Olafson demonstrates that he is not capable of building an effective team due to his lack of experience. For example, he is not using some of the steps for building an effective team. He does not hire the appropriate people that the team needs. For instance, he hired Jeff Wadsworth to be the new marketing director and promotes Sabrina Hayes as the new construction coordinator. Both of these new employees have no experience in the DSL industry. Wadsworth fails to create satisfactory marketing plans while Sabrina Hayes has to become familiar with construction operations in order to perform her job. In fact, Chet Knowles, the director of preoperating systems does not agree with the decision of hiring Hayes. After he finds out about this, he urges Olafson to hire a more experienced person because she does not have the construction or equipment experience to manage the job.
Additionally, not staffing correctly can cause the …show more content…
It is evident that Olafson personal behavior is not inspiring team members to work hard and to get the job done. Therefore, Olafson should be clear in defining his expectations and work requirements when assigning tasks. This will eventually improve job performance and the quality of the work. Second, Olafson needs to publicly acknowledge good performance. In fact, he recognizes the hard work of some team members. For example, he was impressed by the way Sabrina Hayes was handling his new position as the construction coordinator. However, he tends to keep everything to himself, because he lives inside his head. Additionally, he can acknowledge good performance during weekly meetings. Lastly, Olafson should not blame the team or team members when problems arise. He usually always confronts Anderson because he’s constantly blaming him. Olafson doesn't realize that by doing this he is reducing the job performance of the team