s, Lyndon continued to be indifferent towards his job role. 5. Jane was...
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...Analysis for Case Jensen Shoes: Lyndon Brooks’ Story Are self-evaluations being hurt? Yes. This case gives us indications that Lyndon had negative core self-evaluations which are explained below: a. Self-esteem: Although not happy with this first assignment he decided to take it up so that it helped him broaden his background and move up in job roles by showing credibility. But he could not complete all his assignments in time. He was later told by Chuck that he would be moved to Strategic Product Marketing and would be reporting to Jane Kravitz as part of reorganizing. Lyndon took this change as the effect of his under-performance and had a feeling of being demoted. This looked like it hit his self-esteem as it gave him feeling of failing in his work and now he had to report to Jane while he himself was in line management before. b. Self-efficacy: In his first project he did believe in his capabilities to take on the project, but when he could not complete it, his work was not well appreciated by Chuck and was also moved to another project. This demotivated him and let him down. He thought he had failed. When he was again assigned the same market in his 2nd project he thought he will fail again in this project and his lack of knowledge of this market will add into the issue. He now did not have confidence in his capabilities and wanted to remain in his comfort zone of line management. c. Locus of control: He seems to display external locus of control as he believed...
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...Analysis for Case 2 Jensen Shoes: Lyndon Brooks’ Story Are self-evaluations being hurt? Yes. This case gives us indications that Lyndon had negative core self-evaluations which are explained below: a. Self-esteem: Although not happy with this first assignment he decided to take it up so that it helped him broaden his background and move up in job roles by showing credibility. But he could not complete all his assignments in time. He was later told by Chuck that he would be moved to Strategic Product Marketing and would be reporting to Jane Kravitz as part of reorganizing. Lyndon took this change as the effect of his under-performance and had a feeling of being demoted. This looked like it hit his self-esteem as it gave him feeling of failing in his work and now he had to report to Jane while he himself was in line management before. b. Self-efficacy: In his first project he did believe in his capabilities to take on the project, but when he could not complete it, his work was not well appreciated by Chuck and was also moved to another project. This demotivated him and let him down. He thought he had failed. When he was again assigned the same market in his 2nd project he thought he will fail again in this project and his lack of knowledge of this market will add into the issue. He now did not have confidence in his capabilities and wanted to remain in his comfort zone of line management. c. Locus of control: He seems to display external locus of control as he believed...
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...ORBR CASE ANALYSIS JENSON SHOES By Group Y2, Anup Dutta (14F508) Rashmi Ramchandani (14F541) Shrey Jindal (14F544) Teja Malneedi (14F553) Thulasi Srinivasan (14F554) PROBLEM STATEMENT: In what ways can Jane Kravitz, Strategic Marketing Manager at Jensen Shoes, get one of her staff members Lyndon Brooks, to complete the strategic performance objective on time. PRIMARY ISSUE: Jane Kravitz, after being in the staff position for 18 months was given the job of Strategic Marketing Manager for casual wear, which was important to her career development. Her roles and responsibility involved completion of preparation of a comprehensive marketing plan targeting the casual wear section of Jenson Shoes. Jane Kravitz practiced the Open Door Policy that was followed by the organization. Following the reorganization, she was assigned 3 staff members. One of her staff members, Lyndon Brooks was not interested in his new role. Lyndon was evading the assigned task due to his lack of...
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...A good example is when such a contact result to the other party protecting secret, unlawful actions. In such a case, contracts cannot be viewed as valid if they involve an agreement to do an unlawful action. It is worth noting that an action intended to further an unlawful purpose is not legitimate. It is the only reason that can make one term whistleblowing as legitimate even when it results in a breach of confidentiality. A Contract can be rendered unlawful even when the acts decided to be taken perfectly legal. Therefore, one can reach the conclusion that Snowden may use this principle to avoid any charges against him for breaching the rule of confidentiality. Skeptics may object that the NSA was monitoring people's calls and emails is by itself could be regarded as illegal. It is a breach of the people privacy and, therefore, unlawful. Whether or...
