COURSE: LEADERSHIP, ENGAGEMENT, AND PEOPLE PERFORMANCE

CASE STUDY: THE TEAM THAT WASN’T

Project Submission Template

Student Name: Sailesh Kumar

Question I 1. A brief summary of the problems faced by FineArt (100- 150

words)
Ans: The major problems of fineArt’s was:
a. FineArt’s sales in last 18 months have shown no growth
b. Other players entering the niche market.
c. Insufficient team work between to level managers
d. Lack of cohesion within the team
e. Lack of motivation
f. Lack of conflict resolution
g. Superiority complex in managers
Question II 2. List and elaborate on two ways which Eric Holt and CEO Jack
Derry can take in order to intrinsically and extrinsically
motivate the team. (200 – 250 words)
a. Intrinsic motivators and its elaboration
b. Extrinsic motivators and its elaboration

Ans:

Intrinsic motivators: Intrinsic Motivation leads to employee during a

task because it will reward them. Th employee knows that there will be
direct rewards on completing the task. The two types of intrinsic
motivators are:

i) Autonomy- Autonomy is a intrinsic factor that will take

multiple forms. It improves employee engagement at
workplace. It pushes to achieve individual performances.
The CEO creates Autonomy through by communicating
clear vision, give proper tools to work, wait for employees
to work and support professional judgement.
ii) Mastery- Mastery is intrinsic motivator that encouraging
employee to do best thing he likes and do the perfectly. The
CEO can give members to dedicate 10-15%od there time to
do the project. In addition they can be given some
managerial controls just to ensure that team autonomy.

Extrinsic Motivators: Extrinsic motivators involve a employee for

completing the task out of force such as receiving rewards or
punishments. This motivation is very beneficial as it can push
employee in completing task which are not of their interest also.
The two types of extrinsic motivators are:

i) Competition for money – To motivate employees, CEO

promises the team rewards in terms of money to ensure that
they are committed for the task. Eg. Best performing
employee to get some reward or can be ranked 1,2 & 3 on
basis of performance with different rewards amount for
each
ii) Frequent Flyer awards: In this CEO can promise employees
a tour or holiday to some specific place or place of his
choice. This again pushes employee to push a step forward
in completing the tasks
Question III 3. Evaluate the 'conflict' and 'commitment' dysfunction of the
FineArt team quoting two strong instances from the case study
(150-200 words)
a. 2 instances of conflict dysfunction and its evaluation
b. 2 instances of commitment dysfunction and its
evaluation

Ans:

Instances of conflict dysfunction:

i) The first instance of dysfunction is when there is a clash

between Ray and Randy over team consensus. Ray believes
that teamwork never existed whereas Randy has consensus
as mediocre.
Randy believes the individual is better than a team. He
continuously puts down ideas given by other team
members.
ii) The send instance of conflict dysfunction is Randy’s
negative attitude and unprofessionalism. Randy arrives late
in meeting and also disrupting the meeting by tapping the
pen. Maureen’s and Eric opposition is an instance of
conflict of dysfunction.
There is always conflict of interest from Randy which
created negativity within the team thus no trust is there
inside the team members. Eric was passive and thus due to
lack of conflict resolution, the team became demotivated.

Instances of commitment dysfunction:

i) Randy tapping pencil on table. He seems to have no
commitment. This is clearly evident when Eric began the
meeting and randy tapped the pencil in table.
Eric is attempting to impose an agenda on the members
Randy’s lack of interest is shown with disruptive nature
during the meeting. He also says” My assistance will look
into this, when he gets a moment” This shows clear
commitment dysfunction.

ii) Maureen focused on her frustration and grievances rather

than cost cutting pitch. Ray’s criticism of Randy showed the
acceptance of failure.
Question IV 4.
a. Analyse Jack Derry as an inspirational leader of his
organisation under sensing, relating, visioning and
executing (100-150 words)
b. Recommend any changes or alternative steps that Jack
Derry could have taken to be a more effective leader
(100-150 words)
Ans: Analyzing Jacks personality:

Sensing: Jack has good understanding of his team members

goal’s, roles, responsibilities and competencies.
He knows the individual potential and how the operate to
deliver.
Relating: Jack has build his relations with team members and
reinforced his network as a leader.
Visioning: Jack was quite clear with his vision of his corporate
– He needed to enhance companies performance .
Executing: Jack may had have a better open speech
communication. He successfully mobilized the team towards
growth

Recommendations:

i) Jack should do open table discussion with team members

ii) Daily follow-up meeting should be organized with Eric and
regular feedback of team members should be taken
iii) Performance matrix of project should be discussed with
team members
iv) Align all team members to a common goal/vision
v) Provide motivation to team members.
vi) Should take critical decisions instead of getting eachone’s
opinion