Free Essay: Henry Tam and the MGI Team Case – Main Managerial Problem On the surface, the seven-member MGI team which comprised of Henry Tam and. Sep 7, Henry tam at mgi team. 1. 1 Prepared By: Dhiraj Meher Gennia Qasimi Raghav Kapoor Amit Chauhan Sheoli Bhattarcharya; 2. Evaluation. May 2, Executive Summary Henry Tam faced a difficult challenge as he began his business plan project with Music Games International (MGI).
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Notify me of new comments via email. Menu Skip to content. 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.
Henry Tam & the MGI Team by Samuel Pearson on Prezi
He has to step in texm 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 andd. 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.
Henry Tam Exhibit 1: 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. For example, the case states that: 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.
It was a complex dynamic. All of us were happy to be working together and we were motivated, but certain allegiances cropped up, basically around HBS versus the Russians.
Henry Tam and Mgi Team
Also, knowing how to manage agreements and disagreements will help the team to produce better performance among its task and interpersonal ajd. 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? 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.
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. Alex tried to convince and reduce Dana frustration from the thought of time was being wasted He tried to explain the difference in mentality. 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. This stage is an initial entry of members to a group. 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. After the group is formed, the team culture and informal relationships among members must be developed pg. 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.
Henry Tam & The MGI Team
Sasha should try to accommodate his needs regarding group meetings and group activity. This is a period of high emotionality and tension among the group members. 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. Sasha seems to be much Anc 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 myi no clear leader; whoever had the most energy at the time provided leadership pg. This stage of development represents the highly effective and efficient team functioning.