Question.5425 - Case Study AnalysisHenry Tam and the MGI TeamCase Study Analysis InstructionsInstructionsMountain Standard or Mountain Daylight Time), submit a persuasive, well-constructed written case study analysis. The case study analysis should clearly state your position, include supporting evidence from the case study, and demonstrate your mastery of the material by appropriately applying concepts from the reading assignments. The case study analysis should be at least 600 words, but no more than 750 words, in length. Please include the word count as part of your written case study analysis. Use proper grammar, spelling and punctuation. Please include your name on the assignment.Grading of AssessmentGrading will be based upon the attached rubric below. Refer to this grading rubric in preparing your case study analysis assignment.Please note that the grading rubric is divided into the following sections:Quality of Response (25 points)Application of Principles (50 points)Clearly Stated Course of Action (15 Points)Grammar, Spelling, Punctuation and Including the Word Count (10 Points)Descriptions of each of these four sections are provided in the grading rubric. The written case study analysis will be worth a maximum of 100 points. Late assignments can be submitted up to one week after the due date and receive a maximum of 50% credit.Background “The problem with teamwork is not that it is difficult to understand, but rather that it is extremely difficult to achieve when the people involved are strong-willed, independently successful leaders. The point here is not that teamwork is not worth the trouble, but rather that its rewards are both rare and costly. And as for those leaders who don’t have the courage to force team members to step up to the requirements of teamwork (i.e. The Five Dysfunctions of Teams and The Role of the Leader), they would be wiser to avoid the concept altogether.”Lencioni, Patrick M. "The Trouble with Teamwork." Leader to Leader, vol. 2003, no. 29, Summer2003, pp. 35-40 “The word team gets bandied about so loosely that many managers are oblivious to its real meaning—or its true potential. With a run-of-the-mill working group, performance is a function of what the members do as individuals. A team’s performance, by contrast, calls for both individual and mutual accountability. Though it may not seem like anything special, mutual accountability can lead to astonishing results. It enables a team to achieve performance levels that are far greater than the individual bests of the team’s members. To achieve these benefits, team members must do more than listen, respond constructively, and provide support to one another. In addition to sharing these team-building values, they must share an essential discipline.”“The first step in developing a disciplined approach to team management is to think about teams as discrete units of performance and not just as positive sets of values. Having observed and worked with scores of teams in action, both successes and failures, we offer the following. Think of it as a working definition or, better still, an essential discipline that real teams share: A team is a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable.”Katzenbach, Jon R. and Douglas K. Smith. "The Discipline of Teams. (Cover Story)." Harvard Business Review, vol. 83, no. 7/8, Jul/Aug2005, pp. 162-171 Assignment What should Henry Tam have done differently during the team’s development to have achieved a more effective, high functioning team? Clearly state which two (2) principles from this module Henry Tam should have employed, providing at least three (3) specific examples (courses of action) that demonstrate the application for each of the two principles.(Please see 'Kirby's Guidelines and Tips for the Case Study Analysis' (in Module 1) for additional details on the structure of the Case Study Analysis, application of principles, and the course of action (specific examples). Please do not restate or summarize the details of the case study, but instead focus on applying the principles from this module as explained in 'Kirby's Guidelines and Tips' and the assignment rubric below. See the Objective section of the Module 4: Overview - Teams page for a list of the main principles in this module.)
Answer Below:
