HENRY TAM AND THE MGI TEAM PDF

Please Sign Up to get full document. However, as we will see in this paper, interpersonal dynamics, a lack of clear leadership, resulting in unclear team goals and individual roles, and a lack of healthy group norms, contribute to an ineffective team process at MGI. With the deadline less than three weeks away and the team without even a first draft of the business plan, Henry is certain that the team would not meet the deadline if it continued to function as it had so far. It seemed to me that Sasha saw our role as business plan writers, specifically for the contest, whereas Igor understood the need for us to help with vision and strategy.

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The root of the problem is that the company culture is not adaptive. This means that the team members do not come together and support change to enhance their productivity. In this instance, it causes the team not to be as effective as they otherwise would.

During the course of the project, Henry encountered several difficulties. The group lacks an effective leader. He has to step in to establish better management of agreements and build unity and encourage collaboration through supporting, empathizing, and harmonizing. Finally, their group lacks greatly in having clear stages of development. He needs a clear understanding of the stages of group development.

In order to advance the group, we recommend that they make changes in their strategy to form the cohesion in their group. First, they need to overlook personality conflicts to facilitate agreement. A group of highly talented people does not mean guaranteed success. They must delegate tasks and be consistent in their decisions. Another recommendation is to establish a clear team leader to develop credibility.

This will allow the group to develop focus and influence, and motivate them to greater effort. Third, we recommend they set clear expectations and boundaries.

Doing so will increase efficiency and clarify roles and agendas. Finally, they need to establish meeting agendas to maintain focus. Their discussion styles are not effective, and this will allow better communication and help them to increase performance.

Leading Teams are defined by the text as the highly effective teams that are shared and motivated by its team members. MGI team members lack interdependence behavior. In contrast, each member are adherent to their style or behavior in their own way. At the meeting, he usually sat there with nothing to say. He stated that he is not very aggressive in group conversations. Alex also stated that Sasha has very strong ideas about things and is not open to others.

In our opinion, we believe that if the MGI team members should come together with a strong sense of consensus and commitment for its team. Team members lack to manage agreement and disagreement during the group conversations. All of us were happy to be working together and we were motivated, but certain allegiances cropped up, basically around HBS versus the Russians.

Also, knowing how to manage agreements and disagreements will help the team to produce better performance among its task and interpersonal relationship. Team members have failed to established clear goal to others. The goal that has been described here means the lack of explaining and giving direction from one to another. Thus, members in the group may get confused and unclear with certain actions arise. We were not even sure what we were selling. Was it a game? A service? A concept? She stated that team members had the right attitude, strong commitment, and hard work.

However, no on the team knew the right way to go, or how to decide what direction to take. In our view, team members should be consistently and effectively managing its goal by planning and establishing clear goal to each others.

By doing so, tensions or discomforts would have been much lower among the team. Team members have used commonality and reciprocity to others. This means that the team members expressed their views those are held in common with others, the others who receive the expression will be more likely to agree with the later statements. Basically, team members express their views to bring the team into harmony and agreeability. In our opinion, we think the team members did a good job of understanding and sharing their opinions or ideas to each others.

This concept is essentially vital for the development and stimulation of the relationship and interest among the team B. Advantageous roles are defined by the text as the powerful and interrelated of task-facilitating and relationship building roles among effective teams. Team members lack building unity and collaborations among team members. For example, the case states that: o Roman stated that Sasha and Dana had negative chemistry.

There was a lot of friction between them. Everyone was looking at our slides and forgot about Sasha. It seemed like we were getting buy-in from everyone except Sasha. As described earlier, team members lacked interdependence behaviors. From that reason, it also leads the team to the barrier of building unity and collaborations. Unity and consensus require a great deal of understanding and blending all different behaviors into one unique team behavior.

We believe that if MGI team members were more concern about its behaviors accordingly and consistently, the team would have been more productive and efficient in the performance. Team members have established strong supporting, empathizing, and harmonizing relationship.

Empathizing in this case shows that team members express empathy and support for others. Harmonizing in this case shows that team members mediate between differences between others to find the common ground in disputes.

They were important because they definitely knew better than any of us how to write a successful business plan, how the contest work and so on. He provided a lot of energy, but the exact same traits caused tension.

