Management Gap: Handling Working Teams and Communications at BT

This report, prepared for Ms. Sheryl Cynthia, CEO of Birmingham Technologies Ltd, evaluates the company's internal issues based on feedback from 100 employees. The study, conducted by Reylend Steffin Yanata, focuses on teamwork, workplace communication, leadership, and conflict management. The analysis reveals significant problems, including poor employee engagement, dysfunctional communication, and a lack of effective conflict resolution, leading to employee dissatisfaction and departures. The report highlights the negative impact of a poor corporate culture and discrimination within the workforce. It provides recommendations for improvement, such as restructuring management, promoting democratic leadership, and improving feedback mechanisms to enhance team dynamics, reduce conflict, and create a healthier work environment. The report aims to address these issues to improve Birmingham Technologies' performance and reputation in the long run.

Management Gap:
Handling working teams and communications in Birmingham Technologies
Date of submission
Tuesday 9 February 2021
Prepared For
Ms. Sheryl Cynthia
Chief Executive Officer, Birmingham Technologies Ltd
Submitted to
Ms Perlyn Sim
Module Title: COM0004 BMC
Prepared by:
No. Full Name Student ID Tel/Hp no Email
1. Reylend
Steffin
Yanata
10214556 082116091696 [e-mail]
Birmingham Technologies Ltd

1.0 Executive Summary
Based on our research of 100 employees in Birmingham Technologies Ltd and surveying in
their environment, we received numerous feedback that in most cases “the company had tried
to improve engagement” and that causes employees to leave the workforce even
discriminations occurs. These concerns, while fatal, are just a few among the many issues
from the results we get. Our reports want to evaluate and critics the setback that Birmingham
Technologies face that may hinder its overall performance.
Workplace conflicts mean a disagreement or opposition of values and interests between
employees working together. To gain a more in-depth understanding of the state they are in
right now, we must look into certain areas such as teamwork, communications at the
workplace, leadership, and conflict management. From our interpretations, we have found out
the strength and weakness in Birmingham Technologies current states right now although
based on the majority of the result were negative feedbacks. As we the consultant must
highlight these key issues and properly addressed them.
The presence of poor corporate culture in Birmingham shows the segregation of the company
to achieve the best performance. We aimed to reduce these discriminations, prejudice among
employees to reduce the case of filing a lawsuit in the workforce. As many of the ex-
colleague had left for valuable reasons. They had lost many millennials employees which is
quite costly to foregone.
Hence, we analyze the company issues and development to understand the concepts that lead
them to these setbacks. We will demonstrate the recommendations to eliminate the issues as
soon as possible so that the company can have good reputations and healthy environment
work in the long run.

2.0 Table of Contents
Contents
1.0 Executive Summary.........................................................................................................................2
2.0 Table of Contents............................................................................................................................3
3.0 Introduction.....................................................................................................................................4
3.1 Statement of Problem.................................................................................................................4
3.2 Statement of Purpose..................................................................................................................4
3.3 Scope of Report...........................................................................................................................4
3.4 Limitations of report....................................................................................................................4
3.5 Source of Data Collection............................................................................................................4
4.0 Finding and analysis.....................................................................................................................5
4.1 Overview......................................................................................................................................5
4.2 Work Groups and teams..............................................................................................................5
4.3 Workplace Communications........................................................................................................6
4.4 Conflict Management..................................................................................................................6
4.5 Manager Conflict.........................................................................................................................7
5.0 Conclusions......................................................................................................................................7
6.0 Recommendations...........................................................................................................................7
6.1 Feedback......................................................................................................................................8
6.2 Restructuring and Organize.........................................................................................................8
6.3Democratic Leadership.................................................................................................................8
7.0 References.......................................................................................................................................9

