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From what I observe, Jammel was not satisfied with his appraisal of his boss because he first thought it was unfair. He couldn’t understand why he got appraisal which was substandard even thought he has achieved a massive turn around, but the problem was not there. He could get understand why he got appraisal like that while conversation with her. It was because of his attitude in workplace that he was always aggressive and competitive with his coworkers. Mr.Hammad, the boss of Jammel already recognized his great performance. Ultimately, The video shows us that if our attitude is not good even with good performance, it could undermine our team as well and get rated low.

After that Jammel realized his problem and wanted to change it, which tends to competitive with his peers. She recommended three solution for him: asking feedback to his peers and his boss and changing the way to think of his coworkers, which treat them like his juniors. The part emphasizes the importance of interaction with people and giving and receiving feedback as well.

On the other hand, interaction is also important in performance appraisal because Jammel couldn’t understand what his boss is saying first without her help. And Mr.Hammad also could have mentioned about his attitude before his appraisal, but didn’t. it emphasize the importance of often feedback as well.

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Ainura Niyazova (BB7265) & Tobias Einsiedler (BB7217)

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Ainura Niyazova (BB7265) & Tobias Einsiedler (BB7217)

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This video demonstrates how powerful and useful performance appraisal can be.

The main character, Jamal, is eventually on his way to improving his performance at work thanks to the performance appraisal done by his boss and, most importantly, the follow-up discussion and analysis of the appraisal done by his fellow colleague.

There are several things that particularly grabbed our attention.

In the first scenes, both Jamal and his boss were communicating in unprofessional way. The boss described Jamal’s way of managing as “shop steward”, which is quite humiliating and stresses more on negative rather than on resolving the conflict. Instead he should’ve been more careful with word choice and try to motivate and seek for solution together with his subordinate. As we understood, he as well focused on Jamal’s flaws and mistakes and didn’t mention his merits and achievements, which should also be a part of justified performance appraisal. Jamal, in his turn, was quick in questioning his boss’s feedback and was acting in warm blood.

Next, Jamal is playing a victim and strongly believes it is never his fault should something unpleasant occur. For example, he is assured he cannot change the way he behaves because of his roots and the environment where he grew up. He does not think there are any flaws in his management and justifies it by declaring that no one of his subordinates complains, when in fact he’s just being blind and looking at the surface.

Another morale pillar of this film is the importance of establishing trustful and friendly atmosphere among employees and promoting healthy competition without actual winners and losers, which would lead to outcomes beneficial for all the workers. Feedback and help from peers can be advantageous in achieving this.

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Nur Nadhirah Binti Mohd Sabri (137352)
Fakhira Iwani binti Ismail (137230)

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Nur Nadhirah Binti Mohd Sabri (137352)
Fakhira Iwani binti Ismail (137230)

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Based on the video, Jamal was upset as the Performance Appraisal that his boss, Mr. Hammad gave to him was not was he expected. Jamal thought that the evaluation that he received was not up to par with his effort that he has been giving to the company. Mr. Hammad told Jammal that he was also disruptive to his team, as what Mr. Hmmad said, he behave more like a shop steward rather than a manager.

Thus, In correcting his behavior, Jamal will have to do the alternatives, such as seeing his peers not as competitors, being coached by Mr. Hammad, and also getting feedback from his peer, Mohammed if he ever cross the line.

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Muhamad Nasrul Izad Bin Ghazali (137309) & Mohamad Yusri Bin Mohd Da'ai (137301)

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Muhamad Nasrul Izad Bin Ghazali (137309) & Mohamad Yusri Bin Mohd Da'ai (137301)

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Based on the observation from the video, we see that Mr.Jammal was not satisfied and feel very upset with his performance appraisal that he got from Mr.Hammad.  He feel that Mr.Hammad was victimized because his performance appraisal was terrible although he already gave the best for the company. However , Mr.Jammal's not realized the performance appraisal result is based on his bad habit that he always want to compete with his peers while giving a good treat to his junior. This habit  effect the relationship between the team .

Then , one of his collegues come approach him and talk about his habit . Mr.Jammal admit about his mistake . After that , she advice him to change his habit . However , Mr.Jammal still think that he can't change himself beacuse he came from a joint family system . After that , she explain to Mr.Jammal that he need to stop his competitive habits with peers . So , she's giving some ways to change his habit .Firstly , he need to treat his peers same as his juniors . Secondly , he should ask Mr.Hammad to coach him . He need to ask Mr.Hammad to give him five minutes after every meeting to tell him feedback about how he handled himself in the meeting . Thirdly , he can ask his peers whether they have problem with his behaviour and ask them to help him if he stepping out of line in order to improve their relationship .

