Steele Enterprises

case study 1 –

Based on the case study of Steele Enterprises, it was noted the two branches, i.e. chemical and mechanical, have a lot of problems need to be addressed. The lack of teamwork among the branches generated conflicts and optimum outcome could not be achieved. Both Dick and Donna has its own talent in their current position, however, they cannot work hand-in-hand and achieve the common goal for the company. To solve the current situation, OD (organization development) consultants may consider improving the “team spirit” by using team building technique.

Gene’s thought to trading one of them for Bob Lyons at the central region office at St. Louis sounds not a good decision and may have adverse effect to the team. Gene should in fact unitize their talent and create the synergistic effect to the company and lead to a win-win situation for both parties.

In order to improve the team performance, OD practitioners should understand the “Four Cs” that consist in team building, namely “Context”, “Composition”, “Competencies” and “Change”.

Context – The need for teamwork; type of need; and the culture, structure and system that support teamwork.

Composition - Concerns on team members’ skills, experience and motivation as well as team size.

Competencies – The team’s ability to solve problem, communicate, make decision, and manage conflict…etc

Change – The team’s ability to monitor its performance and make changes as needed.

Before implementing the change, OD should understand why there was conflict generated between dick and Donna, even Gene was wonder “…maybe we’re not definite enough about which branch should work with which companies”. The stages of a team-building program consists five stages, namely, “preparation”, “ start-up and data gathering”, “data-analysis and problem solving”, “giving feedback” and “action planning”.

The goals of “Preparation” are to explain the purpose of team building, gain commitment for participation from each party involved. Commitment will increase and the effectiveness of change will also increase as well if people could understand the whole picture clearly.

The second step will be “Start-up and Data gathering”. According to the case study, there was lack of communication between the branches, the situation was same as the “Octopus” sample that described in Chapter 15, “each tentacle is out grasping anything it can but doesn’t know what the other tentacles are doing”, Dick and Donna were working independently and their roles and responsibilities have not been clearly defined. Both of them were experienced in this current position, OD consultants should take the chance and