Premium Essay

What Is Bob Case Study

Submitted By
Words 379
Pages 2
My colleague presented a case to me involving a man named “Bob”.

The patient “Bob” is an only child that grew up in a religious household. His father was a warm and kind man that worked all the time. Bob only saw his father on the weekends when he was a child due to his father’s work schedule. Bob’s father died about a year ago. Bob’s mother was the disciplinarian and she was very strict. She worked as a janitor initially at his Elementary School and then she became his high school librarian. Bob seems to have a strained relationship with his mother. Bob attended college and studied psychology. He worked as a psych tech for 14 years. Bob seems cooperative at the session and admits to having no medical problems, but drinks occasionally with

Similar Documents

Premium Essay

Case Study: New Team Member

...Case Study: New Team Member By Sherri Johnson Project Management 4460 Professor Hepler Term IV 2011 Troy University – Ecampus April 21, 2011 Abstract This case study is about a company called Straight Arrow Systems Corp. This company makes items for the military. The team leader for the hardware department is Bob. Bob has a strange introduction process for his employees. Brad is a new team member and is about to learn the ropes of the department. The high turnover rate should tell management that there is a problem with the department. They should conduct an investigation instead of sending new employees to the group and having them quit shortly after joining. Case Study: New Team Member The first question that needs to be answered is “what behaviors is Bob demonstrating with respect to valuing team diversity and they also ask what are some alternative choices for what Brad can do next.” (Clements and Gido, 2009) Bob is definitely showing signs of discrimination against his own team members. The wide range of diversity does not appeal to him and he seems to believe that he needs to carry the weight of the team with Bill. The team has nothing in common as far as age, appearance, ethnicity, gender, health, job status, marital and parental status, race, and religious affiliation for this project. This is how Bob groups the members of his team. Bob is ultimately discriminate against...

Words: 672 - Pages: 3

Premium Essay

Case Study Iv

...Case Study – Motor Parts Corporation At first, I was under the impression that this case study was about a moral dilemma. Whether firing Al during this time of need would be the right thing to do, despite it being necessary for the company to continue its success. But after reading the book I can see how this case study doesn’t have to be about right or wrong, but instead about how communication can be an important tool within an organization. Motor Parts Corp. (MPC) is running a business, and therefore needs to be operating at 100% at all time. Business doesn’t rest, and any sort of distractions can be the difference between a revenue gain and loss. As president of MPC, Bob Marvin, has one objective over any other, and that it to make his company profitable in order to avoid a takeover. Although one cannot be a machine, and make decisions based solely on numerical data, I can relate to the frustration that bob must feel with Al’s low level of performance. Then again, one cannot help but to feel for Al and his situation with his wife. Any one facing such a difficult time would most certainly not be at his 100%. Such a large family problem would create stress that I cannot even begin to imagine, and frankly, it would be completely normal to put business as a secondary thought. Furthermore, like Al, I would also expect friends and family to be supportive of my needs. Al has been performing for years, and this type of performance commands some sort of loyalty from MCP...

Words: 917 - Pages: 4

Premium Essay

Startergic Change Mangement

...without personal complications. At the end of RDA's engagement, the client was well-positioned to begin developing a transition plan. Bob, founder, CEO, and owner of a 20-year-old, closely-held business, hoped to groom his 30-year-old son, Jack to take over the business in the next five years. The firm was currently co-run by Betty, the COO and Operations Manager. She was a longtime employee of the firm, and also had been Bob's life partner for most of that time. Both Jack and the firm were at a critical juncture, if Jack and the firm did not make a mutual commitment to each other in the next year or so, Jack would likely pursue alternative career options, closing a window of opportunity. And yet Jack was not privy to many of the decisions and financials underlying the company information that would allow him to make an objective decision about his future role in the firm and no plan existed to manage the transition. Jack and Bob's personal relationship had grown estranged, and both prone to intense emotional responses to work and personal issues. In addition, Betty felt that Jack did not accord her appropriate respect in her role as COO, and was therefore concerned about her professional future as COO under Jack's leadership; she was also anxious that any transition be smooth to enable her continued personal relationship with Bob, the owner. The emotionally-charged relationships between the three key players resulted in both personal and professional command-and-control...

