Organisation dynamics

1) Do you think the team at Sudha Consultants is at a growth stage where they are unable to
perform? Or is it the case of team malformation? Give reasons and justification for your
answer with regard to various stages of team development and team dynamics.

Ans) Analysing the case, the problem does not seem to be they are at a growth stage or are
novice to perform and complete their tasks. All the members in the team are well educated
and are experienced
There are different types of team development and they are
1) Formation: Firstly, the rules that are maintained does not seem to be proper and
disciplined and there is incompliance of this rules and regulations. The members
should work closely and not pretend as a strangers. Instead they should know and
have a understanding of each other as collegeaus and as a team
2) Brainstorming: This process can facilitate in improving the team both individually
and as a group. It is a process of having a discussion with all the team members and
keeping all the restrictions aside everyone has to share their own opinions freely and
others have to analyse and understand and come to a conclusion.
3) Performing: Too much flexibility is not good at all. The team should work as per
hierarchy and should work under their guide or leaders
4) Adjourning: Here the team undertakes reviewof the year and implements and analyses
budgets and future plans for their roles and further responsibilities.

2)
Ans) The organisation ‘Sudha consultancy’ seems to be a potential team comprising of
skilful and qualified members in it belonging from different culture and diversified
environment but the hitch is just because they are qualified well and have good erm
experience does not mean they can work well always. There are different reasons where
an employee or a team can lose focus on their work making them lazy and lethargic.
Perhaps the lose in focus would likely be possible because of the unproductive work they
do in their leisure times while they were busy cracking jokes, gossiping and such which
deteriorated their performance and progress at their work and organisation.
No matter the problem seems time consuming to solve, there are various measures to
eradicate such situations and the measures are as follows
1) Scheduled meetings: Proper meetings should be scheduled often for discussions no
matter is it of short discussion or long discussion. Like the US culture an individual is
likely to be productive when he or she starts to attend meetings punctually and also
when getting to know each other more they will understand each other and work well
in a team
2) Provide rewards and incentives: Unlike salaries, There should be other types of
rewards and incentives provided to the employees when they achieve or fulfil a target
within the specified given time. By implementing this The employees get a sense of

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 encouragement to work and performance well especially when they work in a team
and competitiveness will also increase gradually making them efficient than usual
3) Avoid Social loafing: It is a phenomenon where a person exerts less effort to achieve
a goal when he or she is working in a group thn working alone. This must be voided
at any cost and the extent of work working in a group as well as working individually
should be equal. Though all the members were potential and capable they still did less
or no work which clearly seemed they don’t like to work as a team but tavoiding this
can help