Topic: Teamwork failed to meet the objective and that impacted on the overall business acceleration of the company.
Case Study
Teamwork is one of the most important aspects of organisational behaviour and that somehow affects the entire operating system as well as business advancement. This is a major challenge for the organisation as the entire line up for the business chain somehow get stacked if the flow of operation is not there. The organisation sets some objectives as well and every team has to achieve that from their part as this is an effective rule that can make difference as per the revenue concern.
In this paper, a demonstration of the case study has been presented along with the learning outcomes that formulate the entire process in an aligned way and that also signifies the importance of organisational behaviour in an organisation.
Title of the Case Study: Lack of team productiveness for the consecutive 3 months shuttered Red & Blue Retail Organisation
‘Red & Blue Retail Organisation’ deals with the innovative kind of garments that the Australian market never try to design those. They have segmented customers also. The company was moving towards a branch that they need to open for the development of their business. The company had the good reputation in the market and the business culture of the company was basically low-cost business perspective. Most of the people engaged with the company as the innovative products were very low in price and they spread their business with the help of that process only. The main concern in their business was the expansion of the business process and company had set some specific objectives in that case.
The objectives were like the advancement of their business in three locations within 2 years. Market share increased of the minimum of 1% in 2 years and developed a strong base of employees that help in case of future perspective and that will help in their future work distribution process also. But as the process went on and new branch starts, there is some organisational problem evolved regarding the work. The main concern, in that case, was the leader and the strategy that initiated by the leader. In the case of retail shops, where the dress, food, accessories and groceries all these are available and employees have to make some effective communication with their customers.
The main dealing persists over the matter, but the process of communication was not with customers. This is not completely a fault of employees as they were new in the industry, rather leader had to take some effective initiative to train them in the proper way so that these things can be mitigated. The major concern, in that case, was the commitment of customers and their mistrust over the situation. In some cases, strategies are not relevant enough for the organisation and leader used that on his own.
In that case study, I was one of the members of the team and I realised that some of the operational procedures were not fully maintained. There were some people who are not appropriate at that position but still there were there. The leader chooses that and no one going aging him. ‘Dereck Pat’ was the leader, who had already handled three more companies so he had enough experience in that kind of leadership but somehow the positional department segregation was not right. The process was aligned with the meeting of objectives and as the process was not managed in the proper way, this is very difficult for the entire team to perform the work culture in a suitable way.
Objectives that had been taken for 2 years need were not aligned with that process and that initiated a fail for the company. As Red & Blue Retail Company was one of the trending company in Australia, so they had a good brand image also. However, the process of fame was not last as some decision making and team degradation was taken place. The team was not working together, rather they did not understand the situation they are in. I was so much confusion at that moment that hard to understand anything about the position.
The job role was not defined in an initial way. There was no training at all. The employees were in the same situation and their job role and positioning was under threat. They did not even understand the demand of the organisation. Objectives had been set at the initial stage when the new brand was trying to open. This was the situation, planning had been made, but the implementation process was not aligned with that. The process was not clear at that time and leaders were also in the situation, where every aspect of business understanding is not there.
Leaders have the decision making quality also, they need to understand the possible future that can initiate through the decision making process. The process of decision making from ‘Pat’ was not good in Red & Blue Retail organisation. The initiated strategies were not good and those do not develop the marketing as well as the technological advancement of the organisation. There are some possible steps like cultural and ethical difference, man-management, job role identification, operational process, human resource problems, low effectively analysing process all these were some of the reason that business operation gets under threat. In the case of this retail .
organisation, the objective meeting is a major concern and the concern become higher when the new branch of the retail organisation shut down. This is quite a devastating for the organisation as the new branch shut down within 6 months. That signified the quality of leadership and the process of operation is not perfectly associated. I am one of the victims of them and all the employees on that new forum were not satisfying with their performances. Through the decision making the process of leader and his direction was completely unjustified and as the process was concerning with the big mess that happened due to the alignment of the mismanagement of the leaders and employees.
‘Pat’ had introduced some logical frameworks but all these frameworks were not working. There was a situation when every single step needed to be taken with proper care but all those steps were not proper and that seemed like a devastation for the branch. The execution was not right on that process. The leader had the authority to roll this process in the legitimate way. This is the concern situation that initiated by the leader only and he is the responsible person for that reason. I think, he had the view that can develop the understanding of the business but the view somehow depending on some person. The broad set up of mind was not present there and that was the major concern for employees as well as management. The company had the innovative perspective but the process of information gathering or human resource process is feeble and that initiative a week understanding of business as well.
