Executive summary:

After graduating from Harvard Business School with highest honors, Jane rapidly moved up the
corporate ladder at a large advertising firm, racking up promotions and responsibilities along the
way. She became the company's creative director. However, she received an extraordinarily
generous pay package and had what some people considered being one of the most stimulating
jobs in the company, Jane felt underappreciated and was talking to recruiters. Eventually, she was
lured away to a competing company that, by her own admission, offered less-challenging work.
Both Jane and the advertising firm she left behind lost out. When we think A players a fairly
consistence image comes to our mind. Of course, not all A players are as vulnerable as Jane.
Some superstars soar to stunning heights, needing little or no special attention, and have the
natural self-confidence and brilliance to stay at the top of their game with elegance and grace.
But as every manager knows, megastars with manageable egos are rare. Far more common are
people like Jane who are striving to satisfy an inner need for recognition that is often a sign of
irrationally low self-esteem. According to the author--an executive coach, management
consultant, and former faculty member of the department of psychiatry at Harvard Medical
School--if you do not carefully manage the often unconscious need A players have for kudos and
appreciation, they will burn out in a way that is damaging to them and unproductive for you. The
key is understanding what makes your A players tick. The author suggests that you assist your
stars by offering them authentic praise, helping those set boundaries, and teaching them to play
nicely with subordinates. In another section - tolerant but not collegial - I think the explanation
goes well. However, I believe the A players can help both B and C players to become expert in
their respective area. Sharing experience and knowledge is very important. It will also help build
networking among all and bring a friendly relationship. A friendly environment can boost
organization's productivity. In the process, you can turn these high performers into even more
effective players. The issue is all about "A" players and keeping all the A players productive. A
players are the most gifted and productive employees of a particular organization. We found
some problems after analyzing this case. Payment issue, players burned out, do not getting
chance for proving their worthiness, showing interpersonal skills etc. issues. We give solution all
of problems.
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Case analysis in terms of theory:

A) Traditional career stage:

1.

Exploration:
Many of the critical choices individuals
make

about
their

careers

are made prior to entering the workforce on a paid basis. Very early in our lives, our parents and
teachers begin to narrow our alternatives and lead us in certain directions. The careers of our
parents, their aspirations for their children and their financial sources are crucial factors in
determining our perception of what careers are open to us. The exploration period ends for most
of us in our mid-twenties as we make the transition from college to work. From an organizational
standpoint, this stage has little relevance since it occurs prior to employment. However, this
period is not irrelevant because it is a time when a number of expectations about ones career are
developed, many of which are unrealistic. Such expectations may lie dormant for years and then
pop up later to frustrate both the employee and the employer.

2. Establishment:
The establishment period begins with the search for work and includes our First job, being
accepted by our peers, learning the job and gaining the first tangible evidence of success or
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failure in the real world. It is a time, which begins with uncertainties, anxieties and risks. It is
also marked by making mistakes and learning from these mistakes and the gradual assumption of
increased responsibilities. However, the individual in this stage has yet to reach his peak
productivity and rarely gets the job that carries great power or high status.
3. Mid-career:
Most people do not face their first severe dilemmas until they reach their mid-career stage. This
is a time when individuals may continue their prior improvements in performance or begin to
deteriorate. At this point in a career, one is expected to have moved beyond apprenticeship to
worker-status. Those who make a successful transition assume greater responsibilities and get
rewards. For others, it may be a time for reassessment, job changes, adjustment of priorities or
the pursuit of alternative lifestyles.
4. Late career:
For those who continue to grow through the mid- career stage, the late career usually is a
pleasant time when one is allowed the luxury to relax a bit. It is the time when one can enjoy the
respect given to him by younger employees. During the late career, individuals are no longer
learning, they teach others on the basis of the knowledge they have gained. To those who have
stagnated during the previous stage, the late career brings the reality that they cannot change the
world as they had once thought. It is a time when individuals have decreased work mobility and
may be locked into their current job. One starts looking forward to retirement and the
opportunities of doing something different.

