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

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

I would expect that every person has experienced a time when they were part of a team with a good and bad leader. In business there are many times when the wrong leadership styles are chosen and have a negative effect on the end results. Throughout history many scholars have tried to understand and improve the art of leadership. They have given us theories, practices, suggestions and models to follow so that we too can reach the goal of the perfect leader. Today’s managers are influenced by many of these ideas but also by past experience, both good and bad, and by how the dynamic of the team that they are leading is built upon. These experiences and observations directly impact the leadership style and many times the end result of the tasks being performed. If a leader has the understanding of what his/her group wants, then they are better suited to make the right leadership and communication decisions, so as not to have a negative effect on the team or outcome.

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,

As one immerses themselves into Charlie’s journal or rather, progress reports, they began to learn much about Charlie and his character. Through these reports, one can gather that Charlie desires to be smart like everyone else (Keyes 1), strives to accomplish any task that he is given (Keyes 4), is very self-motivated (Keyes 9) and,

The team leader’s ability to identify, understand and correct any dysfunctional teams is also an important process to stay productive. There are three types of dysfunctional teams (MCMANUS, 2014) the “war zone” team is an environment where everyone is watching their backs and jockeying for position behind closed doors. There is usually a struggle for power and is generally a very completive environment between team members. The “love fest” team is heavily focused on

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

Team members must understand the nature of team discussion and decision making---Differences in discussion habits can paralyzed a team. All team members have an approximately model in mind for how and how long a topic should be discussed.

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

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.

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.