Case xxxxxxxx Henry xxx and xxx TeamMGMT xxxxxxxx People xxx Organizations xxxx Study xxxxxxxx Henry xxx and xxx MGI xxxxxxxxxxxxxxxxxxxxx Tam's xxxx in xxx MGI xxxx brings xxxx focus xxx challenge xx composing x high- xxxxxxxxxx team xxx managing xx within x complex xxx dynamic xxxxxxxxxxx The xxxx was xxxxxxxxxxx with xxxxxx qualified xxxxxxxxxxx with xxxxxxxxxxxxx skill xxxxxxxx though xxxxx in xxxxxxx well-defined xxxxx and xxxxxxxxx leadership xxxx lacking xxxxxxxxxxxxx and xx further xxxx the xxxx effective xxxxx should xxxx introduced xxxx Roles xxxxxxxxxxxxxx Behavior xxx Mutual xxxxxxxxxxxxxx Katzenbach xxx Smith xxxxx would xxxx given xxxxxxxxx collaboration xxx responsibility xx the xxxx members xxx their xxxxx Principle xxxx Roles xxxx Why xxxx roles xxxxxxxxx what xx expected xx a xxxxxx in xxxxx of xxxxxxxxxxxxxx and xxxxxxxxxxxx to xxx team x team xxxxxxxx special xxxxx should xxxx complement xxxxxxx areas xx expertise xxxxxx defined xxxxx or xxxx duplication xxxxxxxxxx inefficiency xxxx fosters xxxxxxxx and xxxxxxxxxxxxxxxx In xxx MGI xxxx undefined xxxxx led xx repeated xxxxxxxxxxxxx without xxxxxxxx results xxxxxxxxx between xxxxx and xxxx and xxxxxxxxx over xxx should xxxx the xxxx How xxxxx demarcation xx leadership xxxxx needed xx have xxxxxxx defined xxxxx of xxxxxxxxxxx among xxxxxxx Dana xxx the xxxxxxxx of xxx For xxxxxxx Sasha xxxxx be xxx in xxxxxx of xxxxxxxxx Igor xxx Roman xx charge xx product xxxxxxxxxxx while xxxxx and xxxx were xx charge xx the xxxxxxxx strategy xxxx would xxxx avoided xxxxx tussles xxx smoothed xxx workflow xxxxxxxx Decision-Making xxxxxxxxx Other xxxx debating xx length xxxxx strategic xxxxxxxxx to xx Henry xxxxx actually xxxx provided x framework xx decision-making xx may xxxxx the xxxxxxxx decision-making xx product xxxxxxxxxxx matters xxxxx he xxx Dana xxxx out xxxxxxxxxxx the xxxxxxxx plan xxxx would xxxx them xxxx entering x completely xxxxxxx conflict xxx help xxxx stay xxxxx on xxxxx Playing xx Strengths xxxxxxxxxxx The xxxxxxx had xxxxxxxxx individually xxx it xxx not xxxxxxxx appropriately xxxxx could xxxx capitalized xx the xxxxxxxxxxxx of xxxxxx financial xxxxxxxxx Sasha's xxxxxxx in xxx industry xxx Igor's xxxxxxxx vision xx recognizing xxxxx resources xxxxxxxx and xxxxxxx for xxxx effective xxxx delegation xx that xxxx would xxx waste xxx more xxxx arguing xxxx frivolous xxxxxx Principle xxxxxx Accountability xxxx Why xxxxxx accountability xxxxxx accountability xxxxx the xxxxxxx of xxx team xxxxxxxx responsible xxx accomplishing xxx goals xx the xxxx Individuals xxxx themselves xxx one xxxxxxx accountable xxx the xxxxxxxx of xxxxxxx The xxx team xxx missing xxxx discipline xxxxxxx all xxxxxxxxxxxxx and xxxxxxxxxx ended xxxx no xxxxxxx and xxxxxxxxx were xxxx missed xxxxx was xxxx a xxxxxxx division xxxxxxx the xxx students xxx the xxxxxxxx of xxx How xxxxxxx Clearly xxxxxxxxxx Performance xxxxxxxxxxxx Alternatively xxxxxxx of xxxxxxx debates xxxxxxxxx vision xxx marketing xxxxxxxx Henry xxxxx have xxxxxxxxx presented xxxxxxxxxxxxxxxxxxx goals xxx expectations xxxx relevant xxx dates xxxxxxxx include xxx resolution xx choosing xxxxx target xxxxxx will xx the xxxxxxx focus x within xxx week- xxx preparation xxx completion xx pertinent xxxxxxxx of x business xxxx with xxx weeks' xxxxxx Progress xxxxxxx schedule xxxxxxx progress-checking xxxxxxxx when xxxxxxx deliverables xxx due-for xxxxxxx each xxxxxx present xxx research xxxx was xxxxxxxx during xxx next xxxxxxx Henry xxx Dana xxxxx thus xxxx track xx these xxxxxxxx that xxx given xxxxxxxxxxxxxx had xxxx handled xxxxxx a xxxx period xx it xxxxxx Holding xxxx Other xxxxxxxxxxx Henry xxxxxx have xxxxxxx a xxxx culture xxxxxxx the xxxxxxx held xxxx other xxxxxxxxxxx constructively xxx example xx Sasha xxx resistant xx decisions xx if xxxx shut xxxx others' xxxxx too xxxx the xxxx members xxxxxx have xxxx in x position xx confront xxxx issues xxxxxx instead xx allowing xxx conflicts xx build xx ConclusionUnclear xxxxx underdeveloped xxxxxxxxx for xxxxxxxxxxxxxxx and xxxx accountability xxxxxx many xxxxxxxx for xxxxx Tam xxx the xxx team xxxxx could xxxx used xxxx Roles xxx Mutual xxxxxxxxxxxxxx to xxxxxxx a xxxx more xxxxxxxxx time-saving xxx cooperative xxxx environment xxxxx would xxxx reduced xxxxxxxx conflict xxx smoothed xxx path xx decision- xxxxxx so xxxx member xxxxx make xxxx the xxxxxxx of xxx business xxxxMore Articles From MGMT 6100 Managing People and Organizations
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