So his strengths could also be considered weaknesses if taken to the extreme. He stated that when she deals with musicians, she has to understand that their styles are very relaxed. Therefore, time will be likely longer to reach the agreement. Once again, the team engaged a strength aspect of empathizing, supporting, and harmonizing among the team.

MGI team is considered as intercultural team with its members from different cultures. Creating the environment of understanding and bringing each other into harmony will make the team members more energetic and comfortable in their work. They have come together in order to complete a task. If the dynamics were more positive, the outcome would be positive, as well. During this stage, individuals begin to identify with other group members and with the group itself.

Members are interested in getting to know each other and discovering what is considered accepted behavior in determining the real task of the group, and in determining group rules pg. Sasha expresses a little about the different characteristics of different group members.

Dana and Henry were the Americans and were looked as interns by Russian Sasha instead of team leaders. The team begins to form a culture of its own. The group really begins to come together as a coordinated unit. Alex acted as a mediator between the HBS students and the musicians. Henry and Dana, after a series of disagreements between their team members—tried to establish a process of choosing one alternative out of eight or ten divergent visions pg.

Sasha needs to be put on the same page with everyone. Sasha should try to accommodate his needs regarding group meetings and group activity. Hostility and infighting may occur, and the group typically experiences many changes.

This is the case with the incidents with Sasha. There is tension between him and the group. He is not fitting in as Henry would like. Roman and Igor are from Ukraine, whereas Sasha is from St. Petersburg pg. Sasha seems to be much Americanized as their preferences of languages suggest pg.

Sasha was very unfocused and always jumped from one idea to another. Sasha was someone that the team would have to work as a challenge in the storming stage pg.

Alex also felt in the second meeting that the group was very unorganized. Sasha, probably of his self interest to join the MIT business plan contest invited Dav without the prior consent of the team.

There was a lot of friction between Sasha and Dana pg. There was no clear leader; whoever had the most energy at the time provided leadership pg. Team members in this stage exhibit a sense of mutual responsibility and concern for one another as they carry out their work pg.

This marks the emergence of a mature, organized, and well functioning group. They are able to deal with the complex disagreements in creative ways. This stage develops when the group is mature. He expresses to have high standards for himself as well as for the group. Henry hopes that the experience would turn out to be worthwhile pg.

He was wiling to pursue the challenge if he had known the team better then. At the introduction of the case, Henry is described as a devoted, hard-working student. It may be presumed that for the most part, people would rather work individually because it is less complex when there is no need to compromise.

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Henry Tam and the MGI Team

The root of the problem is that the company culture is not adaptive. This means that the team members do not come together and support change to enhance their productivity. In this instance, it causes the team not to be as effective as they otherwise would. During the course of the project, Henry encountered several difficulties. The group lacks an effective leader. He has to step in to establish better management of agreements and build unity and encourage collaboration through supporting, empathizing, and harmonizing.

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Henry Tam & The MGI Team

The founders wish to market it as a game while the student team believes it should be used as an educational tool. However the team had little success working together due to individual conflicts, dysfunctional team processes, cultural differences, lack of organization and structure, lack of formal roles and norms, formation of sub-groups with no team integration, all resulting in an extremely anti-productive working culture. Most importantly, no leader was officially appointed to define the role structure, the decision-making process and assess team performance. The blend of creativity and business was the teams major strength but an asset not effectively utilized. It helped them to create a product which would definitely succeed if marketed and positioned effectively but the team was unable to merge their capabilities. A strong bond is visible between Igor, Roman and Sasha though from different backgrounds, which is important for team success. Such diversity and cohesiveness was an example for new members to act likewise, exhibited by Henry who developed a strong bond with the team.

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Henry Tam and MGI Team

MGI is a small entity led by three unique individuals two of which are considered accomplished composers. The third person is relied upon by the other two for his business savvy. Igor and Roman are known as accomplished musicians and composers; Sasha is a college graduate with business acumen and finance skills. This presents a conflict. They believe the problem was that Sasha did not focus on sales, but rather production and fund raising efforts. For Sasha they do not have the skill set to properly market their product.

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Henry Tam and Mgi Team Case Study Analysis Essay

How would you have evaluated the MGI team on paper that is, before their first meeting? Were the differences among team members a liability or an asset? What could Henry have done earlier to avoid the team s problems 5. At the end of the case, what actions could Henry have taken to increase the team s effectiveness 6. What is your evaluation of the MGI s team processes? What were the root causes of the problems? What were the strengths of the MGI team?

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