Henry Tam and Mgi Team

The third founder Alexandra ( sash) Compelling) is a 1987 MBA graduate from HOBS. Other MGM members include Dana diddley (HOBS MBA student), Dave Clark (MIT graduate student), and Alexandra Jan Sarasota (Boston Berkeley College Music Business Management and Music Production and de bless student). The founders atomic number 18 all Russians who ar trying to create, produce, and sell a ludicrous computer-based music game where through the game play user hatful both learn and enjoy music. Within a short quantify frame these diverse members assembled to compose a stage occupancy plan for the society. Megs Founders think.The reaping should be marketed as a game and ant to focus on the entertainment market while the HAS student cerebrates it should be marketed toward the education industry. Also, the aggroup up up struggles to identify their responsibilities, define their roles, make decisions together, and resolve conflicts. Arguments and tension burst outed to build as th e police squad produced a variety of ideas about how to promote their ingathering, but had obstacle agreeing on which ideas to pursue. The team had very little supremacy in working together. Discussion MGM appears to be an excellent corporation and their softw ar music crossroad seems to exact great potential.In addition, the team is comprised of diverse members who share a steady commitment to the Business, and the founders of the company fuddle a strong passion on their return. To completely understand MGM and stick out recommendations as to working effectively, we will start by analyzing the Issues that MGM has experienced. There are numerous issues building within the MGM team from the very start. Provided below is a breakdown of our understanding of MGM and its internal issues. * The MGM founders ( sash Compelling, Igor Toothache, and papistic Yak) are all Russians whose vision is to target their product towards the entertainment industry.The HOBS students believe that the product has a greater chance of success towards the education industry. This indicates that at that place is a strong disagreement in terms of the companys vision for the product between the founders and HOBS students. * The product Just missed a Christmas holiday season. The founders believe the product lacked a focus on sales. This is a swooning sign the MGM team ineluctably skills to appropriately promote their product. * There are various differences between the MGM founders. Igor and roman are from Ukraine.Theyre both creative and established world(prenominal) musicians but lack business skills. Sash is from Russia and is considered the primary business soulfulness be have he is a college graduate wit n Dustless acumen Ana adjustment Skills. Messs student team Includes hydrogen Tam (HOBS MBA student with experience in investments) Dana Seaman (HOBS MBA student with experience in banking) Alex Jan Sarasota (Boston Barley College Music student) and Dave Clark Co ins the team in the third meeting and is an MIT graduate student with experience in software development and music). atomic number 1 and Dana believe Sash has a purpose to Jump from ideas to ideas, and seems un take in. Also, Sashs resume indicated that he has limited accomplishments since he has Jumped from industry-to-industry. * The MGM founders share a different viewpoint for the HAS students. Igor considers Dana and Henry a critical part of Megs success while Sash is thinking of the students as interns. Henry and Dana see themselves as creating a business plan. Theres a clear conflict with role establishments and expectations. * A new student Alex is added in the second meeting.Alex has experience in music, has worked with Megs founders in the past, and has an understanding for business. According to Alex, MGM has a great product UT the company lacks in organization. * As the group continues to meet, prejudices toward one and a nonher are formed. Dana sees Sash as a salespers on and believes that attractionship is needed from within MGM. