Team cohesion is an important and crucial part of work if this is to be carried out properly, something which is espoused by both Miller (2003) and Leoncini (2003). In this case study we shall analyze a situation where a difficult employee creates a lot of tension amongst his/her workmates thus causing friction and work hindrance. The solution lies in attempting to address the situation head on and tackle the problem so that the team works much better and comes up trumps when facing such situations
The tension between Bryce and Ben is palpable and the issue with the Mighty Tech and Multi Tech merger is continually cropping up at metings. Ben and Beatrice also have several issues which remain unresolved and these tensions end up simmering to the boil. Bryce who is supposed to be managing them is out of control of the situation and fails to address the issues which are threatening to spill over and disrupt the team effort. How will the situation get better?
A troublesome sales member always creates problems and it is important to address such problems immediately. Beatrice is obviously young and headstrong but with a little bit of good advice she can be tamed to produce a proper and productive output. It is important that her sales manager immediately addresses the friction which is created between her team members and ensure that this is eliminated as soon as possible.
First of all, Bryce should confront Ben and Beatrice head on and address the problems immediately, something which is recommended by Miller (2003). Then a meeting should be organized where the manager should address the probelms Beatrice has and explains that it is important to understand that she has to understand the merger process and not let her reluctance be a bad influence to the firm. However it is also important that Beatrice is given other tasks which will motivate her perhaps some team building excercise where she can exhibit her qualities and capabilities.
The manager should also involve other members of the team to ensure that they give their full support to Beatricea and involve her in their work. She can even be given certain support tasks to ensure that she gets the best possible exposure to the company’s work practices so she can better guage what is in her remit or not. The situation with her work colleagues should undoubtedly get better and her potential will be fully exploited. Bryce should also tackle the situation better and address the issues head on instead of letting it fester.
In situations such as these, Leoncini (2002) recommends team building which can create a solution to what is otherwise an often insurmountable problem. In this case, Beatrice who initially appeared to be completely out of sorts with the company’s decision to sign over the accounts but some discussions and team building ensured that this was not the case. Nothwitstanding this friction, the fact that Beatrice could have been given other tasks which were much more attuned to her capabilities increased her interaction with the team and definitely bettered her output. Discussion and interaction are key initiatives in such situations which always improve when talking. Lack of communication is detrimental to team building and when such situations are faced head on, the whole picture becomes clearer and definitely more successful. Team building technqiues are important and crucial for the success of any company in this regard.
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