Team Case Analysis Paper

1. What do you think and feel about this situation? I think that with any company to grow there needs to be a constant reassessment of technology being used. Using new technology is absolutely the right thing to do to keep up with the competition and employees can keep up with customer demands. Although, the associates may not like it, be fearful of it and have a difficult time adjusting to it, in the long run they will benefit from it, as well as the company. Their job will get easier and less stressful overtime having a system that is integrated and it will make their jobs easier and faster. Repetitive tasks will be eliminated and also eliminating some stress. The business can keep up with growth with this new technology.

2. What kinds of attitudes, emotions and perceptions would you expect to see from the team members?
The team will have different attitudes, emotions and perspectives about this adjustment.
Most employees will find change difficult and maybe scary even. Having a manager that can counteract these feelings is key to a successful transition. Each employee will experience this change in different ways. Maria will be happy that her work load is lessened, Satish will have an easy time learning the new system, Ryan may take more time to learn it. Employees like Jeremy that are there for a pay check and may need an attitude adjustment may need a little more help in the transition but keeping him involved and feeling part of the team can change his attitude, emotions and perspectives on this new system. Creating a stress free transition is important to keep employees motivated, satisfied and committed. Stressors such as avoiding mistakes should be acknowledged so stress can be eliminated. Knowing their roles in the process, responsibilities and personal goals need to be clearly outlined and ensuring them a smooth
transition. 3. What obstacles do you anticipate?

Some employees will need more time to learn the system and some will learn more quickly. Not only will it take management time to train employees on this new system, but it will take more payroll too. Another obstacle will be employees may feel like they were not part of the process in designing this new system. The employees are the ones that are using the system on a daily basis and know what exactly is needed to be more productive. Keeping the employees motivated when the system is new and bound to have errors occur can be challenging. Ensuring employees that it will be a successful venture as well a training them properly will alleviate any concerns.

4. What are some ideas for motivating the manager and the team?
The manager needs to set a good example by doing what is necessary to make sure every employee is fully trained and feels that they are competent with the new system. Each employee may need a different amount of time and training to feel competent. Some just need to hear that they are doing a good job, but it is the manager’s job to encourage all of them and not just individuals. Discovering what each employee’s strengths and weaknesses are and gear the training in that direction. For an example some employees learn better by watching first and some may want to dive right in. Focus on their strengths whether it be loan processing or customer service and celebrate it. Some may like challenging tasks and some may shy away from them. Include everyone in feedback and ideas on how to implement the system. Have meetings to keep everyone updated on goals and address any concerns.
5. Do you have any feedback for the senior management team?

• Set attainable and measurable goals.
• Reward employees for reaching their goals.
• Be open to challenges and new ideas,
• Ask for feedback
• Make sure you have clear communication on how it will work, timeline and end goal.
• Support the team if they are having difficulty
• Have fun with it.
• Don’t forget to measure performance.