Words: 3858 - Pages: 16

Premium Essay

Supply Chain

...without personal complications. At the end of RDA's engagement, the client was well-positioned to begin developing a transition plan. Bob, founder, CEO, and owner of a 20-year-old, closely-held business, hoped to groom his 30-year-old son, Jack to take over the business in the next five years. The firm was currently co-run by Betty, the COO and Operations Manager. She was a longtime employee of the firm, and also had been Bob's life partner for most of that time. Both Jack and the firm were at a critical juncture, if Jack and the firm did not make a mutual commitment to each other in the next year or so, Jack would likely pursue alternative career options, closing a window of opportunity. And yet Jack was not privy to many of the decisions and financials underlying the company information that would allow him to make an objective decision about his future role in the firm and no plan existed to manage the transition. Jack and Bob's personal relationship had grown estranged, and both prone to intense emotional responses to work and personal issues. In addition, Betty felt that Jack did not accord her appropriate respect in her role as COO, and was therefore concerned about her professional future as COO under Jack's leadership; she was also anxious that any transition be smooth to enable her continued personal relationship with Bob, the owner. The emotionally-charged relationships between the three key players resulted in both personal and professional command-and-control...

Words: 3863 - Pages: 16

Premium Essay

Organizational Behaviour - Case Study (Bob Wood)

...with the higher level of needs. His theory consist of five levels. It starts with physiological need, followed by the safety, social and esteem needs and ends with the self-actualization need. Based on this case study, the Maslow’s hierarchy of needs will be used to analyze Bob Wood. Using the physiological needs, Bob who is 30 years of age seems to have his basic needs satisfied. He has food, clothes to wear, a place to live and he drives an expensive sport car. Since these needs have been satisfied it no longer is a drive to push Bob to attain them anymore. Eventually once a person has had this level of need satisfied he/she moves to the next level. Despite having all his basic needs satisfied, Bob seems to be frustrated with his current job situation. As mentioned in the case study, Bob was making $80,000 a year plus bonus. Currently he only earns $44,000 as a technology analyst. That is almost half of what he used to earn back in 2001. Following the physiological needs is the safety needs. Bob’s current situation is very much tied to this level on the Maslow’s hierarchy of needs. As mentioned above, once the physiological needs for an individual is met it activates the needs for security. In Bob’s current situation, he does not feel safe. Instead he feels threatened. Bob currently has debts on his college loan, credit cards and his car. He is also concerned about his job security. This lack of safety has caused an impact on his motivation level. Next comes the social need...

Words: 1229 - Pages: 5

Premium Essay

Three Shifts, Three Supervisors

...manner on the appropriate tasks (Beer, 1994). This theory, or idea, coincides with the path-goal theory which is about how leaders motivate followers to accomplish designated goals (Northouse, 2016). Three Shifts, Three Supervisors case study 6.1 depicts the effectiveness of an organization through four different leadership styles. Brako is a small manufacturing company that entails three different shifts which hold three different job functions. The first shift, supervised by Art, is in charge of the production line and packaging. This job is noted as being monotonous with set rules and standards that require little to no independent decision making. According to path-goal theory, Arts leadership behavior should be constructed around the Supportive style; providing what is missing by nurturing followers when they are engaged in tasks that are repetitive and unchallenging (Northouse, 2016, p.121). The second shift, led by Bob, job scope entails the setting up of machines and equipment as well as in charge of the complex computer programs that monitor the machines. Dealing with the many changes and complexity of their job scope, path-goal theory suggest the leadership style of Directive; giving followers instructions about their task, what is expected of them, how it is to be done, and the expected timeline of job completion...

