Alternatives

1) The top management needs to be informed that the team efficiencies will be increased if
the members will be monitored more significantly.
PRO: Each of the situations will be resolved by the application of expanded approaches.
CON: However, it is to be indicated that each of the situations need the close concentration
on the issue to eliminate the contradictory factors.
2) Find a person or an employee with similar attributes to Debrito.
PRO: This would be helpful for the team members to gain recognition sooner than the
expectations.
CON: The person needs to be skilled with the team communication and interactions.
3) The arrangements of ‘fire chats’ should be free from compulsory attendance.
PRO: The purpose of the meeting is to gather the employees and interact with them to
identify the exact occurrence of the issues.
CON: If the employees feel that they are persuaded to attend such meetings, the voluntary
purposes will be refused, and the problems will remain the same. They might feel hesitated
to communicate about the issues they have been facing with other groups. The general
interactive session would be helpful in such circumstances.

Conclusion

Team motivation is one of the most significant challenges that are associated with many of
the changing parameters. The leaders need to keep the focus on maintaining productivity and
engage the workers to bring out the skilled outcomes of their performance. The group discussion
through arranging team meetings and interacting with the team members is beneficial. It is to be
indicated that effective leadership skills are required for managing the teams and motivating them
to resolve the emerging conflicts. The transparent communications are essential to recognize the
underpinning issues, which may affect the organizational scenario as well as productivity.

References

https://myassignmenthelp.com/free-samples/case-study-calgary-oil-shale-technologies-inc
https://prezi.com/g6srtcoowodx/calgary-oil-shale-technologies-inc/
https://prezi.com/vwjhumwu29nj/calgary-oil-shale-technologies-inc/
Leadership Roles And Leadership Approaches

As per this case study, it has been seen that Debrito undertook Socio-emotional role to achieve the
success related to the team-based activities. Debrito spent almost 26 years in COST as in line staff.
He possesses enormous knowledge based on encouraging the team members, harmonizing the
group, especially when the conflicts appear. Moreover, he looks after reducing the stress level by
providing enough supports to the team members and following the justified and relevant ideas that will
enhance the productivity of the team. As defined by Mole, Baldock and North (2013), the socio-
emotional leader is much concerned with focusing on the imporvment of group morale and by reducing
tensions, mediating in arguments, and settling the disagreements. It has been seen that Debrito has
the capability of managing such conflicts and improving the morale more significantly. In fact, it is also
much important to select a proper leadership attribute to deal with such situational circumstances
(Ilgen 2014). Hence, the selection of socio-emotional leadership skill is quite justified in this case.

It is to be noted that in this emerging scenario of conflicts among the groups need clear vision and
more interactive sessions. Hence, the justified selection of proper leadership approaches is essentially
needed to manage such circumstances (Foss and Lindenberg 2012). In managing such conflict based
scenario, Debrito has kept his concentration on maintaining the interactive or participative leadership
style by considering contingency approach. It is to be indicated that the leadership style adopted by
him is specifically characterized through the acceptable values. The signified values indicate the
collaborations, inclusion, caring, and team building aspects (Barsky 2014). The approach signifies the
leadership trait of a leader who usually shares the ideas with the subordinates before making any
relevant decision regarding the organisational practices (Hu and Liden 2015). The participative method
is considering the assimilations of the people in the group and participation in a group-based
conversation. The suggestions derived from them would be beneficial for undertaking the relevant
decision related to the organisational welfare. In fact, the frequent conversation and communication
resolve the conflicts.

Algoma Howard believed that if Debrito would be there in Colorado, it would have been better to
resolve the problem sooner. The idea is quite impressive and justified. Having a partner like Debrito
would be beneficial for achieving the organisational success by eliminating the situational conflicts
among the groups. It is noticed that Debrito has been playing the key role in the horizontal team
structure during the arrangements of the group meetings. According to Hon and Chan (2013), the
Horizontal Team is formulated with the employees who belong to groups of diversified expertises and
skills. This group maintains the similar hierarchal level while performing any organisational tasks, but
people associated in this group signify the diversified skilled and their experiences (Hon and Chan
2013). Hence, while these people would be associated together, it would enhance the team efficiency
and diversified background people would be able to communicate with each other. The increasing
level of the communication is quite helpful in making the participative decisions and team engagement.
In fact, it is to be stated, the employees get to know the perceptions of others in a significant manner
(Crowfoot and Wondolleck 2012). Hence, the proper communication or interaction with each other is
necessary to minimise the conflicts and enhance the work productivity. Since, Debrito can follow such
procedure in an effective way; it would be easier for him to deal with such crucial condition.

Recommendation For Improving The Organisational Scenario

The above discussion has been reflecting the situational conflict occurred among the groups
associated with the organisational activities. In keeping the focus on the situations, some of the
suitable recommendations are needed to be raised. Firstly, it is important to facilitate some of the
changes in the organisational practices. These recommendations are discussed further:

1) The first initiative needs to consider the realistic talk with the top management to inform that the
team efficiencies will be increased if the members will be monitored more significantly. However, it is
to be indicated that each of the situations need the close concentration on the issue to eliminate the
contradictory factors. Determining these concerns, each of the situations will be resolved by the
application of diversified approaches.

2) Depending on one person is not justified in determining the organisational practices. It is possible
that the company will not get a skilled worker like Debrito every time of needs. In such situation, the
company will require other people with the similar leadership attributes. The person needs to be skilled
with the team communication and interactions. The leader happens to be skilled with the transparent
communication skills to identify the underlying issues. This specified attribute of the leader would be
helpful for the team members to gain recognition sooner than the expectations.

3) Another most prominent aspect of resolving such conflict situation is related to the arrangements of
the “fire chats”. It is to be suggested that while arranging the ‘fire chats’, the leaders should not
persuade the employees to participate and make the full attendance. The arrangements of ‘fire chats’
should be free from compulsory attendance. If the employees feel that they are persuaded to attend
such meetings, the voluntary purposes will be refused and accordingly, the problems will remain the
same. The purpose of the meeting is to gather the employees and interact with them to identify the
exact occurrence of the issues. If they will be forced to attend the meeting, they might feel hesitated
to communicate about the issues they have been facing with other groups. The general interactive
session would b helpful in such circumstances.

The application of such recommendation would be beneficial for considering the establishment of the
skilled leadership traits and resolving the conflicts. More specifically, it can be inferred that the
establishing the transparent communicational activities is necessary to recognise the underlying
issues faced by the employees in different groups. The maintenance of such structured procedure
would also help in understanding the current scenario of the organisation more clearly. The specified
process will lead towards achieving the pre-determined objectives as well.

Conclusion
The study has been focusing on the situational conflicts occurred between the group communication
in Calgary Oil Shale Technologies Inc. The identification of the issue is needed to be monitored at the
initial stage. The group discussion through arranging team meetings and interacting with the team
members would be beneficial. It is to be indicated that the effective leadership skills are required for
managing the teams and motivating them to resolve the emerging conflicts. The transparent
communications are essential to recognise the underpinning issues, which may affect the
organisational scenario as well as the productivity. However, the interactive session thus would be
beneficial and can eliminate the situation crisis.

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