7 The Case Of The Missing Member Essay

After reading case study 7 “The Case of The Missing Member” I understand how learning the stages of group development would have assisted Christine in her situation. First, during the forming stage ( introductory stage where group members get to know each other ) it would have been more beneficial for Christine to find out, in detail, what each member can contribute to the group, as well as what are their specific limitations. At the group’s initial meeting, when they decided to meet before class, it was evident that Mike’s priorities were in his early morning show rather than meeting with the group to discuss the assignment for the day. This is evidenced by his response to the group's decision to meet before class when he said “I’ll miss my Happy Harry show on television” (Mary Uhl-Bien, John R. Schermerhorn, jr, Richard N. Osborn). During the next two stages of team development, Storming (individuals become tense and emotional due to the demands placed on team members) and preforming (the teams become a functional unit and advancements towards the task at hand improves) Mike was inattentive and submitted lack-luster contributions towards the project. Had Christine been familiar with the stages of team development she would have noticed that

Mike’s problem needed to be handled or it could cause detriment to the unit as a whole.

When working in a team Christine should understand that each individual possesses different traits, skills personalities, and educational aspects.

This diversity can create problems and challenges in the team setting. Even teams that are considered homogeneous, (similar in many ways) difficulties may arise. In order for Christine’s groups to become efficient, synergy has to be created. Synergy “is the creation of a whole greater than the sum of its parts” (Mary Uhl-Bien, John R. Schermerhorn, jr, Richard N. Osborn). At times, simply being involved in a group can create what is known as social facilitation, this process can build an certain level of excitement, that can aid in stimulating progress towards proficient

teamwork.

Christine was not a good team leader. This is because after the initial meeting where Mike stated that he can “barely make it to his 8:30 am class”, he should have been spoken to about the importance of him being committed to the group. During the next few meetings Mike either did not show up, or, did not provide ample amount of work for the role he played within the group. It was at this time, that a decision as a group should have been made to keep Mike, speak to him about their concerns, or replace him. Christine waited until an encounter with mike, which perturbed her, to begin contemplating his fate. At that point it may have been too late due to the fact that the final project was almost due. To be flexible and adapt to change is a key issue in any change process (Baughman, 2008). Because working as a team is a process, it has to be evaluated and maybe changed. Perhaps Christine could have assigned Mike a different assignment that may have improved his proficiency. However, the fact remains that Christine waited until it was too late, to be concerned with Mike’s behavior within the group.

Works Cited
Baughman, M. (2008, July). Assessment of Teams and Teamwork in the University of Maryland Libraries. Retrieved November 16, 2014, from Libraries and the Academy 8(3), 293-312 (from Project MUSE Database): http://muse.jhu.edu.central.ezproxy.cuny.edu:2048/journals/portal_libraries_and_the_academy/v008/8.3.baughman.html
Mary Uhl-Bien, John R. Schermerhorn, jr, Richard N. Osborn. (n.d.). Organizational Behavior 13th edition. Hobokem, NJ: Wiley.