在本篇论文代写价格-团队成员之间缺乏沟通的案例分析中， 这个总体场景描述了团队成员之间缺乏沟通。不可否认的事实是，整个沟通策略回归到团队领导是适当的。但这并不意味着团队成员不会与他人交流。正如文献综述中提到的，团队成员之间必须加强、开放和定期的沟通(Twaronite, 2009)。从Anjana和Mike Duffy的陈述中可以看出，Wen和Yuchau缺乏沟通技巧。同时，这也描述了团队领导者的无能角色，他们忽视了无效沟通的后果，而无效沟通在团队合作中尤为重要。
This overall scenario depicts the lack of communication among team members. There is no denial in the fact that the entire strategy of communication to revert back to the team leader is appropriate. But this does not implicate that the team members will not communicate with another. As mentioned in the review of literature, there must be enhanced, open-minded and regular communication between team members (Twaronite, 2009). There were lack of communication skills among Wen and Yuchau as evidential from the statements given by Anjana and Mike Duffy. Also, this depicts the incompetent role of the team leader, who ignored the consequences of ineffective communication that is specifically crucial in teamwork.
A survey was conducted with the staff members of Dynamic Australia, to evaluate their attitude just after the occurrence of takeover. This survey was conducted for 50 employees with the completion of questionnaire.
Based on the survey conducted, it can be stated that the first reaction of employees was similar to what has been highlighted by a number of authors, the merger syndrome. This can be categorized by the reaction of flight or fight.
It has been recognized that some employees are showing aggressiveness and hostility, while some employees are being despondent and withdrawn. However, there is no denial in the fact that with the efforts of managing distress, certain situations can be invoked for directly dealing with the behaviour of employees.
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