5. Decline:

The final stage in ones career is difficult for everyone but it is hardest for those who have had
continued successes in the earlier stages. After several decades of continuous achievements and
high levels of performance, the time has come for retirement. Managers should be more
concerned with the match for new employees and those just beginning their employment careers.
Successful placement at this stage should provide significant advantages to both the organization
and the individual.

B) Levinson:
Life structure comes into question, usually a time of crisis in the meaning, direction, and value of
each person's life. Neglected parts of the self (talents, desires, aspirations) seek expression. Men
are seen more as parents than as brothers to other men who are somewhat younger than them
and this message comes as an irritation at first. Also at this time, men becoming increasingly
aware of death and they are reminded of how short life really is. They become involved in trying
to leave a legacy and this usually forms the core of the second half of his life.

Problems Identified:
The issue is all about "A" players and keeping all the A players productive. A players are the
most gifted and productive employees of a particular organization. We found some problems
after analyzing this case. These problems are given below.
1) They need to praise well - It is a problem to keep a productive players. When a player
succeeds, they do not much praise them personally or praise often.
2) They need to pay well - To keep a productive player, you have to pay well. Not only based on
their salary but also they need to some bonuses or benefits which makes your organization
more productive.
3) Don't steal their credit.
4) Help them work with others - A player can be a problem when they separate themselves from
others in ways that decrease team performance.
5) Stars are simply incapable of setting their own boundaries.
6) Top performers or stars cannot cooperate with other people in order to achieve their goals.
7) Normally players cannot remember the names of great mentors.
8) Most managers will have to deal with a player who is difficult to manage.
9) Players may feel burned out in an organization.
10) A players are ambitious but not ready for taking challenges.
11) It is essential to improve a players interpersonal skills.
12) A players need to be expert in their respective area.

Solution:
1. You will have to spend more time watching them to do their work. It can be useful to ask
them how they would like to be rewarded for the work they do. You can be praised them
occasionally or when they surprise you more than usual.
2. A - Players often use their salary as an indicator of their worth. A good pay and especially
bonuses, stock options also helps keep them with you. Therefore, if you give them some
compensation or benefits they will stay with you for long time, which is more beneficial for
you and your organization.
3. If you take more credit than you deserve then others eventually find out, including the A
players who will not thank you for stealing their credits. So, do not steal others credit.
Showing your own ability then taking your credit.
4. A players have to cooperate with other people. Put them in teams where they are dependent
on others. A players may be happier working way where they are not held up by less talented
people. So, get them to monitor and coach them how to interact with others.
5. The A player knows when to stop so be very clear about boundaries beyond which their extra
work will deliver than optimum value. Although you appreciate their work, they could add
even more value by spending the time in work.
6. Bosses must create an environment where top performers have to cooperate with other
people in order to achieve their goals.
7. For making a perfect player coaches, managers and mentors, everybody is very important.
So, players have to remember the names of great mentors who is always guide you to find a
right path.
8. Everyone is not perfect. So, a player who have problems only coach or managers will find
out his or her problems and solve those problems and make him or her to capable of their job.
9. I don't think changing job will be a better option to have solution. One should not be
emotionally exhausted. I think he should be professional be focused on further improvement
by resolving the problems through consultations. This strategy will help keep players
productive.
10. I think one should be ambitious and be ready for taking challenges if the players are not
given challenges and greater responsibilities, they will not get chance to prove their
worthiness.
11. A player should have interpersonal skills. Interpersonal skills are the life skills we use every
day to communicate and interact with other people, both individually and in-group.
Therefore, an organization wants those people who will work in a team and be able to
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communicate effectively with colleagues, customers and clients. It brings more successful in
both their professional and personal lives
12. Sharing experience and knowledge is very important. It will also help build networking
among all and bring a friendly relationship. A friendly environment can boost organizations
productivity. So I think that the A players can help both B and C players to become expert in
their respective area.

