Organizational Behaviour: Puck StopPRIVATE As a consultant brought in by Hannah and Mike to recommend a structure with roles and a communication system that would be competitive yet harmonious, one is challenged by the obvious fact that Mike and Hannah represent two factions of the group whose inputs are radically different. Thus, while both individuals may say they seek the same end, the reality is that Hannah and her faction of the team rarely suggest answers but Hannah is nonetheless concerned with losing points and encourages Mike’s faction – that suggests most of the answers – to integrate with her faction more so that her faction can more easily hear the answers provided by Mike’s faction. The Equity Theory of motivation provides an...The end:
..... sense of inequity among this group. Thus, while a “boundaryless organization” would resolve the dilemma over a chain of command, it also emphasizes the importance of open communication and coordination in the group. While these recommendations with regard to communication and organization would clearly enhance group interaction and understanding – with both factions coming to realize they regard the game differently – it is clear that the issue of motivation and equity is the primary challenge to be addressed in any recommendations. Thus, the incorporation of extrinsic rewards in the organization of the game at Puck Stop would go a long way towards remedying the inequity highlighted by Equity Theory, and developing a more harmonious team.