For example I just recently had an intern assigned to me for the summer to work

For example i just recently had an intern assigned to

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For example, I just recently had an intern assigned to me for the summer to work on a specific project. The intern had certain tasks and after those tasks were finished the intern was supposed to hand it off to me to review and send off to our operators, which would then complete the project. The intern was briefed and taught to use the system and what to do with each task. At some point, management decided not to check on the intern for updates or to see if they had questions and eventually the intern lost motivation and direction to completing the project. This loss of motivation and direction promoted a loss in productivity, which meant I no longer had completed tasks coming my way to send off. I tried to motivate the intern with praise and feedback, which didn’t work because I am not a manager and did not have any say in who, what, when or how the project gets completed. When people on a team do not work as a team the project and goal suffer (Ashauer, 2012). Needless to say, at the end of the intern’s stint at my company the project was not completed. The intern is no longer there, with school beginning, however I am still on the project albeit without a team. I am to complete this project alone. If management had checked in with the intern and asked questions perhaps motivation would not have been lost and the project could have been finished before they left for school. Regardless, I now have the task of completing the project on my own and feel demotivated by having to do two people’s jobs when I feel it could have been a simple fix of communication by management. Also, perhaps establishing a hierarchy within the team as me being the lead would have helped when I did try to motivate the intern because it would have established me as an expert or a reliable resource for the intern to communicate with and take advice from. References: Ashauer, S. (2012). Making the Team: A Guide for Managers, 4th ed by Leigh L. Thompson. Personnel Psychology, 65 (3), 705–708. - 6570.2012.01256_1.x
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