Organizational Behavior Arctic Mining Consultants Case Study

OrganizationalBehavior: ArcticMining Consultants Case Study

Oneof the key and detrimental aspects of an organization that has a teamof workers is an effective team management, which will in turn leadto effective project accomplishment, and on time. This is due to thefact that, effective team management ensures each of the team membershave his/her work well defined, and it became easier for the teamleaders to accelerate the employee’s performance (Kaifi &ampNoori, 2011). This paper focus on the team management with referenceto the ArcticMining Consultants case.The case study has provided a thorough as well as a complete analysisof a team with its team dynamics through the view of theorganization’s behavior perspective.


Withreference to the case given, different problem is experienced in thecases. First Parker, who is acting as the team leaderpsychologically, harasses Millar. In turn Millar fails to somewhatfinish up his assigned task due to a state of being exhausted andstressed. On his side, Millar chooses to respond to hisdissatisfaction through neglect, voice to Parker, and neglect to anextent of exit eventually. The eventual relationship between the twoparties Parker and Millar, turn out sour, which in turn affects theteam’s productivity (Steven, McShane &amp Tim, 2015). The motherof the fallout between the team leader Parker and the worker Millaris derived from the inability of the starker’s to achieve theirdaily objectives, with Millar gets criticized by Parker for notmaking his quota. This isn’t the same case with the other twoteammates, regardless of their effort. The assigned job fails to becompleted on time, and in turn no bonuses received, with much of thecriticism being directed to Millar, and in turn the fallout betweenhim and the leader.


Withreference to the case in question there is the issue of lowtask control.There is decreased task control, and the performance of the‘starkers’ is greatly determined by the environment, and not justthe aspect of the workers work ethic. The fact that, there are otherdeterminants of how fast the workers can accomplish the task is givenno credence by the team leader (parker) (Steven, McShane &amp Tim,2015). Additionally, there is the aspect of psychologicalharassmentsuch as the case of Parker yelling at Millar. The act of yellingleads to stress among the employees and within the team. Stressforces Millar to give up after inability to persevere the harassmentdirected to him by Parker.

Anotherrespect of the case analysis is the issue of jobsatisfaction.With reference to the case of Millar and Parker, Millar isn’tsatisfied with the scope of his work. This is displayed throughMillar’s show of all the four stages of the commonly known “EVLNmodel” in reference to job dissatisfaction, which entails voicing,loyalty, neglect, and exit (Secchi, 2015). Millar undergoes throughthe stages which is an example of job dissatisfaction. In addition,there is also the issue of self-fulfillingprophecywhich is a menace to effective team performance. The treatment ofMillar by Parker from day 2-8, leads to the idea that, Millar has apoor work ethic, which isn’t the case. Biasnessand selective attentionare another vice that equally impacted the team’s performanceresulting in the problem in the team. For example, Parker seeksinformation to conform his assumption with regard to Millar’s workethic. At some point, parker is seen harassing Millar even when theother team members actually give out less than him. This is a show ofbiasness, which again is a menace towards a successful teamwork, andpositive organizational behavior (Steven, McShane &amp Tim, 2015).


Inorder to have an effective teamwork among the employees and theirteam leader like the case scenario within the case study, theorganization should embark on creating a supportive environment. Thiswould be done through making the team to know each other are more andin turn cultivate a healthy working relationship. Supportive teamenvironment would enable reduce some of the barriers for effectiveteam work such as reducing stress through the development ofcamaraderie. Supportive environment also helps in improvingcommunication, increasing commitment from the team members, and themembers help each other during weaknesses (Secchi, 2015). Despite theadvocacy for a supportive environment to be encouraged, it is howevertime consuming, and may lead to conflict of personality.

Anotheralternative that would be an effective, to eradicate the standoff inthe team is having a team, nightly meeting to make and togetherreview the day. This would help the team identify their progress,challenges and in turn arranges effectively for the next day. Inaddition, with the case of Parker and his team, it is good to have ajob rotation so as every person covers almost all the territory(Kaifi &amp Noori, 2011). This would have enabled the team leader toknow the specific areas that needed more time than others, hencewould have considered other factors affecting the team productivityother than work ethics.

Conclusionand Recommendation

Thesuccess of team work of greatly determined by the existence of apositive team work relation. Organizational behavior is an essentialaspect towards coining of a positive environment foe strong andeffective team work to thrive. With reference to recommendation asfor which alternative would be best to solve the problem, the threeidentified alternatives would be good enough to solve the menace. Theorganization and the team leader should hold a nightly meeting,strengthen the organization feeling of team, and also rotate theemployees to make sure there is exposure to equal work. In terms ofthe future, the organization should embark on positive team buildingwithin the organization and the rest of the problems would be easierto solve.


Kaifi,B. A., &amp Noori, S. A. (2011). Organizational Behavior: A Study onManagers, Employees, and Teams.&nbspJournalOf Management Policy &amp Practice,&nbsp12(1),88-97.

Secchi,D. (2015). A case for agent-based models in organizational behaviorand team research.&nbspTeamPerformance Management,21(1/2),37-50.

StevenL. McShane &amp Tim N, (2015).Arctic Mining Consultants. Retrievedon 13thJuly 2014.