Bob Knowlton Self Concept Essay Example for Free

track Knowlton Self Concept EssayAnalysis As part of the analysis we reckon corks Self-Concept and the fol subalterning characteristics with regards to complexity, consistency and clarity. curtseys locus of control is also considered and the impact this had on his relationships at work with his colleagues. maturates individualism is also considered. Bobs Self Concept Bobs Low Self-Concept Complexity Bob has a outset complexity as he perceives his most important identity to be work related he defined his self-concept by his work. The positive side of Bobs low complexity enab lead him to become a relatively successful, skilled engineering, as he invested more than in his skill development and focused his attention on his work. However, the low complexity caused Bob great stress when his main self-concept, defined by his work), was threatened by the arrival of fester, a much more brilliant, driven engineer.Bob perceived festers arrival as a threat by challenging all aspects of Bobs self-concept, not only his technical foul expertise, but also Bobs leaders of the team when Fester became the informal leader by default as Bob conceded defeat and basically abandoned his role as collection leader. Bobs Low Self-Concept Consistency Bobs has a low self-concept consistency. Bobs leadership style was focused on teamwork and collaboration and he prided himself on motivating his team by including them in group problem solving and decision making.However, this self-concept was uneven with how Bob really perceived himself and the disconnect present between his position as team leader and his ability to lead. Bob acknowledged to himself that the teams collaborative style brought him a sense of security in that he did not actually bedevil to lead the team. Bob focuses on the team to the exclusion of his leadership role essentially using his team to mask his insecurities with respect to his ability to lead.Another example of Bobs low inconsistent self-concept is his evaluate Dr. Jerolds praising of Fester, when he clearly did not agree. Bobs Low Self-Concept Clarity Bob has low self-concept clarity he does not have a clear, confidently defined, stable self-concept. This is apparent early in the case as evidenced by his belief that his stumbling upon a significant breakthrough led to what he considered his miraculous promotion to team leader of the Photon Unit rather than it being based on his skills and abilities.Bob lacks the confidence to deal with Fester, who he perceives as more brilliant and driven. As the case progresses and Fester brings group conflict and openly challenges Bobs leadership, we see Bob become inconsistent with his behavior. Fester challenges Bobs collaborative approach with the team and Bobs lack of confidence meant that he in essence surrendering his leadership by agreeing to critique how the team works together and make it about individual updates. Bobs Locus of Control and Self-EvaluationGiven Bobs behaviors and reaction to Fester, Bob has a low locus of control and is externally motivated. Bob didnt feel in control of his environment and was unwilling or unable to government issue steps to control the environment. We have seen that Bob already believes he received the promotion because of external miraculous forces. Although initially, he does feel he has control as team leader, his underlying external focus of control becomes more apparent when Fester is introduced to the group.Festers group interactions and laissez faire presents a new touch for Bob. Bob internalizes the conflict with Fester and openly wonders if he is there to replace him, causing Bob a great deal of stress as he feels he does not have control over the situation. The situation quickly deteriorates as Bob visibility and relevance to the team are diminished and Festers increases. Bobs Self-Concept Conclusion Bobs low or negative Self-Concept (low complexity, consistency and clarity) greatly influenced Bobs behaviour an d at long last his decision to resign.Bobs low self-concept created a great deal of stress and he experienced immense amount of internal-intra personal conflict and tension. Bobs low Self-Concept meant that Bob could not adapt to what he perceived as threats outside his control. His perceived inadequacies meant that he was not able to face the issues and overpower internal conflict he was experiencing. He consistently avoided confronting any of the issues and thus the only action he could take to release himself of this conflict was to resign. Festers Individuality and Group NormsFester is introduced to the group unexpectedly and although initially helps the team solve a problem previously thought to be unsolvable he goes against established group norms and almost immediately creates conflict. Fester is clearly more brilliant than any of the team members and his individual approach is in direct severalise to the team based, collaborative approach establish by Bob. He challenges t he group norms directly, suggesting the team meetings are a waste of time and is openly dismissive of others.Fester is very confident in his abilities but lacked the social skills to integrate successfully into the group. Although Fester individuality isolated him from the rest of the group, he dominated the leadership of the group to the point of essentially forcing Bob to change the structure of team meetings, from teamwork based to individual updates. This reinforced Festers individual approach. Festers individuality influenced the group, and particularly his negative influence on Bob grew and went unchallenged, and the conflict it brought ultimately had a negative impact on the Photon team and Simmons.Recommendations 1. Jerrold should meet with Bob and scrape up out the true reasons for Bobs resignation. Jerrold should ask Bob to return to Simmons by telling him of the plan to increase Bobs team and support Bob a substantial raise to return to Simmons. 2. Jerrold should consid er undergoing leadership and communication skills training to help him develop the prerequisite skills to manage his teams effectively. 3. Jerrold should become more involved with the teams under his leadership, through developing a clear and compelling direction for the team and ensure his articulates that directly to this team. 4.Jerrold should strive to increase communication and embark in regular team meetings and incorporate individual meetings to ensure his is aware of and understands any issues or concerns. 5. In the future, the team leader (Bobs replacement) is included in the recruitment and selection of new team members. 6. Dr. Jerold should meet with the Photon team members individually to gain an understanding of how the situation affected the team and get their feedback on what their needs. team up building and intergroup communication skills should then be introduced to ensure team members have the tools to work effectively together.