Circumstance Analysis Form
Term: The XRS Laser Group
1 . John conducted himself in such a manner that others might of thought he was some " big hot shot" manager. installment payments on your John shown little or no management qualities, the resistance and the like in the group were thought to be, because of Steve. B. Mini
1 ) Kate was concerned about the resistance with project team and how the team was not being as productive as they might have been. II. Triggers
1 ) John's style of leadership caused the the inability with this kind of project crew. 2 . John gave the impression he was that he was the " big man", jokes this individual said and thought had been humorous staff felt had been inappropriate and this caused failing. 3. John acted in a frivolously disrespectful manner displaying very little admiration for the feelings and the efforts of his team members. III. Systems afflicted
1 ) Structural: The structure was affected towards the extent that John was not a longer a part of the crew.
2 . Psychosocial: One of the most effected program. Members from the crew were no longer motivated about the task because Steve made them feel, belittled, less noticeable and insulted. Once this kind of happened the project was a sure failing. 3. Specialized: The unable to start leadership and inappropriate habit of John may have been the reason behind the use of aged technology. 5. Goals: Kate's statement evidently states the group had not been able to it is goals or perhaps deadlines in this project. IV. Alternatives
1 . Remove John
2 . Reduce the group, tasks out other group members, providing them with the opportunity to function properly in a new environment. 3. Choose an effective leader, someone who has a successful track record of exceptional leadership function. V. Advice
The suggestions should be that the new leader should be briefed about the problems, should have a grasp in the issues and should have a successful record of leadership skills. This was becoming displayed when ever Ryan took over the...
Recommendations: Brown, Donald & Harvey, Don (2006). An Experiential Approach to Organizational Development. 7th Edition. Pearson Education, Inc. Upper Saddle River, N. J.
IRC Caltech (2007) Developing and Sustaining Top rated Retrieved about 03 Aug 07 from http://www.irc.caltech.edu/brochures/High-Performance-Teams
RBA Consultants (2007). Developing High end Teams. Retrieved on 03 Aug 07 from
http://www.rbaconsult.com/.../Developing High end Teams