SUMMARY CHAPTER 13

Bad apples is the term used to describe a person who have destructive behaviours n an
organization. In order to squash those negatives behaviour, it can be done by avoiding the
hiring of the bad apples in the first place. Get to know them by taking a different approach to
assessing candidates for jobs. Yet it is more secure to screen employees by see how they
actually do the job under realistic conditions. Also, consider evaluations from peers and
superiors and do multiple interviews. Bring candidates in for one or two days and give them
short job to accomplish would be the most effective thing. Beyond of this method, it is
important to develop a culture that doesnt tolerate jerks. The managers of the organizations
should spell out which behaviours are unacceptable in the organizations and act decisively
towards it. If the managers makers a hiring error, do expel the bad apple straight away. On the
other hand, if the bad apples are so good and excellence in their field and give profit to the
organization, its best to physically isolate the bad apple from the other members or workers
in the work place.

1) Using table 13.2 as a guide, which type of team do you think is most likely to be affected
by bad apples ? Discuss your rationale.
Type of team is most likely to be effected by bad apples is work team.Work team
which engage in collective work requiring coordinate effort, are four type which may be
identified according to their basic purpose: advice, production, project and action.
What the bad apples? Bad apples distract and drag down everyone, and their destructive
behaviors, such as anger, laziness, and incompetence, are remarkably contagious. Roughly, 5
to 15 employees in sectors were affected by the presence of one negative members. Smaller
group also require were interaction among members and generally are less tolerant of
negative behaviors. Studied shows that they actually performed 30% to 40% worse than
teams without these toxic types.
So, bad apples also can give big effect to company like company can not achieve their goal,
can cause the company achievement fall and can be effect to others workers.
Because of that, as a leader, they must avoid hiring someone bad apples in first place. They
can use more effective ways to avoid bad apples when wants hiring someone like bring
candidates in for a day or two and give them a short job to accomplish, learn about
candidates personality and others.

2) How would bad apples affect each stage of the group and team development process?
Explain.
At the first stage which is forming, bad apples will distract the group from get to the
goal of the stage by being the depressive pessimist. This person will complain about how
boring the project that the group are going to work for. At the second stage, the bad apples
most likely going to ignore the responsibility about the group members role in order to
achieve the goal. Also the bad apples intend to not give any commitment or show some
maturity. He or she will convey feelings of whatever and who cares. At the norming stage
where the conflicts should be resolved and unity and harmony is emerged, the bad apples
will affect the group and team development process by being the irresponsible. He or she will
being late when it comes to the meeting, do not follow the flow of the projects processes or
be the one the spoil the harmony by being disrespect to others roles and refused to work as a
team. At the fourth stage, the bad apples arent going to do the job given properly and
refused to give the best performance of his role. The bad apples also affects this performing
stage by not concentrate on solving the problems that they are facing. At the very last stage
which is adjourning, the bad apples will just ignore the other members right after they
finish the project that they are assigned for and will not feel compelling sense of loss. He or
she will not show up at the parties or award ceremony which to celebrate the successful of the
project since he or she fee its not their matters anymore.

3 ) Which of the characteristics of high-performing teams would be negatively influenced by

hiring bad apples ?
High performing teams always give the best to their job. They are very hardworking ,
focus , punctuality , cooperate and achieve the goal . But, part of these characteristics would
be negatively influenced by hiring bad apples. By hiring them, the performing of the team
can be ruin. For example , high performing team able to do short job to accomplish which is
show them that they are hardworking but when hiring them , they need a lot of time to
accomplish their job because of their laziness . Apart from that, high performing team always
give a cooperation which always give their suggestion but bad apples is incompetent.
They prefer to be silent and not give their opinion. So, they do not have a cooperation and
hard for them to make a decision. Characteristics high performing team which is always
focus would be negatively influenced by bad apples who are anger. That will cause them
lost focus because the anger would not help them to focus doing their job. For the conclusion,
hiring bad apples are very risky because characteristics of high performing team can be
negatively influenced by them and it hard for them to achieve their goal .

4) What are the pros and cons of the hiring process used at Pulse? Why does this process
potentially reduce the number of bad apples that are hired?
The best way to screen employees is to see how they actually do the job under
realistic condition. At Pulse, they bring candidates in for a day or two and give them a short
job to accomplish. The candidates are paid for their time.
The pros of this process are it will shows how the workers or candidates react in the
actual work setting. They are also can learn a lot about the candidates technical skills.
Besides that, they also learn about candidates personality and habits either they are the good
employees or bad apples. After that, bosses can how the workers decide to deal with day to
day setbacks. Lastly, the bosses can describe is the candidates is the type of person who is
easy to work with. The cons of this process are they have to pay the bad apples for the day
of work.
This process is potentially to reduce the number of bad apples that are hired because
with this process, they can identify what kind of candidates that they hiring either the
candidate are the best one or the bad apples in company. So that they can make initiatives
either to give them some advice or firing them before they ruin the performance of the team
or an entire organization.

5) Do you like approach used to handle the deeply skilled and incredibly nasty engineer
described in the case? Explain your rationale, and describe what you might have done
differently.
I like to approach used to handle the deeply skilled and incredibly nasty engineer in this
cased. This is because bad apples worker may causes all of the team work going down.
First, multiple rounds of interviews. This is important for a number of company
representatives to be involved in the decision-making process. For example, Akshay Kathori
and Ankit Gupta approach this method. But, the most effective thing is to bring a candidates
in for a day or two and give them a short job to accomplish.
Otherwise, change the organisations culture and procedures. Organizational culture
empowers and challenges companies in todays business world. Culture is defined as the
collective mind-set or 'the software of the mind'. A culture that supports strategic and
operational goals can fuel performance and spark innovation and differentiation. Consider
Robert W. Baird & Co., a financial-services firm that has won praise as a great place to work.
The company is serious and successfully creating a culture where disrespect and selfishness
are unacceptable.
Sometimes, organization does not remove a bad apples employee. Maybe the person is an
important employee for the organization beside his bad personality. Leaders might try to
motivate, coaching, warning and incentives to curb the toxic employees behaviour.
But I think, bring in outsiders for new perspectives are also necessary. Without new blood
organizations can become inbred and resistant to change. This is why managers often bring in
outsiders, people that from different unit of the organization, new hires from competing
companies, or consultants. With their background, attitudes, or management styles, these
outsiders can bring a new perspective and can shake things up.