Jensen Shoe Case
“Jensen Shoes”
Case Analysis What was Brooks' perception of Kravitz's abilities, attitudes and motivations? Lyndon Brooks’ perception of Jane Kravitz’s abilities was initially good. Prior to being assigned to her team, Brooks knew of Jane from other work, and she had made a good first impression. Although somewhat dismayed by what seemed to be a demotion to Brooks, he was excited for the opportunity to begin anew and prove himself, and working for Kravitz was fine with him. However, beginning in Kravitz’s first staff meeting, Brooks felt as though he had been stereotyped as a minority. Seeing that his first assignment at Jensen Shoes was working on the African American and Latino lines, even though he had no professional experience marketing to these segments, and now being assigned these lines again, Brooks’ perception of Kravitz is that she may be coloring him as a minority that can only market to other minorities. When Brooks finally got to sit down with Jane, the discussion was a good one. Brooks had a lot of concerns that he wanted to share with her, and he was able to do that; however, he did not feel that she took his concerns too seriously: she put off talking about the strategic objectives and the timeline for completion while considering the special project. This tells me that Brooks’ initial perception of Kravitz’s attitude may not be great. But, Brooks wanted Kravitz to be his “ally,” so he also perceived that Kravitz was a team player who would help him out. Once Brooks was successful with the special project for the Executive VP, Kravitz went overboard with praise and then hit him hard for work on his strategic objectives, for which he was now two months behind the other group. As “perception is reality,” this turn of events took Brooks’ by surprise and he no longer knew how to perceive Kravitz: They had the initial discussion which was good; he shared his grievances that he didn’t think both strategic objectives were realistic (but
Case Analysis What was Brooks' perception of Kravitz's abilities, attitudes and motivations? Lyndon Brooks’ perception of Jane Kravitz’s abilities was initially good. Prior to being assigned to her team, Brooks knew of Jane from other work, and she had made a good first impression. Although somewhat dismayed by what seemed to be a demotion to Brooks, he was excited for the opportunity to begin anew and prove himself, and working for Kravitz was fine with him. However, beginning in Kravitz’s first staff meeting, Brooks felt as though he had been stereotyped as a minority. Seeing that his first assignment at Jensen Shoes was working on the African American and Latino lines, even though he had no professional experience marketing to these segments, and now being assigned these lines again, Brooks’ perception of Kravitz is that she may be coloring him as a minority that can only market to other minorities. When Brooks finally got to sit down with Jane, the discussion was a good one. Brooks had a lot of concerns that he wanted to share with her, and he was able to do that; however, he did not feel that she took his concerns too seriously: she put off talking about the strategic objectives and the timeline for completion while considering the special project. This tells me that Brooks’ initial perception of Kravitz’s attitude may not be great. But, Brooks wanted Kravitz to be his “ally,” so he also perceived that Kravitz was a team player who would help him out. Once Brooks was successful with the special project for the Executive VP, Kravitz went overboard with praise and then hit him hard for work on his strategic objectives, for which he was now two months behind the other group. As “perception is reality,” this turn of events took Brooks’ by surprise and he no longer knew how to perceive Kravitz: They had the initial discussion which was good; he shared his grievances that he didn’t think both strategic objectives were realistic (but