What A Star What A Jerk Case Analysis

Jack Fogel, the project leader failed to outline the clear vision of where they are going. He became the part of clique inside the group and supported Bret O’Brien’s ideas ignoring Valerie Merz. As a leader, Jack Fogel also failed in development function of the team. Team feedback and coaching are the two important steps in team development. Lack of information sharing and growing conflict among the members affected the group

Team work and open communication is, as I have said and will say numerous times, vital to achieving organisational objectives and creating a positive working environment and a ‘can-do’ attitude.

Some practitioners’ attitudes may present challenges if they see themselves working in teams, as opposed to working as teams. Employees might simply work alongside others, sharing a common work experience but not truly engaging in the give-and-take of working as teams. It is working as a team that brings the full range of motivational benefits.

A working relationship based on trust, respect and professionalism will enable all members to feel part of a “team” all members should be given the information and any resources necessary to make sure that they can “fulfill” their role . Where there are difficulties these should be identified as soon

Julia is a successful professional in her mid-thirties who is career minded and very serious about her job. She had been in her current position for ten years, enjoyed her work and had a high level of responsibility. Julia had an excellent, trusting relationship with her manager.

Like any individual or team, there are going to be weaknesses. It’s not necessary to focus on them every time, however; it’s important to know what they are so when it comes about, it’s able to be addressed at that time and to avoid an conflicts or disagreements. Robbins & Judge said that, “When managers use collective work situations to enhance morale and teamwork, they must also be able to identify individual efforts. Otherwise, they must weigh the potential losses in productivity from using groups against the possible gains in worker satisfaction” (2013). Our teams weaknesses are being impatience, some might take themselves too seriously, can be critical, some might be slow decision-makers, won’t speak up or be unresponsive while others are over thinkers and don’t want to rick change. Also we fear work criticism, some don’t like surprises or the feeling of being hustled or looked at as too “soft”, and don’t want to lose control. Even though these are weaknesses, we don’t look at it that way because when one style is having these current issues, we can rely on each other’s strengths to come in and make sure everything stays in order.

function well and collaborate in a manner that will lead to higher success with all members

Bullying which is the intentional act to inflict harm, threaten or abuse of others, can range in many ways. Kathryn Hawkins on the article the Office Bully, outlines various issues of this concept. Kathryn states that sometimes people become overconfidence that they left bullies in their past lives maybe high school, but later found out the bullies have ultimately become their bosses. Secondly, bullying may occur when bullies wants to dominate and gain back their powers if they feel endangered. So they tend to overcome their fear by threatening others. Also Kathryn articulates that even the conditions of the workplace can cause bullies to abuse their targets and workplace bully can be difficult to deal with. Although Kathryn has suggested some solutions about these issues, the claim presented does not put up with the issues, rather an encouragement.

Avoidance of accountability – with no commitment team member have a hard to calling others out, when their action are not productive.

Mutual cooperation and equal loads of work among colleagues can help improve partnership working as well.

Teamwork cannot be demanded. Everyone involved must discuss and understand what the goal is and what is required of them. Teams should have traits such as goals and objectives, empowerment, trust, authentic participation, innovation, creativity, risk taking and leadership. (Temme and Katzel, 1995)

It can be observed the possibility that the ideas and thinking of Aloknath and Heeren had been affected prior to their joining the new office. As they have worked in other performing offices and became aware of the situations that led to the failure of this particular office by the previous team, it may have a difficult effect. After hearing the previous teams negative thinking towards the business (such as bad location, bad customers, etc.), they could have adopted the similar negative feeling that it was not possible to perform well in that office - an attitude being a willingness to respond positively or negatively to someone or something in your environment (Wood et. al. 2010, p. 54). And with ideas being influenced by thinking, and in turn influencing behaviour (Wood et. al. 2010, p. 63), they had the idea that the environment of the new office would not allow them to perform well. To illustrate the above, the negative thinking that the office has ‘bad customers’, may cause to the staff realize that all customers that would come in will be bad customers.

He gave only positive feedback. This could motivate the team and emphasize the negative feedback

incorporate performance improvement, development of teams and individuals, and behaviour management to ensure productive working relationships

Henry Rankin really needs a break. He has to calm dawn, take some rest, relax and then finish his project. His team needs this even more. They don’t sleep well and they are stressed. By fatigue comes to conflicts between them. I think that it was a big issue for Sally Phillips. This could help her to made decision of leaving the company. People have to feel important at work. They like to be a part of a team, but one that will understand their needs. Henry could be friendlier for his coworkers. They would be more relaxed around him. Manager’s attitudes make a tremendous