Words: 2033 - Pages: 9

Premium Essay

Critical Thinking

...preconceptions are put aside when analyzing an issue (Bowell & Kemp, 2002). Decision-making is a cognitive activity that is either rational or irrational. It is influenced by individual characteristics such as experience and personality (Horvath, 2011). In this case study, there is a need for a step by step analysis of how things unfolded as this is a very fragile situation. Rushing to make a decision before conducting proper investigations and consultations with affected parties may affect the smooth running of the organization resulting in massive losses. What are the Facts? Bob is a fresh graduate who has just joined the company. He has no job experience and, therefore, the probability of making mistakes is very high. Mostly, the knowledge learners get in school is not enough to equip them with skills required in industries. Having this in mind, I, being the lead supervisor, will have to come up with ways to handle Bob, a junior supervisor with no work setting experience. Maybe I gave Bob a huge responsibility of developing a work schedule, something he has never done. I should have guided him through that process to come up with the most relevant work schedule. Two setups were made. One was made by Bob. This set-up could have led to work delay, so Coot, a very experienced worker decided to come with a more relevant work schedule. Coot’s set-up led to the completion of the work on time and saved the company huge losses that it could have made if the work were delayed...

Words: 2435 - Pages: 10

Premium Essay

Test

...CASE STUDY for dinner," thought Jack Thompson, the CEO of Praxim, Incorporated, as he drove north on Interstate 101 toward 11 Fornaio, his favorite restaurant in Palo Alto. Fred Wong, a longtime friend, had been one of Praxim's early backers, and Jack knew he'd get an earful about his company's continued lackluster performance. "I'll be getting all the grief," Jack said to himself. "At least Fred can pickup the tah." Jack had been with Praxim for 18 years and had served as CEO for the I 'LL MAKE FRED pay last 12. He could take a lot of the credit for building the company into a multihillion-doUar business selling workstations, PCs, servers, software, and services. But now, after many years of strong growth and profitability, Praxim was being dragged down by increasingly intense competition in the consumer segment. The company had sold to consumers since the early 1990s; as long as there had been upmarket customers willing to pay $2,000 or more for fast, powerful equipment, Praxim had done well. But that higher in- come market was now saturated, and Praxim, like most PC makers, was competing increasingly on price. The consumer division currently accounted for 20% of Praxim's sales but the gross margin had dropped to a dismal 12%. Just two days earlier, Praxim had announced its sixth straight disappointing quarter, and the stock price had been hit hard. Stock options all over the company had been driven further under water. Jack was...

Words: 2525 - Pages: 11

Premium Essay

Organisation Behaviour

...Organisational Behaviour is the study of what people think, feel and do in and around organisations. It looks at employee behaviour, decisions, perceptions and emotional responses. (McShane, Olekalns, & Travaglione, 2010) Case analysis The Case revolves around the professional lives of the three main employees of Simmons Laboratories. The so-called protagonist is a person by the name of Bob Knowlton, who is the lead on one of the projects at Simmons Labs. Bob reports to Dr Katherine, another important part of Simmons Labs. The third important person in this case is Elliot Haywood. He is a new recruit into Simmons Labs and at the outset, expresses interest in joining Bob’s team. Bob Knowlton: Bob is someone who has been with the Simmons Labs for about nine years when the case is prepared. He is shown to be someone who thinks like old school scientists who believe in the trial and error method. He tests rigorously before coming to any conclusions and is meticulous about the details. He does not hesitate spending time and poring over any analysis or decision. At the same time, even after being a nine year veteran, he still seems like someone who is still finding his foothold in the firm. However, he is not very open about his inner feelings and internally hurts. Elliot Haywood: Elliot comes across as a “Type A” personality. He was always in an urgent need to complete his work and did not care if in this process he was disturbing or annoying others. In the case it is mentioned how...

