Tom Parker Case

1. Based on the information provided in this case, Tom Parker and his team member should be placed differently on the “CANOE” personality model. The Big Five factors are conscientiousness, agreeableness, neuroticism, openness to experience and extraversion. Each of them indicates different domain of personality that used to describe human personality. In this case, I would place Mr. Parker as neuroticism since he has low emotional stability. As a team leader, he should be self-disciplined, organized, reliable and careful, but he shows anxiety, hostility, depression and self-consciousness in this case. Another person, Brian Millar, should be placed as low conscientiousness and low agreeableness in this case. Conscientiousness and emotional stability

I also believe that Greg Boyce should be placed at low conscientiousness as well since he is careless about the team and irresponsible for the whole project. But he is more agreeableness than Brian, which means he has low neuroticism (high emotional stability) since he was not angry with Mr. Parker at all, even he was blamed by Mr. Parker. The last person, John Talbot, should be placed as agreeableness and extroversion. He was willing to interact with and influence people therefore he was cooperative and helpful in a team work. He finished all his work on time and he would like to give some suggestions when team members had conflicts with each

In this case, it is possible to state that all team members have poor motivation. The main problem in this case was that Brian and Greg had poor performance compared to John and Mr. Parker, which means they have low emotional intelligence. The emotional intelligence (McShane & Steven, 2012) is “a set of abilities to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in oneself and others”. They failed to do seven stakes a day as the team agreed upon before launching the work on the project because they have low level of self-awareness and self-management of their emotions. In addition, John and Mr. Parker had to do the larger volume of work to complete the project in time because Brian and Greg failed to do their part of work properly. According to the text book, goal setting (McShane & Steven, 2012) is “the process of motivating employees and clarifying their role perceptions by establishing performance goals.” By improperly using goal setting an organization can shift focus from the end result being done correctly and efficiently to just getting it done as quickly as possible in order to receive the incentive. But in this case, the bonus which team members were supposed to received upon the accomplishment of the project was the only goal of the whole team, especially for Mr. Parker. This can lead to mismanagement and unfavorable treatment of an employee because the manager may only focused on the bonus