Answers

1. Tran has been efficiently managing the Ajax project but then he has failed to be effective
at managing the performance of the team.
2. Functional conflicts refer to constructive disagreements that promote a friendly working
environment, on the other hand, dysfunctional conflicts are destructive disagreements that
lead to unsound work environments. The discussion regarding salary between hardware
and technical engineers is an instance of dysfunctional issues-solving. Tran’s consulting
to conduct a team-building activity show a functional approach to solving problems.
3. Tran is bothered by two issues: one is solving the technical issues regarding the security
system and two keeping the team members fully involved towards the accomplishment of
the project’s objective.
4. Tran could use the help of internal hardware and external expert to find the flaws and
loopholes within the security system or request the addition of one more hardware
engineer, instead of replacing any given team member. Additionally, Tran has the
objective of bringing together all the Ajax members and reminding them of the progress
they have made, and reminding them that failure is always an accomplice before success
is witnessed.
5. Having a formal team building session was an ideal decision since there was the need to
reduce the indifference between the generational gap between the hardware and electrical
engineers together with the criticism regarding salaries before they could start on the
project.
Explanation
1. Regarding team management at the Ajax project, Tran has been efficient and focused but
the performance of the management has led to a reduction of his effectiveness. As stated
previously can be attested as Tran organizes a team-building retreat that lasted two days
to mitigate the generational difference between hardware and electrical engineers. Tran
proved a success by promoting Camaraderie among those obliged with heading the
conduct of the first Alpha test just a week ahead of the schedule. Regardless of the results
not being positive, the team put in more effort to overcome the issue. The second test was
conducted as scheduled but also failed for another round that led to detrimental outcomes
regarding the team’s motivation. Tran reviewed the management technique of his
leadership which led to the development of daily meetings at the beginning of each day to
assess the progress of the team that showed an insight of their achievement and objective
of the day. Besides, Tran got more involved with the activities being handled by the
members and could recognize outperformers that enhanced team identity and led to the
creation of positive momentum. Regardless of the third alpha test failing, that causes
most of the team members lose faith in the project. Having been behind the schedule and
failing three times makes Trans performance management to be perceived as ineffective.
2. In a summarized manner, functional conflicts are constructive discussions that enhance a
friendly working environment for a team. On the other hand, dysfunctional conflicts are
damaging negotiations that are unsound for a work environment. In the case study
involving the Ajax project, the team began with a dysfunctional conflict whereby the
engineers were comparing their salaries with those received by electrical engineers that
 had worked with CEBEX for a shorter time. However, Tran organized a team building
session where an internal consultant lead in team building activities which mitigated the
hardware and electrical engineers’ differences. This proved that even though the first
alpha test had failed, the team had managed to go a step ahead and solve the few glitches
that were present within the team members. The last two happenings show how
functional conflict management can have a positive outcome if developed and applied in
such given occurrences.
Regardless, the team members began to lose psyche and optimism after the results
of the second Alpha test had failed. Tran’s managerial skills however came in handy in
the creation of a positive momentum analyzing their team achievements and task that are
ahead for each day. Given this scenario, there is a transitional change from what would
have been a dysfunctional conflict to turning the whole issue around through the
intervention of Trans regardless of not lasting for long. The third Alpha test failed that led
to the Ajax team members losing faith totally regarding the project. This went to the
extent of some of the team members yelling at each other without getting to a common
ground given later on the day they were witnessed leaving the CEBEX building
obviously due to the dysfunctional trajectory the conflict had been handled.
3. Due to the current situation of the Ajax project, Trans has two issues at hand: solving the
technical issues within the security system given it had failed almost three times and after
each of the failures, many more days are spent on bringing it back to its working mode,
and: reengaging the team members towards the achievement of the project’s main
objective since the fact they had disagreements within themselves and hand failed coming
to a solution which is a clear indication that they had ran out of ideas on how to remain
together despite the project hitches they had been faced with.
4. Relating to solving the technical issues related to security software, after failing three
consecutive times implies there are issues within the team that ought to be evaluated.
Therefore, Tran should request the assistance of an internal consultant that is an expert in
the field of hardware and electrical engineering to assess and find the potential root as to
why the system is not operational yet. The second solution to the issue would be
employing a seasoned engineer and a good electrical engineer that would help find the
faults within the system and swiftly help with the achievement of the project given the
team members were already running behind schedule. On the other hand, none of the
team members should be removed given this action could lead to various insecurities
among the other team members related to permanence which is damaging to their
commitment to work.
Concerning reengaging the team members towards the accomplishment of the
project’s goal, Tran has to arrange for a meeting will all the engineers to share with them
how far they have achieved with the project’s and to keep moving forward to finally
attain what they aim at. Besides, Trans has to keep reminding the Ajax team members
that failures are always accomplices when in search of success and therefore they should
not give up on the project yet as the situation would finally take a turn.
5. It was suitable to come up with the formal team building session since there was the need
to reduce the generational difference between the hardware and electrical engineers and
the criticism regarding their salaries before all the engineers could start working together.
It would be detrimental for both the team members and the project if they were to start
the project while there were disputes among the team members. According to the
professionals, the team building activities that took place at the Olympic peninsula, the
team was able to reach the Alpha one test one week before the schedule regardless if it
failed. The engineers had been motivated to work together and harder to solve the issues
facing the system. Given the team building sessions had not been conducted, it is unlikely
the team members would have got to stage one earlier than expected.