It was when Carl began to describe those results in detail that Phillip brought the meeting to an unpleasant halt by letting out a loud groan. "Let's just do everything, why don't we, including redesign the kitchen sink!" be cried with mock enthusiasm. That remark sent Carl back quickly to his seat, where he half-heartedly summed up his comments. A few minutes later, he excused himself, saying he had another meeting. Soon the others made excuses to leave, too, and the room became empty. No wonder Jonathon was apprehensive about the fourth meeting. He was therefore surprised when he entered the room and found the whole group, save Phillip, already assembled. Ten minutes passed in awkward small talk, and, looking from face to face, Jonathon could see his own frustration reflected. He also detected an edge of panic—just what he had hoped to avoid. He decided he had to raise the topic of Phillip’s attitude openly, but just as he started, Phillip ambled into the room, smiling. “Sorry, folks,” he said lightly, holding up a cup of coffee as if it were explanation enough for his tardiness. “Phillip, I’m glad you’re here,” Jonathon began, “because I think today we should begin by talking about the group itself—” Phillip cut Jonathon off with a small, sarcastic laugh. “Uh-oh, I knew this was going to happen,” he said. Before Jonathon could answer, Chris Holden stood up and walked over to Phillip, bending over to look him in the eye. “You just don’t care, do you?” he began, his voice so angry it startled everyone in the room. Everyone except Phillip. “Quite the contrary—I care very much,” he answered breezily. “I just don’t believe this is how change should be made. A brilliant idea never came out of a team. Brilliant ideas come from brilliant individuals, who then inspire others in the organization to implement them.” “That’s a lot of bull,” Chris shot back. “You just want all the credit for the success, and you don’t want to share it with anyone.” "That's absurd," Phillip laughed again. "I'm not trying to impress anyone here at Farecom t. I don't need to. I want this company to succeed as much as you do, but I believe, and I believe passionately, that teams are useless. Consensus means mediocrity. I'm sorry, but it does." "But you haven't even tried to reach consensus with us," Karen interjected. 'It's as if you don't care what we all have to say. We can't work alone for a solution - we need to understand each other. Don't you see that?" The room was silent as Phillip shrugged his shoulders noncommittally. He stared at the table, a blank expression on his face. It was Jonathon who broke the silence. “Phillip, this is a team. You are part of it,” he said, trying to catch Phillip’s eye without success. “Perhaps we should start again—” Phillip stopped him by holding up his cup, as if making a toast. “Okay, look, I’ll behave from now on,” he said. The words held promise, but he was smirking as he spoke them—something no one at the table missed. Jonathon took a deep breath before he answered; as much as he wanted and needed Phillip’s help, he was suddenly struck by the thought that perhaps Phillip’s personality and his past experiences simply made it impossible for him to participate in the delicate process of ego surrender that any kind of teamwork requires. “Listen, everyone, I know this is a challenge,” Jonathon began, but he was cut short by Phillip’s pencil tapping on the table. A moment later, Chris Holden was standing again. “Forget it. This is never going to work. It’s just a waste of time for all of us,” he said, more resigned than gruff. “We’re all in this together, or there’s no point.” He headed for the door, and before Jonathon could stop him, two others were at his heels. Using the information from the case along with appropriate theories, how would judge the leadership qualities of Jonathon as it relates to motivating his team? a. Ensure to evaluate and apply, the most relatable approach(es) to motivation covered in unit 3 that Jonathon can deploy to address team problems in order to get the most out of the new team. 2. Use the information from the case along with appropriate theories that you have studied in this course and evaluate the three most important characteristics Jonathon’s team should have in order to facilitate team cohesiveness. 3. If you were in Jonathon’s position, what you would do to facilitate group development at this stage.