Hy Dairies
Q 1. What are symptoms/ Red flags exist to suggest something has gone wrong?
• Difference in opinions:
Gilman offered Beauport marketing research coordinator position to reward Beauport’s contribution to recent increase in ice cream sales and market share because he thought that the position would broaden Beauport’s experience and boost her career at Hy Dairies. Beauport did not share the same idea: she thought that the position offered was a “backroom job” and not a route to top management. Beauport felt that she was sidelined because she was a visible minority and a woman.
• Misunderstanding response:
When Beauport was given a job offer by Gilman, she took a long silence before thanking Gilman because she was shocked and felt too belittled to protest. Gilman recognized this response as a sign of positive surprise: Beauport was too thrilled to respond quickly.
Q 2. What are the root causes that led to these symptoms?
• False-Consensus Effect: Perception differs person by person because nobody in this world shares exactly the same belief system, past experiences and social influences as you. In this case, Gilman’s perception of the market research coordinator position was the opposite of Beauport’s perception of the position. When Gilman was offered a position as a market research coordinator several years ago, he was delighted. He had a positive experience with the transfer because the coordinator position grew his career further. Gilman assumed that Beauport would share the same feeling about the coordinator position and that she would be very pleased with the offer just as he was. This is a false-consensus effect, a perceptual error which makes people assume that others share the same beliefs similar to their own.
• Beauport’s Social Identity and Stereotyping: Beauport has developed her social identity as a visible minority woman and associated this identity with a negativity experienced at her previous employer – she is not desired to be in
• Difference in opinions:
Gilman offered Beauport marketing research coordinator position to reward Beauport’s contribution to recent increase in ice cream sales and market share because he thought that the position would broaden Beauport’s experience and boost her career at Hy Dairies. Beauport did not share the same idea: she thought that the position offered was a “backroom job” and not a route to top management. Beauport felt that she was sidelined because she was a visible minority and a woman.
• Misunderstanding response:
When Beauport was given a job offer by Gilman, she took a long silence before thanking Gilman because she was shocked and felt too belittled to protest. Gilman recognized this response as a sign of positive surprise: Beauport was too thrilled to respond quickly.
Q 2. What are the root causes that led to these symptoms?
• False-Consensus Effect: Perception differs person by person because nobody in this world shares exactly the same belief system, past experiences and social influences as you. In this case, Gilman’s perception of the market research coordinator position was the opposite of Beauport’s perception of the position. When Gilman was offered a position as a market research coordinator several years ago, he was delighted. He had a positive experience with the transfer because the coordinator position grew his career further. Gilman assumed that Beauport would share the same feeling about the coordinator position and that she would be very pleased with the offer just as he was. This is a false-consensus effect, a perceptual error which makes people assume that others share the same beliefs similar to their own.
• Beauport’s Social Identity and Stereotyping: Beauport has developed her social identity as a visible minority woman and associated this identity with a negativity experienced at her previous employer – she is not desired to be in