Manager's hot seat: working in teams: cross functional dysfunction

Discussion - Working in Teams

View the "Manager's Hot Seat: Working in Teams - Cross-Functional Dysfunction" video case and then post a new thread to this discussion board that addresses the following:

· Consult Figure 13.1 in your textbook. In which stage of group development is this team? What factors in the video case lead you to believe this? Be specific.

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· What should Joe have done before, during and after the meeting to ensure the commencement of the project is successful?

· Consult Table 13.5 in your textbook. What factors enhancing group cohesiveness were present in this scenario? Which were absent? Explain.

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· Pass or fail? Grade Joe on his management skills, techniques, and overall performance. Be sure to include specific recommendations on how he could handle the next situation differently... or better.

This posting, consisting of a minimum of 4 full paragraphs（500words）, must include chapter ideas and concepts to support your answers. Please make certain to cite any outside sources used.

Example

After watching "Managers Hot Seat" the stage of group development this team is dealing with is the forming and storming stages. They are all wondering why they are there. Secondly they are storming and going to argue about who will be in charge of what.

What should Joe have done before, during and after the meeting to ensure the commencement of the project is successful? Joe seemed a little unorganized and unprepared when he started the meeting. He should of had an organized plan before hand and should of been more prepared for the questions and arguments that were about to take place. Especially since he is newer to the company and he is dealing with veteran associates.

When this group starts to get into the Norming stage they are struggling to experience some group cohesiveness, some things that showed up in the video to help this was when Joe kept them all intrigued in the conversation. He also help this situation but bringing up group goals and values.

Over all I believe Joe did an ok job managing his associates. He had a difficult group to deal with. Somethings he could have done better is to explain how important this task he wanted was. The associates didn't seem to take anything seriously he needed to step his foot down a bit. When it comes down to it I would have to fail Joe, he let his associates control him and they walked out, he needed to stop them and show that he is in charge not them.