The results from Julia’s team indicate that Matt was not aware of the issues existing in the team. This showcases the obvious lack of communication in the team. The managerial competency for effective communication should stem from the individual. The manager should have a basic understating of their ideology and others. There should be more open communication and avenues provided for the people to voice their opinion. As a manager Matt needs to instil in the minds of the employees that voicing their opinion is a positive development. Matt had felt in his previous team dynamic that the manager was intimidating and had caused a rift in the communication. Matt should use this fact and develop a more amiable approach with the employees. This should be mixed with the mentoring and training of the employees. Matt is also very focused on keeping the amiability in the workplace and this also stifles the creative conflicts of the employees. The role of the manager is not to simply be a friend. They should encourage creative conflicts and enable the people to find the right solutions for the issues. It has been found that the manager follows the ethical mandates but instil the spirit of encouraging the employees to innovate.
The major objective of forming Project Aristotle is to ensure that the people are effective and productive. Matt the manger needs to change the patterns of communication to create a more productive team.
Apart from this, the results seem to suggest that there should be a formation of a more functional team. The people in Matts’ team are currently a group of well-meaning individuals. They still consider themselves to be individuals who are contributing towards the objective. On analysis, it is quite clear that the five stages of group formation have already occurred. Forming, storming, norming, performing, adjourning stages has been fulfilled by the group (Tekleab, and Quigley, 2014). Nevertheless, the teams are found to be more functional in this case of ensuring productivity. This group should be converted into a team. The team is a group of people who have a shared vision and are continually challenging each other to perform. This should be a positive development rather than stressful environment. Google as a technology company, it is important to form cross functional and virtual teams.
For assigning the tasks for the individual, Matt needs to consider if the work can be done by a single person, and analyse how the objective of the tasks would align with the overall objective of the company. The manager should be able to align the individual objective with that of the company’s objective and create a shared vision. The interdependence factor should be derived in the action plan for the particular tasks and this would enable the growth of the overall cohesiveness of the team.
To summarize the issues in Google, the managers need to understand about the changing dynamics of the workplace. The manager Matt wants to develop a positive relationship with the employees and wants to instil a positive working environment for the people. The people feel more relaxed in the group dynamics with some issues. These are the positive or the beneficial factors that need to be developed to address the issues. The team has a number of positive factors with a lot of potential. It can however be developed and the productivity of the team will improve. For this academic models can be applied to create a more robust team.