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...Ajasiz Johnson American Intercontinental University Consumer Marketing MKT655 – Research Methods in Marketing June 23, 2013 Abstract Celebrities are often used by advertising agencies to endorse their products in an attempt to persuade the consumer to purchase their products. This paper discusses how celebrity endorsements tend to have an effect on consumers. Consumer Marketing Introduction Advertising obviously plays an essential role in the success or failure of a product. In some cases, using celebrity endorsers to promote products has been quite an effective campaign strategy for advertisers. Celebrity endorsed campaigns are created to sway the consumers and to promote a positive image. Research on Brand Endorser and Consumer Perception Since one of the key objectives of an advertising agency is to persuade customers to purchase the products they represent, an advertisement’s credibility plays an intricate part in heightening the sense of appeal to potential consumers. The enormous amount of money that is allotted for advertising budgets for celebrity endorsements indicate that they are vital in the “advertising world”. Pursuing a celebrity endorsement strategy enables advertisers to project a credible image in terms of expertise, persuasiveness, trustworthiness, and objectiveness (Till and Shimp 1998). Even though it may sound vain, when creating campaigns, advertisers also have to consider the attractiveness, physical appearance, personality, etc., of...
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...Jensen Shoes Case The main obstacle that Jane Kravitz faced in this case is that one of the staff members she was responsible for supervising, Lyndon Brooks did not carry out the tasks he was assigned. Brooks was responsible for developing a marketing strategy for the African American and Latino population. As the deadline was approaching Kravitz was not seeing any progress from Brooks. Brooks also told Kravitz that he wanted to go to a trade show and take the week off after that as well to stay with his brother. This was one of the many issues that Kravitz faced with Brooks who did not take his given deadline seriously. Kravitz decided to offer Brooks her assistance with the project but Brooks replied by saying that he had never wanted to be in this position. This was another issue in this case that Kravitz had to face and was responsible for. Kravitz later approached Brooks and made it very clear that now was not the time for him to slack off. Brooks kept on resisting but they finally came to an agreement that he would do only one of the projects. This is an additional issue in this case because Kravitz shouldn’t have had to give Brooks that option. By doing this Brooks also added extra work for Kravitz to do on top of all the work that she already had been assigned previously which frustrated her even more. In order to keep Brooks motivated Kravitz threw him a birthday party, hoping it would inspire him to meet his deadline. Kravitz checked in with Brooks and asked him...
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...Bridgewater Associate’s Bridgewater Associates Case Study Analysis Alyssa Rosario MBA620 Bay Path College Organizational Behavior & Leadership January 28, 2015 Professor Laurie Rosner “I submit this paper is entirely my own work and agree it may be submitted to Turnitin for the purpose of checking for plagiarism and further it may be maintained on the Turnitin database to check for future plagiarism.” Bridgewater Associates, founded by Ray Dalio, has maintained a level of success, which has thrived upon "radical truths" and developing an approach of "meaningful values and meaningful relationship" (Dalio, 2010). What does this mean, for Ray, once he decides to retire? How will the company survive and uphold the culture, which he established. There are three main factors to which the company would need to begin to explore and prepare as transitions begin. First, would be ensuring an effective leadership, second maintain culture and principles during transition. Finally, how to attract to new hires and maintain current talent. These three factors will be explored in order to determine if the culture Dalio has established can sustain itself without him. Ray Dalio, a man who started Bridgewater Associates from his two -bedroom apartment in New York 37 years ago has created a culture in where some critics refer to it as a “cult”. Ray Dalio moved his company to Westport CT, where he currently employees 1,300 members. He currently shifted his role from...
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...Chapter 1: Overview of ETA CARS ETA Ascon Group ETA ASCON Group is primarily a Contracting firm in the U.A.E. with expertise ranging from Civil Construction to Electro Mechanical, Elevator Engineering and Facilities Management. Since its inception in 1973, the firm has numerous landmarks in the Emirates that stand as a testimony to the firm’s engineering capabilities. The company is a part of Al Ghurair Group of Companies, who are the most revered and leading business house in the United Arab Emirates. ETA ASCON has enumerable divisions in every sector related to the construction industry like Joinery and Interiors, Low Voltage Switchgear Panels, Elevators, Structural Steel fabrication, Composite Aluminum Cladding, Facility Management, Janitorial and Cleaning services, etc. These wide ranges of capabilities provide ETA ASCON the turnkey expertise to deliver a project from the drawing board to completion. ETA ASCON over the years has been involved in several commercial and residential projects in Dubai, where the Company owns premium Real Estates. In all, the company aims to bring in its in-house expertise in the construction business gained over the last 30 years to the advantage of its customers and deliver value for money. ETA CARS (Computerized Auto Repairs & Services, LLC) is an ISO 9001:2000 Certified Company basedinDubai,UAE. Established in the Year 1978 marked a single most important landmark in the automotive care business and was the first automobile...
