Individual And Group Presentation: Case Study Analysis

The Situation Faced by Ben

Discuss about the Individual and Group Presentation. 

Teamwork and group are vital process in leadership. As far as the case of Ben is considered, it is ideal to note that the process was better at first but it was not able to meets its intended objectives and goals at last, a reason for the failures if the projects. The case considers that not only does leadership play a vital role in teamwork, but I also has various paths that has to be considered in order to make sure that the members of the group are in-line with other issues that may delay the chores and roles that undertaken in the project (Amos and Klimoski, 2014). This paper will therefore, consider the case of failed projects amid Ben’s team members as well as the supervisory roles undertaken by Ben. It is therefore clear that despite the fact that Ben was a better leader who was able to lead his team towards undertaking various projects, it is also clear that he failed to delegate the roles and responsibilities in a better way towards the end, and this was a reason for the failed project.

There are various situations that can be deduced from Ben’s case. First, it is clear that Ben was not able to undertake his supervisory roles in the best way possible during the last time he delegated the roles to other team members. It is clear that Ben should be undertaken the supervisory to all the projects being done by team members. I consider that the members were not able to consider their roles as vital, knowing that the project was a first-hand project that was supposed to be delivered shortly (Amos and Klimoski, 2014). If Ben could be able to undertake this, it could be possible that the members should have undertaken a better roles and the projects could have been well and the project could be a success.

The second situation was that Ben could not be able to manage his team. It is ideal to consider that if Ben was able to manage his people in a better am sure that the project could be a success in this case. The case of management here comes with the values that have to be in place to make sure that the team members were supposed to be make sure that they undertake their chores and roles in a better way (Bücker and Poutsma, 2010). This means that management is the most ideal way that Ben could have used to integrate his team using various management strategies to come up with a better solution.

Lastly, I consider that provision of better welfare of the team did not meet the needed standard hence the reason for the failure of the project undertaken by Ben’s team. It is clear that some of the members were not able to undertake the project because they could not be able to get the needed welfare, a reason why the failed to handle the project (Crawford and Nahmias, 2010). It is wise to consider that welfare is a better facet that needs to be integrated to all the employees, this is could be a success story if the above situation could consider better welfare.

The Cores Issues

There are several issues that are denoted to be core in the situation as considered in Ben’s case. The first issue is supervision. Supervision is an ideal concern in teamwork or group work. It is ideal to consider that Ben’s case is a case that failed because of lack of value in supervision. Ben did not undertake the above concern when he placed the members to undertake part of the project on their own and to later merge the project. In ideal situation is that it was ideal that Ben should have informed the team that supervision could have been done in all the stages, individually so that he could ascertain the value of their chores in completing their project (Crawford and Nahmias, 2010).  He should have undertaken this just after assigning the members their project. I consider that supervision was the first cores issues in this case and it should be placed in urgent concern in Ben’s projects in the future in order to foster projects success. He could have also delegated the supervision of the same to one of his trusted and motivated employee if he was not available.

The second core issues in this case is lack of Motivation amid Ben’s members. It can be evaluated based on the case study that Ben was not able to motivate his members in the project. It could be that because of the reason of lack of motivation, they were not able to undertake their tasks. Lack of motivation is considered to be one of the main reasons that contributes to such situations (Crawford and Nahmias, 2010). The case study states that most of the members were no able to complete their chores, for this reason, I consider that of all the employees were motivated as the one who did his project, there could be no reason to reject undertaking the project or not doing the project half way as they did. Based on this, I consider that motivation is one of the best ways to ensure that projects or tasks are undertaken (Herrmann and Felfe, 2014). In case that motivation was fostered in the case, Ben could have a well-done project. I validate that the failures of the project were contributed by the inability of motivating his employees to undertake the project, thus motivation is a chore situation in Ben’s Case.

Last core issue is professionalism: I consider that professionalism lacked on all the undertaking that were on board. The members were not able to have the best value in place, this means that the employee did not abide to the professional cores values a reason why they did not complete their projects yet they were told to make sure that they complete the project as it was not only vital for them but also to the entire organization that was in charge of the project (Hoch and Kozlowski, 2014).

The project at hand is a failed project, Ben was not able to execute its project, and hence the project is considered as a failed project. Ben’s organization deals with various business venture around the world, it mostly deals with various projects (Hoch and Kozlowski, 2014The problem to be solved is to be able to help the company come up with the needed human resource as well as financial support to be able to implement the project (Hoch and Kozlowski, 2014). This because, currently the organization is not able to keep up with its expenditure because over the past three years, it has been investing in opening new projects around the world; hence faced with a financial crisis at the moment. A reason is not able to hire competent professionals to help in the project.

Situation Development

The best solution to the current problem that lead to the failing state of the project is two-fold. First the organization has to be funded to support the project and secondly, the organization has to get the needed experts on board. There are various avenues that the body can use to seek the funds it needs from the projects (John and Mitchelmore and Rowley, 2010). It is considered that the two ways of getting funds are considered as the ultimate goals towards the success of the company when it comes to seeking more sources of capital. I consider that the sale of share is the best option for the organization to be able to get the needed capital. The other problem that lead to the failure of the project is the lack of expertise; to curb this issue the company needs to high more professionals who can handle the networking project. Besides, it should also encourage talents creation (Preston, 2012). The latter offers a short-term solution, but the other is a long-term solution to such projects if rendered by the organization. 

