Without the use of an AI. This question is about an organization concept called team dynamics, and use the case study attached below and explain in relation to that concept and also contstruct a blooms ladder with a visual representation with the six rung which are listed below including example questions under each rung that analyzes the case study through a different level of blooms taxonomy. The six rungs,

Knowledge: Identify relevant facts and details from the case study. (Example: What are the stated goals of the organization in the case study?)

Comprehension: Explain the key concepts illustrated in the case study.

Application: Relate the case study to broader organizational behaviour theories. (Example: How could the leadership approach in the case study be applied to a different type of organization?)

Analysis: Break down the case study, examining the relationships between different factors and behaviors. (Example: Which elements of the organization's culture seem to be influencing employee motivation most strongly?)

Synthesis: Propose alternative solutions or outcomes for the problems faced in the case study. (Example: Design a change management plan to address the resistance faced by the organization.)

Evaluation: Assess the effectiveness of decisions or actions taken in the case study.

CASE STUDY

Green Teams at Work: The Case of New Seasons Market

Teamwork is important at New Seasons Market Inc. (a privately held company). This is a relatively small chain of upscale grocery stores in the Pacific Northwest that are built on the ideas of local identity, quality products, and employee freedom to meet the needs of customers. Formed in 1999 by a group of people with similar goals, New Seasons Market operates nine grocery stores in various Portland area neighborhoods. Though the look and products of the stores are consistent, each store is predominantly staffed by individuals that live in the local neighborhood, enabling each store to know the needs of its customers and make an inter- nal identity all its own.

One of the ways each store creates that identity is through Green Teams. These teams are typically composed of up to 13 paid employees from various departments. Teams join together to address social and environmen- tal issues of sustainability within each store and its surrounding community. The idea for Green Teams origi- nated from a group of employees in one store that assembled to tackle "green" issues in their store. Corporate managers (who also have their own Green Team) agreed that it was such a good idea that now every store is required to have a Green Team. Each team meets monthly and reports to the company sustainability coordina- tor. Team leadership structures vary from store to store, with some Green Teams having a single chairperson who serves the team for more than 1 year, while other teams regularly rotate leaders or even elect two cochairs to lead the cause. Teams act as liaisons between their department and the Green Team, help educate staff, and make recommendations to management. Store Green Teams also initiate community service pro- jects and help maintain the waste diversion program.

Through this flexibility, each Green Team has accomplished a variety of projects in their store and local com- munity, including wilderness and wetland cleanup, painting and weeding at a local elementary school, and helping plant gardens for low-income families. One suburban store even developed an intricate car pool pro- gram for employees to encourage a reduction in drive-alone car trips. As long as the Green Team's focus is on their local store and community, they are granted freedom and support from corporate management. Safety and Sustainability Manager Heather Schmidt explains, "If there were too many rules, it could hold back cre- ativity and passion. Having a balance is the key."

Participation in Green Team initiatives has developed a friendly competition between stores and rewards employees who participate with incentives. For example, every time an employee joins in the staff car pool, his or her name is entered into a monthly drawing for a gift card. These values of support and encouragement are consistent throughout New Seasons company culture, where employees are valued for their personal con- tributions. As their Web site explains, "To be a truly great company means that we continually evolve to meet the changing needs of our customers, our staff and the world around us." With these values, New Seasons Market has created "a workplace that truly believes that taking good care of our co-workers, our customers and our environment is what drives the success of our business."