Respond to the required questions, double-spaced, APA format (source citations and reference insertions) essay (Each Question). In each Case Study, you must use at least three (3) references (in text), including the textbook (included below).
Textbook reference:
Smith Jr., Clifford W. Managerial Economics & Organizational Architecture (Irwin Economics) (p. 103). McGraw-Hill Higher Education. Kindle Edition.
(This Assignment Box maybe linked to Turnitin.)
Respond to the required questions, double-spaced, APA format (source citations and reference insertions) essay (Each Question). In each Case Study, you must use at least three (3) references (in text), including the textbook (included below). Textbook reference: Smith Jr., Clifford W. Managerial Economics & Organizational Architecture (Irwin Economics) (p. 103). McGraw-Hill Higher Education. Kindle Edition. (This Assignment Box maybe linked to Turnitin.) 200 Words: Chapter 16: ANALYZING MANAGERIAL DECISIONS: Why Teams Fail Along with Mom and apple pie, teamwork has become a sacred cow to American businesses. Yet, one survey by Mercer Management found that only 13 percent of 179 teams received high ratings. “Somehow, we have to get past this idea that all we have to do is join hands and sing Kum Ba Yah and say, ‘We’ve moved to teamwork.’” Many companies are narrowing the focus and time horizon of teams. A team manager at Texas Instruments counsels that not everyone has to be on a team and that only 5 percent of its workforce are on self-directed teams. Harvard Professor Amy Edmonson questions whether many firms “might be barking up the wrong tree” in stressing the use of teams: “I’ve begun to think that teams are not the solution to getting the work done.” · Discuss potential reasons why teams often fail to deliver the hoped-for results. 150 Words: Discussion Describe an experience that you have had working on a team. As part of your response discuss how the team was evaluated. Also discuss whether or not the free-rider problem existed on your team. If it did exist also discuss how/if the problem was addressed. If the problem did not exist discuss why not or how the problem was managed. 100 Words (Amberlie Russell) – Reply and Comment on the following: I was placed on a large project last year. The team that was strategically designed was myself (education) and another person from product. The insurance company was rolling out numerous new products and they needed to be delivered to hundreds of staff members across the state. The team was designed because of my skill in building curriculum, delivering curriculum, and providing educational resources. The other team member was chosen because of the tenure with the company, the product knowledge, access to additional resources, and understanding the roll out process of the new products. The difference in tenure was over 30 years. So there was one person with new ideas and inspirations, and another, that was used to the way things have always been and delivering topics in black and white. Needless to say, by the end of the project, the other team member had only contributed a document to aid in making a resource book for the staff. So, I created the curriculum, created the scripts, created the workbooks and resources for the staff, and delivered it across the state. The other team member was with me, but because of the lack of experience in presenting, they ended up being a co-host because they did not build any of the material. Now, who's fault was it that the other team member did not contribute even a quarter of the work? Mine. Not the leaders who put the team together, not my teammates fault, and not audience. The reason I say this, is because some team members will automatically take control of the project and end up doing the work themselves because of their vision and experience. I barely gave him a chance to add input, because I knew I would change it anyways. This was a learning experience for me, because once it was all over, I was told by leadership that he was placed with me for a learning opportunity for him to touch up is skills on presenting and looking at things a new way. Had I known this in the beginning, I would have included him more and made him a part of the decisions and presentation. "We expect status threat and associated negative repercussions to be most pronounced in teams where leader status is highly differentiated from other team members" (Stewart, Astrove, Reeves, Crawford & Solimeo, 2017). 100 Words (Ebony Tyler) – Reply and Comment on the following: Each year, my current organization has a celebration for employees. This celebration requires for a committee composed of employees that are assigned to various task of the celebration. An after-action meeting is general called once the celebration is over which consist of members of the committee. Brickley, Smith, and Zimmerman (2016), describe the ratchet effect. Each event hosted is evaluated and outlined to determine the pros and cons of the event to determine ways to improve for future celebrations someone to the means of the ratchet effect were performance and opinions about the celebration are marked to base for next year’s celebration. Measurement costs is determined and developed for the expenses of the event. Free-rider problem has occurred in this situation. To prevent this committee size has been down-scaled.