Teamwork is depending on the implementation of objectives. The set of objectives are equally important to follow as the aim of the business will fulfil in that process. In that case, major difficulties for the organisation lies in to achieve the rate of success. The path of success depends on the meeting of objectives and formation of aligning the legitimate business process. This was a kind of situation that Red & Blue Retail business had overcome and they had staged their production as well. The meeting of objectives and business advancement is depending on the response of customers. But the process of entering new market entry was the concern issue for the business. I feel very demotivated as an employee as there were no such training or development scenario was not present in the organisation.
All were in mess and they did not even understand their job role as well. Thus, the situation was very much critical in that perspective in which the operational process shuttered and the chances of business application in other market stopped. I feel the real reason behind that was the ineffectiveness of the team, but in a deeper view, the reflection was there and I realised the situation was not only based on employees or team. The team leader was a part of these and he was also liable for the situation. The team didn’t work together so they did not have any gel of kind of attachments. This was not a situation that entirely created for the misconception of the leader and his leadership strategy.
The process needs to be aligned in the proper manner and ethical consideration of the situation was not at all effective enough in that case. The working nature was different for “Pat” and that somehow affects the team performance and team activity. The leadership quality was the challenging issue in that case and possible aspect of business acceleration. The objectives of business engagement were not fulfilled and that impacted on the business stuttered.
Question 1
What are the operative qualities a leader should have for the effective teamwork process?
Answer: The sense of purpose of the work is need to be identified in a transparent manner will help employees to understand the effective job role allocated for each individual. This is a clear statement that will help employees to understand their job role. The next thing a leader has to define is to have measurable objectives. The objectives that have been initiated by the company need to be fulfilled so it will be measurable. The effective quality of the employees is also a concerning matter and that helps the organisation as well as the team to achieve their target.
The expectation of customers is also important in that case as the retail companies need some effective communication as well, so the leader has to take the initiative to provide enough training and development opportunities for employees so that they feel confident enough while interacting with a customer (Russ et al. 2013). The group activities are also important in that case and team success is depending on that group activity. The access of resources and used them for the development of the work is the key concern in that case and that is the reason most of the companies are run through in this globalised competitive business market.
The decision making sense of the leader is important in that case and the person will improve the infrastructure that will help the entire momentum for the business. The communication is important in that aspect. The open section of communication where employees can share their views that will be impacted by the development of the organisation.
Question 2
How does teamwork help to achieve the objectives and how power relation is impacted on that?
Answer: Teamwork is a work culture-specific term that helps to improve the productivity, provide moral support and services. There is some conflict between employees in the team but these are some situations that effects on the productive nature of the business. The dynamic range of the team is an important and short term and long term implementations are necessary at that point in time. Company’s mission and vision are also important in that aspect and team efforts are also a concern in that case. The collective efforts will motivate employees to direct them in one single way and that is the reason most of the effective process in business needs a leader that may control the situation as well.
The utilization of strength is also important and every individual has the management skill that develops the effective nature in business. The supportive environment of employees is important and that will help to improve the situation as well as the job responsibilities of employees. Development of company positioning and team effectiveness senses the loyalty for the company and extra monetary benefit and recognition will help the employees to take their position (Blumenthal et al. 2012). The integral process of business advancement and effective encouragement that leaders deliver to their employees so that team working process will go in a positive way.
The process of creating synergy and some of the individual effort is the main concern in that case. So team involvement is necessary for that and performance will improve as the individual advancement is taken place and employees have the opportunity to deliver their best work. Encourage trust in between employees is the key concern in that case and that will initiate the better chances for the organisation to develop their position in the global market.
References
Blumenthal, D.M., Bernard, K., Bohnen, J. and Bohmer, R., 2012. Addressing the leadership gap in medicine: residents’ need for systematic leadership development training. Academic Medicine, 87(4), pp.513-522.
Russ, S., Rout, S., Sevdalis, N., Moorthy, K., Darzi, A. and Vincent, C., 2013. Do safety checklists improve teamwork and communication in the operating room? A systematic review. Annals of surgery, 258(6), pp.856-871.
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