What Consequences Resulted The Dissatisfaction Experienced By The Old Crew Case Study
1. What consequences resulted the dissatisfaction experienced by the old crew members?
In this case study, majority of the consequences that resulted in dissatisfaction came from the new supervisors. Before the new supervisors were introduced, Joan got along with all crew members and allowed each member to rotate each task so that they we’re able to perform and perfect their skills and abilities. The new supervisors have limited with what they could do. They have assigned them to specific tasks, would provide inappropriate working behaviours and prevented all employees from communicating with their customers. I believe when the old crew worked with Joan, they were able to use the MARS model of Individual behaviour. The reasoning for this …show more content…
The team was able to work together as a team to develop a routine they had in place. The crew was able clarify their performance goals, improve their skills and abilities by rotating tasks every day. All crew members, including Joan were able to interact and have more cohesion by interacting with each other fairly on a regular basis. Having a leader who is able to direct crew members in a fairly manner and reward them for their hard work, motivation will increase resulting in excellent work from all employees. Joan was willing to assist the crew with any of their concerns. The old crew, including Joan, worked together as a team to get the job done. Once next summer came around, the crew experienced new thing within the company. They were given new supervisors where the working atmosphere has changed. The supervisors viewed themselves as higher than all crew members as they did not care to contribute, did not dress appropriately and did not treat the crew members fairly. The team developed poor team development due to the reason that all crew members were separated into groups. New members should have been placed amongst old crew members to increase performance. As time has gone by, the crew members productivity decreased significantly. This has caused sales to drop by 5% and task performance to drop significantly. If the crew and supervisors were able to communicate on a fair level, without shouting and yelling, team development would have been more efficient. It seemed that the new supervisors worked more as a team by implementing their expectations of the job as oppose of including all team members to work together and get the job done. Joan needs to look more in depth in her business in order to increase productivity and decrease employees from leaving their jobs. Although some crew members have decided to come back, it is due to the fact that the pay is decent
In this case study, majority of the consequences that resulted in dissatisfaction came from the new supervisors. Before the new supervisors were introduced, Joan got along with all crew members and allowed each member to rotate each task so that they we’re able to perform and perfect their skills and abilities. The new supervisors have limited with what they could do. They have assigned them to specific tasks, would provide inappropriate working behaviours and prevented all employees from communicating with their customers. I believe when the old crew worked with Joan, they were able to use the MARS model of Individual behaviour. The reasoning for this …show more content…
The team was able to work together as a team to develop a routine they had in place. The crew was able clarify their performance goals, improve their skills and abilities by rotating tasks every day. All crew members, including Joan were able to interact and have more cohesion by interacting with each other fairly on a regular basis. Having a leader who is able to direct crew members in a fairly manner and reward them for their hard work, motivation will increase resulting in excellent work from all employees. Joan was willing to assist the crew with any of their concerns. The old crew, including Joan, worked together as a team to get the job done. Once next summer came around, the crew experienced new thing within the company. They were given new supervisors where the working atmosphere has changed. The supervisors viewed themselves as higher than all crew members as they did not care to contribute, did not dress appropriately and did not treat the crew members fairly. The team developed poor team development due to the reason that all crew members were separated into groups. New members should have been placed amongst old crew members to increase performance. As time has gone by, the crew members productivity decreased significantly. This has caused sales to drop by 5% and task performance to drop significantly. If the crew and supervisors were able to communicate on a fair level, without shouting and yelling, team development would have been more efficient. It seemed that the new supervisors worked more as a team by implementing their expectations of the job as oppose of including all team members to work together and get the job done. Joan needs to look more in depth in her business in order to increase productivity and decrease employees from leaving their jobs. Although some crew members have decided to come back, it is due to the fact that the pay is decent