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Individual Differences and Fit
First and foremost, she must be conscientious with keen senses for detail. This includes a sharp memory and an ability to focus on any task at hand. She must manage time very well in terms of punctuality and meeting deadlines. There were many instances in the movie where she has to listen to her boss quickly passing instructions. She was assisting a person who is running a company in a hands-on manner and is willing to take on many details. She will be expected to handle the least important but numerous tasks. She must be organized. (Rubino, 2015)
Secondly, she must be personable with a strong aura of extraversion. Her boss needs to meet with many important people who she cannot avoid interacting with. She should be naturally charming and can carry pleasant conversation easily. Part of a positive persona is the ability to control negative feelings towards people which suggests a knack for diplomacy. In a scene in Paris where there was an event, she was introduced to important people and she had to greet and chat once in a while. She should be able to conduct business in a professional but pleasant manner.
Lastly, she must be resourceful in handling problems that are handed to her. She is expected to practice creativity to be able to achieve the required results. She needs to be tenacious in solving problems on her own. The tasks given to her would be for her level and she is expected to manage them skillfully. There was the scene where she was asked the almost impossible task of getting the manuscript of the latest Harry Potter book (Rubino, 2015)
. By exhausting her ideas which included calling people, she got lucky in finding a source.
Adaptability
Andy experienced person-job fit when she was able to apply her high intellect after overcoming her emotional pitfalls. She was able to see the big picture and was able to strategize on how to cope with the requirements of her job. She had an emotional breakdown and she went to Nigel for some consoling but what she got was a sharp dressing down on the realities of her job and the company’s culture (Rubino, 2015). With new insights, she successfully transformed herself.
Andy also experienced a person-organization misfit when she realized that driven culture of Runway requires her to be totally devoted to job and career even to the expense of her personal relationships. She finally realized that when at the end of the film, Miranda pointed out to her that she has already become an obsessive careerist when she passed Emily in work status. Andy refused to accept that suggested reality and left Runway to find herself again.
There was also a person-job misfit in her having to change her style from being a practical dresser to being a fashion clothes-horse. She appeared to have learned enjoying her new edgy sense of style but she affirmed her true self when at the end of the story, she decided to give all her Paris clothes to Emily. She didn’t have to do that but it shows that she never had any attachment to the dress code of Runway.
Job Attitudes, Stress and Behavior
Andy had a change of attitude in terms of job satisfaction. Right after having been accepted, she realized the mismatch of her journalistic skills to the menial tasks she was being given as an executive assistant. She experienced stress when she was having job dissatisfaction in her job. Her behavior started showing the effects of these stress. This was shown in her facial expressions when Miranda was dumping her coat on her desk daily. When she was exasperated that Miranda did not eat the lunch that she painstakingly bought for her, she threw the whole meal into the sink.
Later on, she was able to rationalize to herself of the worth of her current job to her dream job. She believed that Runway could open doors to reputable newspapers where she can finally be a writer. She explained this to her boyfriend in one of their meals at home. Her behavior changed wherein she showed diligence and enthusiasm in her work. She consistently dressed fashionably to the approval of her boss and cheerfully carried out her tasks one after the other.
(Robbins & Judge 2015)
Leadership
Based on the Fidler model of contingency theory (Robbins & Judge 2015), Miranda is a task-oriented leader.
In terms of leader-member relations, there is high degree of trust, respect and confidence of her staff in her as a leader. After one demo of a clothes collection, Andy asked Nigel if the designer really had to change his whole line just because Miranda say so, Nigel replied that Miranda’s opinion is the only one that counts in the company.
In terms of task structure, Miranda is structured in the way she manages the company. Even in her two executive assistants, there is a clear delineation of rank and duties.
In terms of position power, she exerts discretionary power at all times. Emily was supposed to continue evaluating Andy for her job application when Miranda said she would do it herself after being dissatisfied with Emily’s previous failed hires.
Miranda also has the stature of a charismatic leader. She has a vision for Runway which was passed onto the thinking of Nigel. When Nigel was lecturing Andy during her emotional breakdown. Nigel stated that Runway continues to be an inspirational magazine for budding fashion talents. Miranda showed that she was aware of Andy’s work quality such that she was willing to consider Andy as superior than Emily. Miranda also exhibited a high touch approach when she showed a list of al loyal fashion professionals at her command. She claimed these were loyal to her because of past favors. Finally, Miranda was known as a ‘sadistic” boss as mentioned by Chris; this was unconventional behavior.
(Robbins & Judge 2015)
Motivation Strategies
In McClelland’s Theory of Needs (Robbins & Judge 2015), , there are three needs to be discussed regarding motivation. The first need is the need for achievement. Miranda could have given writing jobs to Andy as part of her job. This is strong gesture of concern for an employee’s career while at the same adding value to the company. The second is the need for power. Miranda already gave the senior assistant role to Andy for her to continue to stay in the company. The third need is for the need for affiliation. Aside from clients, Miranda should have properly introduced Andy to all Runway employees. With her stressful nature of work, Andy deserves some short breaks where she can interact with colleagues.
Works Cited
Rubino, Cristina. "Video for Case Study 2". Vimeo, (2015 November). Video. 2016, April 25. https://vimeo.com/145604444
Robbins, Stephen and Judge, Timothy. "Organisational Behavior, 15th Ed.". Prentice Hall, 2013.