In conclusion , Mr.Jammal need to view his peers differently if he want achieve his goal and keep his job . In our opinion , performance appraisal is very important in organization which can evaluate employee performance . Without performance appraisal , people not realized whether he/she being good or not in work . This performance appraisal can see employee current performance and can motivate them to improve their performance in future . Performance appraisal also can change employee bad habit to be better .

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NAME: Muhammad Haniff bin Saadon (137316) & Haziq Iman Bin Mokhtar (137244)

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NAME: Muhammad Haniff bin Saadon (137316) & Haziq Iman Bin Mokhtar (137244)

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Based on the video,we had observed that Mr Jammal was upset with his poor performance appraisal that he got from Mr Hammad although he already give his best for the company.He said that Mr Hammad victimized him. Mr Jammal didn't realize that he didn't treat his peers as same as his junior and always want to compete with them.This is why he being disruptive to the team.

Then,after one of his collegues advice him,Mr Jammal admit his mistake. Mr Jammal said he unable to control his competitive habit because he is used to be a competitive person before. In order to achieve his goals,Mr Jammal must change his behaviour.He can change his behaviour such as view his collegues differently,asking Mr Hammad or even his peers for feedback,and asking for help from his peers. So all this can make him be a better worker and improve his performance as well as other perception towards Mr Jammal.

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NAME: Logeswary A/P Sugakumaran (IUSM 1516/1240/1) &  Mohd Hanizam Bin Mohamad Noor (IUSM 1617/1316/2)

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NAME: Logeswary A/P Sugakumaran (IUSM 1516/1240/1) &  Mohd Hanizam Bin Mohamad Noor (IUSM 1617/1316/2)

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Based on the video above, we had observed there was a situation which Mr Jammal, the manager was felt very upset and unfair with his performance appraisal given by Mr Hammad because he classed Mr Jammal’s performance in substandard or poor category and Mr Jammal have a thought that Mr Hammad is not judging him according to the same criteria as his peers at the same level instead he thought he actually perform well and contributed well in the organization, he didn’t expect this from Mr Hammad.

Besides, we also observed that Mr Jammal was not having a good relationship with his peer as same as with his juniors it is because he always liked to compete with his peer instead help them. Mr Jammal shared his frustration with a lady or his colleagues about his situation and she suggested Mr Jammal should change his behavior and his competitive habit with his peers as well and even help and guide them when they need. Thirdly, Mr Jammal can improve his performance or his behavior by get some feedback from his boss. He also should ask his peer to advise him if there was any problem with behavior, this behavior can help Mr Jammal to improve his behavior.

In conclusion, based on our observation we think that these afford defiantly help Mr Jammal to change his behavior and help him to improve his performance appraisal.

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NAME : Muhammad Ridhauddin Bin Mohd Yusof (IUSM 1617/1311/1) & Ibnu Qamarullail Bin Malik (IUSM 1617/1308/1)

Based on the video, what we see is Jammal sad with the performance appraisal assessment made by Mr. Hammad. Jammal is convinced that he is the best. but he did not realize he had dropped his peers where he considered them to be competitors and not friends.

Jammal feels this is wrong, so he needs to change the perspective that his colleague is a friend. He also asks Mr. Hammad's views on his performance with his peers also give some a feedback and asks opinion from his colleagues about himself and also not from a Muhammad only that his trust but all seven of his colleagues need to gain insights about himself to achieve satisfactory level in performance appraisal. By this we feel that performance appraisal can further increase the performance of the organization and the workers.

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NAME: Nur Ain Nabilla Binti Zulkafli (137340) & Nor Syahidah Binti Sulaiman (137336) 

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NAME: Nur Ain Nabilla Binti Zulkafli (137340) & Nor Syahidah Binti Sulaiman (137336) 

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Based on the video, Jammal was upset and feels unfair after he got his performance appraisal from Mr. Hammad. Mr. Hammad was classed Jammal’s performance appraisal in the substandard category. He feels that he was doing his best and meets all the standards. He also feels that he was doing everything for the company so he deserved to get more and better for his appraisal.

Unfortunately, Jammal does not realize that he was disrupted and undermined the team. It is because Jammal considered his peers as the competitors. He also does not treat his peers the same way he treated his juniors.