3.0 Introduction
3.1 Statement of Problem
The dysfunctional and weak communication of their workplace made them a lot of conflicts.
The company had a lot of issues with their staff and manager. It needs to be dealt with
seriously for Birmingham Technologies Ltd to be more productive consistently.
3.2 Statement of Purpose
To minimize the conflicts in the workforce, we as a consultant of BMC Co are advising to
help and give suggestions towards the company. The based on our research, we have 3
prominent issues we need to address: Poor Teamwork, Lack of communication and
relationship to one another, and poor leadership. This report's goal is to assess the main issue
faced by Birmingham Technologies Ltd and go for the best solutions based on our
questionnaire.
3.3 Scope of Report
1. Workgroups and Teams
2.Workplace Communications
3. Management Issues
4. Manager Conflict
3.4 Limitations of the report
The efficacy of this report is limited because we only send questions in a form of quantitative
data hence participants could distort the truth. As a result, the invalidity of the data given will
not be a reliable analysis of Birmingham Technologies Ltd's current issue.
3.5 Source of Data Collection
The data in this report has been collected by sending closed-ended questions. In addition to
that, we conduct a face to faces interview with the staff to keep focus; observing their
behavior to gain in-depth results. It is also very time-consuming and costly for us to collect
data using qualitative data.

4.0 Finding and analysis
4.1 Overview
Employees of Birmingham had felt a burden working in the company. As the severe lack of
poor engagement has led to rising distrust and conflict. This sector presents the key issues
faced by the worker in terms of teamwork, communication skills, and conflict management.
An extra conflict can consider manager conflict.
4.2 Work Groups and teams
Workgroup and teams are constitute’s of two or more individuals to accomplish and
interrelate achieving the common goals. Workgroups are more working individual
accountability whereas teamwork focus on individual and mutual accountability. It is very
essential in our modern society because teamwork builds morality. However, the failure of
teamwork will bring effect negativity. As “factions are formed, battle lines are drawn,
communication stops and suspicion rises. Productivity and efficiency drop off sharply and
any kind of collaboration or innovation is next to impossible” (Kent State University;2017).
Based on our findings, 88% of the employees in (Figure.1)
had agreed that the company was weak in engagement. 38%
of the employee had aware that they encountered conflict
and reduces their productivity.
We can conclude that majority of Birmingham Technologies
Ltd employees had difficulty working in teams. They are
very doubtful of one another and they lack recognition from
their manager. “Employees who feel valued will continue to
work hard to impress leadership. Those who are not
recognized as a contributor will eventually stop trying”
(Hiba Armin;2015). It shows that the manager had a lack of engagement skills also the lack
of energy was not there to enthusiast their employees.
4.3 Workplace Communications
Communication is the sharing of information between two or more
individuals or groups to aim for the same understanding.
“Effective communication should be the focus in businesses as it
becomes largely difficult to properly construct and foster
productive relationship without it” (Tutorial Points; nd).

In Figure 2, we realized that 48% of the employee had suggested that most of their colleague
left had a reasonable reason. 12% believed that employees file a lawsuit to address
employment issues.
Birmingham Technologies Ltd had pointed out the main issued: poor corporate culture, and
discrimination. Former employees were disgruntled and repulsive of their culture. The
employees were afraid to voice out their issues of favoritism and harassment which result in
filing a lawsuit. Poor corporate culture promotes unethical behavior between the employees
as it destroyed their trust in one another. In addition to that, discrimination could happen in
verbal or physical ways. Nevertheless, It can adversely affect their performance as failing to
show up to work could be bad for the company.
4.4 Conflict Management
Workplace Conflict means a disagreement or opposition of values and interests between
employees. “In the past, workers found validation in climbing the corporate ladder, receiving
a new job title and office and staying loyal to the same company for many years. Millennials
find very little value in any of this” (Kelly Whitney;2017).
In figure 3, we discovered that
87% of employee agrees it is a
huge waste of effort for
millennials to be dismissed.
In general, the employees had
exposed to personality clashes
with one another. Most of them
are hard to consider other
people's opinions. In addition to
that, the millennials are essentials in modern society as they have a good mindset and
creativity. “key things millennials look for in a job include a clear mission and the
opportunity to build marketable skills; flexible schedules and work-from-home options that
ensure a work/life balance; mentoring programs; and internal hiring for career advancement”
(Rex Huppke;2013).
The millennials had been felt a burden from their work. Without a flexible schedule, it can
reduce productivity and effectiveness. The manager did not address these issues seriously as a
result, many millennials had left their workplace. They are aware that it is costly. There are a
I believe it costs more to replace a
departed millennial employee
(Managerial Conflict)
Disagree to believe it costs more to
replace a departed millennial
employee
0 10 20 30 40 50 60 70 80 90 100
87
13

