The Purpose Of This Assignment Is To Analyze Methods Of Poor

The Purpose For This Assignment Is Analyze Methods Of Poor Communicati

The purpose for this assignment is analyze methods of poor communication and its effect on motivation, teamwork, and effective conflict management and resolution. Write a paper (1,600-1,800 words) in which you address the following based on the information provided in the "West Coast Transit Case Study" resource. Describe the three criteria for evaluating effective team/group work (as stated in the textbook) and use the criteria to analyze the effectiveness of the team. Review each of the five stages of group formation. Determine what stage(s) are evident in the case and provide a justification of your response.

Apply Schein's three behavioral profiles to specific members of the team. Identify how the profiles are demonstrated in the case. Evaluate whether the communication among the participants in the case was effective or not. Justify your answer by considering any existing barriers to communication. Review the two main types of conflicts described in the textbook. Explain how each type of conflict is evident in the case. Propose how Denson should resolve the conflict in this case using one direct conflict management approach. Justify your response as to why this is the most realistic direct conflict management approach given the existing dynamics between and among team members. Identify one specific leadership activity and one specific maintenance activity that should be encouraged. Identify the most significant disruptive behavior that should be discouraged.

Identify a significant motivational problem experienced by each individual: Jing, Mahonney, and Tanney. Describe how Denson should motivate each person. Be sure to provide a specific motivational suggestion for each person based on their motivational needs. Ensure that you have at least one suggestion from each of the motivational theory/techniques: content theories, process theories, and reinforcement strategies. You are required to use at least two external scholarly sources in addition to the textbook and the case study resource. Prepare this assignment according to the guidelines found in the APA Style Guide.

Paper For Above instruction

The case of West Coast Transit exemplifies numerous issues rooted in poor communication, dysfunctional team dynamics, and ineffective conflict resolution strategies, all of which significantly impact motivation and overall team performance. To analyze these issues comprehensively, it is essential to first understand the criteria for effective team evaluation, the stages of group development, behavioral profiles, communication barriers, conflict types, and motivation theories. This paper synthesizes these aspects to provide actionable recommendations aimed at fostering a more collaborative and motivated team environment.

Criteria for Evaluating Effective Team/Group Work

Effective teams are typically evaluated based on three core criteria: achievement of goals, member satisfaction, and cohesion. Achievement of goals pertains to the team's ability to meet objectives efficiently; member satisfaction gauges the degree of psychological safety and morale; and cohesion relates to the sense of unity and willingness to collaborate (Kozlowski & Ilgen, 2006). Applying these criteria to the West Coast Transit case reveals that the team struggles with goal achievement, as project milestones are frequently missed due to miscommunication. Member satisfaction appears low, evidenced by conflicts and lack of trust, while cohesion is weak, shown by the team’s fragmented interactions.

Stages of Group Formation

The five stages of group development, as outlined by Tuckman (1965), include forming, storming, norming, performing, and adjourning. In the West Coast Transit case, the team seems to be stuck between the storming and norming phases. Evidence of storming is apparent in conflicts over roles and responsibilities, while some attempts at norming are visible through minor efforts at cooperation. However, the absence of trust and persistent disagreements hinder progression to the performing stage, thereby impairing team effectiveness.

Schein's Behavioral Profiles

Schein’s model identifies three behavioral profiles: technical, political, and cultural. In the case, Jing exhibits a technical profile, emphasizing task proficiency but often neglecting interpersonal dynamics. Mahoney demonstrates a political profile, actively engaging in influencing and negotiating to sway opinions. Tanny's cultural profile shows a focus on group harmony and shared values. Recognizing these profiles helps understand their motivations and behavioral responses, which influence communication patterns.

Communication Effectiveness and Barriers

Communication among team members in the case is largely ineffective, hampered by assumptions, lack of clarity, and interpersonal conflicts. Barriers include hierarchical distinctions, differing communication styles, and underlying mistrust. These barriers lead to misunderstandings, information silos, and reduced collaboration (Gudykunst, 2004). Effective communication requires addressing these barriers through clarity, active listening, and fostering an environment of openness.

Main Types of Conflict and Their Presence in the Case

The two primary types of conflict discussed in the literature are task conflict and relationship conflict. The case illustrates task conflict in disagreements over project strategies and responsibilities, while relationship conflict is evident in personal misunderstandings and mistrust among team members. Both types undermine performance and morale. Addressing relationship conflict involves building rapport and trust, while managing task conflict requires structured debates and clear role definitions.

Conflict Resolution Strategy

Denson should employ a direct conflict management approach, such as assertive communication combined with collaborative problem-solving. This approach encourages open dialogue, respects each member’s perspective, and focuses on finding mutually acceptable solutions (Thomas & Kilmann, 1974). Given the existing dynamics—where mistrust and misalignment are prevalent—this approach fosters transparency and shared commitment, crucial for resolving both task and relationship conflicts effectively.

Leadership and Maintenance Activities

A key leadership activity to promote is setting clear expectations and providing regular feedback to guide team performance. A maintenance activity should involve team-building exercises designed to improve trust and interpersonal relations. These activities help reinforce cohesion and morale, essential for moving the team beyond storming towards performing.

Disruptive Behaviors

The most significant disruptive behavior in the case is gossiping and excluding certain team members from decision-making processes. This behavior fosters mistrust, diminishes team cohesion, and hampers effective communication. Discouraging such behaviors is fundamental to creating a collaborative environment.

Motivational Problems and Strategies

Jing's motivational problem is a lack of recognition and achievement acknowledgment, leading to disengagement. Denson should motivate Jing through content-based strategies, such as providing clear goals and feedback that highlight accomplishments. Mahoney struggles with a lack of influence and status; thus, motivating him through process theories—by involving him in decision-making—can increase commitment. Tanny’s challenge lies in feeling undervalued, which can be addressed by reinforcement strategies, such as providing positive reinforcement and rewards when demonstrating shared values and teamwork.

According to Herzberg’s two-factor theory, recognizing achievements and providing growth opportunities can enhance motivation. Equity theory suggests that fair treatment and involvement in decision-making can satisfy the team members’ needs. Reinforcement strategies, including praise and tangible rewards, further bolster motivation (Deci & Ryan, 2000). Tailoring these strategies to individual needs helps address their specific motivational problems effectively.

Conclusion

The West Coast Transit case underscores the critical importance of effective communication, clear group development processes, appropriate conflict management, and motivating leadership in fostering team success. By assessing the team through established criteria, understanding behavioral profiles, and applying motivational theories, leaders can implement targeted interventions to improve performance, satisfaction, and cohesion. Addressing these multifaceted issues holistically paves the way for a more productive, motivated, and harmonious team dynamic.

References

• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268.
• Gudykunst, W. B. (2004). Bridging Differences: Effective Intergroup Communication. Sage Publications.
• Kozlowski, S. W. J., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological science in the public interest, 7(3), 77-124.
• Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384–399.
• Thomas, K. W., & Kilmann, R. H. (1974). Thomas-Kilmann Conflict Mode Instrument. Xicom.