Words: 372 - Pages: 2

Premium Essay

Bob Knowlton Case

...Bob Knowlton Case: 1. Diagnose and evaluate the entire problem situation. List the problems. 2. If you were in Dr. Jerrold’s position:  what can you learn from the mistakes that have been made  how would you go about creating the learning organisation? Devise a strategy. Summary:  Some might feel Bob Knowlton acted irrational without voicing his feelings to Dr Jerrold.  Some might feel that his EQ, is weak, in terms of Fester, making him feel inferior, doubt his capabilities and also allowing Fester to take over as leader in the meetings.  Dr Jerrold lacked open communication and transparency therefore as a result; he lost a good employee, Bob Knowlton.  Bob is a team player and believes in using each other as resources through collaboration. “Bob Knowlton calls a meeting, however Fester, voices his opinion that he is not at all averse to meetings…”  Fester is not a team player, and one can assume he likes the credit and wants to be centre of attention.  Fester was very sharp and competent and had solved some old problems. He felt that Fester was slowly taking over leadership.  Very confident about himself and his ideas. Aggressive in his approach to solve a problem and well as put forth his ideas Problems:  Organisational culture seems work orientated with little focus of interpersonal relationships and communication. No feelings are discussed openly, therefore the assumption that the team is functioning well is false.  Unable to discuss his opinions/feelings/conflicts...

Words: 469 - Pages: 2

Premium Essay

Managing Organization

...Contents 1. Analyze Bob using the Maslow need hierarchy 2 2. Analyze Bob’s lack of motivation using equity theory and expectancy theory. 6 3. If you were Bob’s boss, what could you do to positively influence his motivation? 10 4. What are the implications of this case for employers hiring generation Xers? 12 5. References 15 1. Analyze Bob using the Maslow need hierarchy. Maslow’s needs hierarchy is one of the four early motivation theories conceptualized and realized by Abraham Maslow, it is also the best-known hierarchy of needs theory (Robbin & Coulter, 2012). He was a psychologist professor who articulated that every human has five levels of needs hierarchy which is namely Physiological, Safety, Social, Esteem and Self Actualization. (Robbin & Coulter, 2012) Maslow further claimed that each level in the needs hierarchy has to be significantly satisfied before the next level becomes dominant, he reiterates that it is a step by step process where individual move up each level ascending the needs pyramid. Besides the pyramid needs has been further separated into two tiers which is lower-order needs (basic needs) and higher order needs (social needs). Physiological and Safety are at the bottom of the tier and are classified as lower order needs whereas Social, Esteem and Self-actualization which is in the mid span of the tier till the top of the tier is considered as higher order needs. Bob life’s happenings relate directly to Maslow as he was focusing...

Words: 4669 - Pages: 19

Premium Essay

Ethics

...Q1. Briefly describe the dilemma presented in this case study. Who are the key players and what are some of the antecedents that have led to the present problem? In today’s workplace communication is key, collaboration crucial and teamwork a top management buzzword. These facets encourage knowledge sharing, co‐operation and a joint sense of purpose. However, such an increase in interpersonal relationships too often creates an unwanted side effect: conflict. In the case study, Bob’s Meltdown, Jay Nguyen, CEO Concord Machines, has to handle a situation of psychological harassment owing to work related stress. Jay needs to discover a suitable arrangement to abstain from being sued by Annette. Jay’s dilemma is that on one hand he cannot let Bob go as he is his best manager and on the other hand Annette has made it clear that if Bob stays, she’ll leave. The problem started when Bob yelled at Annette in the cafeteria. She currently feels exposed and violated by this event and can hardly concentrate on her work. On the other hand Bob, is suffering from stress. He is being pressurized at work and is also facing problems in his personal life. With many things already on his mind, when Annette informed him regarding the formation of the Knowledge Protocols Group, he lost his temper and on meeting Annette face-to-face he couldn't control but burst out at her. ...

