There are some key issues that need to be addressed to help your team with their problems. There seems to be variety diversity happening among the workers and their positions within Sun. This diversity exists from “differences in expertise” and can cause members to “identify more strongly with their cultural subgroup rather than the larger group”, resulting in division (Edmondson, A., & Roloff, K. 49). Additionally, members between teams are having difficulty getting along. This interpersonal conflict arises from “interpersonal incompatibilities and clashing personalities” (Hinds, P. J., & Mortensen, M. 292) which was clearly demonstrated when individuals from the Mumbai branch were insulted by Nick and refused to reach out to him in times of crisis. James, many people on the other teams also have interpersonal conflict with you. The French team is upset over their pay disparity, and everyone feels as though you favor the American team. We believe you need to publicly acknowledge your favoritism of the US team. Though you may not intend to favor any branch, you need to explicitly give power to each team equally. This could go into effect by holding bi-weekly check-ins between you and one team manager at a time. With this space, you could create an agenda of improvements and accomplishments that are distributed to the entire team, but also leave room for open-ended discussion. Overall, these changes can reestablish your connection with and dedication to the team as a whole.
