The Forgotten Group Member

November 7, 2017 Communication

“The Forgotten Group Member” Case study GM591 Leadership and Organizational Behavior Part 1 – Group Development Teams pass through various stages like, • In the forming stage, team members first come together and form initial impressions; it is a time of task orientation and interpersonal testing. * • In the storming stage, team members struggle to deal with expectations and status; it is a time when conflicts over tasks and how the team works are likely. * • In the norming or initial integration stage, team members start to come together around rules of behavior and what needs to be accomplished; it is a time of growing cooperation. • In the performing or total integration stage, team members are well-organized and well-functioning; it is a time of team maturity when performance of even complex tasks becomes possible. • In the adjourning stage, team members achieve closure on task performance and their personal relationships; it is a time of managing task completion and the process of disbanding. The group is in storming stage right now. Every member of the group is in tension. Unannounced meeting shows that they are forming cliques.

They could have easily informed every member of the group to discuss the project. Christine, the leader of the group could have managed the team in a better way. Group in this stage need more communication, training, supervision, and controlling. But she did not provide any of it. * Part II Problem Identification The group is facing many problems. The main problem is, Christine is not an effective leader for the group. She didn’t assign work to the team or we can say the team never went through the forming stage. They never got to know each other.

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Even Christine did not know her team very well and did not take any steps to improve it. No clear work was assigned to the team members, no meeting were set in advance. They did not know the contact number or any mean of contact of each other. Christine was not a good pick for the leader. Based on the information provided in the case, she was paying more attention towards her grades, not to the team’s work. Basically, the group is going through the storming stage. As the team was facing communication problem, using the latest technology could solve it.

They could have stayed in touch through emails, texting, and for meetings they could have used video conferencing etc. but Christine failed to promote creativity and the whole problem occurred because of lack of communication in the group. Everyone should have been informed of all the meetings in advance so they would have been prepared. If mike was of different nature it was Christine’s duty to find a different way to get the work done from him. She could have paired mike with Steve, he could guide him and ensures that the things are according to the plan.

But she failed to take any necessary steps to ensure Mike would be able to join the team for meetings. Part III Retrospective Evaluation Christine had failed as a group leader because of her irresponsible actions and was not being organized. Christine was not aware with the five developments stages of forming a group. If she was able to understand this, it would provide her a better understanding of team work and make her better group leader. Christine should have provided clear expectations to ever group member and guidelines that were expected from each member of the group.

She should have followed up with each member to see how he or she was doing and giving them the boost to perform stronger in the group. In order to avoid these situations and to resolve them, Christine should have looked into five facts which I believe are important are: a) Promotion: giving the group members a boost and to get better results, b) responsibility c) supervision-giving support and helping with any problems or difficulties, d) freedom to use own judgments e) Adequacy of pay. These five facts could uild a stronger bond with the group and its leader and in the end give better results and have team with satisfied workers. Christine also could have increased her chances of succeeding as a leader by using high performance organization, also known as HPO. Characteristics that are included in HPO are: Have leadership focused; employ workers that are sensitive, leverage technology, build mentorship. Part IV Reflection Christine was not an effective team leader. Christine would have been a lot more effective by simply taking necessary steps to create a high performance organization within her group.

High performance organization value teamwork, and pride them on meeting goals and objectives in harmony. This was not the case with Christine’s organization. She could have applied the “Ten Golden of Rules of High Performance” found in our text on page 9 under, “Mastering Management”. 1. Hire by committee – Make sure recruits talk to their future colleagues. Christine was very busy with herself that she did not take the first step correctly. She did not take anybody’s opinion. 2. Cater to every need – Make it easy, not hard, for people to perform.

Christine did not cater to every need because she failed to find any solution when mike informed her that he would not be able to meet at the slated time. 3. Pack them in – Put people to work close to one another. Christine would have paired Steve with Mike. She could have also paired with Janet since she was over achieved for the group. Collaboration can make huge difference in a tem because it can bring new ideas and thoughts on the work that’s being performed. 4. Make coordination easy – Use technology to keep people talking together.

Christine failed to use technology as a means for the team to meet. They could have used It to track their progress. 5. Eat your own dog food – Make use of the company products. 6. Encourage creativity – Allow freedom to come up with new ideas. 7. Strive for consensus – “Many are better than few. ”? The more members in a team with ideas, the more they will strive to successfully implement that idea. 8. Don’t be evil – Live tolerance and respect. Leaders that lack tolerance, patience and respect are disliked. 9. Data-driven decisions – Do the analysis and stay on track.

In this point, we can say to avoid time and money use data and research from previous projects to analysis. 10. Communicate effectively – hold many stay-in-touch meetings. This is the last and the most important element of creating high performance. Christine failed to communicate with other members of the team while doing the project and that was the main reason for their failure. The three C’s of communication can be chief in leadership roles. Christine should: 1) Be a leader and help the other person feel comfortable, confident and in control. 2) Be flexible 3) Be patient 4) Be detailed 5) Be positive

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