Team Cross-Functional Dysfunction Case Study
Christina Olson
Working in Teams: Cross-Functional Dysfunction
In this specific manager’s hot seat, this dealt with the challenges of being a team leader and working with other team member’s diversities. With a group of 4 to 6 people, it does encourage the possibility of inconvenient challenges when dealing with people. With everyone having different views and goals of the company, it makes it hard to actually accomplish the goals they were initially wanting to.
Joe Tanney, the team leader of the project, begins the meeting with his fellow coworkers, Rosa, Cheng, and Simon, but describing the project and hoping for a lot of support for the team to get the work done efficiently. Not even two seconds later, Rosa and Cheng immediately start to complain. They complained that they did not have the time to work on the project and that they have bigger issues with their family life after work hours. This becomes a burden for Joe because when are they going to have the time to work on the project? Skipping over what Rosa and Cheng were discussing about, Joe immediately begins to discuss the project’s agenda and asks for volunteers to steer the each specific committee. Once again, Rosa and Cheng bring up the fact that they are too busy for the tasks. Later on, Cheng and Rosa eventually open up and take …show more content…
He came up with a whole agenda that, unfortunately, already had been used according to Simon. By having individual meetings, he would have figured out that this has already happened. I also think that his team needed a little more motivation because it was apparent that the time would rather be doing something else based on all of their complaining. Joe should have sat down a little longer to plan out what he actually wanted as a team leader, this would have made things a little more to the point without relying on the other team members to make a
Working in Teams: Cross-Functional Dysfunction
In this specific manager’s hot seat, this dealt with the challenges of being a team leader and working with other team member’s diversities. With a group of 4 to 6 people, it does encourage the possibility of inconvenient challenges when dealing with people. With everyone having different views and goals of the company, it makes it hard to actually accomplish the goals they were initially wanting to.
Joe Tanney, the team leader of the project, begins the meeting with his fellow coworkers, Rosa, Cheng, and Simon, but describing the project and hoping for a lot of support for the team to get the work done efficiently. Not even two seconds later, Rosa and Cheng immediately start to complain. They complained that they did not have the time to work on the project and that they have bigger issues with their family life after work hours. This becomes a burden for Joe because when are they going to have the time to work on the project? Skipping over what Rosa and Cheng were discussing about, Joe immediately begins to discuss the project’s agenda and asks for volunteers to steer the each specific committee. Once again, Rosa and Cheng bring up the fact that they are too busy for the tasks. Later on, Cheng and Rosa eventually open up and take …show more content…
He came up with a whole agenda that, unfortunately, already had been used according to Simon. By having individual meetings, he would have figured out that this has already happened. I also think that his team needed a little more motivation because it was apparent that the time would rather be doing something else based on all of their complaining. Joe should have sat down a little longer to plan out what he actually wanted as a team leader, this would have made things a little more to the point without relying on the other team members to make a