MGMT850 Assignment 1: Franklin Equipment Project Analysis Report

This report analyzes the Franklin Equipment Ltd. (FEL) project, focusing on the criteria used to assign managers to project teams, the efficiencies created, and the resulting problems. It evaluates the importance of an effective project vision, particularly in the Abu Dhabi project, and examines the dilemmas faced by key individuals due to team conflicts. The report explores the functional and dysfunctional conflicts among team members and discusses the necessity of strong teamwork in international projects. Furthermore, it considers the appropriateness of formal team-building sessions and proposes actions to resolve the identified issues, considering factors related to project team management, organizational structure, and culture. The report also incorporates references to support the analysis and recommendations.

Running Head: Franklin Equipment
Franklin Equipment Project
Name of the Student:
Name of the University
Author’s Note

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Evaluate the criteria FEL uses to assign managers to project teams. What efficiencies do
these criteria create? What are the resulting problems?
Franklin Equipment Limited is situated with its headquarters and main fabrications
facilities in New Brunswick. The organization was formed almost seventy five years ago. The
FEL aims to fabricate the custom designed in large machine for the purpose of construction
business in Maritime Provinces. In the recent times, the organization is focused with its product
line that aims to create rock crushing equipment for highway and dam construction. The criteria
that can be evaluated by assigning the managers for the project team is based on the expertise
and the availability to work in a particular project that will be assigned for the other
commitments(Xie et al., 2015). The other managers that are assigned to delegate the work are
Rankins who is ranked in the position of a brilliant designer, Rob Perry recruited to be in the
position of operations manager with the authority and responsibility to fabricate and installation,
in the position of finance and cost accounting manager was recruited Elaine Bruder and lastly
Sam Stonebreaker as the human resource manager (Mittricker et al., 2017).
The efficiencies that are created by the criteria are the availability of time. The
factor of time makes sure that the projects that are undertaken by the FEL stays on track and does
not cover behind. The resulting problems that has been recognized are the criteria that FEL has
failed to know and distinguish which is essential for all the projects team members who work
together on a project. Great team are built with lots of efforts and strength from both the ends.
There is equal contribution of the employee and the research team leaders. The team leader that
there is both the situation of winning and losing in a research plan should inculcate it (Yousaf et
al., 2014). A project that is composed of great success is mostly made up of a good
knowledgeable team that regardless works despite their personal differences. With an instant in

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terrain, weather condition, rock characteristics and logistical concern creates problem for
designing the plant and its operations.
Why are the elements of an effective project vision important in the Abu Dhabi project?
It is important for the project team members to work well together for the
international projects such as the project that has been under taken by the limited company that is
the Project Abu Dhabi. The international project forms a major goal of the assignment to build a
culture of collaboration that has the aim to last long after the completion of the project. The
scope of the project that was attained by the Franklin Equipment, Ltd. (FEL) with the selections
of a team of managers that will direct the members of the individual team to delegates its task.
The managers of the team are responsible for the various aspect of the fabrication, designing,
delivery and installation. To conduct these tasks the members of the team should be based on the
selection of the problems and is based on the system of operation and different phases of plant
design. In addition to all the research design the managers include the elements of a design
engineer, an operational manger who delegates the responsibility of oversee fabrication and
caters to the requirement of on-site assembly.
The various factors that is strategized by the Franklin Equipment, Ltd. (FEL) had affected the
development and in addition had the motive to keep the environmental factors in mind while
causing a concern and giving preference to the customers. The recruitment of the cost
accountant overviews the financial matters. The factor of cross cultural communication
facilitates the employee to communicate with one other. As the organization being based in New
Brunswick and aiming to build an Abu Dhabi project there are many employees coming from
different country and constituting different language (Fujii & Uchida, 2015). The leader of the

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individual department to cater to the employee so that there is no conflict within the team and
should facilitate the members to remove the barriers in communication, gender, and race caste
and creed.
Discuss the dilemma that Jobe now faces. Analyse the issues among the Abu Dhabi project
members from functional/dysfunctional conflict perspective. Explain why it is even more
important that project team members work well together on international projects such as
the Abu Dhabi project.
In the mentioned case study of Franklin Equipment, Ltd. (FEL) the dilemma that has been
faced by Jobe is due to the conflict between the Rankins and Perry. They have worked before
previously in other projects and they don’t really get along with each there. Due to the
conflictual reasons, they did not agree to work together. The reason that they cannot stand each
other is due to the reason of coordination. The importance of coordination is very crucial for the
team members to maintain. The role of the leader is to cater to the employee and resolve any
conflict if there is any. Coordination should not only be conducted between the employees but
the peer level of managers should also coordinate the efforts of the various people towards the
common goals of the organization (Chwe, 2013). The importance of coordination is given
towards the common direction to the efforts of the workers or the staff who are willing to work
and cooperate.
The dilemma is because of the success factor that has raised because of the previous projects.
It was stated by Gatenby that if there is no proper coordination between the two members the
founder of the Franklin would fire Rankins from FEL. The interview session that has been taken

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place by Jobe appears to be skeptic while the interview session. The reason for him to dislike
Perry had raised since day one when they met each other. The fact that he comprised of a very
dominating factor and did not allow others to facilitate their innovative idea in the research
project. The over powering attitude of Rankins was due to his skills which was innovative and
unique and the pride in him had made him arrogant (Taylor, 2013). It was not possible by Perry
and Rankins to be together as he was responsible for divorce of Perry. As a result, working for
nine months was not possible for them to be together and work for a single mission.
Would a formal team-building session be appropriate to sort out the issues among team
members of the Abu Dhabi project? If Yes, how? If No, how do the dynamics of the
situation doom such an intervention to failure?
It is evident from the fact that if there is a strong team building session help by the leaders of
the different units there will be an open discussion and a strong team will be built. According to
the theories of management there are basically four types of team building sessions that are
comprised of activities, decision making facility, and problem solving technique and planning
the activities. The most important t of all is to inculcate a trust factor between the members of the
same team or unit (Ploumi, Daskalaki & Tavernarakis, 2017). The trust within the members of
the team facilitates proper coordination among the members and there is a blind trust built on the
leader. These results to build up a strong team and it leads to proper function towards a single
project.

