Course: Leadership, Engagement, and People Performance Case Study: The Team That Wasn'T

COURSE: LEADERSHIP, ENGAGEMENT, AND PEOPLE PERFORMANCE
CASE STUDY: THE TEAM THAT WASN’T
Project Submission Template
Student Name: Balpreet Singh
Question I 1. A brief summary of the problems faced by FineArt (100- 150

words)
Major problems at FineArt are as follows –

Ans:-
1. Lack of Motivation- The motivational level of the team is very low. This has decreased
the overall efficiency.
2. Excessive Criticism on other’s opinion- Randy often criticizes on others’ opinions;
this decreases the motivational level of the member providing opinion.
3. Lack of cohesion- There is no synergy among the team members which further leads
to the inefficiency of performance .
4. Superiority complexes- The team members are of various levels of hierarchy; this
creates superiority complexes in lower level employees.
5. Personal Biasness- Randy is only considered about gaining his personal advantage,
this further creates a negative impact on the efficiency of team work.
6. Lack of conflict resolution techniques- Eric is unable to use conflict resolution
techniques efficiently and effectively in order to resolve the rising conflicts.
7. Lack of Reward- There is no rewarding structure in the team, this has decreased the
overall motivational level of team.
Question II 2. List and elaborate on two ways which Eric Holt and CEO Jack
Derry can take in order to intrinsically and extrinsically
motivate the team. (200 – 250 words)
a. Intrinsic motivators and its elaboration
b. Extrinsic motivators and its elaboration
ANS:-
1. Intrinsic Motivators: - Intrinsic motivation occurs when internal
incentives influence actions. Individuals are instinctively motivated to
indulge in behaviour because it is naturally pleasing to them. Eric and
Jack can use these ways to intrinsically motivate the team:
A)Ownership- Encourage the team to take responsibility and establish
consistent goals and standards while also allowing them to come up
with their own ideas. Increase their confidence by asking for input and
demonstrating that you care for their opinions. Empower teams to own
the outcome. When the team will take its own responsibility they will
be able to perform well.
B)Employee Relationship- Create a sense of belonging by

encouraging conversations and interactions. They can build their
relationships with the employees by listening to them and
understanding their feelings & emotions.
2. Extrinsic Motivators: - Extrinsic motivation occurs when actions

are motivated by external factors such as wealth, popularity, grades
and recognition. Extrinsic rewards are generally temporary motivators.
Eric and Jack can use these ways to extrinsically motivate the team:
A) Incentives and Promotion- Provide incentives & promotions to
the team members who are performing really well within the
organization. Rewards & incentives play a huge role in keeping
employees extrinsically motivated and enthusiastic for their work.
B) Recognition Reward- Setting recognition reward program for the

defined targets of the team in order to motivate them to work together.
By this method, FineArt will be able to achieve its targets.
Question III 3. Evaluate the 'conflict' and 'commitment' dysfunction of the
FineArt team quoting two strong instances from the case study
(150-200 words)
a. 2 instances of conflict dysfunction and its evaluation
b. 2 instances of commitment dysfunction and its
evaluation
ANS:- Conflict Dysfunction: -Conflicts are important because it allows

productive debates on ideas. By building trust, we can build the
confidence for team members to engage in healthy and constructive
debates on ideas.
a) Instances of Conflict Dysfunction - When teams don’t have trust,

there will be fear of conflicts and members hesitate to voice their
opinions & concerns. Ray doesn’t speak much around FireArt’s
executives, due to his lack of higher education. Randy thinks that
groups are useless. He said, “A brilliant idea never came out of a
team but from brilliant individuals, who then inspire others in the
organisation to implement them.”
b) Commitment Dysfunction: - It helps team members to commit to

working on ideas. By resolving conflicts with ideas, we can allow
teams to commit to decisions.
c) Instances of Commitment Dysfunction – When you think your

opinions/ ideas are not heard, your commitment to the final outcome is
going to diminish. Maureen Turner complains that FireArt doesn’t
appreciate its artists. When all the members of the team are not on
the same page, they can’t commit to the final outcome and work
towards the same goal. Rest of the team members believe in team
work but Randy doesn’t.
Question IV 4.
a. Analyse Jack Derry as an inspirational leader of his
organisation under sensing, relating, visioning and
executing (100-150 words)
b. Recommend any changes or alternative steps that Jack
Derry could have taken to be a more effective
leader(100-150 words)
ANS:-
a) Jack Darry as an inspirational leader

