Introduction
According to the case study of Bob Knowlton, Knowlton was the leader in the Photon laboratory. He seemed quite happy of his job and was also proud to be a leader. His feelings concerning Fester who joined the Photon group after him shows that he was a team player. Therefore, he appreciated all contributions made by each member of his group. Fester was brilliant and preferred working individually. Festers complained that members’ contribution was low. This affected many workers such as Knowlton, Davenport and Oliver who were not able to work with him. As the group’s leader, Knowlton felt threatened that Fester might be promoted. He could remember Jerrold’s words after he was promoted that ‘the person who produces gets ahead in this outfit.’ Therefore, he decided to look for employment in another company where he got a higher salary and maintained his position as a leader.
Discrepancies between Knowlton’s actual feelings and the messages he communicated to Fester and Jerold
In the case there were some discrepancies between Knowlton’s actual feelings and the message he communicated to Fester and Jerold. At first, after Fester visited him in his office they had a discussion with Jerold and he appreciated the idea of Fester joining the Photon group. He commented that Fester was productive and he would be glad if he joined his group. However, this was not his actual feelings towards the idea. He felt that Fester should not join his group.
Secondly, in the group meeting Fester presented his research and members of Photon appreciated because Fester had a solution to the problem that was considered to have no solution. Fester presented his ideas logically and clearly and Knowlton was annoyed about it. After the meeting, he thanked Fester for his efforts towards getting a solution to the problem. However, this was not his actual feelings because as the leader of Photon group he felt threatened. In addition, during his discussions with Jerrold, he talked of Fester’s abilities and capacity for work. However, he did not discuss with Jerrold his feeling towards the decline of group members’ cooperation while carrying out the research. In addition, he failed to tell Jerold on how Fester has contributed to the group’s team spirit.
Thirdly, during the preparations of the special meeting Knowlton felt that he could not present the ideas that Fester had researched. This is because he was worried that he might not present them logically and clearly and also fail to answer the questions asked appropriately. Therefore, he told Jerrold that Fester should present the ideas so that his contributions could be recognised. He also added that it was an opportune time for Fester to be rewarded as one of the productive member of the laboratory.
The social norm concluded from each discrepant message for each situation
The discrepant message of Knowlton on the idea of Fester becoming a member of Photon group shows that he did not want to competition. This means that Knowlton was not ready to work with people who were more brilliant than him in his field. In addition on the discrepant message on Fester’s performance in the Photon laboratories shows that Knowlton likes working in a team and not individually. This could be the reason why he was irritated and felt annoyed with fester’s presentation of his solution to the problem.
Concerning the discrepant message on Fester’s abilities and his brilliant performance in the group, Knowlton had a feeling that Fester was affecting the cooperation of members’ of the group. This shows that Knowlton had a feeling that for people in a certain field to succeed they should work as a team and not individually.
According to Knowlton’s discrepant message on the idea of Fester attending and presenting in the special meeting shows that any presentation should be done rationally. In addition answers to the question asked by the audience should be satisfying.
Application of Lewin’s theory to Fester’s behaviour
According to lewin’s theory, workers should be motivated. In addition, leadership should be well administered so that workers can participate. It also advocates for workers working as a team. Fester’s behaviour according to Lewin’s theory should not apply in an organization or company. Therefore in a company very workers contribution should be recognised and appreciated. Some workers should not be regarded important than others.
Why it is possible for the company not to lose its employees like Knowlton in future and how
It is possible for the company not to lose people like Knowlton in future. The company should ensure that its employees work as a team and not individually. The company should promote teamwork by giving work to groups and then a member of each group should present the group’s ideas. This will ensure that all members of the group participate. Therefore, the company should employee people who are able to work in a group because it is healthy and beneficial to the company. In addition, all workers should be treated equally and with respect.