Where Charlie Moore Goes Wrong in the Chattanooga Ice Cream Division Hbr Case Analysis

Charlie’s friendship with Jasper Jones, his parents, and witnessing the intolerance of Corrigan are the three biggest factors in Charlie's development from innocence to experience. Jasper Jones exposed him to fear and forced him to be brave and face his fears, the rampant intolerance in Corrigan, both racial and otherwise, exposed him to the injustices of the real world, and his relationship with his parents taught him to be diplomatic and control his

People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.

Conflict Levels – Effective teams maintain a perfect level of negative and positive conflicts. At times disagreement is encouraged to lessen the likelihood of groupthink.

Throughout the readings communication was identified as a vital component for establishing and maintaining relationships. Porter-O Grady sanctioned for leaders to establish firm rules of engagement to help support a positive group dynamic (2013). While Kelly & Tazbir explained that friction and conflict were a normal part of group development and were representative of the Storming stage of group process (2014). Moreover, they explained that with assistance from the team leader the team can overcome these obstacles, strengthen inter-professional relationships, and enter into the Norming stage (Kelly & Tazbir, 2014). Here the team is able to participate in the effective exchange of communication and begin making progress toward goals. This represents progression into the Performing stage of group process (Kelly & Tazbir, 2014). When the team has met its intended target they are ready to anylze the outcomes of their work and enter the final stage of group process—Adjourning (Kelly & Tazbir,

The selection of a team leader is of key decision that can have a great impact on the overall success of a team. A good team leader should be able to build and maintain team morale, instilling confidence and trusting in other team members allowing them to work together to achieve the teams goals (Llopis, 2014). The ability to understand the stages of a team and provide the guidance to all members is essential. The stages of forming, storming, norming, performing and adjourning (Abudi, 2010) are a helpful framework for recognizing patterns during team conversations and the understanding that team development may not always be linear. The aptitude to walk the team through these stages and ensuring they understand the development of the team and why things are happening in certain ways is an important part of the self evaluation process. Having ways to identify when certain behavioral patterns are occurring and a way to then cause changes to the team behavior can help the team maximize its productivity.

He doesn't have much spelling mistakes as he used to and is starting to learn more advanced techniques in writing such as commas. In fact, on Charlie's progress report, Ms. Kinnan states " Charlie, you're learning fast." In addition, Ms. Kinnian looked at Charlie in an unusual way. From this, I can infer that Ms. Kinnian is surprised by the rapid growth rate of Charlie's intelligence and is scared of him. According to Dr. Nemur and Dr. Strauss, Charlie's I.Q. which used to be 68 will soon reach over 200. Since he was getting smarter, he came up with a new way to line up the machines in the factory, which will save ten thousand dollars a year in labor and increased production. Now, his co-workers started to avoid Charlie because of his successfulness. It even says on page 9 that his co-workers had to buy some things for their wives as an excuse trying to avoid

Charlie did have many negative effects on the people around him.The people at the Plastic Box co. wanted him fired so they almost all signed a petition for to leave. Charlie fell in love with Miss Kinnian so he got close to her, then he pushed her away.It probably hurt having all those things

The first reason Charlie was better before the A.I. is because he thought he had friends. When Charlie got a raise Joe and Frank took him out to a bar. Also he thought they were his friends because when someone did something stupid they would say you pulled a ¨Charlie Gordon¨. Another way Charlie saw them as his

Charlie displays the characteristics of a negative team member. Charlie portrays the aggressor person within the group. The aggressor person can be described as one who shows anger, continually blames others for personal mistakes, and deflates the group as a whole (Manning & Curtis, 2003). In order to effectively redirect Charlie’s behavior, I would need to address him in a calm manner. Emphasis would need to be centered on establishing a more positive means on group communication. As a leader, I would need to stress the negative impact his aggressive behavior bestows upon the group as a whole. Other members can learn ways to circumvent and learn techniques for getting their ideas across (Helms & Hayes, 1990). Thus, Charlie’s aggressor behavior

Spikes claims that Charlie not writing progress reports was the most important. She said it was an important change because without the Progress reports we weren’t able to see Charlie's thoughts about the experiment and also we couldn’t see how he felt. However this is wrong because we can still see how Charlie feels via his facial expressions, actions, and dialogues. For example Charlie expresses his thoughts on the experiment when he talks to Algernon. To be more specific, he was talking to algernon about how they had both became smart and Charlie was smiling whilst talking to Algernon. From this we can infer that Charlie was happy about the experiment. Another example of Charlie expressing his emotions were when he let out all the Algernon

This is the storming stage of our group development, which is ideally the second stage after the forming stage. At this stage, the group members have already become with their purpose at work and also got used to each other. At this stage, the team is already organized and responsibilities have already been divided amongst the group members. However, this stage always has rampant cases of competitions and conflicts. The competitions and conflicts are mainly because the group members have sufficient understanding of the general feels and tasks to be accomplished, they feel more confident being in the group and can voice their displeasure within the group. For this assignment I was tasked with analysis of the film ‘We are the Millers’.

However Charlie seems to recognize problems that are more for adults to deal with and is rather hard for young children to understand. He seems to have a mature mind that is completely

Group Conflict (2016) claims that struggles in communication are important, impactful and healthy. Team members find themselves in conflict for several reasons. There is disagreement that arises from miscommunication. In the case of 12 Angry Men, there are jury members who ultimately have the same views. However, issues with communication lead to miscommunication that results in a complete breakdown. When members of a team or jury are not effectively communicating their message, it is impossible for the message to be clearly relayed.

52). This common belief among users of this style drives them to search for answers using all of the tools at the team’s disposal. The different dynamics of the team become assets. They see the differences that distinguish the members of the team as points of view are respected and viewed objectively. Differences like a male versus a female’s perspective, race, culture, and even social or economic status are viewpoints that give all in the team a bigger picture of the different issues they may need to consider when coming to a conclusion about how best to achieve their goal. Though this style is thought of as the best route for teams to use, it is also one of the most difficult. Even a person who has a natural talent or personality that promotes this style of conflict management has to practice to be effective using this style in a team setting. A person cannot be judgmental and must be sure not to take anything said personally. This is something that most if not all of the team members must have an awareness of. All team members have to feel comfortable with the results and with what was given up from their own personal point of view to arrive at the team’s decision. This style is also very demanding so it requires a good amount of patience. Depending on how quick a decision is needed it is not always possible for a team to achieve and some in the team may not believe that their best interests were achieved.

Teams without conflict tend to be less innovative due to the creative function of conflict. Conflict’s creative function comes from the necessity of varying perspectives to reach a consensus. Indeed, “teams tend to make higher quality decisions when dissent exists about the wisest course of action” (Sidle, ρ.75). Dissent and conflict forces team members to think outside of the normal realm of experience and knowledge to realize a collaborative solution.