MGT 420 Topic 5 Essay

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MGT420

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Feb 20, 2024

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West Coast Transit Case Jailene Espinoza Grand Canyon University Course Number: MGT-420 Dr. Alan Swank September 10, 2023 1

West Coast Transit Case Effective team/group work can be evaluated using three criteria as stated in the textbook, which are productivity, cohesion, and satisfaction (Uhl-Bien et al, 2021). Productivity refers to the ability of the team to achieve its goals and objectives efficiently. Cohesion is the degree to which team members are connected and work together effectively. Satisfaction measures the level of fulfillment and contentment experienced by team members. By assessing productivity, cohesion, and satisfaction, teams can gain insights into their strengths and areas for improvement (Uhl-Bien et al, 2021). Leaders and team members can identify specific challenges, focus on enhancing collaboration, communication, and goal attainment. Regular evaluations using these criteria pave the way for continuous improvement and help teams reach their full potential. The West Coast Transit case study provides an opportunity to examine the effectiveness of the team using several key criteria. One prominent observation is the team's lack of productivity, which presents itself in the form of delayed and inefficient decision-making processes. These delays often arise due to a lack of clarity, direction, and coordination within the team, leading to confusion among members ( Manodip Ray Chaudhuri et al, 2015). One area where productivity suffers is the team's inability to make prompt and efficient decisions. Without clear guidelines and a structured decision-making process, the team struggles to reach timely resolutions. This ultimately hampers progress and impedes the team's ability to achieve its goals and objectives effectively. Moreover, a lack of clarity and direction exacerbates the challenges faced by the team. When members are unsure of their roles, responsibilities, and the overall team strategy, it becomes difficult for them to align their efforts. As a result, tasks may be duplicated or, worse, left unattended, further hindering progress and undermining the team's effectiveness. 2

In addition to the challenges, another glaring issue affecting the team is a significant lack of cohesion. Trust and open communication are severely lacking among team members, resulting in an environment where collaboration and teamwork suffer. A few specific team members, namely Jing, Mahonney, and Tanney, appear to be hesitant to actively participate and share their ideas. This reticence further exacerbates the already compromised cohesion within the team. Their reluctance to speak up and contribute impedes the team's ability to effectively collaborate and work together towards a common goal. Overall, the lack of communication amongst team members greatly hampers their overall performance. Information is not shared effectively, resulting in critical gaps in knowledge and a failure to address important aspects of their work ( Manodip Ray Chaudhuri et al, 2015). The team members also struggle to express their thoughts, concerns, and opinions due to the limited communication channels available to them. As a result, valuable insights and perspectives remain unexplored, leading to suboptimal problem-solving and decision-making processes. Lastly, satisfaction among team members is also diminished. There is a frustration and dissatisfaction evident in the case study. Team members feel unheard and undervalued, leading to a decrease in their motivation and engagement ( Nwanzu et al, 2023). Overall, based on the three criteria, the team is not functioning effectively. The West Coast Transit team's effectiveness is hindered by factors such as low productivity, poor communication, weak leadership, a lack of trust, and limited adaptability. These factors contribute to the team's inability to achieve its goals and objectives efficiently and effectively. The five stages of group formation are forming, storming, norming, performing, and adjourning. In the case study, it is evident that the team is in the storming stage. During this stage, conflicts arise and power struggles occur. There is a lack of clear roles and responsibilities, 3

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resulting in friction among team members (Uhl-Bien et al, 2021). The storming stage is characterized by the team's attempts to establish its identity and structure. In the case, the team is struggling to navigate through conflicts, indicating that they have not yet progressed to the norming stage. Schein's three behavioral profiles are dependent, controlling, and independent. In the case, these profiles can be attributed to specific team members ( Radu Ogarcă et al, 2015). For instance, Jing displays the dependent profile as he seeks guidance and reassurance from Denson. He lacks confidence and feels the need for constant approval and direction. Mahonney exhibits a controlling profile as he tries to take charge and dominate the decision-making process. He disregards others' input and tends to assert his opinions forcefully. Tanney leans towards the independent profile, as she prefers to work alone and rarely seeks collaboration or input from others. She tends to distance herself from the team and is less inclined to participate in group discussions. The communication among the participants in the case was not effective. There are several barriers to communication that hindered the flow of information and understanding. Firstly, there is a lack of trust among team members, resulting in hesitation to openly express their opinions and concerns. Secondly, there is a lack of active listening and empathy, causing misinterpretation and misunderstandings ( Radu Ogarcă et al, 2015). Additionally, the hierarchical structure and power dynamics within the team prevent open and honest communication. The communication barriers contribute to the overall ineffectiveness of the team. The two main types of conflict described in the textbook are task conflict and relationship conflict. Task conflict refers to disagreements and differences regarding the team's goals, 4