After having a conversation with his colleague, Jammal realized his mistake. He also thinks that he cannot change his competitive behaviour. So in order to solve his problem, his colleague was advised him to see his peers in the different way and also ask Mr. Hammad to coach him by giving the feedback about him.

From the video, performance appraisal may not only eliminate behaviour and work-quality problems, it can motivate an employee to contribute more. The effective use of performance appraisals also helps an organization operate efficiently and with focus.

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Mohamad Khairuddin 137304 / Mohamad Zulfadhli 137302

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Mohamad Khairuddin 137304 / Mohamad Zulfadhli 137302

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Based on the video above, we had observed that Jammal had finished his performances appraisal with Mr Hammad and he was very upset as his performances as it was classed in the substandard category. He thought that he did perform very well in contributed in the organizational but instead he had been “punished” by Mr Hammad . Mr Hammad thought that, Jammal disrupted the team and behave more like shop steward rather than a manager and does not treat his peers same way on how he treated his junior with cares.

Mr. Jamal can’t really change his behaviour because he was raised and used to live with that attitude thus he realized that his behaviour affected his peers about the work after he talked with his friend. He thought that everything was just fine because none of his peer comment about his work and was shocked after he got the performance appraisal from Mr Hammad.

So in our opinion, performance appraisal is very important in every organization in order to evaluate their employee performance and to give feedback either positive or negative about their past work. It can be act as a medium to change a person behaviour and performance to a better one and it is good for organization to achieve their long term objective in order to complete the upcoming task or works.

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Nadia Ezzatul Azni Bt Ahmad Fauzi (137322) & Nur Alya Syahirah Bt Suhani (137342) 

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Nadia Ezzatul Azni Bt Ahmad Fauzi (137322) & Nur Alya Syahirah Bt Suhani (137342) 

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Based on short video, we found that Jamal was upset after he got performance appraisal by Mr Hammad about his performance in the organization. He claims that he was doing well in his job but the reality is Jamal disrupt and undermine the team. After Jamal had a good conversation with his friend, he realized that actually he always want to compete with his peers and he also think that he felt so difficult to change his competitive habit.

So, in order to overcome his problem, he was advised by his friend to start seeing his peers and also Mr Hammad to give feedback about him, did he doing well in order to improve himself from time to time. In the nutshell, by doing this performance appraisal, Jamal can know his weakness and try not to doing the same mistakes and learn something knew to improve his performance.

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Based on the short film above, one of the Jammal colleagues realized the change in Jammal's  attitude. She approached Jammal as she want to know his problems and want to help him. Jammal told her that he was not happy with his performance appraisal given by Mr. Hammad. Jammal felt that he was the best as he did so many achievement for the company. His colleagues made him realized his big problem was always want a competitive surrounding. He also cannot trust anyone. His colleague then advised him to ask for feedback from Mr. Hammad and other colleagues after doing the work together.

In conclusion, performance appraisal is very important in every organisation. People cannot see whether they are being good or not in their work. Every organisation need manager to do a performance appraisal in order to know the current performance of employees and help them to be better by having a good performance. This is because having a good performance appraisal can ensure goals are met in an effective and efficient manner.

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Nur Farhani Bt Mohd Zahir (IUSM 1617/1312/1) & Nabilatulnadia Bt Zamri (IUSM 1617/1318/2)

Performance appraisal is used by Mr Hammad to evaluate performance Jamal.  From this  Jamal was not satisfied with his evaluation of work and feel unfair as he had done a lot of achievement to his company.  He cannot accept this and felt he doesn’t deserve an negative comment from his boss. He also felt that he can’t deserve as he learn by himself and never getting any assistance and coaching. Furthermore, Jamal thought that Mr Hammad did not judged him in the same level as his peers . Mr Hammad said that he disrupt the team and he did not acting like a manager should do. Jamal can’t understand why this happen as his peers never complain about him.

Therefore, he talks to his friend why this happened to him and from their conversation, he realize that the problem he got is he always want to compete with his peer and getting competitive . He also said that he cannot trust anyone. By the way, to change his behaviour and attitude, he was advised by his friend to ask his colleagues for a feedback and help them with their work  too. He will try to be approachable  and treat them the same as he treat his juniors. Other than that, he will try to ask Mr Hammad to coach him and ask him for a feedback after every meeting end. From this , he also can  achieve his goals which to keep the job

In conclusion, Jamal need to change his behaviour so he can keep his job and improve himself to be a better person . In this way , he can receive a better performance appraisal from his boss.

