COURSE: LEADERSHIP, ENGAGEMENT, AND PEOPLE PERFORMANCE

CASE STUDY: THE TEAM THAT WASN’T

Project Submission Template

Student Name: Parth Nagda

Question I 1. A brief summary of the problems faced by FineArt (100- 150

words)

Lack of Cohesion

There is a lack of cohesion among the members of the team made in

Fire Art. There is no synergy among the team members which further
leads to the inefficiency of performance of the team. This is caused
because Eric lacks in making appropriate efforts in order to create a
culture of group working

Lack of Motivation

The motivational level of the team members is very low. This has
caused due to several issues faced by the team. This is further
decreasing the overall efficiency performance of the team to a
considerable extent.

Lack of Mutual understanding

There is no mutual understanding among the members of the team.

This is because Eric has not used the team building model
effectively, which implies a process of building an effective team in
four stages.
The first stage known as <FORMING= implies that the team
members should develop a mutual understanding in order to work
efficiently and effectively. Thus, lack in mutual understanding would
decrease the overall performance of the team.

Difference in Contextual Backgrounds

Eric selected the team members of different contextual backgrounds.

This has increased the overall conflicts among the team members as
each members in the team has different cultural and ethical values,
which gives rise to conflicts among the team

members and subsequently decreases the overall performance of

the team.

Superiority complexes

The team members selected by Eric are of various levels of hierarchy

such as Randy pertains from the top level of hierarchy, whereas, Ray
pertains to lower middle level of hierarchy. Thus, this creates
superiority complexes in lower level employees, which further
effects negatively on the overall performance of the team work.

Personal Biasness:

After comprehensively analysing the case, it seems that Randy is

only considered about gaining only his personal advantage, rather
than working as a team. This further creates a negative impact on the
efficiency of team work

Excessive Criticism on other’s opinion

 Randy often criticizeson others’ opinions; this decreases the
motivational level of the member providing opinion. Thus, this
decreases the willingness of participation among the team members,
which further reduces the efficiency of the performance of the team.

Question II 2. List and elaborate on two ways which Eric Holt and CEO Jack
Derry can take in order to intrinsically and extrinsically
motivate the team. (200 – 250 words)
a. Intrinsic motivators and its elaboration
b. Extrinsic motivators and its elaboration

Intrinsic motivators

1 Challenge

Nothing keeps a team going more than a challenge.

We all are striving to meet new standards and towars new goals. They
should give them some complex tasks meeting their expertise showing
that they trust employees and their expertise while leveraging their
skills towards a new goal. However, don’t want to constantly be testing
their limits but presenting them with a new challenge every so often to
renew their drive for their work. A feeling of accomplishment and
praise from their managers - a motivation that can last long term.

2 Focus on Your Employees’ Personalities

Motivations are not one size fits all. For this reason,

understanding each employee’s personality will help you better provide

positive reinforcements that they find beneficial. While some may love
a public callout on a company town hall praising their hard work,
others will prefer a more private acknowledgment. Understanding that
in advance will ensure you provide just the right form of intrinsic
motivation that your employee needs to boost their performance.

Extrinsic motivators

1 Popularity

Everyone loves fame and popularity. Eric and Jack should made made
their team believe that they are assembled as a team for challenge or a
complex situation that fire art was facing and if they contribute to
resolving this issue as a team then it will be easier to achieve and if
they're able to achieve it their fame goes on the top in the organization.

2 Recognition and promotion

They should made them believe that this is a complex task for which
they are assembled for and they need their expertise and as they are
able to achieve it they will be rewarded and recognized and may be
promoted and the criteria of judging this is their performance and
activeness in building a team spirit.
Question III 3. Evaluate the 'conflict' and 'commitment' dysfunction of the Fine
Art team quoting two strong instances from the case study (150-
200 words)
a. 2 instances of conflict dysfunction and its evaluation
b. 2 instances of commitment dysfunction and its
evaluation

A. Conflict

1. In the third meeting when ray, Maureen and carl was debating
on the proposal of cost cutting bye ray Randy bought the meeting to an
unpleasing halt by letting out a loud groan and say= let's just do
everything, why don't we including redesign the kitchen sink= this
statement automatically convert a healthy debate all the healthy
conflict into an unhealthy conflict. and few minutes later he excused
himself, saying he had another meeting. soon the other made excuses to
leave too, and the room became empty. this bring insight the team
struggling from absence of trust and this led unhealthy conflict in the
fire art.

