I will provide it by email

¶ … Goldberg, Silverman, Weinstein, Kantor, & Company Chartered Accountants can be considered a crash course in team management. Stan Weinstein's team has not been able to perform due to team management issues at one level and overall management and HR issues at the next level.

Team or Group: A Cross-Functional Team is formed when people with varied levels of skills, experience, backgrounds or departments are brought together for to accomplish a task as in the case of Stan's team. An important consideration here is the understanding of the difference between the team and the group. All teams are groups but not all groups are teams. A group is the mere assembly of people brought together while team members come together for a common cause and mission. The key difference between a team and a group is performance and not play or camaraderie. It is good that Stan pays around with his team and they all get along well with each other but the main purpose that is performance seems to be missing from the Stan's team. A group's performance depends on what the individuals in the group are doing. So, the efforts that individuals make with respect to their common goal combined together make the product of the team.

When employees work as a team or work group they are also responsible for the numbers they are contributing and the targets they are achieving. They become responsible for numbers because they monitor and follow output and try to find out ways to improve it. If they fail to achieve targets work group members can work together to resolve the issues. However, in case of Stan's team the work is backlogged and there is a problem of billing. "Today's cross functional teams combine talent, opinions, turf issues, problem solving, decision making and thinking (in and out of the box)" (Pawlak 2005).

One important thing that Stan & Paul can do is transform their group into a team. The transformation however, is not easy and this shift cannot happen quickly. Members will have to redefine their individual goals in connection with their collective goals as a team. They will also have to seek new working relations only with respect to their goals. Stan would also show difference in stance and inculcate in him the elements of tough love rather than a leader with whom everyone is happy but fails to deliver the goods.

Satisfaction & Dissatisfaction: Management theory tells us about the 'satisfaction & dissatisfaction' concept according to which the physical and basic working conditions help employee ward off dissatisfaction. Once dissatisfaction is averted employee satisfaction is only possible when they given challenging work and are empowered to make decisions. The partnership firm seems to be at the first level when it does not even let employees be in a situation where they can turn away the dissatisfaction. The working condition for general employees is not good enough as audit staff shares a common pool of desk on a 'first come first served' basis and secretaries occupy inner offices with no windows. Such glaring examples of inequality and poor working conditions demand the basic level of management. The empowerment and other such issues could only come at a later stage first management must ensure reasonable working conditions for all employees.

HR Issues: Apart from the major problem of team management there are many HR and management issues that should be tackled by the partners at Goldberg, Silverman, Weinstein, Kantor, & Company Chartered Accountants.

Performance-based Policies: Legislation related to equal employment, equal pay etc. can be considered landmark events in changing the working practices in organizations. These laws affected all HR activities like planning, recruiting, selection, placement, training, compensation, performance appraisals etc. these laws made people working in organizations realize that if they put in their efforts then everyone has equal chance of getting recognition for his or her performance. In this scenario management the main change that management can bring about is the policy of rewards or punishments on the basis of performance only. These policies will give new direction to the organizations. The work environment will improve considerably and so the efficiency of personnel and overall organizations will also improve drastically.

Conflict Management: There are always differences in people's opinions and these differences result in conflict which can be seen in management policy as well as approach towards different employees and workgroups in this partnership organization. Inequality and highhanded mannerism of the top partners in the firm is enough to breed conflict within the organization. 'Compensation for partners was as secretive and mysterious as everything else about them'. In this organization, Conflict management is one weak area where the organization needs improvement.

Diversity: Diversity is another element of modern HR practices conspicuous by its absence in this organization. "Except for the office staff a great majority of employees are male. All of the partners and most of the employees in the firm are Jewish." Today most organizations work to get the benefits out of their diverse workforce. The presence of minorities, people belonging to different religious, ethnic and social backgrounds add value to the overall work experience. If used productively such a diverse workforce can do wonders for an organization. Therefore, success of the business today depends on the skill of leaders related to the management of diversity and hence this organization should also look in this area.