Can the Brilliant Jerk Be Maneged Effectively?

Article Review

Can the Brilliant Jerk Be Managed Effectively?

Author: James Heskett

Introduction

Currently a lot of organizations and their employees are suffering because of the existence of the ``brilliant jerk`` or ``bully`` employee and also different research and journals are published on their impact thus it became discussing issue. This article is also prepared on managing of this `` brilliant jerk``. So as, the review of this article focus on reviewing of the overall article features and issues raised in this article, the methodology used and the weakness and strength of the article .

Objective of the review

• To gate a basic idea about the topic

• To present information that will allow the reader to make a value judgment about the article

• To evaluate the article's strengths, and weaknesses

• To summarize the current state of understanding on the topic

Methodology used

• Qualitative approach

Data used

• Writings of different authors

• His past conclusion about the issue

The indicated writers by James Haskett areJack Welch, Richard Fairbanks ,Macus Buckingham and Curt Coffiman.

Strength and weakness of the article

Strength of the article

• the article tried to raise the most critical issue

• described the identification of the “brilliant jerk”

• put examples of others experience

• facilitate the issue for discussion

Weakness

• The author has not adequately attempts to review relevant literature on a topic

• It doesn’t indicate the researchable area for the next researcher

• The author has not reached to conclusion on the issue he raised in the first place rather he left the issue for discussion

• The author put his arguments “How hard it is to avoid the hiring mishap” based on Richard Fairbanks, assumption. However, I disagree this idea because one purpose of setting recruitment and selection criteria is to avoid this accidental hiring of this kind of employee according to John Sredwick(2007) we can make aptitude and personality test during screening by asking type of psychological