IBO Assignment: Case Study 1
What A Star – What A Jerk
By Sarah Cliffe
Submitted to
Ms. Salina Khan
Submitted by:
Group No.5
Group Members:
Aasta Gupta (2014005)
Aditi Mudgal (2014015)
Akshay Jogdand (2014027)
Anindya Deb (2014039)
Apurv Sharma (2014051)
Arnab Sinha (2014054)
Background
The Case study is an email conversation between two colleagues Jane Epstein & Rick Lazarus. Jane has joined Technico recently and Rick was her colleague and trusted friend from the last company. Jane is discussing with Rick about the new current company and the staff she got there. She individually described the personalities of her staff like Caroline as universally trusted (according to her), Tom as a joker and a
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As Andy continuously bullies employs they get demoralised and were unable to give their 100% to their work because of his fear and negative critics.
Caroline despite of being a good worker, needs to be more professional. She needs to differentiate between her professional and personal life, and must prioritize her personal issues so that that they don’t affect her work and professional commitments (work –life balance).
Work culture is being affected I a negative way, due to Andy s discouraging attitude, whenever somebody doesn’t performs, he is pissed off,
One needs to work as a team –work attitude, bullying and dominating are restraints to growth and team –work.
Team morale is going down. As the only feedback the get from Andy is negative
Andy is not praising any of the efforts the team is putting in but is sure to highlight the glitches that are coming across the project because of them.
The staff members do not know the importance of working in a diverse team and adjust within the team.
Plausible solutions:
1 Have a second briefing with Andy and ask him to mellow down a little bit with the staff. Try to talk him out that the staff will cooperate more with him, only if he is a little adjusting and open with them and doesn’t humiliate them in front of others. People go through grey patch and as their senior, he should consider the emotional stance of his staff and try to make them comfortable, so that the
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.
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.
function well and collaborate in a manner that will lead to higher success with all members
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.
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
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.
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
Mutual cooperation and equal loads of work among colleagues can help improve partnership working as well.
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.
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
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.
I will start with what I think is the greatest problem with the teams I have been a part of and that is communication. Communication or the lack of it can make or break any chance of productivity. In order to has effective communication team members should use some finesse by selecting the right words and listen and not just hear what each person has to offer. Philippians 2:4 let each of you look not only to his own interests, but also to the interests of others. As members of the body of Christ, we need to strive to
incorporate performance improvement, development of teams and individuals, and behaviour management to ensure productive working relationships