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Hayatul Husna Binti Mohd Radzi (137243) & Nur Addlin Binti Mohd Noor (137339)

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Hayatul Husna Binti Mohd Radzi (137243) & Nur Addlin Binti Mohd Noor (137339)

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Based on our observation, Mr Jamal is not very happy with performance appraisal that he received from Mr Hammad. Mr Jamal feel that he have been victimizing and not been judging as the same criteria with his peer. For example we can see that he feel that he has be punish by all the hardwork that he has done in production job that he has brought it until it ready to be compete.

Mr Hammad  also says that Mr Jamal 's performance in substandard category which mean his performance is below that what Mr Hammad was expected. Mr Hammad says that he is not behaving like a manager should do because he had disrupt his team. For example we can see that Mr Jamal is undermine his team and  see them as competitor. The problem that Mr Jamal facing are he can't change his behavior because he need someone to tell him what wrong he has done . For example, Mr Jamal feel that he done a great job being leader to his peer because no one was complaining about his behavior.

For the alternative to achieve Mr Jamal's goal at the company, he must do the suggestion given. Firstly, try to see his peer differently. Example, viewing his peer as his junior and help them if they need helper to do work. Secondly, Mr Jamal can get coaching from Mr Hammad. Example, after meeting, Mr Jamal can ask Mr Hammad about how his handle that meeting. Lastly, Mr Jamal can ask feedback from his trust peer about his behavior. Example, Mr Jamal can ask for Mohammad  to tell him or give feedback if he behaving odd and do not realize it.

In conclusion, performance appraisal is evaluating performance of employee so that they can improve or increase their performance in work.

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From our observation, the terrible performance appraisal result by Mr Jammal's boss, Mr Hammad made Mr Jammal felt very upset. Mr Jammal thought that Mr Hammad treated and assessed him not equitable as his other same level peers. Other than that, Mr Jammal felt that Mr Hammad is not appreciating his effort and the achievements that he brought to the organization. Mr Jammal thought that it was his boss’s fault but in reality it was Mr Jammal’s own attitude problem.

Mr Jammal found out that there was his attitude problem that leads to this performance appraisal result after he communicates with his another colleague. In the communication with his female colleague, Mr Jammal realized that his competitive habit and not trusted people attitude make him always compete with his peers was actually causing the whole team to be sliding down in performance and also the loss of communication in the team. So, his female colleague has thought out some goals for Mr Jammal so that he can successfully stop his competitive habits with his peers.  Mr Jammal was taught to view the peers differently, get coaching from the boss and get feedback or help from the peers.

From the video, what we find out was the performance appraisal actually just like a feedback of the boss to a worker on the overall performance in an organization based on the job performance and the boss’s view on the worker’s daily job performance and attitude towards other peers and task. The performance appraisal make the worker to find out the problems he faced and suggest more actions on improvement or changes to let the worker to develop better just like how the female colleague fix some goals to achieve and changes that have to be done for Mr Jammal and teach him how to actually act to achieve the them.

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Name: Ann-Lisette Iffert (BB7218) & Viona Afia Amankwah (BB7220)

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Name: Ann-Lisette Iffert (BB7218) & Viona Afia Amankwah (BB7220)

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Our observation has shown that Mr. Jammal was not satisfied with the evaluation of his work. He felt unfairly treated by his boss Mr. Hammad and Mr. Jammal himself had other views as he has generated many successes in the company so far. He is very confident and does not want to accept the negative criticism.
Therefore, he talks to another employee of the company. During this conversation, he is advised that as a manager, it is not only about the performance and the success, but also how to deal with your employees. So she advised him to think about his behavior and change a few things. After a while, Mr. Jammal understands the problem and is seriously willing to change and dedicate more time and attention to his work.
In order to implement this, he would like to regularly ask his colleagues for a feedback, help them with their work and get more advice from others as well.
In the end, this shows that it is very important to discuss ambiguity and to respond to others in order to avoid tension and disagreement.