dysfunctional conflict and bad management towards the upper manager in Birmingham
Company. Revaluate and reconsider people’s opinion is very crucial to
4.5 Manager Conflict
In addition to that, most of the employees had felt useless to attend the management class
training is because sometimes there’s too much theory in it. As it also not relevant the
acknowledgment they learned and apply may not valid.
In this case of Birmingham, the employees would tend to find conflict easily with one
another. They would rather resign though they may be paid for higher wages personality
clashes with one another are toxic. Managers should not be based on their titles but on how
they managed to maintain the environment healthy.
5.0 Conclusions
Based on our analysis, we can conclude that:
1. They need to prioritize feedback from their manager nor their team leader as well
2. Manager should apply a flexible schedule to make the employee more comfortable to
work.
3. Restructure from the top manager to downstream
4. Manager should give recognition to their employees
5. Birmingham should create some better seminars to help the employees.
6.0 Recommendations
Based on case studies of the existing companies scenario, we have presented three
recommendations for Birmingham Technologies: The need for feedback, Restructuring
management driving positive teamwork, and democratic leadership to reduces discrimination.
6.1 Feedback
Feedback is one of the factors that are very essentials in the workplace. Such managers must
give feedback to clarifies expectations, It also helps their employees to learn from their
mistakes and build morality. As such, “consistent communication between employees and
their managers is typically connected to higher engagement. When done right, it can motivate
staff to perform better and can be a tool for building and maintaining communication with
team members” (George Kettner;2017). Similarly, Birmingham managers should adopt these
skills. The employee who is engaged at work will likely be productive and produce good

output. Birmingham managers should invest in their effort to improving employee
communication.
6.2 Restructuring and Organize
Recruiting is a process where it attracts and chose future leaders, can assess the
organizational performance’s and gets the most performance at a lower cost. “The
importance of change in business environments allows employees to learn new skills,
explore new opportunities and exercise their creativity in ways that ultimately benefit the
organization through new ideas and increased commitment “(Chron;2020). Birmingham
Technologies should adopt these skills. The importance of restructuring to remove the loft
rider as well. Not only they are making toxic environment also they are useless as
deteriorating the company’s performance. Replacing the management team will drive
positive team building and job enrichment. Choosing the right manager will know the
limited work hours and made a seminar practical work to help them accordingly.
6.3Democratic Leadership
Democrat leader can encourage their employees to be productive. Leaders should guide and
lead the employees to participate within the group. “By fostering feelings of involvement and
inclusion, team members are made to feel more important. By having their concerns heard,
they feel more valued and integrated into an organization” (Wilson; nd). The leader should
behave in diplomacy and consider the employee's opinion. In addition to that, it does also
build team relationships and job satisfaction. Where they felt valued to be recognized and
having a democratic leader will establish core values ensuring they are happy at work along
the way.
7.0 References
1. Kent State (2017, Jun 28) What do you lose when teamwork fails. Your Training Partner.
 https://www.kent.edu/yourtrainingpartner/what-do-you-lose-when-teamwork-fails
2. Hiba Amin (2015, June 4) 10 Reasons why employees get disengaged. Employee-Motivation.
 https://soapboxhq.com/blog/employee-motivation/disengagement-what-happens-
to-your-employees
3. Kelly Whitney (2017, May 15) 6 Ways to Get Along With Millennials At Work. Chief Learning
Officer.
 https://www.chieflearningofficer.com/2017/05/15/6-ways-get-along-millennials-
work/

4. Rex Huppke (2013, August 5) The Cost of Millennials job Shopping. Chicago Tribune.
 https://www.chicagotribune.com/business/ct-xpm-2013-08-05-ct-biz-0805-work-
advice-huppke-20130805-story.html
5. George Kettner (2017, August 16) 4 Reasons Why Giving & Receiving Performance Feedback
Is Important. Govloop.
 https://www.govloop.com/community/blog/4-reasons-giving-receiving-
performance-feedback-important/
6. Chron Contributor (2020, July 2) Why Is Change Important In Organizations. Smallbusiness
 https://smallbusiness.chron.com/change-important-organization-728.html
7. Graham Wilson (n.d. , n.m,) The advantage of Democratic Leadership In Organizations. The
success factory
 https://www.thesuccessfactory.co.uk/blog/advantages-of-democratic-
leadership#:~:text=Democratic%20leadership%20encourages
%20participation&text=By%20fostering%20feelings%20of%20involvement,and
%20integrated%20into%20an%20organisation.