Table 4.3
During cocktails before a company management dinner, a group of managers gathers and are talking with each other. Simone, a financial analyst, actively manages her career. She actively participates in decisions when asked, seeking to influence the outcome of the discussion. When she runs into a situation that she doesn't have instructions about, she makes decisions on her own, innovates, or in some way tries to handle the situation, rather than sit back and wait for instructions. Peter is the newly hired director of personnel. He comes from a line position. While he's never done this type of staff work before, he says, "How hard can it be after managing a quality-driven production line for four years? I've read about HR management and followed the old HR director around for several weeks before she retired and I took over. Piece of cake." His comments really angered a couple of HR professionals standing in the group. They feel their profession and careers aren't taken seriously by Peter, their new boss. One of those HR professionals, Erica, smiles and responds to Peter, "Sounds like you anticipate a great deal of success with your new responsibilities. I know when I take on new opportunities, I always look forward with anticipation." Erica matches her comments, rate of speech, etc. to match Peter's rapid fire, off-the cuff style. Mark, an operations manager, expresses his approval of Peter's perspective. "You know, once you've had a line job in production, staff work is easy. But the real key to success is to remember to do whatever it takes to get the job done." Mark thinks that Peter may be of help to him in his career in the position of HR director. Mark is willing to say or do almost anything to ingratiate himself with Peter.
-Refer to Table 4.3. Peter seems to be an individual with:

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The Answer of Table 4.3
During cocktails before a company management dinner, a group of managers gathers and are talking with each other. Simone, a financial analyst, actively manages her career. She actively participates in decisions when asked, seeking to influence the outcome of the discussion. When she runs into a situation that she doesn't have instructions about, she makes decisions on her own, innovates, or in some way tries to handle the situation, rather than sit back and wait for instructions. Peter is the newly hired director of personnel. He comes from a line position. While he's never done this type of staff work before, he says, "How hard can it be after managing a quality-driven production line for four years? I've read about HR management and followed the old HR director around for several weeks before she retired and I took over. Piece of cake." His comments really angered a couple of HR professionals standing in the group. They feel their profession and careers aren't taken seriously by Peter, their new boss. One of those HR professionals, Erica, smiles and responds to Peter, "Sounds like you anticipate a great deal of success with your new responsibilities. I know when I take on new opportunities, I always look forward with anticipation." Erica matches her comments, rate of speech, etc. to match Peter's rapid fire, off-the cuff style. Mark, an operations manager, expresses his approval of Peter's perspective. "You know, once you've had a line job in production, staff work is easy. But the real key to success is to remember to do whatever it takes to get the job done." Mark thinks that Peter may be of help to him in his career in the position of HR director. Mark is willing to say or do almost anything to ingratiate himself with Peter.
-Refer to Table 4.3. Peter seems to be an individual with:

Table 4.3 During Cocktails Before a Company Management Dinner, a Group of Group