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Running head: WEST COAST TRANSIT CASE
West Coast Transit Case
Grand Canyon University: MGT-420
West Coast Transit Case
, WEST COAST TRANSIT 2
CASE
The West Coast Transit company started in 2005 as a small charter airline. The company
emphasized convenient, affordable flights and reaching the customer’s needs. Employees loved
the company’s friendly and employee-centered culture. As the company grew, so did the projects
and goals. Employees were given very little time to support and complete the projects, and
complications regarding team dynamic, conflict, and motivation arose. In this paper, we will
discuss the criteria for evaluating team work, Tuckman’s five stages of group formation,
Schein’s behavioral profile roles, the types of conflict present, conflict management, task
leadership and maintenance activities, and individual motivational problems related to the case
study.
There are three main criteria for evaluating how effective teams/groups are. An effective
team has to provide an output that meets or exceeds the standards of stakeholders. The processes
need to be created such that they can help the team members work together effectively on current
and future projects/assignments. Finally, the entire team needs to have experience and the ability
to extend help to the team members in need. According to the document, the team members seem
to have only met as a formality. Posing as a group rather than working as a team. If they have to
work as an effective team they really need to get together on the same page and resolve the
conflicts with effective work.
Tuckman is known for the group formation model with five stages which are forming,
storming, norming, performing and adjourning. Forming is a stage in which members of a team
get to meet for the first time and are appealed to know the group task and goal (Uhl-Bien, &
Schermerhorn, 2018). In the case study of West Coast Transit, this stage was evident when Pete
Denson, as a team leader, got three the other managers together to define the group task and
objectives. After forming, storming is the next stage that includes high emotionality and tension
Running head: WEST COAST TRANSIT CASE
West Coast Transit Case
Grand Canyon University: MGT-420
West Coast Transit Case
, WEST COAST TRANSIT 2
CASE
The West Coast Transit company started in 2005 as a small charter airline. The company
emphasized convenient, affordable flights and reaching the customer’s needs. Employees loved
the company’s friendly and employee-centered culture. As the company grew, so did the projects
and goals. Employees were given very little time to support and complete the projects, and
complications regarding team dynamic, conflict, and motivation arose. In this paper, we will
discuss the criteria for evaluating team work, Tuckman’s five stages of group formation,
Schein’s behavioral profile roles, the types of conflict present, conflict management, task
leadership and maintenance activities, and individual motivational problems related to the case
study.
There are three main criteria for evaluating how effective teams/groups are. An effective
team has to provide an output that meets or exceeds the standards of stakeholders. The processes
need to be created such that they can help the team members work together effectively on current
and future projects/assignments. Finally, the entire team needs to have experience and the ability
to extend help to the team members in need. According to the document, the team members seem
to have only met as a formality. Posing as a group rather than working as a team. If they have to
work as an effective team they really need to get together on the same page and resolve the
conflicts with effective work.
Tuckman is known for the group formation model with five stages which are forming,
storming, norming, performing and adjourning. Forming is a stage in which members of a team
get to meet for the first time and are appealed to know the group task and goal (Uhl-Bien, &
Schermerhorn, 2018). In the case study of West Coast Transit, this stage was evident when Pete
Denson, as a team leader, got three the other managers together to define the group task and
objectives. After forming, storming is the next stage that includes high emotionality and tension