The success of the project are diverse in the case; the company can meet the problems that led to the downfall of the project. First, if the project is completed efficiently, it can support the project. This means it will be easy to get logistical support as well as other information from other branches.   Such information includes, specific day to day breakdown of events as well as well daily returns. Besides, it will be an easy communication channel for both internal and external use. Secondly, it will be easy for the company to make research and analysis concerning marketing among other important project issues or concerns.  The strength is that it both supports the profitability and work performance amid the employees (Kerzner, 2010). Thus, it is wise to consider that such an undertaking it not only profitable to the organization but also create a competitive advantage. The weakness of the outcome is that the company does not support such challenges at the moment hence it expects limited employee’s morale during the project implementation. 

Training is considered as a continuous process that can add up to the success of the organization or an individual; however, training is dependent on various factors such as peer values and culture. On the other hand, the situation at hand or other factors are considered as vital elements towards training. Therefore, this paper will discuss response to Ben response on converge group with respect to various training tasks

The other way that I can used in order to curb the above issue is to make sure that the employees are well motivated so that they can be able to work without any problem. I consider that if the employees are well motivated they will be able to undertake all the tasks without even being asked to do so. There are various that comes with motivation, first is delivery of the tasks as needed and the next is ensuring that all the tasks meet the needed objectives and values that are in place.

Project Solution

The other solution that will be used to manage the above problem is making sure that all the employees that are on board have the minimum qualifications as expected of them. This is to make sure that they get to know the professional ethical code of conduct that is related to the projects that they are undertaking.

In addition, the supervisory values should be enforced and should denote that basic of the needed cadres when it comes to the project. I should be able to manage each and every part of the project to make that such a delay noted will not be there again. Lastly, it will be important to make sure that all the staff working on my projects are aware of the tasks ahead (Preston, 2012).

With reference to Ben’s work, I consider myself as an active experimentation person as well as concrete experience type of person.  From the rose garden experience, I was able to come up with various steps that I considered them as the key steps towards my success to the task. First, I opted to research about a rose garden and all that it takes to in planting a rose garden (McDonnell, Lamare, Gunnigle and Lavelle, 2010).  The information that I got from the research was vital. This indicated that I was a concrete experience person. Secondly, I decided to meet a group of friend who at one time undertook training on how to manage as well as planting a rose garden. The group was important to me because it was able to reduce the needed cadres. This showed that I was an active experimentation person because I joined them in planting one of a rose garden whereby they were hired to do so. The third step was now to get to work in my garden; I asked various experience friend to come on board to help put up the rose garden.

After undertaking the task, I noted that I was very different with other people in the group. Most of the members just researched and went into planting the rose garden the following day. Little did they know that their garden was not as good as mine. From this, I understood that I was a person who depended heavily on experience rather than theoretical issues (McDonnell, Lamare, Gunnigle and Lavelle, 2010).  My greatest strength as a learner is to meet people and make use of them as well as manipulating the tasks ahead in all forms to come up with better or credible results.

It was nice to be in a group with people that we share the same training style because we could be able to share the interests as well as the difference that we hold concerning the task at hand. Yes; the group training style was evident in the panel’s discussion. We shared same value it was not that the group was made up of concrete experimentation individuals. Despite the fact that I liked the group, I prefer being in a group with more diverse training style because it would help build my training experience as well as skills.  The advantage of forming a group is that it helps in skills building as well as fast execution or tasks.

There is nothing good like undertaking a task in a group. We were able to integrate the course materials as well as come with better understanding of the assignment because of the efforts that each member of the group contributed. It is also evident that the group was split into further groups, this made efforts towards undertaking the task an easy one. I was given a task to undertake in the group. This is one of the added advantage that come with group work. I can deduce that there were various merits related to group work which I was part of. The below are example of the merits:

1. All the work that was done individually was evaluated by other members of the group, as a result, the group was attained the best results ever.
2. During the group was an added advantage in several ways such as timely delivery of the assignment done and that the work did meet the needs and the demands expected.

I consider that group work was the best thing that ever happened in my academic life. I was able to understand all the coursework as well as undertake our group work assignment as a team. Lastly, I conclude that if it were not of the teamwork sprit vested in us, we could not have completed the assignment on time, not to say even doing it better than we did as a team.

Conclusion

The topic selected is teamwork style diversification. I consider this is a build up to my career.  I understand that without teamwork there is not organizational and individual career success. Training style diversification also entails coming up with better team skills and knowledge. It helps in building training style diversification and spirit. From the assessment, I consider that I need to change my attitude towards group work. I know understand that without group work their success will always be a dream that will never be realized. 

References

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Bücker, J. and Poutsma, E., 2010. Global management competencies: a theoretical foundation. Journal of Managerial Psychology, 25(8), pp.829-844.

Crawford, L. and Nahmias, A.H., 2010. Competencies for managing change.International journal of project management, 28(4), pp.405-412.

Herrmann, D. and Felfe, J., 2014. Effects of leadership style, creativity technique and personal initiative on employee creativity. British Journal of Management, 25(2), pp.209-227.

Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership. Journal of applied psychology, 99(3), p.390.

John, M.C. and Mitchelmore, S. and Rowley, J., 2010. Entrepreneurial competencies: a literature review and development agenda. International journal of entrepreneurial Behavior & Research, 16(2), pp.92-111.

Preston, T., 2012. The president and his inner circle: Leadership style and the advisory process in foreign policy making. Columbia University Press.

Taylor, J.W., 2014. Leadership style, school climate, and the institutional commitment of teachers. In International Forum Journal (Vol. 1, No. 2).

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Skulmoski, G.J. and Hartman, F.T., 2010. Information systems project manager soft competencies: A project‐phase investigation. Project Management Journal, 41(1), pp.61-      80.

Sušanj, Z. and Jakopec, A., 2012. Fairness perceptions and job satisfaction as mediators of the relationship between leadership style and organizational commitment. Psihologijske teme, 21(3), pp.509-526.

Turner, M.E., 2014. Groups at work: Theory and research. Psychology Press.