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. The case study is about the process of team working and processes to be followed to understand your peers and constructively work with them. Case Questions: Henry Tam and the MGI Team 1. a) What is your evaluation of the MGI s team processes? b) What were the root causes of the problems?.

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While Dav, commented that the program needed technological help, the design of the software game was excellent. He stated that he is not very aggressive in group conversations.

My recommendation would be to bring in kgi one from the outside who has industry expertise. However, the differences between the team members became a liability to the group without a leader henrry channel the conflict into productive, functional conflict rather than dysfunctional conflict. 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. Fill in your details below or click an icon to log in: From a management and leadership perspective Alex believes MGI lacks organization.

The task was to create a business plan, however the team did a poor job of assigning roles twm each member to complete and their brainstorming sessions were led in a disorganized manner.

In our opinion, we th that if the MGI team members caae come together with a strong sense of consensus and commitment for its team. The five stages are, forming, storming, norming, an, and adjourning. The possible fault line that could divide the team is a serious factor when determining if this is a viable team.


The structure of the MGI team is a task group formed to deal with the specific task of writing a business plan for the company. It lacks the organizational structure of a command group with specific reporting relationships. How about make it original? In the norming stage, the group usually starts to work together, conflict is reduced, and team confidence increases. Without a leader, the team struggled with developing credibility and influence among team members and establishing a motivating vision.

An Analysis of Henry Tam and the MGI Team

The clinicians and business office types formed two sub-groups which represented their separate interests. It was a complex dynamic. The team may be able to develop a business plan that garners a degree of support from outside funding, but without the vital knowledge to break into the highly competitive entertainment market, the effort will likely go unrewarded.

About the Author Jeffrey T. The group failed even to draft the first paper when the deadline was approaching pg.

As the case unfolds, here is what we learn: Sorry, but downloading is forbidden on this website. Sorry, but copying text is forbidden on this website. Cite View Details Purchase Related. In the final adjourning stage, due to the disagreements between group members, the task of completing heam business plan was not accomplished in the allotted timeframe.

Although the team differed in meeting style ideas, it was important to stay goal focused with the business plan deadline rapidly approaching.

Also, I worked as an Annd Officer for a regional bank, a pharmaceutical company, and food processing company. In this instance, it causes the team not to henyr as effective as they otherwise would. For example, he views Igor as someone who possesses great charisma, but is incapable of articulating tram to do with the business.


The three founders were not only long time friends but also immigrants to the US from the former Soviet Union. Ensure activities are put in place to develop new skill sets and to enable continued personal and career growth.

Their poor communication resulted in-group conflicts and lack of cohesion as a whole. Alex also felt in the second meeting that the group was very unorganized. The team begins to form a culture of its own.

Henry Tam/MGI Case

This means that the team members do not come together and support change to enhance their productivity. Dana adds a critical perspective by noting that MGI should take a short term and long term viewpoint. How to cite this page Choose cite format: 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.

It has th many weeks since the group wanted to come up with a business plan. Henry Tam, the only American, rounded out the initial team.

In ghe to advance the group, we recommend that they make changes in their strategy to form the cohesion in their group. By doing so, tensions or discomforts would have been much lower among the team. Members also brought either musical or business oriented skill sets to the team. Team work requires both independent work and team collaboration.

Dana, Henry, and Sasha all had a backgrounds in business.