Jensen Shoes Sample Case

2472 WordsAug 15, 201510 Pages
**This case analysis scored a low A (23/25). It does a good job with the introduction. It answers each of the questions posed. It also does a nice job applying the perceptual biases from the text and class to the case. The biggest deduction in its score came as a result of its conclusion. Note that although it provides a nice summary of points raised in the analysis, it does not include a description of generalizable lessons learned or take home messages from the case. A complete conclusion needs to go beyond the case. Introduction The two Jensen Shoes Case studies combine into a classic tale of two sets of perception and bias errors leading to differing interpretations of the same events. The protagonists are Lyndon Brooks…show more content…
Her assumption was that he could handle the workload despite the additional project, and that a combination of praise/begging/cajoling could motivate him to finish all his tasks on time. Kravitz also assumed that Brooks was fully versed in the company culture and Taylor’s personal style, which included a relentless focus on achieving the strategic objectives. In fact, Taylor was unhappy with Brooks’ performance thus far and reassigned Brooks to work with Kravitz in order for Brooks to learn his way around the company. Kravitz’s assumptions regarding Brooks’ understanding of the culture, her assumption that he had the knowledge to handle the workload, and her assessment of his intrinsic motivation led to assumption errors that influenced her to give Brooks more leeway than was appropriate. As the relationship began to deteriorate, it became obvious that Brooks was not focused on the strategic objectives, yet Kravitz maintained the erroneous assumptions about his knowledge and motivation. Only after the evidence outweighed her bias did Kravitz become blunt with Brooks about his prospects within the company. However, she chose to be direct because she assumed that it would motivate him to work harder, but instead it prompted him to look for other job opportunities outside of the company. Perception and Decision Errors Kravitz commited the first perception error when she stereotyped Brooks by assigning him the African American and Latino

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