Task performance can also be defined as an agent's demonstration of skill and competence in doing a certain task. These goals are tied inextricably to the execution, service, and maintenance of the organization's technological requirements (Harrison, Newman, & Roth, 2006). A team's performance is judged by its ability to complete tasks on time and to produce high-quality results. The West Coast group should be able to come up with a bulletproof marketing strategy in the time allotted to them (6 weeks).

The happiness of the membership would be the second criterion. There is more than one good reason to conduct member satisfaction surveys. They help you gauge the satisfaction of your members, learn what they like and don't like about the association, and make changes based on that data to increase engagement and retention. The level of motivation, dedication, trust, collaboration, and synergy within a team is greatly impacted by the level of happiness its members report.

Thinking about the West Coast instance specifically, it's clear that the lack of overtime money and quick turnaround time did not go down well with the crew. Even more so, Jon Mahoney and Katarina Tanney were unhappy to work under such conditions. In the end, what matters is If everyone in the team is happy, it's a sign that everyone is contributing to the team's goals and that everyone gets along well. If we look at the West Coast scenario, it's easy to see that the lack of extra pay and quick turnaround time led to dissatisfaction within the crew. In particular, Jon Mahoney and Katarina Tanney were unhappy serving under such a boss.

Tuckman's concept describes the progression of groups through five stages—the forming, storming, norming, performing, and adjourning phases. There are five distinct stages of team growth, each of which can be thought of as a rung on the ladder to greater team effectiveness. Storming seems to be the most common outcome based on the other two ends of the case study. Schein's three behavioral profile jobs are the hammer-wielder, the counselor, and the peacemaker ( Cloudflare. nd). The tough fighter is typically an aggressive member of the gang. When people start moaning about the workload in the WCT Case Study, Pete acts aggressively by asking whether they are done whining yet, making him seem like the strong guy. A nice helper is someone who goes above and above to aid others and is often regarded as a more upbeat contributor to any organization.

Concerning the conflicts. Emotional conflict and substantive dispute are the two most common types of disagreement. The first kind of conflict is an emotional one, which "involves interpersonal difficulties that rise over feelings of anger, mistrust, hatred, fear, resentment, and the like." Tanney's discussion of her own familial issues is an example of emotional conflict. She further exacerbates the situation by lying to Denson and saying she has a counseling session to attend to family issues.

When people want to avoid the problem directly, they are taking an indirect approach. Some conflicts can be prolonged by this approach, but in others, peace can be restored in the workplace simply by reducing or eliminating exposure to irritable behaviors like smoking. And if they choose to disregard their issues, that is exactly what will happen (Duggan, 2017).

Introspective and self-aware, group members can examine both their strengths and weaknesses as leaders through the use of leadership exercises. When people are aware of their weaknesses, they can work to strengthen their strengths. The other thing to do is to make plans for it. Since this group is notorious for complaining about initiatives at an alarmingly high rate, this is something that should be strongly encouraged.

References

Duggan, T. (2017, November 21). Indirect & Direct Approaches to Conflict. Small Business – Chron.Com. https://smallbusiness.chron.com/indirect-direct-approaches-conflict- 2841.html