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NAME:AIDA SAFFA BINTI AHMAD AZNI(128417)& SITI AQILAH BINTI MOKHTAR(140252)

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NAME:AIDA SAFFA BINTI AHMAD AZNI(128417)& SITI AQILAH BINTI MOKHTAR(140252)

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According to our observation from the video given, performance appraisal is a tool that is use to evaluate the performance of their employees. The performance of employees cannot be see through the success that is brought by the employee towards the company. It should include the attitude of the employee. The attitude of the employee towards another peers is also crucial. This company use the peers and boss review to evaluate the performance of the employee.
For example,Mr Jammal is upset with his boss,Mr Hammad. This is because he thinks that Mr Hammad is unfair. Mr Hammad class Mr Jammal into substandard category. Mr Jammal feel that Mr Hammad is not judging him according to the same criteria as his peers and victimizing him. Mr Hammad thinks that his performance in work is important to evaluate his performance because he has brought success to production from horrible state and the company ready to compete with any competitor and he never do production job before and don't receive any assistance and coaching to do his job. Mr Jammal don't realize that seven peers are reporting about his attitude. Mr Jammal actually see himself as having to compete with his peers. Mr Jammal are snobbish with his peers and don't really get along with all his peers. He just get along with Muhammad. In this video,we could see Mr Jammal don't offer help to hold the files that his peer is holding when he wants to get into his office. He only thinks about his punctuality to work without realizing that his peer also want to be punctual.
In conclusion,Mr Jammal need to change his attitude in order to be in the company for a long time with better performance appraisal. He should be kind to his peers. The steps that can help Mr Jammal to change his attitude are seeing his peers as his juniors and help them when they need it and ask Mr Hammad to coach him by giving feedback about his behaviour. Mr Jammal can ask Mr Hammad about the feedback after meeting for five minutes. Lastly,Mr Jammal can ask Muhammad, his closest friend in the company to give feedback about his behaviour. Success in career is not the important criteria to be grade as a good employee but attitude is crucial because the cooperation from all the employees is important to bring the harmony in workplace.

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NAME : Christy Mercy Ladius (137219) & Nurulhuda Binti Moen (137369)

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NAME : Christy Mercy Ladius (137219) & Nurulhuda Binti Moen (137369)

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According to our observation from the video given, the company used the performance appraisal as a way to evaluate the performance of their employees. From the meeting session with Mr Hammad, Jamal is feeling frustrated and not satisfied with it. This is because he did not like how Mr Hammad evaluate him. Mr Hammad classed his performance in the substandard  category and he cannot accept that as he said he successfully brought the company's production into a different level even though he never had any experience in a production job before. Jamal also said that the job given are not in his standard or criteria and he did not get any assistance or coaching. In addition, Jamal thought that Mr Hammad did not judged him in the same level as his peers and Mr Hammad is victimized him. He did not like the way Mr Hammad said he disrupt the team and he did not behave as a manager should. Jamal did not understand how this happen as he said his peers does not complain about him.
However, after a while, he realize that the problem he got is he always want to compete with his peers as the competitive habit was influence by his family background. He said he cannot trust anyone. But, with the help from his colleague, he try to change his behavior and follow her advises. He will try to view his peers differently and treat them the same as he treat his juniors. Other than that, he will try to ask Mr Hammad to coach him and ask him for a feedback 5 minutes after every meeting end. Lastly, in order to achieve his goals which to keep the job, he will try ask feedback from his peers too.

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According to the short video, we can know that people with a victim mentality tend to focus on blaming others. This short video discusses the gripe-to-goal process of helping a victim determine how to solve a challenging situation that is affecting their career.

From my observation, the company has done their performance appraisal, through the performance appraisal, Mr. Jammal was feeling dispirit and unfair, because he was got a terrible performance appraisal from his supervisor, Mr. Hammad. Mr. Jammal thought he really did a good performance and made a good contribution to the organization, and he should be got a good performance appraisal result from Mr. Hammad. But Mr. Hammad thinks that Jammal was disrupted the team and he behaved more like a shop steward rather than a manager, and also Jammal does not treat his colleague in the same way. Mr. Jammal needs to be coached on how to shift their focus from problems a blaming to solutions and assuming responsibility. After Mr. Jammal have a conversation with a lady, he decided to try to change himself and change his competitive habit with the colleague. What’s more, when his colleagues need his help, he should have given their help. At the same time, Mr. Jammal should get some honest feedback from his supervisor and colleague to recognize his own problems. In this way, he can receive a better performance appraisal from his supervisor. In addition, it can improve his social ability, ideology, and also can promote Mr. Jammal to achieve his goals in their company. Besides, I think that Mr. Hammad should make an effective performance management structure to their organization because the purpose of performance management is to motivate employees along with enhancing their efficiency and effectiveness. Actually, the performance appraisal just a part of the performance management.

