Capitalism, Socialism, and Keynesian Economics - Essay Example

They set out a plan that would see them complete their work within the scheduled time, and even promised a $300 bonus if the work was completed early enough. This was to act as a motivation to all members. However, Parker seemed to dislike the way Millar did his work and was always shouting at him. Instead of looking for ways of making things work, Parker always used an angry tone when addressing Millar. Rather than use silent authority, parker chose to assert his authority by vocally challenging Millar in front of the rest of the works.

When forming a team, the norms and dynamics that control the way people interact will create a better ability to discuss counterproductive norms that could derail the team’s efforts (McShane and Steen, 2012). Parker did not dwell on this, and that meant that the path-goal leadership style he chose to use was not as effective as he thought it could be. He was not supportive and that meant he would have to push people rather than persuade them to achieve their goals so as to meet their personal needs.

Parker did not create a team that had cohesive outcomes enough to meet their needs and remain active members. He was not willing to let Talbot assist Millar even after he offered. Parker exhibited a task-oriented behavior that meant he would assign specific tasks and ensure that all employees follow the rules as stipulated. He should input some people-oriented behaviors to help gain the trust of the employees and receive maximum cooperation from them. To handle this case conclusively, there ought to be some sobriety.

Conflict resolution requires the participation of all members as opposed to the feeling that one of the members is superior or above the law. The organizational culture in the organization will also determine the success of this conflict resolution process. This is because employees must trust the process before committing to it. Millar has not worked for Arctic again since this conflict