Part A. Analysis
1. Problems in Team Design
1.1 Team Diversity
Team diversity has been recognized as a challenging aspect in a group. However, it should be regarded as a double-edged sword. Although it contributes to the creativity and innovation by sharing different characteristics, the diversity creates the lack of team cohesion and performance (Horwitz SK & Horwitz IB).
In this case, the Furniture and bedding retail sales team member have race and gender diversity. Steve, as a team leader, has a potential sexist and racist. Therefore, the background and gender bias lead to a severe irrationality for Steve. Although all members make their best efforts to have a large exceed in sales target, they have been verbally abused or even threatened of losing job in private. Before members communicate at the 12th month, Sheila, Carmen and Mahmoud may complain about Steve’s unfair discrimination, because their works have not been identified. Therefore, they will not be active to develop contracts. In this way, team performance turns to decline a lot.

Also, members have different expectations for work.
Since Steve is ostentatious about his success, he cannot tolerate his reputation fade off by having less sales record in his group. Also, since he will have penalty of having sales volume below the target. Therefore, he enforces his members to increase the sales as much as they can without relaxation.
However, the other team members have different expectations with Steve.
Sheila, who is nearly retired and unbounded by the family pressure, would prefer a more stable in work without strong ambitions. However, she is quite unhappy with the unequal bonus principle in the group. That means she expects more about justice, which reflects equal of effort and rewards (Equity Theory).
Carmen prefers an enjoyable atmosphere in the workplace, although she gets the financial pressure by raising two children.
Mahmoud is more focusing on the financial benefit, because he is almost the only one to earn money among his big family.
Chris cares more about his performance and the appraisal by Steve.
The mismatch in expectations hinders the team performance. Less motivate people.

1.2 Poor Communication
Another aspect is the communication. It is asserted that communication is crucial for improving members’ motivation (Zorn, T. E., & Ruccio, S. E.). By foster communication, members can share ideas and create a sense of community, which will enhance the team performance (Gratton, L &Erickson, T.J). But in this case, there are two areas in lack of communication.
On the one hand, the furniture and bedding team is poor in autonomy about making sales decision.
Currently, Steve is a dictator for making team decision somehow. The extent of exceeding sales target Steve sets may not be suitable for this team.
Members cannot manage their own schedule for work. This kind of traditional leadership hinders the creativity of work.
This team should have the empowerment of having different voice in the decision-making.
Also, members cannot state their real opinions during the regular Monday meeting under some kinds of pressure.
Sheila and Carmen prefer the security and stabilize about their job. Chris tries him best to flatter Steve for having more opportunity for promotion.
Although Mahmoud, who was a refugee before, is quite creativity, he is inferior to share ideas with others, especially Steve has the background bias in somehow.

Another part is the feedback. It is important for leader to give feedbacks and suggestions to members, therefore, members will be educated how to improve for the next period (Hackman). However, in this case, Steve fails in giving feedbacks to members during the regular meeting, but blames them without respects. Hence, “…surprise, confused, uncomfortable…” arise from members. By the lack of communication, sales team performance becomes even worse as the sales target may not be reached. What we should know is that giving advices to each