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Name : ASMA KHAIRUNNISA BINTI JASMAN ( 137191) & RAS ANISAH BINTI MOHD SALLEH ( 137376)

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Name : ASMA KHAIRUNNISA BINTI JASMAN ( 137191) & RAS ANISAH BINTI MOHD SALLEH ( 137376)

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From my observations, the company had done their performance appraisal to understand the ability of a person for further growth.

Secondly, I observed that Mr Jammal was not satisfied to see his performance appraisal given by Mr Hammad. As Mr Hammad gave him standard evaluation as he had done massive turnover for the company.

Thirdly, from my point of view,  Mr Jammal are not having a good relationship with his colleagues. He see other peers as a competitor rather than a friend in the same level. He also having a trust issue with other peers. This is not good as this will give a bad effect on the working environment.

Lastly, Mr Jammal is someone who easy to tolerate. He will try  his best to change his self for a better future for the company and to retain his job.

In conclusion, performance appraisal is not only evaluating your working performance. Its also include how well you are working with other is the same organization. Without this, the company will not have their maximum development in the future

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NAME: MUHAMMAD FARIS BIN ISMAIL 137313 & WEE SEW HANN 137423

Based on the video above, what we had observed was a situation that Jammal, the manager of the organization, has finished his performance appraisal with Mr. Hammad, his supervisor and he not really liked the result because Mr. Hammad classed his performance in the poor category.  He thought he actually did perform well and contributed much in the organization but instead being rewarded, he thought he been punished by Mr. Hammad. However, it’s turned out that Mr. Jammal actually did not treat his peers as same as his juniors because he thought he should looked after them as he is the boss and he always liked to compete with his peers. So, the solutions that can change Mr. Jammal’s behavior are he should view his peers differently by treating them as if they’re his juniors. This would change his behavior that like to compete with his peers. Apart from that, he should ask his supervisor, Mr. Hammad to coach him. For example after every meeting, Mr. Jammal will have a feedback session with Mr. Hammad to know his behavior when meeting with his peers. Lastly, he should asked his peer, Muhammad to give him a feedback or ask him whether he feels comfortable with his behavior. If he don’t, they should advise him about the problem for him to change. After the video, we think that these steps would actually help Mr. Jammal to change his behavior and achieve his goal for the organization.

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Name: Vindhya a/p Shanmugam (137420) & Nurul Syazwina Binti Md Rani (137368)

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Name: Vindhya a/p Shanmugam (137420) & Nurul Syazwina Binti Md Rani (137368)

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From our observation, Jammal had finished his performances appraisal with Mr Hammad and he was very upset as his performances was classed in the substandard category. Although he is from IT background and never had a production job, he had brought production from horrible state to this level. But from Mr Hammad's opinion, Jammal disrupted the team and behave more like shop steward rather than manager, does not treat his peers and juniors the same way. He claimed he is not able to change himself and he is from joint family system and had to make noise to be heard. A lady noticed his frustration and after having a conversation with him in her cabin, he decided to try to change himself by getting rid of his competitive habit and also to try to view his colleagues differently by viewing them as juniors to avoid competition. He also decided to ask Mr Hammad to coach him by getting feedback on how he handles his meeting. Apart from them, he also decided to get help from his peep, Mohammad by asking him feedback on whether he has problem with Jammal's behaviour.

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Name: Wong Ji Teng (137424) & Tham Chee Qi (137414)

From our observation in the short film, Mr Jammal was feeling upset and unfair due to his terrible performance appraisal that received from his boss, Mr Hammad. There are some comments given by his boss, which mentioned that the problem of Mr Jammal giving low performance such as disrupt the team and he behaved more like a shop steward than a manager. From the conversation between the young woman with Mr Jammal, we observed that Mr Jammal is a self-centred person, he did not treat the juniors as the same level with the peers and like to compete with each other. The young woman suggests Mr Jammal should change his competitive habit with peers by viewing his colleagues differently. Mr Jammal should treat his juniors as the same level with the peers and giving them help when they are in need. Secondly, Mr Jammal should get some feedback from his boss to ask about his working performance or behaviours that he need to improve. Thirdly, Mr Jammal can asking his peers to remind him about if there was a problem with his behaviour, which can help him to improve it. From this suggestion, we think that it will help Mr Jammal to achieve his goals in the organization and receive a better performance appraisal form his boss if Mr Jammal willingly to follow the suggestion and change his behaviour.