Can the Brilliant Jerk Be Maneged Effectively?
Essay Preview: Can the Brilliant Jerk Be Maneged Effectively?
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Article Review
Can the Brilliant Jerk Be Managed Effectively?
Author: James Heskett
Introduction
Currently a lot of organizations and their employees are suffering because of the existence of the “brilliant jerk“ or “bully“ employee and also different research and journals are published on their impact thus it became discussing issue. This article is also prepared on managing of this “ brilliant jerk“. So as, the review of this article focus on reviewing of the overall article features and issues raised in this article, the methodology used and the weakness and strength of the article .
Objective of the review
To gate a basic idea about the topic
To present information that will allow the reader to make a value judgment about the article
To evaluate the articles strengths, and weaknesses
To summarize the current state of understanding on the topic
Methodology used
Qualitative approach
Data used
Writings of different authors
His past conclusion about the issue
The indicated writers by James Haskett areJack Welch, Richard Fairbanks ,Macus Buckingham and Curt Coffiman.
Strength and weakness of the article
Strength of the article
the article tried to raise the most critical issue
described the identification of the “brilliant jerk”
put examples of others experience
facilitate the issue for discussion
Weakness
The author has not adequately attempts to review relevant literature on a topic
It doesn’t indicate the researchable area for the next researcher
The author has not reached to conclusion on the issue he raised in the first place rather he left the issue for discussion
The author put his arguments “How hard it is to avoid the hiring mishap” based on Richard Fairbanks, assumption. However, I disagree this idea because one purpose of setting recruitment and selection criteria is to avoid this accidental hiring of this kind of employee according to John Sredwick(2007) we can make aptitude and personality test during screening by asking type of psychological