Good afternoon I have a case study is this approach is good for this question? I put the case study in the comments Thank u
PART A: Based on the materials learnt during this module, discuss how individual differences might have affected the team dynamics in Team A and Team B. Focus particularly on the behaviour of Gareth (in Team A) and Andrew (in Team B) as part of your discussion. The workplace is a dynamic environment that is frequently changing. Whether it's people, processes, markets or products, there are often shifts that employees have to deal with. While some employees work with the same team for a long period of time, it's more likely that new team members will come and go as business needs change. However, not all employees have the same cultural background or personality traits, so it can be difficult to get along with everyone and function effectively as a productive team. As a result, it's important to understand the differences between team members and know how to work through them in order to achieve business goals. In the case of large project related to Brexit, both team A and B were having members from different backgrounds and their behaviour was different too. Society is becoming increasingly globalized, which means that employees often work with people from different countries, religions, cultures and backgrounds. This diversity provides the workplace with unique perspectives and opportunities, as employees can bring new ideas and processes to the table that may not have been thought of before at the company. However, sometimes cultural differences can also pose some teamwork challenges. In this situation the project delays were caused due to the negligence or avoidance of ideas of team members because of their funny nature. They were treated unprofessionally. Communication styles: In some cultures, it's considered rude to speak directly, whereas in others it is encouraged. This can cause miscommunication, resentment and confusion. Some team members may not speak up if they disagree with another team member because it's not something that is done in their culture. In other cases, providing direct feedback or instruction may be taken as stepping on toes or taking too much authority. Hierarchy and power: Equality in the workplace is the norm in some cultures, whereas in others the structure is more hierarchical. For employees that come from cultures that focus on status and authority, speaking up about problems may be difficult because they feel uncomfortable or disrespectful. On the other hand, those that value equality may perceive others as lacking competence if they don't share their thoughts and opinions with leadership. In situation of this project, Jo was the new member in the team who was not having any prior experience and she was hired as a replacement of an experienced employee. It was the reason she was not appreciated to contribute her ideas. Risk and decision making: In some cultures, making a decision requires more data and information than others. Some employees may have a low tolerance for risk and not want to commit to making a decision without having context or details. Others may be confident in making decisions without much data. This can affect the pace of the team and how work is conducted. The two teams have had to work together on project which was massively important to the company. At first things seemed to be going well; however, Andrew continued to take things for granted and Gareth took this as an opportunity to undermine the suggestions of second team. This resulted in tension developing between the two team leaders (Nick and Alice)
