Franklin Equipment Ltd Case Study

The Abu Dhabi Project and its challenges form the subject of Franklin Equipment Ltd's

(FEL) case study. The firm is a multi-corporation headquartered in Canada that specializes in the

development of rock crushing equipment for a variety of different sectors. This paper provides

answers to the following questions arising from the case study on connected concerns

surrounding the company and human resources management environment.

Respond to Questions 1 through 4 of the case

The criteria FEL uses to assign managers to project Teams

The company's examination of the criteria used to allocate particular projects to the

appropriate managers within the organization takes into account the project managers' experience

and time available for further participation on other projects. FEL's great standard dictates that a

manager be handed a new project after the original one is finished or near completion. In the case

study, it is apparent that managers who are overburdened with duties would struggle to perform

other than those who have enough new time controls. As a result, the likelihood that the work

given to such project managers would proceed efficiently is considerably higher under the

circumstances described in the case than it is otherwise. Time management in accordance with

the criteria will enable effective monitoring of tasks' status and eliminate assignment delays.

Another factor is the level of competence of team project participants. Expert knowledge and

time constraints are critical for managers wanting an adaptive and agile team, since the project

team adds value by enabling them to continue focusing and on track without falling behind

schedule. Although this two-criteria method is excellent on its face, it has a drawback if caution

is not exercised. The anticipated problem is a lack of cohesion and team cooperation among
project leaders allocated to work in teams, given that managers may have past unfavorable

experiences with teamwork or personality conflicts. This is a little problem, yet it impacts the

whole team and erodes group relations. If teams lack cohesion, success will be harmed by

competing needs, resulting in underperforming team initiatives. As a result, it may be beneficial

if there is continuous evaluation of task progress and team participation.

The importance of project team members working well together on international projects such as

Project Abu Dhabi

Maintaining positive relationships between team members is critical while working on

multinational projects. With the ever international corporate community, there will always be

different cultures and intolerance for uncertainties in a foreign nation. As a result, the disparity in

cultural perceptions and regulations may threaten the organization's pioneering culture of

cooperation. Since culture constantly impacts human feelings and behavior, it may create

difficulties for team initiatives that are pursuing the greatest possible results. Cultural diversity is

associated with staff motivation, interpersonal skills, morale, and trust, all of which are critical

components of a successful project's international operation. This is because the Abu Dhabi

project is more riskier and unpredictable, requiring time to build a strong team capable of

managing the issues associated with new market development, brand positioning, and greater

sales. Thus, a consistent reward system for team projects is necessary to maintain collaboration

and confidence, as well as the spirit to work as a group, and to prevent undermining the whole

process. Because of the original situational difficulty in Abu Dhabi, Jobe, as the internal team

advisor, is confronted with a moral issue that, despite his best efforts, cannot be addressed via

professional training knowledge. Jobe's primary difficulty is a conflict of interest. Rankins and

Perry will never get along since they have shown their hatred for one another. Jobe is aware that
the problem would jeopardize team performance and results if the two dual adversaries were

unable to collaborate and fire the design engineer or even Perry, the operational manager. Jobe

contemplates the pressure to terminate one of them. Gatenby is cognizant of the opposing vews,

and if the conflict is not handled, it results in Rankins being fired without being informed that the

Project's manager is dismissing him because of the ongoing problem, and Jobe is stuck between

informing Rankins of the dismissal issue not, as he is innocent and Perry has the knowledge of

his ultimate fate.

The dilemma that Jobe now faces

In conclusion, unresolved disagreements may have a detrimental impact on group

performance and collaboration, which no manager wants to encounter, yet such disagreements

are a natural part of workplace heterogeneity. This fundamental assertion is consistent with

Jobe's advice to Gatenby, the project manager for the Abu Dhabi Project. Considering the case

study's facts, Jobe needs to play a more proactive role in extending his recommendations to

Gatenby towards resolving the issue inside the team in order to foster a positive team work

atmosphere. Punishment is not the ideal motivation for terminating Rankins based on individual

issues since it may have a cascading effect on the entire group by eroding team members' zeal;

yet, it must be used as a final option. As a result, Jobe should advocate for frank and voluntary

interactions between the two sides, with the project manager overseeing the work of the whole

team. Rankins, on the other hand, does not want to be dismissed, unlike Perry, and reuniting the

two coworkers would be a great motivation to maximize the team's cohesiveness.

 Strategies for conflict resolution

According to the FEL case study, there is certainly conflict inside teams, which attracts a variety

of conflict resolution solutions since the fundamental difficulties in group projects are

understood. Effective listening and teaching stakeholders on how to settle disagreement through

a variety of tactics are critical in resolving conflicts amongst stakeholders. Collaboration

between stakeholders is one way of resolving conflict. Collaborative solutions for resolving

conflict provide an ideal arena for all stakeholders to air their grievances. Jobe and Gatenby

should enable Perry and Rankins to participate and provide ideas for potential co-development of

shared issue solutions and mutual assistance in resolving the issue. A win-win approach could

also be explored by sacrificing on the needs of others and enabling every stakeholder to

emphasize what is more important in order to avoid serious conflict resolutions if the scenario

gets stuck. Another option is to be accommodative. Gatenby and Jobe must provide a platform

for conflict resolution and strategically enable every stakeholder to voice their issues in unity,

while acting as a moderator to every stakeholder to express their differences and wants in order

to retain team cohesion and prevent further interruption.

How the key challenges raised in the case could be framed within a Christian Perspective

Finally, the primary issues identified in the FEL case study were injustice, dishonesty, a lack of

respect, trust, and collaboration, animosity, and aggravation amongst stakeholders. These are all

examples of amoral ethics that may be defined and remedied from a Christian perspective. A Godly

personality in the job is achieved when things are going well, but the contrary is undesirable. In a

Christian point of view, Christian phrases are infallible when used to address workplace issues. In a

manner similar to Jesus' instruction to “pray continually for those who persecute you” (Matt 5:44),

which helps one to view things from another person's perspective, it is possible to glimpse elements of
many realities. This might affect our conduct by making us aware of the wrongdoing and prompting us

to be compassionate and helpful towards others, which would then result in change in attitude and

conduct towards a collaborative environment and environment free of violence. Remain and stay ever

at peace, adore the one who has belittled you, or mistreated you is another method of preventing

confrontation and conflicting needs. Aserting that Jesus taught his students to love their adversaries,

Jesus said that the propensity to lash out violently at others' ideas, opinions, and proposals may be

restrained if one has love for one's foes. Conflict may be addressed from the Christian viewpoint when

co-workers demonstrate Godly characteristics of loving, becoming peacemakers, and praying.