You have been promoted to manager of a six-member team responsible for designing new IT services for the business. The idea the team is working on involves personal video streaming, which could take social networking and customer relationship management to the next level. The company wants to beat the competition to the market and wants to roll out this service within the next 60 days. If this target is met, you would personally earn a bonus of $100,000 and the project team would split $150,000 dollars. You are certain this team has what it takes to make the rollout date.

However, one of your star team members has recently become difficult to work with. She has made sarcastic comments to other team members, refused to productively participate in important team meetings, and been on the verge of insubordination in her conversations with you. Some of the team members have privately expressed their concerns to about her behavior. You have discussed your concerns with her on at least two occasions, and warned her she was becoming a disruptive influence in the work place. It's apparent this star performer no longer seems to care that her behavior is negatively impacting the morale and performance of the team. It is time you did something to address the situation. You will consult with the human resources department, but you have primary responsibility for taking action.

As the newly appointed manager for this team, what actions would you take, and why would you take those actions?