\
i) Sensing- Jack was fully aware that in the last 18 months, sales and
earnings had flattened. So, he hired Eric as the new director of
strategy and assigns him the task of the company’s strategic
realignment up, running and winning within the six months.
ii) Relating- Leader must be able to communicate effectively between

individuals. Jack clearly understood the situation and made clear to
Eric what he has to be done. He is very clear in explaining himself to
Eric regarding the situation.
iii) Visioning- Jack has a proper vision as he is very keen in

achieving the objectives, putting all the top people together to make
the work easier to achieve the goals within the short-term span
allotted.
iv) Executing- Jack has made a proper execution by preparing a team

of well-versed people from different sectors in order to accomplish the
objective.
ANS b) Changes or alternative steps that Jack Derry could have
taken to be a more effective leader:-
Jack could have kept a little more interaction with the team in order
to have updates from their sides frequently. Communication with
other team members rather than just communicating with Eric
would have been wiser. Jack could have increased transparency in
the team by effectively listening and understanding to them.
Encouraging the team to complete work sooner can also be
adapted by Jack. Jack could have addressed the team about the
teams behavior a) Jack Darry as an inspirational leaderi) Sensing-
Jack was fully aware that in the last 18 months, sales and earnings
had flattened. So, he hired Eric as the new director of strategy and
assigns him the task of the company’s strategic realignment up,
running and winning within the six months. ii) Relating- Leader must
be able to communicate effectively between individuals. Jack clearly
understood the situation and made clear to Eric what he has to be
done. He is very clear in explaining himself to Eric regarding the
situation. iii) Visioning- Jack has a proper vision as he is very keen in
achieving the objectives, putting all the top people together to make
the work easier to achieve the goals within the short-term span
allotted. iv) Executing- Jack has made a proper execution by preparing
a team of well-versed people from different sectors in order to
accomplish the objective. b) Changes or alternative steps that Jack
Derry could have taken to be a more effective leaderJack could have
kept a little more interaction with the team in order to have updates
from their sides frequently. Communication with other team members
rather than just communicating with Eric would have been wiser. Jack
could have increased transparency in the team by effectively listening
and understanding to them. Encouraging the team to complete work
sooner can also be adapted by Jack. Jack could have addressed the
team about the teams behavior strategically and ethically in order to
bring out the best version of team and as well as to identify the
important areas where the team actually lack. Jack could have
increased open work culture in the FineArt. He could have effectively
communicated with team blockers and take appropriate actions if
necessarystrategically and ethically in order to bring out the best
version of team and as well as to identify the important areas where
the team actually lack. Jack could have increased open work culture in
the FineArt. He could have effectively communicated with team
blockers and take appropriate actions if necessary
5.

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COURSE: LEADERSHIP, ENGAGEMENT, AND PEOPLE PERFORMANCE

CASE STUDY: THE TEAM THAT WASN’T

Project Submission Template

Student Name: Balpreet Singh

Question I 1. A brief summary of the problems faced by FineArt (100- 150

Major problems at FineArt are as follows –

B)Employee Relationship- Create a sense of belonging by

2. Extrinsic Motivators: - Extrinsic motivation occurs when actions

B) Recognition Reward- Setting recognition reward program for the

ANS:- Conflict Dysfunction: -Conflicts are important because it allows

a) Instances of Conflict Dysfunction - When teams don’t have trust,

b) Commitment Dysfunction: - It helps team members to commit to

c) Instances of Commitment Dysfunction – When you think your

a) Jack Darry as an inspirational leader

ii) Relating- Leader must be able to communicate effectively between

iii) Visioning- Jack has a proper vision as he is very keen in

iv) Executing- Jack has made a proper execution by preparing a team

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