https://prezi.

com/akmrcfcyxed5/case-5-jensen-shoes-lyndon-brooks/
https://prezi.com/kgaq7ht1z-jr/case-study-jensen-shoes-lyndon-brooks/

Jane Kravitz (Caucasian female), strategic product manager, and Lyndon Brooks
(African American male), a member of her staff at Jensen Shoes, a successful
producer and marketer of casual, athletic, and children's footwear, are assigned to
new positions and to each other at the start of the story. Presents their very
different points of view on their first couple of months working together. Can be
taught in a variety of ways: with all students receiving both cases; half receiving
one and half receiving the other; or a third of the class receiving both, one third
receiving one, and one third receiving the other (as is appropriate). Should be used
with Jensen Shoes: Jane Kravitz's Story. This case is a revised version of Jensen
shoes: Lyndon Twitchell's Story.

Jane Kravitz (White female), proper product manager, and Lyndon

Brooks (Black male), part of her staff at Jensen Footwear, a effective
producer and internet marketer of casual, sports, and childrens
shoes, are designated to new positions and also to one another at the
beginning of the storyline. Presents their completely different
perspectives on their own initial few several weeks cooperating.
Could be trained in a number of ways: with all of students receiving
both cases half receiving one and half finding the other or perhaps a
third from the class receiving both, 1 / 3 receiving one, and
something third finding the other (out of the box appropriate). Ought
to be combined with Jensen Footwear: Jane Kravitzs Story. This
situation is really a modified form of Jensen footwear: Lyndon
Twitchells Story.
What was Brooks' perception of Kravitz's abilities, attitudes and
motivations?

Lyndon Brooks perception of Jane Kravitzs 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
Kravitzs 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 Kravitzs 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 didnt think both
strategic objectives were realistic
Case
Study
1Jenson
Shoes
The story begins with an African-American man named Lyndon Brooks, an
employee at Jensen Shoes. Recent trends have identified a shortcoming in the
companys casual wear department. Brooks is therefore reassigned under the
leadership of Jane Kravitz, much to his dismay. Several strategic objectives are
formed to handle this shortcoming. Of these, two of the strategic objectives were
assigned to Brooks, the Latino and African American markets. He was given a four
month period to complete both objectives. According to a report pertaining to
Brooks thoughts and impressions, he felt as if both the time allotted and the
quality of manpower assigned to these two tasks were unreasonably lacking.
Therefore the completion of both strategic objectives within the given timeframe to
Brooks was infeasible. After several heated discussions between Brooks and

Kravitz, Jane agreed to reassign the African-American strategic objective leaving

only the Latino vertical markets to Brooks. Identifying the problem: Brooks vs.
Jensen
Shoes
An important aspect to remember is that this case may contain a slight bias due to
the fact that it is represented through merely Brooks perspective. Lyndon Brooks,
a well educated Sociology graduate, is assigned to work under Jane Kravitz,
manager of casual wear at Jenson Shoes. We see from analyzing the given report
that Brooks had expressed disdain from the beginning. Initially assigned as a
Product Promotions Manager, Brooks had already taken on the task of appealing
to the Latino and African American vertical markets. According to Brooks report,
he had raised concerns to the head of the Product Promotions campaign, Chuck
Taylor, regarding the severity of budget cuts and the inexperience of the staff
(Gentile and Maus 3).