Words: 1744 - Pages: 7

Premium Essay

Global Strategy and Leadership

...CPA PROGRAM GLOBAL STRATEGY AND LEADERSHIP CASE ANALYSIS: NOTTING FOODS PTY LTD CASE STUDY 2 AUTHORS: SAMANTHA WINTER AND DELYTH SAMUEL Published by Deakin University on behalf of CPA Australia Ltd, ABN 64 008 392 452 © CPA Australia Ltd 2015 (Edition 15a) The contents and any information contained in this document (Information) are for general information only. They are not intended as professional advice. For any professional advice, please consult a suitable qualified professional. CPA Australia Ltd, Deakin University and the author(s) of the Information (Entities) make no representation about the content and suitability of this Information for any purpose. The Entities disclaim all warranties with regard to the contents and in no event will be liable for any loss and/or damage whatsoever resulting from loss of income or profits, whether in an action of contract, negligence or other tortious action, arising in connection with the use and performance of and/or reliance of the Information. CPA PROGRAM GLOBAL STRATEGY AND LEADERSHIP CASE ANALYSIS: NOTTING FOODS PTY LTD CASE STUDY 2 AUTHORS: SAMANTHA WINTER AND DELYTH SAMUEL Contents Introduction 1  Case facts 2  June 2013 – Notting Foods Inc. board meeting December 2011 – Acquisition by Notting Foods Inc. The June 2013 board meeting 3  3  12  Tasks 13  Appendix 1: Notting Foods Inc. – Integration plan for the Chasseur Chickens acquisition 14  Appendix 2:...

Words: 13294 - Pages: 54

Free Essay

Peter Browning and Continential White Cap

...BOB GALVIN AND MOTOROLA, INC CASE STUDY MAT OKLAHOMA WESLEYAN UNIVERSITY Bob Galvin and Motorola, Inc. Case Study Analysis At the age of 61 Bob Galvin, chairman and chief executive officer (CEO) of Motorola, Inc., was moved to action from the increasing complaints as he “walked the halls” and the growing threats from Japanese manufacturers. On April 24, 1983 at the biennial meeting of the top 153 officers of Motorola, Inc. themed ‘Managing Change’, Bob Galvin issued a challenge to senior managers to consider structural changes to strengthen the corporation long-term. Motorola History Founded in 1928 by Paul V. Galvin, Galvin Manufacturing Company the Chicago-based firm began with alternating electrical current converters and automobile radios. Soon after dubbing the car radio as the “Motorola” in 1947, Paul Galvin changed the name of the company. Paul Gavin along with his brother Joe tried to create a humane and democratic work environment. Part of this process involved the everyone including the Galvins to be addressed on a first-name basis; “the Galvins had replaced the typical time clock in the plant with an employee honor system; and by 1947, Paul Galvin established a profit-sharing program” for it now 2,000 employees. It was decision such as this that allowed Motorola to remain union free (Jick & Peiperl, 2011, p. 121). From its modest beginnings of less than $1500 in working capital and equipment, Motorola has enjoyed 55 years of growth and success...

Words: 1161 - Pages: 5

Premium Essay

Motorola

...Case Study: “Bob Galvin and Motorola, Inc.” Business Leading Organizational Change BUSI 6132 October 2, 2012 Motorola: Macro/Micro - Problem and Causes Motorola was a very large company with 75,000 employees and a huge organizational structure. (Jick & Peiperl, 2011) They covered the entire United States and 15 foreign countries. The macro issues in this case stem from having too many layers of management. There were nine to twelve layers between the first line managers and the executive level. (Jick & Peiperl, 2011) The average span of control was over five people or fewer in most cases. Thirty percent of leadership managed three people or less. (Jick & Peiperl, 2011) Another macro issue was the multilateral reporting structure between Bob Galvin, CEO/Chairman, William Weisz, Vice Chairman, and John Mitchell, President. (Jick & Peiperl, 2011) This reporting structure was complicated and viewed as the same through the eyes of lower level management. Motorola’s management wanted one single voice, style and direction. (Jick & Peiperl, 2011) Do away with three leaders with differentiated views, style and direction. Japanese competition was another macro issue that Motorola had to contend with. With Japanese technology expanding and trade practices relaxed or non-existent, all were considered a threat to Motorola. Japan was selling products at less than fair value to rapidly increase their market share. (Jick & Peiperl, 2011) To help alleviate...

Words: 1339 - Pages: 6