Technical expertise among workers is essential for any project success. However, effort and cohesion is more critical towards the realization of a common goal (Gibson, 2009). This report is going to analyze the actions, attitudes and behaviors of the FIS team. Analysis will be based on the structure of the team, their characteristics, communication and will identify what might have led to the bad company reputation. The report will also give recommendations according to organization behavior aspects that enhance a good team performance.
It is evident that FIS Consulting services LTD comprises of top experienced professionals. The company enjoys a top staff, starting from the human resource manager Steve Fernandez down to Nirmal Sara, a junior staff who was recruited after a four year experience with digital publishing company. Every member staff exhibits a good expertise knowledge about what they are tasked by the company in each assignment. Previous projects by FIS were successfully done without any complaints until the American project.
The project was entrusted to a balance team comprising of fifteen members including Sara, Shri Shalini and experienced project manager Pete Philly. Rishi was the project team leader. Sara is known for her hard work and always exceeded expectations in her previous projects. Philly is an expert and has the experience in executing huge FIS projects. There was no doubt that the team is guaranteed success. However, Philly’s attitude greatly affected the team. He seemed reluctant on job for unknown reasons. This led to low customer satisfactory levels as well frustrations among team members. Frustrations divided the team into subgroups with different opinions and hence doing their work without proper alignment. There was a lack of co-operation between members and subgroups. As a result, a delay in almost every function was experienced. Meetings were hit by lack of common voice. Every opinion was group oriented and not for the purpose of a common goal. There was no unity at all. To some extent other team members like Abey refused to share important information to others. Confusions and arguments were the order of the day. Every part of work was individually done and nobody seems to remember that the project required a lot of integration. Misunderstandings, disagreements and clashes between the different subgroups and among individuals led to the severe damage of the company’s good reputation.
Organizational behavior concepts
The team was well balanced. Therefore, a good supervision and other observation of organizational behavior aspects could lead to full realization of the common goal. The organizational behavior theory and aspects include:
The team is evidently comprised of members with vast differences. In is all natural for people present similar concept in different ways. Every person is unique. For instance, Sara is a hard working fellow. Philly is known to be polite. However, such personal differences must not have been an excuse to poor coordination and performance. Concentration with cohesiveness by each member could have brought out a positive result.
Every member of the team had different needs to fulfill. As a highly experienced staff member, Rishi’s salary was hiked to motivate his performance. Contrarily, he developed some other interest in building a very close relationship with Philly. On the other hand Sara is self motivated to working hard. Rishi discouraged Sara in many occasions. Sara’s hardship behavior was hence much negative reinforced. The general lack of integration and cohesion led to conflicts and several arguments (McShane and Von, 2009). It also gave rise to other behaviors of not sharing details that were necessary toward a common goal. This is can be described as negative productive behavioral change. Customer response was also hampered by such undesirable behaviors among members.
Perception and job satisfaction
Perception differs from individual to another. It differs on basis of people’s personalities, demographics, needs, factors, social surrounding and past experiences (Robbins, 2001). Sara’s perception towards work is better compared to other team members. Although she gets a lot of negative treatment from the team leader, she opts to ignore. She carries on with her work as usual.
Communication and personal involvement
It is the desire of every team member to be involved in decision making. Individual opinions and contributes are essential to the general good of the team. If a person is involved, they feel recognized. This gives a value identity and most of the time consider themselves very important to the organization. Individual member involvement is minimal in the team. Ideas from Sara are greatly turned down by Philly. That discourages her to an extent that she sees as if she is unwanted.
Moral values and ethics are essential in any organization. Treating workers in an ethical way create a favorable environment that is excellent for enhancing performance (Greenberg and Colquitt, 2008). The top management of the team, that is, Rishi does not go well with most of the other team members. He treats Sara badly. Lack of togetherness among the team members is also a result of various ethical issues.
Every member in the team pays a different social role to both the organization and customers. Staff usually exhibits the image of the company. Lack of customer attention leads to poor service provision hence loss of customers (Schermerhorn et al., 2000). A good social relationship among members of an organization can post a good picture to customers and the general society. The relationship of Sara, Philly and Richi is bad. The division to subgroups is as a result of a bad social relationship and lack of cooperation.
As stated earlier, the team was balanced well enough. Delegation of duties to each member was well defined and organized. It is natural for everybody to have differences in ability to perform given tasks. People’s perception also differs. However, that cannot be considered as an excuse to perform undesirable job. Effective communication between team members could be enhanced. That could have lessened the chance for any misunderstandings among members. Whenever a conflict arises, intervention is the best solution to successfully bring back the cohesion and unity.
Motivation is also key to mobilize a good performance. In Philly, Sara and Richi’s case, it was unprofessional behavior. People should not be encouraged by personal interests in job performance. Richi’s behavior is unfortunate. As a group leader, Richi was entitled to guide the team towards a realization of the common goal. However, negligence and irresponsible behaviors that generated a bad image of the company could have been dealt with earlier, if proper actions were taken against him by the team. When it comes to group objectives, it is a responsibility of every member to equally participate towards its achievement.
Gibson, J. L. (2009). Organizations: Behavior, structure, processes. Boston: McGraw-Hill Irwin.
Greenberg, J., & Colquitt, J. (2008). Handbook of organizational justice. New York: Psychology Press.
McShane, S. L., & Von, G. M. (2009). Organizational behavior: Essentials. Boston: McGraw-Hill / Irwin.
Robbins, S. P. (2001). Organizational behavior. Upper Saddle River, N.J: Prentice Hall.
Schermerhorn, J. R., Osborn, R., & Hunt, J. G. (2000). Organizational behavior. New York: Wiley.