1. Discuss the reasons why what happened happened.
Brief Introduction about what happened:
- Bob Knowlton, which is the leader for the photon lab that work successfully starts feeling insecure since Fester joining the company. Fester is very talented and expert in his job. When listening to the continuous praises from Dr. Jerrold and others about what had Fester done makes Knowlton feeling uncomfortable and threatened about losing his position. He later found a job in the same capacity with a more higher pay.
The reason why happened:
- Communication problem : In this case, Knowlton lacked of communication with others (head,Jerrold & his members). He hide his real thought and emotions especially towards what had done by Fester. And at the end, Jerrold also can't figure out why Knowlton resigned.
- Wrong assumptions: Knowlton misunderstood the intention of Jerrold and Fester where he thought his leading position will be taken over by Fester because of his brilliant and ability to handle a situation.
- Jealously: What Fester done had created jealously which Knowlton do not know how to react and deal with the situation.
- Fear: Knowlton felt that his leading position was threatened as Fester solved the old problems that their team struggled with. This cause him felt that his leadership and control of the team slowly taking over by Fester.
- Social Judgement: Value we place on the feeling of others and our general assumptions about why people work. In this case study, as we can see Fester just think of doing his work and solving the problem, he didn't think of what he had done will makes Knowlton felt uncomfortable. Fester called Knowlton 2 in the midnight to talk about the solution of the problem, he didn't think of that's the time for others to rest .
2. Consider the personalities involved, especially those of Knowlton and Fester, and the organizational characteristics.
Knowlton:
- Introversion: He enjoyed quite and private time going over work by himself. He seldom voice out what he thinks/ opinions. He did not express his own emotions/ difficulties to others as he dislike conflict with the team members.
- Responsible: Knowlton has a strong sense of responsibility and duty. He takes his responsibility seriously and seldom say "no" when asked to do something.
- He value harmony and cooperation, he more likely to be sensitive to other's feeling. He value to work as a team rather than do it alone.
Fester:
- Extroversion: He went to meet Knowlton on his own. He always voice out/ present the solution on the problem of what Knowlton and the group unable to solve.
- Idea people: People who see possibilities everywhere, Fester will get excited when he get solution and spread his idea to Knowlton even though it's 2am in the midnight.
- Fester is a fluent conversationalist, mentally quick and enjoy verbal sparring with others.
Dr. Jerrold:
- Good motivator: He told Knowlton that sky is the limit for a man that can produce.
- Selfish: He didn't consider the effect/ feeling for putting Fester into Knowlton's group without communicating with Knowlton and his team.
Organizational characteristics:
This organization mainly lack of leadership training and informal communication emerge. Dr. Jerrold unable to communicate effectively about his goal especially with Knowlton. Knowlton also can't communicate openly with others. Through informal communication might have meaningful interpersonal relationship but it will cause conflict between each other on what is related to the job.
3. Imagine yourself in the position of Dr. Jerrold at the end of the case, reflecting back over the events. Is there anything you could have done, on the basis of what you knew or could have known at the time, that would have led to a more favorable outcome? State your reasoning.
I think Dr.Jerrold should discuss with Knowlton and the team members about adding in Fester in solving their problems. He should place himself on Knowlton's position so that he can feel the uncomfortable as Knowlton doing well on his job and responsibility before Fester joined the company. Respect and consideration of feeling about others should be taken place and Jerrold should encourage their members to voice out their opinions. Jerrold should also involve all of them in organisation planning, decision making and problem solving so that it will makes everyone feel themselves as a part of the team. In conclusion, communication between each of the employees and employers is important so that it won't cause any hard feeling and uncomfortable feeling and will brings out harmony and everyone feel being value.