objectives, and methods. Relationship conflict, on the other hand, involves personal conflicts and tensions between team members. In the case, both types of conflict are evident. Task conflict is apparent in the differing opinions and perspectives on how to solve the issues at hand. Members like Mahonney and Tanney have conflicting ideas, leading to disagreements and difficulties in reaching a consensus. Relationship conflict is evident through the lack of trust and rapport among team members. There are personal tensions and animosity between Mahonney, Tanney, and Jing, affecting their ability to work together harmoniously. To resolve the conflict, Denson should utilize a direct conflict management approach such as collaboration. Collaboration involves open communication, active listening, and finding mutually beneficial solutions. Denson should facilitate a constructive dialogue among team members to address and reconcile their differences. This approach is the most realistic given the existing dynamics between team members as it promotes open discussion, understanding, and consensus building (Uhl-Bien et al, 2021). Communication enables team members to express their thoughts, feelings, and perspectives openly. It helps create a shared understanding of the conflict and the underlying issues. Through open dialogue, team members can gain insights into each other's viewpoints, building empathy and eliminating misconceptions. One specific leadership activity that should be encouraged is fostering a supportive and inclusive environment. Denson should actively encourage participation and input from all team members, ensuring that their opinions are valued and respected. This will promote trust, cohesion, and engagement within the team. It is essential to promote team building as a specific maintenance activity. Denson should arrange team-building exercises that emphasize the importance of teamwork, understanding, and 5

cooperation. This initiative will aid in fostering effective communication, nurturing relationships, and minimizing conflicts. One of the main benefits of team building exercises is their ability to emphasize the importance of teamwork. Through various activities and challenges, team members learn to depend on and trust each other to achieve a common goal. This fosters a collaborative environment where individuals understand that their success is interdependent on the success of the entire team. The most significant disruptive behavior that should be discouraged is Mahonney's dominating and forceful approach. This behavior hinders effective communication and undermines the contributions of other team members. Denson should address this behavior and establish norms that promote equal participation and respect for all team members. Jing seems to be experiencing a lack of motivation due to a lack of job satisfaction and fulfillment. Content theories suggest that individual motivation is driven by the fulfillment of their psychological needs ( Nwanzu et al, 2023). To motivate Jing, Denson should focus on addressing her need for personal growth and development. One suggestion is to provide Jing with opportunities for professional training and advancement, such as workshops or conferences, as this would help fulfill her need for self-development, boosting her motivation. Mahonney, on the other hand, may be experiencing a motivational problem due to a lack of recognition and appreciation ( Nwanzu et al, 2023). Process theories propose that motivation stems from an individual's perception of the fairness of their treatment. To motivate Mahonney, Denson could use a process theory approach by implementing a performance recognition program. This could involve acknowledging and rewarding Mahonney's achievements and effort publicly, such as through employee of the month programs or regular team appreciations, making her feel valued and motivated to continue performing at her best. 6

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Tanney's motivational problem appears to be a lack of intrinsic motivation, as evidenced by her reliance on external rewards and incentives. Reinforcement strategies aim to encourage behavior using rewards and consequences ( Nwanzu et al, 2023). To motivate Tanney, Denson could use a reinforcement strategy such as a performance-based bonus system. By tying rewards to the achievement of specific goals or targets, Tanney would be motivated to improve her performance to reach these goals and earn the associated rewards. Additionally, Denson could encourage autonomy and personal growth by allowing Tanney to take on new projects or responsibilities that align with her interests and strengths, fostering a sense of intrinsic motivation and satisfaction ( Nwanzu et al, 2023). In conclusion, the evaluation of the West Coast transit case study has shed light on several critical areas that require immediate attention and mitigation measures. The recurring issues of capacity constraints and inconsistent scheduling have been identified as major contributors to the dissatisfaction among passengers. By investing in infrastructure upgrades and implementing state-of-the-art planning and scheduling software, West Coast transit can enhance its capacity management and provide a more reliable and efficient service to its customers. Additionally, addressing the challenges of driver shortages and turnover through recruitment and training programs can help ensure a qualified and committed workforce. By taking these actions, West Coast transit can mitigate the existing shortcomings and significantly improve the overall experience for passengers, ultimately increasing their satisfaction and loyalty towards the transit system. 7

References Manodip Ray Chaudhuri, & Kausik Chakraborty. (2021). Building on teams for organizational improvement and development. New Applied Studies in Management, Economics & Accounting, 4(3), 24–29. Nwanzu, C. L., Babalola, S. S., & Osazevbaru, H. O. (2023). Effect of Public Service Motivation and Psychological Empowerment on Individual Work Performance of Public Sector Employees. African Journal of Business and Economic Research, 18(2), 111. https://doi- org.lopes.idm.oclc.org/10.31920/1750-4562/2023/v18n2a6 Radu Ogarcă, Liviu Crăciun, & Laurențiu Mihai. (2015). The Influence of the Behavioral Profile upon the Management Team’s Performance. Annals of the University of Craiova: Economic Sciences Series, 1(43), 34–52 Uhl-Bien, M., Piccolo, R.F., Schermerhorn, J. R. & Bachrach, D.G. (2021) ISBN-13: 9781119791553. MGT-420 organizational behavior and management with WileyPLUS. Wiley & Sons. 8

MGT 420 Topic 5 Essay

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