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In case of the Franklin Equipment, Ltd. (FEL) the coordination between Perry and Rankins will
be rectified by building up strong team and making them realize that the work place should not
comprise ofg the events from the personal life. Whatever the problems that they faced with each
other should not be involved in the working of Abu Dhabi Project as it is an assignment that will
facilitate development in the city of Abu Dhabi. There are several methods that can be
implemented by the organization to create a formal team building. They are as follows:
 To facilitate freedom within the employee and give them the opportunity to use their
talent and put them into practice.
 It is the authority and the responsibility of the team leader to make the employees under a
single team to work together and compel towards a single vision.
 The leaders should not only praise themselves as they hold a formal position but should
also motivate the other employees and give them knowledge about various alternatives to
achieve the target for the Project.
 The employees should be provided with the facilities that fulfill their basic requirements
and gives them a reason of self-belongingness which will make them feel that they are a
part of the organization and is working to strive a single mission (Sajuyigbe, Olaoye &
Adeyemi, 2013).
 The environment of the working zone should be made enjoying and fun loving so that it
does not become monotonous for the employee to be compressed within a bounded
environment.
 Lastly, it can be concluded with the last policy by stating that the employee should be
given training sessions so that new techniques are made aware to them and the works
seems to be interesting.

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In order to fix the mentioned issues, what actions need to be taken? Consider the factors
discussed in relation to managing project teams and organizational structure and culture.
Due to the issue that has been discussed earlier the steps that is needed to be taken
are mentioned below:
 An initiative should be taken by the leader to collect all the members who are dealing
with issues and go to a separate place and resolve the matter.
 The perception of the individual people should be clarified. When there is conflict
between the employees it is the authority of the manager to resolve it because this can
cause an hamper to the production of the team (Babnik et al., 2014).
 There should be an evolvement of single development plan that is to be made mandate
for all the employees to follow. The employees cannot go against such policies as they
will be formulated as the rule and regulation of the company.
 The practice of listening should be inculcated by all the members of the working
committee so that there is an agreement set between the members and there is a win-win
situation throughout.
Organizational culture shapes the employee and the management team and are comprised of
many factors that affect the cultural system. The cultural factor represents the belief, ideology,
policies and the practices of the organization (Cadden, Marshall & Cao, 2013). It gives the
employee the facility of direction and control the behavioral pattern of the employee. There
should be a sense of attitude and behavior that brings in a positive vibe within the working

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organization. In case of the Abu Dhabi Project the conflict was tried to be resolved between
Rankins and Perry where Gatenby took the initiative of solving out each and every nonfactual
matter.

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Reference
Babnik, K., Breznik, K., Dermol, V., & Trunk Širca, N. (2014). The mission statement:
organisational culture perspective. Industrial Management & Data Systems, 114(4), 612-
627.
Cadden, T., Marshall, D., & Cao, G. (2013). Opposites attract: organisational culture and supply
chain performance. Supply Chain Management: an international journal, 18(1), 86-103.
Chwe, M. S. Y. (2013). Rational ritual: Culture, coordination, and common knowledge.
Princeton University Press.
Fujii, T., & Uchida, H. (2015). Crystal growth of anthracene thin films on silicon by rapid
expansion of supercritical solutions (RESS) using carbon dioxide. Journal of Chemical
Engineering of Japan, 48(9), 787-794.
Mittricker, F. F., Huntington, R. A., Starcher, L. K., & Sites, O. A. (2017). U.S. Patent No.
9,670,841. Washington, DC: U.S. Patent and Trademark Office.
Ploumi, C., Daskalaki, I., & Tavernarakis, N. (2017). Mitochondrial biogenesis and clearance: a
balancing act. The FEBS journal, 284(2), 183-195.
Sajuyigbe, A. S., Olaoye, B. O., & Adeyemi, M. A. (2013). Impact of reward on employees
performance in a selected manufacturing companies in Ibadan, Oyo state, Nigeria.
International Journal of Arts and Commerce, 2(2), 27-32.
Taylor, J. B. (2013). International monetary coordination and the great deviation. Journal of
Policy Modeling, 35(3), 463-472.

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Xie, H., Tay, F. R., Zhang, F., Lu, Y., Shen, S., & Chen, C. (2015). Coupling of 10-
methacryloyloxydecyldihydrogenphosphate to tetragonal zirconia: Effect of pH reaction
conditions on coordinate bonding. Dental Materials, 31(10), e218-e225.
Yousaf, S., Latif, M., Aslam, S., & Saddiqui, A. (2014). Impact of financial and non financial
rewards on employee motivation. Middle-East journal of scientific research, 21(10),
1776-86.