Brewster Seaview Landscaping Company
TEAM GREEN
Brewster-Seaview Landscaping Company OB Consultant Report
November 26, 2010
INTRODUCTION Brewster-Seaview is a private landscaping company that has hired the Team Green OB Consultants to analyze and provide possible solutions to their current organizational situation. Team Green has discovered various organizational problems within the company and will provide suggestions to allow the company to regain normal productivity levels and increase job satisfaction among others. In this report, we will discuss the problems and causes of such problems at Brewster-Seaview as well as strategies to improve team effectiveness and interpersonal communication. This will be followed by steps that Joe can take using the rational decision making model to resolve the issues in his company. Next, we will discuss sources of power, leadership, conflict, and change with recommendations to improve the limitations from each of these categories.
MAJOR PROBLEMS & CAUSES There are four major problems in this case; low productivity, low quality of work, poor customer service, and potential increase in employee turnover. The first two are examples of inefficiency while the last two are examples of ineffectiveness. The causes that led to the team’s inefficiency include hygiene factors which lead to lack of motivation. The types of hygiene factors that led to lack of motivation include supervision and working conditions. A low emotional stability also led to a lack of motivation and low employee engagement. The lack of motivation is caused by ineffective leadership. There are many things that contribute to this such as poor relationships between workers and supervisors. The supervisors used a task-oriented leadership which has low concern for the team (Sniderman, Bulmash, Nelson, and Quick, 2010, 287).
Moreover, the inexperienced supervisors and their lack of expert power also led to ineffective leadership. The causes that have led to the team’s ineffectiveness
Brewster-Seaview Landscaping Company OB Consultant Report
November 26, 2010
INTRODUCTION Brewster-Seaview is a private landscaping company that has hired the Team Green OB Consultants to analyze and provide possible solutions to their current organizational situation. Team Green has discovered various organizational problems within the company and will provide suggestions to allow the company to regain normal productivity levels and increase job satisfaction among others. In this report, we will discuss the problems and causes of such problems at Brewster-Seaview as well as strategies to improve team effectiveness and interpersonal communication. This will be followed by steps that Joe can take using the rational decision making model to resolve the issues in his company. Next, we will discuss sources of power, leadership, conflict, and change with recommendations to improve the limitations from each of these categories.
MAJOR PROBLEMS & CAUSES There are four major problems in this case; low productivity, low quality of work, poor customer service, and potential increase in employee turnover. The first two are examples of inefficiency while the last two are examples of ineffectiveness. The causes that led to the team’s inefficiency include hygiene factors which lead to lack of motivation. The types of hygiene factors that led to lack of motivation include supervision and working conditions. A low emotional stability also led to a lack of motivation and low employee engagement. The lack of motivation is caused by ineffective leadership. There are many things that contribute to this such as poor relationships between workers and supervisors. The supervisors used a task-oriented leadership which has low concern for the team (Sniderman, Bulmash, Nelson, and Quick, 2010, 287).
Moreover, the inexperienced supervisors and their lack of expert power also led to ineffective leadership. The causes that have led to the team’s ineffectiveness
References: Barling, E., Kelloway, K., Frone, M.R. (2005). Handbook of Work Stress. New York: Sage Publications. Leadership. (n.d.). Changefactory. Retrieved November 18, 2010, from www.changefactory.com.au/articles/leadership/leadership-is-it-better-to-be-people-or-task-oriented. Royston G, Hinings C. R., (1996). Understanding Radical Organizational Change: Bringing together the Old and the New Institutionalism 21(4), 1022-54. Shalley, C.E., Gilson, L.L., and Blum T.C., (2000). Matching Creativity Requirements and the Work Environment: Effects on Satisfaction and Intentions to Leave Warren, J. (2000). Improving Interpersonal Communication. Family relationships Personal Growth, 1(2).