The core issue will be mentioned in the report is the new employer, Jane has an

interpersonal conflict with the high performer, Andy. Although he has the greatest
sales rate, he has low co-operational skills to work in a team and serious personal
conflict. As a manager at TechniCo organization, Jane is lack of authority and
decisive to manage the team issues and leads to the team has little effectiveness.

As Andy displayed some inconsiderate matter in the group, it can be viewed that he
has low emotional intelligence and aggressive personality. By using the five model of
personality (Lecture notes by Chris Jackson), we notice that Andy has neuroticism
and low agreeableness. Therefore, Andy’s inappropriate actions can easily destroy
the team’s unity without any punishments from Jane. Jane can establish several
disciplines for her groups to rectify the leadership and detailed analysis of Andy’s
personality to solve the problem. Also, Jane might use Andy’s personality integrity
test (Lecture notes by Chris Jackson) to analyze his characteristic in order to make
specific training for him to improve emotional intelligence and avoid individualism.
Even though Andy has serious interpersonal conflict, Jane should gather the whole
group members’ trait and information to build up solidarity and efficient performance.

On the other hand, Jane is unable to use her power and authority to define the
group’s expectation and strategic management. This can be shown that she
frequently sends emails to Rick and lacks the courage to stop Andy’s dismissive
behaviors in the opened meeting. Therefore, we can find that Jane has no guidance
and low extraversion for the current situation and leads to the problem of leadership
ineffectiveness. Leaders' background, experience and personality have a huge
impact on shaping employees' behaviors in order to form a forceful leadership
management. To solve the problem, Jane should analyze the group’s strengths and
weakness to identify the group’s goal and expectation. Further, Jane should be more
assertive on positive behaviors and use the authority to create her own hierarchy and
directly control the group members’ conduct effectiveness. As a result, Jane is able
to maximize the job satisfaction with the fellow employees through lessening the cost
on environmental, such as work roles.

In addition, Jane and other colleagues need to address their attitude and the
organization should support the staff’s work and effort in order to improve job
performance and commitment. Although Andy treats other colleagues rude and
impolite, he has a great effort on his job. As (Ng et al., 2006) concludes, opportunity
for learning and management communication, such as information about
organization procedures or group success have huge impact on predicting
employees’ organizational commitment. For example, Jane might arrange a specific
task for Andy and give a chance to him to show his sales skills, but Jane will use her
authority to mentor his working style. Moreover, Jane needs to recognize each
member’s role and make them understand their responsibilities and job achievement.
This process is important because it might make the employees’ attitude into a
positively forward through the changes in behaviors. Therefore, Jane and the
organization can give them reward to encourage form the members together and
maximize their professional knowledge in order to avoid the managerial blind spots.

In conclusion, Andy has low emotional intelligence but high-performance standard.

Jane needs to carefully follow-up his record and reinforce her assertive and
extraversion personality.

Reference List:

1. Canaan Messarra, L., Karkoulian, S. and El-Kassar, A. (2016). Conflict resolution

styles and personality. International Journal of Productivity and Performance
Management, [online] 65(6), pp.792-810. Available at: https://search-proquest-
com.wwwproxy1.library.unsw.edu.au/docview/1798625657?accountid=12763.

2. Canaan Messarra, L., Karkoulian, S. and El-Kassar, A. (2016). Conflict resolution

styles and personality. International Journal of Productivity and Performance
Management, [online] 65(6), pp.792-810. Available at: https://search-proquest-
com.wwwproxy1.library.unsw.edu.au/docview/1798625657?accountid=12763.