Tamarack Draft Symptoms - Canadain Org B

Tamarack Draft/Symptoms/Problem Statement/Analysis

Symptoms:

• Few staff complains that student were inexperienced, slow, and arrogant
• Permanent staff dislikes students behaviour, such as listening to music with earphones while working
• Middle of July, a substantial rivalry had been created between the Geek Team and the older workers
• After a few weeks, the older workers became resentful of the remarks made by the college student
• When Geek Team finished their line, someone would go to the permanent staff line pretending to look for materials just to make demeaning comments
• Permanent workers resentfulness from doing shorter production lead to sabotage, they would sneak over during breaks and hide tools, dent materials, install something crooked, and in other small ways do something that would slow production for the students
• After Dan’s changes, the students continued to finish early and flaunt their performance in front of the other crew
• Students suspected that one of their lines would be sabotage, the end of lunch break, they trick (deception) the permanent staff by substituting an assembly
• Students laughed wildly with their deception making one of the experience crew very angry
• Dan planned to shuffle the teams but the employees were not enthusiastic with the idea
• Mark told Dan that the students might quit if their team was broken up

**Permanent employees were the first to act negatively because of their past experience to the summer students, showing negative perception/self-fulfilling prophecy even before they started to work together with the new hires.

Problem: How Can Dan and Mark create Organizational Effectiveness?

• Conflict Resolution         (ORGANIZATIONAL CHANGE)
• Organizational Learning
• Communication

Analysis:

• Permanent employees already had a negative perception with the students workers (Self-fulfilling prophecy/Mental Models of perception)
• Team Development Process for the first month of hiring the students was stuck at forming phase
• Mark was able to train the students within a month a got their production rate up to standard. Team Development process was present within the Geek Team and cohesiveness was evident. The students were able to be productive as the permanent employees and even more in some situations
• Healthy rivalry was created at first but ended up in a negative way due to poor communication behaviour resulting to conflict. (Exchange of demeaning words, sabotage, counterproductive work behaviours)
• Dan tried to make some changes with the team composition but the employees were not enthusiastic with the idea.

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