Can Alex Sander’s performance be
evaluated on the basis of the 360-degree feedback and also in general how can
the 360-degree feedback system be improved and used to comprehend one’s
Alex Sander’s presence in Landon is a
boon for the company given the external situation it is currently in
Cut throat competition in the skin care
product industry in United States
Pressure of launching of a skin care product
by Avant-Garde as Nourish in US within a stipulated time of one year to beat a
competing product in the market. The product was no longer appealing in the
Landon is a small company acquired by
multibillion dollar European beauty company providing huge growth opportunities
The factors are relevant as they are
the key factors that established Alex’s perfect fit within the company and also
some of the key internal factors
have been mentioned in the further discussion.
is Alex Sanders best fit for the organization?
The presence of Alex sanders has been
a boon for Landon. The external condition in which the company is necessitates
the presence of an individual like Alex. The cut-throat competition in
skin-care industry requires and individual who knows the customers and is able
to position the product to attract maximum customers. Here is where Alex has
proved his importance. Alex has been able to get two products out in the market
within one year of joining Landon.
Landon is a small company and has been
acquired by Avant-Garde, a multibillion dollar. So, Landon has been provided
with a huge growth opportunity. Avant-Garde has also selected Alex to launch a
new product in US, “Nourish”, which needs rebranding and targeting to specific
customers (Active American women in 20s and 30s). This decision is enough to denote
the importance of Alex in the organization. To top it off, Avant-Garde has also
allocated $25 million to speed up the process. Moreover, Alex works as a
product manager, which also deals with the sales of the product. This type of
work is usually a team work, one bad performer can pull down the performance of
the whole team. So, the person in charge of such team need to be motivate the
team members which is evident from Alex’s behaviour, he was strict with
non-performers as well knew to appreciates when they were putting in the extra
effort for the company.
criteria or constraints with respect to the decision made by Sam Glass has been
a) Focusing on the larger organisational goals of
expansion and profitability
Glass become sceptical of the performance evaluation system followed in Landon
and should he ponder upon a better way to evaluate a high performer such as
Alex, Landon, as an organisation, will be benefited with Alex’s indisputable
knack for detailed and thorough analysis and his tireless work habits. The fact
that Alex’s work habit and behaviour is the demand of the job, which may not be
liked by the other employees, is key in Sam Glass’s decision.
b) Ensuring that Alex Sander realizes
his/her inability to lead a team (as apparently suggested by the employees
is torn between his bias in favour of Alex Sander and the result of the
feedback that has been presented to him. Instead of looking into the accuracy
or the inaccuracy of the feedback, his simple solution could be to do
absolutely nothing about the feedback mechanism at Landon, but simply convince
Alex to change his approach in order to fit into the organisation.
c) Addressing the employee grievances and
concerning Alex’s work style
Sam has a
third option of taking the words of the feedback to the team. Sam
could consider the feedback as a method of gauging the holistic view of the
person which under no circumstances could be inaccurate.
d) Recommendation & Action Plan:
is in an extremely gruelling situation wherein he has to evaluate whether
a 360* feedback mechanism could be a just measurement of Alex’s
to us, Sam should recheck the reliability of this feedback mechanism. We would
recommend the first solution to Sam. Sam should talk to the higher
management regarding the feedback mechanism being a criterion to review a
performance in an industry with cut-throat competition and work which
requires non-stop dedication and delivery. Alex’s subordinates must be
made aware of the super demanding nature of the job they are in and the fact
that Alex may be the push that is required to make this expansion
should probably improvise on the feedback mechanism, by maybe introducing a
method which does not give a weight age component to the sub-ordinates
complaints (these complaints are bound to persist, given the job demand).
However, these feedbacks can simply be taken for development purposes.