Comprehensive Analysis of Team and Behavioral Performance Management

This assignment solution addresses key concepts in team and behavioral performance management, analyzing leadership styles, team dynamics, and organizational behavior modification. Part A examines the effectiveness of a blue-ribbon committee, considering potential dysfunctions like lack of commitment and resources. Part B delves into leadership styles, comparing autocratic and laissez-faire approaches, and proposes improvements through communication and employee involvement. It also explores Luthans' O.B. Modification model, highlighting performance behaviors like ambition and conscientiousness. The solution provides a comprehensive overview of performance management principles, offering practical insights for improving team and individual performance within organizations. The solution refers to the case studies of two leaders, Henry and Jane, and their respective leadership styles and outcomes in terms of productivity, employee turnover, and overall performance.

Team and Behavioral Performance Management
Student Details

Part A
Answer One
The decision of framing a committee based on blue ribbon concept was a very smart
decision, as this can help in brining fruit full results for Sam. Based on the characters of the
group those are multi- disciplinary, diverse skills and expertise, established team roles, have
common goal, sense of time management, etc. Among those characteristics diverse backgrounds
and roles may cause trouble or chaos in the team, due to conflict of interest among them. This
further can delay the aim of the team for which it is actually formed by Sam. With their
differences in skills and knowledge they might face some chaos while working, hence it is
expected the responsibility of the team leader to listen to query of each side and then take
decisions accordingly so that further work can be continued and the established objectives can be
achieved (Körner, 2015). Same goes with the team of Sam also, where any type of chaos must be
avoided by the team on highest priority to accomplish the desired task within prescribed time by
Sam.
Answer Two
The team formed by Sam in order to resolve its issues related to housing problems is
effective and efficient in nature as it is made up of professionals and famous persons. However
there might be some dysfunctions that the team may face in future while dealing with housing
problems that can be:
 Lack of Commitment form team members: The impact of this dysfunction on the team
performance can be that the assigned task to each member cannot be accomplished on
time or may get delivered partially.
 Ignorance of Accountability by the Leader: The leader is the sole personnel which
direct the behaviour and activities of its team members by motivating them in effective
manner. If in future the leader of Sam’s team start ignoring his or her responsibilities then
they might face failure in resolving housing problems.
 Lack of Resources: The role played by resources in helping a company or a person in
accomplishment of its objectives is very crucial. Hence in team if the in future the
resource become scares or might not be available easily then they can face huge losses

and Sam might not resolve the housing problems (K.Stahl, Mäkelä, Zander, &
Maznevski, 2010).
Part B
Answer One
The cases discussed the leadership skills of two leaders of production department having
similar background and are on same position to direct and judge their subordinates. According to
the case the performance regarding per unit produced is more in the leadership of Henry,
however the turnover of employees from the department of Henry is also more due to autocratic
style of leadership adopted by him. On the other hand the leisure-free leadership style adopted by
Jane, leads to increase in the productivity as per the statistics of last six years. The leadership
styles of these leaders played a crucial role in getting the results based on performance, turnover
and quality measures of both the leaders (Juneja, 2018). The actions that can be taken by both the
leaders to improve the results can be:
 Build strong Communication network to transfer appropriate information from its place
of origin to the place where it is required in seconds or minutes.
 Increase involvement of employees in decision making process, so that the suggestions of
the employees can also be heard by both the leaders and appropriate decisions can be
made within time.
Answer Two
The model introduced by Luthans named as O.B. Modification model, plays a influential
role in directing and organization the behavioral sequences in an organization in effective
manner. There are total five stages in the model that are identify, measure, analyze, intervene and
evaluate. With respect to the case the:
1. Identify: The identification of the problem is important and in this case the problem is
with the autocratic leadership style of Henry and leisure free leadership of Jane. Both
needed to adopt such leadership style that is mixture of both.
2. Measure: The intensity of problem is deep as it needs behavioral change of both the
leaders, however it is more needed in Henry where the turnover is more of employees and
productivity is less.

3. Analyze: The step can help both leaders in analysing their current situations where they
can make such decisions that can rectify their situations like improve productivity,
output, turnover and satisfaction of both employees and organization (Holten & Brenner,
2015).
The performance behaviors that can be identified in the case are:
 Ambitious: The performance behaviour of both the leaders as well as members must be
ambitious. The antecedent can be reorganization and appraise. The consequences can be
goal fulfillment and promotion.
 Conscientious: The performance behaviour of both the leaders as well as members must
be Conscientious also. The antecedent can be sense of responsibility and task
productivity. The consequences can be sense of organization and effective management.

Bibliography
Holten, A. L., & Brenner, S. O. (2015). Leadership style and the process of organizational
change. Leadership & Organization Development Journal , 36 (1), 2-16.
Juneja, P. (2018). Leadership Styles - Important Leadership Styles. Retrieved May 2, 2019, from
MSG Management Study Guide: https://www.managementstudyguide.com/leadership-
styles.htm
K.Stahl, G., Mäkelä, K., Zander, L., & Maznevski, M. L. (2010). A look at the bright side of
multicultural team diversity. Scandinavian Journal of Management , 26 (4), 439-447.
Körner, M. W. (2015). Relationship of organizational culture, teamwork and job satisfaction in
interprofessional teams. BMC health services research , 15 (1), 243.