Case Study Arshad's Disillusionment

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Being an aggressive employee like he was Arshad felt that he did not have responsibilities that were challenging enough at Gem computers. When an opportunity to work at ICL knocks at his door, he does not hesitate to take his chances. He is certain that since ICL is a larger organization, the kind of job he is to undertake will give him a chance to rise o greater heights in terms of leadership. Unknown to him, the boss he is about to meet is one that makes decisions alone by ignoring the rest of the team she is supposed to work with.
Question 1
The immediate cause of Arshad’s disillusionment is his first encounter with Gunjan, a woman she is supposed to report to as her new boss. On his arrival at ICL, Arshad and his new team have a problem
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By talking to Gunjan, he should bring her on notice about his lowered levels of esteem as well as demotivation coming with her actions. He should also let her know that the situation is the same for the rest of the team only that they were used to her although they kept complaining behind her back. Arshad should focus his discussion with his boss on matters pertaining to motivation of the team to ensure they have the capacity to realize their potential. He should stress the importance of such action because it will enable him and the rest of the team to act in a correct manner if a situation arises in the organization in the absence of…show more content…
However, a team leader has to come up with a way to do it because it is important for the success of the team and the entire organization in the long run. First, the team leader must have a clear vision for his team and everything else is secondary to the vision. The vision must be guided by the purpose for which the team was formed to begin with. To keep high levels of motivation, the team’s vision must be in line with the leader’s vision bad goals. There should not be a scenario where the team and the leader are pursuing a different agenda. Secondly, the team leader should reward performance and correct mistakes when they occur within the group. The need for recognition is said to be a motivator. It raises the level of self-esteem for the achiever and challenges the rest to try their best. Performance can be rewarded by way of offering gifts or simply praise. A combination of both works even better. Correcting mistakes done by team members has equally a positive impact on the motivation levels of the affected. In an attempt to avoid repeating the mistakes for which the corrections are being made, they become better
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