You have been working with your project group for the last few weeks. During this time, you have had three meetings, and at each one, Corey has either come late or left early. Even when Corey is at the meeting, it seems that Corey’s mind is elsewhere. Everyone’s input on the project is needed, and you are concerned that his lack of participation and preparation is affecting the group outcome. You know that Corey is a smart guy and performed well when you happened to work with him on another team project last year in a marketing class. But something is different now – different about him, and different about how he interacts with others. He is not violent, but he is also not as easygoing as he used to be. You are not sure how to approach this situation.
Reply to a team member in this case (Amanda) and react to their initial answers (each response should be at least 150 words) Her answer is-
(My immediate reaction to this scenario is that something is going on with Corey, whether in the workplace or his personal life. Writing about this situation as a member of the team, I would feel frustrated. As adults, we need to hold ourselves accountable, especially when working in a team environment where our behavior affects others jobs aside from our own. If Corey is never on time or is always leaving early, it shows he is not acting responsibly. It might be a fluke, and he might be in the storming stage of our team coming together, showing resistance to the group or resentment for those taking the lead (Janasz, Dowd, Schneider, 2019, pg 243). However, if he never exuded this behavior in the past, then there might also be an issue in his personal life. Unless unhappy with his current job situation, or if there is conflict in the workplace, then he should have handled it before letting the negative behavior affect his job and the team. Corey could have avoided this situation by communicating with the team as to whether he is working on handling important private matters or by being mature and taking responsibility for his job by communicating with his boss or team leader about his indifference with his professional tasks. This issue could have also been avoided with a team meeting right from the start, discussing the high expectations each person is looking for in working together, and the clear roles given to each member (Janasz, Dowd, Schneider, 2019, pg 245). If Corey’s behavior occurred even after a team meeting then either a follow-up meeting needs to take place, or the team leader should approach him off to the side to ask him what is going on. If he still shows resistance than the team leader needs to speak with their boss on what appropriate steps need to be taken next. A few things that could make either approach successful before giving ultimatums are to try to relate to what is going on with him, then try to uplift and empower him by letting him know he is wanted and the team is looking forward to hearing his ideas (Janasz, Dowd, Schneider, 2019, pg 251). Things to avoid when attempting to resolve the conflict would be not to make him feel like he is being attacked. By shaming him or bringing his self-esteem down, he could potentially withdraw from the team even more. Before resolving a problem, a good leader must first discover the root of it before setting a plan into action. Sometimes it is best to ask Human Resources for advice in confidence.)
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