Case Study Wilson

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1. Do you agree with Alice’s recommendations about what Wilson needed to work on? Why or why not? Wilson did acknowledged the underlining issues that he needed for him to grow in their company, so I would agree to Alice’s recommendations for she has seen it for the long run that Wilson worked with the company. 2. What are Wilson’s strengths and weaknesses based on his current performances? Wilson’s strengths as mentioned are: a. Being business management graduate and just have interests in anything Technical landed him to his current post as Technical Support Representative which is a bit far from what he had studied. b. As a tenure agent of the company he was able to contribute maturity for the team thus may include self/group motivations, …show more content…

b. Staying on his comfort zone that affects his first weakness with empathizing to people surrounding him and keeps him intimidated easily which is a no if he wants to have growth in the company (this could get supporting roles Case Study - PANGANIBAN such as, becoming a team lead, quality and assurance managing or training support). c. Wilson’s socialization is poor and as well as low self-esteem that leads him to resist exposures for him to be able to socialize with his workmates, this could not only give team maturity but company maturity. d. Lack of positivity. 3. Why do you think Alice deferred discussing Wilson’s performance development? Alice knew how proactive Wilson is about his performance but not as much as how he performs to gain growth. For me, Alice wanted Wilson to have a realization as to why he as a tenure agent does not count for him to gain growth in the company and he himself seek for it. 4. Based on what you currently know about Wilson, what factors should his team manager have changed with his first year of employment to make him more socially competent earlier …show more content…

7. Do you think that employees have an equal responsibility to seek their own personal development? Why or why not? Leaders and subjects are both humans, literally. A leader may always not be perfect and not be able to focus on a certain employee. For a team to work and gain maturity each employee must seek for their own opportunities for improvement so a leader could only guide them to those they are not able to see. If a leader of ten and five of them does not work well, the other five must at least look out for themselves for they already have a few things to improve. This could give the leader more time to the other five who doesn’t work well. This is where team dynamics commence, working hand in hand for the growth of everyone faster. 8. Is social competence a talent or a skill? Explain you answer? Social competence can be a talent or a skill, always. Every one of us can be an extrovert or an introvert, not that much or can be that much less. But someone who is introvert can improve learn to be competently able to socialize that is why it can be a skill, something that could always be

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