What do we learn from this case?

To read the full case we are learning that how to keep a player productive. As we know that a
player is one of the organizations most gifted and productive employees, they always working
effective to achieve the organizations goal. So a manager should keep in mind that and know
proper way how to make them effective, skillful, energetic. For their every types of task they
should deserve kudos and appreciation. Because organizations over-all success depends on them.
When a player are doing a task which can be little or big so the managers should praise them or
giving some reward, for that reason the cost maybe increase but they makes them more
productive. On the other hand, if they do not show them any sort of appreciation so that they
become demotivate which is a big problem for the organization. If any employee faces any sort
of problem within the organization, so managers should solve it as soon as possible. Give them
suitable environment to work and make new ideas for sharing. Some of the employees have the
creative ideas but cant apply it so the managers duty is to set a training program to train up them
in such a way that they only focus on the organizations task and try heart and soul to achieve it.
Help employees feel involved by having regular meetings where everyone can voice their
opinions and concerns.
Some of the organizations treated their employees not in a good way which is bad for them,
though any employees do not understand what the processes to complete the work and they go to
the manager or high level but they treated them rudely. For that reason next time employees cant
be able to go in front of him to know, always a fare works within them. So never don it if needs
to a good future for the organizations. Time to time for their great job, give them compensation
or incentives which creates within them to work harder to earn more. When they think of a
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player, a consistent comes to our mind, players are the people with the right stuff and they are the
most ambitious, wildly capable to do the task. Be encouraging to your employees and offer praise
when appropriate. Thank employees for doing a good job and let them know that you value them. Should
something go wrong or someone makes a mistake, dont punish the person. Rather, talk to the person;
teach the correct procedures, and offer encouragement and further teaching when needed. Within the

organization if anyone try to distract their work so the managers should take proper steps to
reduce it because in this way the employees always makes mistake and for that organization
sufferer. Always tell them that you the best and give you are all efforts in the work Im sure you
deserve the awards and its waiting for you.
Evaluate the organizations level and set a salary range because or lower level employees get the
salary which is already give the higher levels so that higher levels are creates a negative thinking
within them. Everyday take the update how they work, how they communicate, how they cop-up
with others, how they react etc. If any employees going to other organization or decided so find
out that what are the lacking we have and how we retain them. So that giving them proper
facilities and smart salary to retain them. Managers also play a vital role to makes them effective,
they keep in mind that no one is perfect, makes them perfect because the organization needs
them. When employees are loyal and engaged in the company, profits are higher. Conversely, when
people feel unmotivated or undervalued, the company suffers. Welcome them to share their ideas and

think about is it good or not. If an employees think that no give them priority or higher levels are
giving any responses so that they gradually burnout themselves and go to find where they give
their proper right.
So always, keep in mind that a player always plays a vital role in the organization and most of
the success depends on them. So as much as doing those things and make the way to make them
productive and they come forward to do the task. Managers also behaved well and always try to
conduct with them and take the feedback, as they are feeling good or not, faces any sort of
problems or not.

Acknowledgement:

At first, particularly we are thankful to the almighty Allah for blessing us and give us the ability
to complete this Report paper.
CAREER AND TALENT MANAGEMENT is really an interesting course and attending a report
like this leaves us with a store of knowledge. This type of report will help us in our future job.
We are thankful to our course teacher MUSRAT MOU, our Academic faculty from American
International University of Bangladesh (AIUB).She is teaching us this interesting course so
easily, and that why we can understand properly. It is an important course for Business students.
The versatile viewpoint and teaching style of MUSRAT MOU is very nice and examples given
by her throughout her lecture are very much realistic. Therefore, it helped us to understand the
topics of this course easily.
At last, we would like to thank our classmates. Many of our friends and many well wishes
contributed ideas and made suggestions that greatly enhanced this research report. We would like
to thank them.
Where this report succeeds we share the credit, while it errors we all accept the responsibility.