Mike recognized that if he comes up with an excuse then Christine would just pickup the slack as evident in the case study when Mike called Christine saying he was going through a rough period due to a combination of school, work and problem with his girlfriend. Christine empathized with him and ended up discussing his notes with the team. The second problem was that Christine was not incorporating the rest of the team when trying to find a solution concerning the lack of participation by Mike. If the rest of the team were included then collectively they could have persuaded Mike to take his role seriously. One possible solution Christine could have taken during the forming stage was to adapt a team decision-making process.
If Christine would have followed the schematics of team development stages, her issues with Mike not participating effectively could have been avoided. It was suggested that any issues be handled internally before going to the professor, but that wasn’t done. Christine allowed Mike to understate the importance of the assignment and possibly threaten everyone else’s grade by not fully being in support of his responsibilities, although she thought he was very
Mr. B. was vulnerable when he was left unattended. Finally, the LPN on duty displayed a dangerous knowledge deficit by ignoring the de-saturation alarm on the oximeter. Improvement Plan Using Change Theory Change theory helps to effectively organize ideas that bring about long-term change. Implementing change theory first requires an identified driving force. In the scenario, Emergency department staff members were likely shaken by this poor outcome of Mr. B., and would be motivated to change to a safer model just to avoid a repeat in the future.
This film was centered on the belief of common misconception. Both, John and Carol, had misunderstandings and each one of them could have tried better to see clearly, what was going on. From the point of view of John, all he thought he was doing was helping Carol, and he thought that he was not sexually harassing her. This caused John to become furious when he found out the news about his tenure. From the point of view of Carol, she wanted help from Professor John in order to raise her grade (Oleanna 1).
Since toya doesn’t take negative feedback well the superior should explain toya job in detail to ensure a better job performance from toya. She is missing the opportunity for improvement because she too focused on what other may or may not be saying about her. 2. What do you think is the self-concept of Toya? She seems to be insecure also lacking self-confidence and very concerned about what people think or say about her, always seeking other approval.
“If you can sell your employees on the company's future and the importance of their role in it there are numerous advantages people are more likely to generate their own ideas, to contribute with enthusiasm, to keep slogging when it becomes unpleasant, and also to experience a sense of camaraderie and togetherness” (Spiro 2010) Another significant error that was made was in the HP story in which the vision was never communicated, step four. From the very start of the merger Walter Hewlett was not on board with it and therefore Fiorina also had a problem with step one. Although it seemed like she did try to implement change, and
In this stage members are willing to change their preconceived ideas or opinions on the basis of facts presented by other members that actively ask questions of one another. By using this stage Christine would have gotten the members comfortable with one another, which would resolve the issue of Mike feeling left out or not important. Problem Identification Christine was voted to be the team coordinator for the group. She was having an issue with one of the members not attending the scheduled meetings. On two occasions when the team had met informally Mike became offended by the gathering as if they were planned behind his back.
The turmoil of the storming stage gives way to a precarious balancing of forces. With the pleasures of a new sense of harmony, team members will strive to maintain positive balance... Minority view points, deviations from team directions, and criticisms may be discouraged as members experience a preliminary sense of closeness... (p. 167) I feel as though the team is working toward this stage and everyone but Mike has reached most things stated in this stage. They all feel the closeness, but have not really identified the problem with Mike because their team relationships have over powered that issue. Being that Christine knows there is a problem with the one team member she knows it is not allowing the team to work fully as a cohesive team.
How can you get to the bottom of an issue if employees are upset of being accused of doing their job wrong? Manzoni should have been the one to conduct this meeting to stress the importance of doing the input correctly she is the chief executive officer (CEO). Employees basically rejected everything they were told because of Singh’s approach to the training and the way she talked to them, it is evident since the data entry worsened. Training should lead to improvement not a decline in the services. These are all potential sources of the problem.
The reasons I say the team is in the storming stage of team development is because of the tension that their team member Mike is causing by his social loafing. Mike is not attending the meetings, and not completing the assignments in full. He is passing his responsibilities over to Christine to handle. If Christine had a better understanding of the team stages of development she know that in the storming stage clearly defined team roles and expectations have to be given to team members. The primary problem of Christine and her other team members is the social loafing of the team member Mike.