Tower Building - Analysis

	Factor  1 to 8	Scenario – I	Scenario - II	Scenario - III	Scenario - IV
1 & 2	Historical Tower height achieved by team	Low - 5 High -  18	Low - 5 High - 20	Low – 5 High – 21	Low - 5 High - 23
3	Achievable Performance -          ( Estimate / Guess )	18 +	20+	22+	25+
4	Goal proposed by the Manager	18	22	22	18
5	Goal proposed by the worker	12	12	12	20
6	Goal Mutually agreed for building the tower between worker and manager with the support of the manager	15	22	18	15
7	No. of cubes Tower manager and worker team could build / achieve at the end of the exercise	18	18	18	18
8	P O T E N T I A L T O W E R   H E I G H T	?	?	?	?

My Analysis

Sl. No.	Measure for Managerial Excellence	Scenario – I	Scenario – II	Scenario – III	Scenario – IV
1	Gap if any between Tower height  so far achieved and Achievable performance of tower ( Factor 3 and 7)	The achievable performance estimated by the manager was 18+ and the worker could achieve 18 which show that the manager pushed the worker by constant motivation.	The achievable performance estimated by the manager was 20+ and the worker could achieve 18 which show that although the manager trusted the worker but he could not motivate him enough to achieve the set goal	The achievable performance estimated by the manager was 22+ and the worker could achieve 18 which show that the goal set was too high for the worker who has estimated the number as 12 only.	The achievable performance estimated by the manager was 25+ and the worker could achieve 18 which show that the team did not work well together at all.
2	Gap if any between goal proposed by the Goal proposed by the Manager and mutually agreed team goal   ( Factor 4 and 6)	The goal proposed by the Manager is 18 and mutually agreed team goal is 15. This shows that the team has a sense of reluctance; the worker does not trust the manager.	The goal proposed by the Manager is 22 and mutually agreed team goal is 22. This shows that the team is in perfect sync, the worker  trusts the manager	The goal proposed by the Manager is 22 and mutually agreed team goal is 18. This shows that the worker is not willing to give his best; he already has estimated a very low number for himself.	The goal proposed by the Manager is 18 and mutually agreed team goal is 15. This shows that the team has a sense of reluctance, the worker does not trust the manager
3	Gap if any between goal proposed by the manger and the goal proposed  by the worker   ( Factor 4 and 5)	The goal proposed by the manger is 18 and the goal proposed by the worker is 12. The manager is a  Y type manager, he motivates his workers but the worker is lazy and not willing to work	The goal proposed by the manger is 22 and the goal proposed by the worker is 12. The manager is a  Y type manager, he motivates his workers but the worker is lazy and not willing to work	The goal proposed by the manger is 18 and the goal proposed by the worker is 12. The manager is a  Y type manager, he motivates his workers but the worker is lazy and not willing to work	The goal proposed by the manger is 18 and the goal proposed by the worker is 20. The manager is a  X type manager, he does not trust his workers while the worker is willing to work
4	Gap if any between goal proposed by the worker  and mutually agreed goal by team  ( Factor 5 and 6)	The goal proposed by the worker is 12 and mutually agreed goal by team is 15. This shows that the manager was able to motivate the worker to increase his goal and to aim at a higher target than what he had proposed for himself	The goal proposed by the worker is 12 and mutually agreed goal by team is 22. This shows that the manager was able to motivate the worker to increase his goal and to aim at a higher target than what he had proposed for himself	The goal proposed by the worker is 12 and mutually agreed goal by team is 18. This shows that the manager was able to motivate the worker to increase his goal and to aim at a higher target than what he had proposed for himself	The goal proposed by the worker is 20 and mutually agreed goal by team is 15. This shows that the manager was a X type manager, he believes his worker is lazy and that is why even when the worker proposes to do 20 he reduces the target to 15.
5	Gap if any between achievable performance  and potential tower  ( Factor 3 and 8)	The worker was able to do as much as was the achievable performance.	The worker was able to do a little less than the achievable performance.	The worker performance was less than the achievable performance.	The worker has done a lot less than the achievable performance.
6	Gap if any between  performance achieved ( at the end of the exercise ) and  goal mutually agreed by manger and the worker   ( Factor 6 and 7)	The manager motivated the worker to achieve more than the agreed goal.	The worker was not able to achieve the agreed goal.	The worker achieved as much as was the agreed goal.	The manager motivated the worker to achieve more than the agreed goal.
7	Gap if any between  performance achieved ( at the end of the exercise ) and  achievable goal    ( Factor 7 and 3)	The gap is slightly less. The manager was able to motivate the worker.	The gap exists. The manager was not able to motivate the worker.	There is a noticeable gap. The manager was able to motivate the worker.	The gap is very large. The manager was able to motivate the worker and could not get even close to the target.
8	Gap if any between  performance achieved ( at the end of the exercise ) and  the potential    ( Factor 7 and 8)	The potential is not determinable so there will always be a gap.	The potential is not determinable so there will always be a gap.	The potential is not determinable so there will always be a gap.	The potential is not determinable so there will always be a gap.