Question

Case Study Three

Michael is a Black college graduate and the divorced father of a teenage son, Aaron, who attends a private school in the well-to-do suburb where they live. Michael is a brilliant loner. As a student, he made a habit of avoiding group assignments and group work whenever possible. At work, he prefers to stay to himself. If he has to work with others, he prefers projects in which everyone has individual responsibilities. Teaming with coworkers, he feels, slows him down and lessens the quality of his work. Michael readily points to examples of his work on groups. In some instances, the final product, he thinks, is not nearly as good as what Michael feels he is capable of creating alone. When he is not the group leader, Michael feels as though his talents are underutilized. Invariably, he gets assigned tasks that do not challenge him.
In addition, Michael largely avoids interacting with other employees after work. He does not dislike other employees; rather, he feels somewhat uncomfortable. At company picnics and parties, he has a difficult time finding common ground in his conversations with coworkers. His taste in music, food, and entertainment is clearly not the norm for this group. Because he is often one of only a few African-Americans at these functions, he feels "under the spotlight." Consequently, he relishes his time away from work, where he can be himself, play with his son, and relax.
Questions:
Michael's experiences at work illustrate obstacles to teamwork. What are these obstacles, and how do they interfere with teamwork?

Answer 1

Michael's experiences at work, such as feeling underutilized and uncomfortable in group settings, primarily illustrate obstacles like deindividuation and social loafing that interfere with effective teamwork, amplified by diversity and inclusion issues.

Step-by-step explanation:

Michael's situation illustrates several obstacles to teamwork within the workplace. First, there is the challenge of deindividuation, where individuals lose their sense of personal identity in group settings. This can be exacerbated for individuals from minority backgrounds, who may already feel overlooked or stereotyped. In Michael's case, feeling 'under the spotlight' as one of the few African-Americans during social functions adds to his discomfort and makes him prefer solitude. Moreover, social loafing could be another barrier, particularly given Michael's perception that group work dilutes the quality compared to his personal standards. His avoidance of group collaboration might also stem from experiences of groupthink, where a pursuit of consensus can override individuals' creativity and result in inferior outcomes.

Additionally, the lack of challenging tasks assigned to Michael indicates a misalignment of his skills with the responsibilities given in team projects. This misutilization contributes to his inclination to work alone, where he feels his talents are fully utilized. Michael's preference for individual responsibilities over collaborative ones might be influenced by his experiences of social loafing in groups, where some members contribute less than their potential, leaving him dissatisfied with the collective output.

Differences in tastes and preferences, as well as work-life boundaries, further contribute to Michael's avoidance of after-work interactions, which are often important for team cohesion. Hence, Michael's case is complex, involving personal preferences, social dynamics, and perhaps obstacles related to diversity and inclusion within his workplace.