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...The Abaya and the Women Beneath it CBS- Cand.Ling.Merc. Fashion and Design Industries Teacher Lise Skov Student: Diana de Souza Leão Jensen Cpr.nr. 170588-3218 Characters: 22. 050 Introduction Dubai is claimed by many to be the centre of the Middle East, and by some, of the world. Connecting many countries, continents, cultures and people Dubai is a very cosmopolitan place that combines old tradition and religion with modernity, innovation, pioneering and extravagance. From the old traditional souks to the new modern malls we see people from all over the world, dressed in many different ways. It is sometimes easy to spot where people come from, especially if they are wearing a traditional costume for their culture. The locals of Dubai and the surrounding Emirates are called Emirati and the official religion of the United Arab Emirates is Islam. The traditional dress of the Muslim woman from the UAE is the Abaya, a kind of maxi dress or robe, it is long, has long sleeves, it is loose fitting and in the UAE it is generally black and simple, it is made of very thin fabric to make it cool in the scorching summers of Dubai and the surrounding Emirates. Muslim women in different parts of the world wear different garments, but all with the same purpose, to cover the body and not show the shape of the body, but in Dubai there is a large number of women in the black Abayas. There is a great contrast between the tourists, wearing tank tops and shorts revealing a lot...
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... Anamika.C(H-18023) Page 2 Corporate Governance Declaration I Anamika Chatterjee of 3rd year student of Hotel Management, H-18023 declares that all the content in this project has been "The result of my own research and at places where the information has been" Copied from a particular site, book, journal or pamphlet. I Declare That I Have Committed No Such piracy "any step taken which is against the academic rules of IHM-A and The University of Huddersfeild. Anamika.C(H-18023) Page 3 Corporate Governance Table of Content Serial Number 1 2 3 4 5 6 7 Chapter One-TATA Company Profile Chapter Two-IHCL Company Profile Chapter Three-IHCL and Corporate Governance Chapter Four- Prologue to Corporate Governance Chapter Five-Case Study Analysis on Tyco International Limited Chapter Six-Conclusion Bibliography Particulars Page Number 5-8 8-9 9-11 11-15 15-17 18 19-20 Anamika.C(H-18023) Page 4 Corporate Governance Chapter One TATA Company Profile The Tata Group is an Indian multinational company founded in the year 1868 by Jamsetji Tata who was then inspired by the spirit of nationalism and wanted to establish a company operated by Indians and for Indians. This...
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...Is it important to focus on organisational values and engaging stakeholders, including patients, when working to improve care quality and patient experience? Introduction This paper examines how organisational values and stakeholder engagement can improve patient quality, experience and care. The author will do this by exploring what stakeholder engagement is and how it is being used in the healthcare arena to improve care quality and patient experience. The author’s critical analysis will discuss the relationship between organisational values, stakeholder engagement and the delivery of quality patient care, before relating this to his professional practice, prior to drawing and presenting conclusions. The author having worked in the NHS for a number of years as a Commissioning Manager in a non-clinical role has often found it difficult to see the impact that sound organisational values and robust stakeholder engagement can directly have on the delivery of patient quality, experience and care, working through Module 3 has been a truly eye opening experience for the author. Having completed Module 1 and 2 of the EGA course and now coming to the end of Module 3, there have been many opportunities for self-reflection and time to make sense of how and why organisational values, engagement and service delivery are all interlinked. Analysis Engaging Stakeholders to Improve Care & Quality “Stakeholder engagement is the process by which an organisation involves people who...
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