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Leadership, motivation, relationships and teambuilding are frames that must be taken as very important in the realization of a one’s project.
Indeed, a strong leadership permits to motivate the team members, which improves productivity ; in the same way, relationships inside the team impact how the members will feel, their satisfaction, fulfillment, and whether the project will fail or pass.
The case we have to analyse deals with the organization of a project Tom Parker is an experienced geological field technician and a field coordinator for Arctic Mining Consultants.
Tom had to lead an assignment in which he ...view middle of the document...
What we can pinpoint is that the quotas (7.5 lengths per day) were not fulfilled. That is what we can call a symptom of the main problem which is, to me, the way that Parker manages and treats his team, especially Bryan Millar.
Firstly, Parker puts a high pressure on Millar, shouting at him when he fails, instead of explaining him what was wrong in his job. This is not the good way of managing the work of his employee. Indeed, the only thing he creates on Millar is stress.
In a general way, we can define stress as a dynamic condition in which an individual is confronted with an opportunity, constraint, or demand related to what he or she desires and for which the outcome is perceived to be both uncertain and important
There is a theory initiated by Hans Selye (1907–1982) called General Adaptation Syndrome that matches with the way Millar acts, and explains that when an employee is stressed, he passes by three stages : first, the alarm reaction that stress creates makes the employee exhibit a "fight or flight" response, which prepares the body for physical activity. At this level, Millar is being shouted at, and so he reacts as said upper.
Then, he enters the second stage, named the stage of resistance. In our case, whereas Millar keeps being yelled and shouted at, he wants to continue his job and fulfill his objectives (day5). Finally, comes the third stage called stage of exhaustion ; Millar works so hard to proove his manager he can be good that he collapses and finally gives up.
Thus, this theory shows us that Bryan Millar is experiencing stress at work, which of course is not a proof of good management from Parker. Moreover, one of the most important factor of success in a project, and therefore one of the components that will influence the productivity of a one’s team is motivation.
Cognitive evaluation theory suggests « that external factors such as tangible rewards, deadlines (Amabile, DeJong, & Lepper, 1976), surveillance (Lepper & Greene, 1975), and evaluations (Smith, 1975) tend to diminish feelings of autonomy, prompt a change in perceived locus of causality (PLOC) from internal to external (deCharms, 1968; Heider, 1958), and undermine intrinsic motivation ». (Journal of Organizational Behavior J. Organiz. Behav. 26, 331–362 (2009))
According to this theory, the way Parker tries to motivate his team is cleverless.
The only motivation they have is the bonus of 300$, although we know that money mustn’t be the only motivation for a one’s work. He analyses each day how his employees work, evaluate them and tell them the bad things they do (instead of starting from the good things, then the bad ones and finishing with how they can improve themselves).
In this way, Millar cannot be motivated to perform his work, and that’s why I say that Parker does not manage well his team.
In addition, there is a component that everybody knows which is called job satisfaction and which must be taken in consideration in the...