2. In the fourth meeting randy showing careless attitude towards

team ray and Randy we were into and unhealthy conflict Ray say to
Randy= you just don't care?= and Randy says <I care very much I just
don't believe that this is how change should be made. I've brilliant idea
never came out from the team brilliant ideas come from brilliant
individuals, who then inspire others in the organization to implement
them=. Their conflict row and the environment and the delicacy team.
B. Commitment

1. Randy was so careless towards team he never came on time in

team meetings and always trying to demotivate others with this
sarcastic tone in the fourth meeting when Eric want to raise the topic of
Randy attitude openly and started by saying <I think today we should
begin by talking about the group itself= Randy Kurt Eric off with a
small sarcastic laugh and say oh I knew this was going to happen and
then the other team mates who were irritated by randy's attitude convey
their thoughts about randy's attitude but he is so egoistic that he
couldn't even realize his own mistake or careless attitude towards team
this shows that there is a lack of healthy conflict in the team and this
leads to the lack of commitment as the team was not committed with

team spirit.

2. In the fourth meeting when team was just passed through an

unhealthy conflict between ray and Randy , Eric tries to turn the
environment of the room and trying to bring whole team on the right
track by saying <listen everyone I know this is a challenge= but he was
cut in the middle by Randy’s pencil tapping on the table by seeing this
careless attitude of Randy ray was standing again and say

<forget it this is never going to work it's just waste of time for
all of us we are all in this together or there's no point= he headed for
the door and before arrid could stop him two other were at his heels.
this instance will give us insight enough to understand that there is a
lack of commitment in the team because the team members were not
trust each other truly or there is no transparency at all this brings
unhealthy conflict between the team members and then it leads to lack
of commitment in the fire art.
Question IV 4.
a. Analyse Jack Derry as an inspirational leader of his
organisation under sensing, relating, visioning and
executing (100-150 words)
b. Recommend any changes or alternative steps that Jack
Derry could have taken to be a more effective leader
(100-150 words)

A. Jack is a person who is not possessing the great qualities of leader as

he was less aware of the current scenarios of his own organization and
the market . fire art is a family owned company Jack has not owned hit
himself it own this company by the hierarchy of generation. it is
analyzed by the character of Jack in the case study that he was less in
leadership politics

1. Sensing- Jack doesn't have the sensing quality of an

inspirational leader because he's unaware of current scenarios of the
market and its own organization too. we can analyze this clearly in the
case study when he was in a conversation with Eric Eric told him about
the increase in competition and increase in technological advancement
in the industry he was take it very lightly and say it is a matter of time
we have a superior resources we'll be back on track soon this shows
careless attitude of Jack towards the company and hence he is less on
sensing.
2. Relating- Jack is less on relating quality of an inspirational
leader because he doesn't interact with team members and other
employees for building an familiar and

healthy working environment and increase the collective and

interactive culture of work in the organization. he doesn't deep dive
into discussions and innovative ideas that came out through the teams.
and he was less interacting with his employees because of this he was
unaware of Randy egoistic behavior and careless attitude towards team
spirit.

[Link]- He doesn't have visioning quality of an inspirational leader

as he was not owned this company by himself and he doesn't do any
hard work to own this company he was very less on visioning qualities.
as we see in the case study he was very casual on increasing
competition in the market and technological advancement in the
industry, he doesn't do any inspirational and motivating meetings with
the employees for engaging all the employees towards the company’s
vision.

[Link]- he was less in executing quality of an inspirational leader

because he gave all his analysts work or team building for bringing out
new ideas or ways by which the company can overcome the challenge,
he doesn't even take a feedback what is going on add which rate the
progress is going on. this shows he is less on executing. D.

[Link] should made a deep research what is going on in the current

market by how we can increase the company profitability, market
share, brand image in the market.
 2. Jack should regularly have and interactive talk with his
employees team members stakeholders for understand their personality
well and creating a interactive and healthy working culture in the
organization this enables trust in the organization.

3. Jack should develop visioning qualities in it by combining his

visions and his company's visions together. and tries to develop whole
employees vision relating to the company's vision.

4. he should increase his presence in the companies workplaces

team meetings and inspirational talks and in every companies small
gathering this brings transparency and increased trust he should create
good and healthy environment of a company where healthy conflicts
exist and people are high on commitment.