Case Study | The Workplace Environment

In addition, the efficient unit functioning is possible when all unit members have balanced work hours. This means that each unit member should have convenient schedule that allows each unit member to maximize his/her performance. At the moment, the unit run by Mrs. Jackson faces the problem of the poor scheduling, when some employees work in inconvenient shifts and hours that is apparently tiresome for them. As a result, they cannot perform at their best that eventually leads to the overall deterioration of the unit performance.

Behaviors that contribute to the optimal team functioning

In fact, the efficient team unit is possible, when the manager, i.e. Mrs. Jackson creates the ambiance where the team work becomes efficient. The unit should work as a team. Otherwise, its efficient performance will hardly be possible. At this point, the optimal team functioning involves the efficient communication between the manager and subordinates. The efficient communication involves the principle of dialogue between the manager and her subordinates. Instead, the current teamwork in Mrs. Jackson’s unit is grounded on the principle of monologue. In other words, the communication within the team is one-sided that leads to the growing resistance of employees to the manager since the manager sets rules and leaves employees with no room for autonomy and independent actions or decisions. They turn out to be a sort of puppets in hands of Mrs. Jackson as a puppeteer.

Furthermore, the optimal team work involves the job satisfaction of each team member and team members’ satisfaction with their position in the team. Therefore, there should be no favorites among team members. Instead, Mrs. Jackson should consider the fair reward and stimulation of each employee working within her unit.

Specific actions for the supervisor/manager to employ with Mrs. Jackson

The supervisor should undertake immediate actions to improve Mrs. Jackson’s work and management style. First, the supervisor should clearly explain Mrs. Jackson that her management style is unacceptable for the organization, where she works (Scott, 2007). Second, the supervisor should grant Mrs. Jackson with key principles, which she should follow in the course of her work with her subordinates. Third, the supervisor should ban Mrs. Jackson offensive references in relation to her subordinates publicly as well as privately. Otherwise, the organization may face a risk of lawsuits and Mrs. Jackson should be aware that she would be the one, who would respond for these lawsuits. Finally, the supervisor should grant subordinates of Mrs. Jackson to file reports on her and each report should be considered carefully along with Mrs. Jackson (Notorantonio, 2006). In case of the excessive number of reports with complaints, Mrs. Jackson should be transferred to a lower position.

Observations that should be used to monitor Mrs. Jackson’s performance

The observation to monitor Mrs. Jackson’s performance should involve the system of reporting from the part of her subordinates and regular auditing, which involves the analysis of the reports by Mrs. Jackson’s supervisor. In addition, Mrs. Jackson should work with the assistant appointed by her supervisor to control and to monitor her behavior. The assistant will report regularly to assess her behavior.




Notorantonio, R. (2006).  Going Once, Going Twice… Health Management Technology 27 (2), 30.

Scott, Y. (2007) Competence-based assessment systems: Encouragement toward a more holistic approach. Proceedings of the Northeast Business and Economics Association. 77-81.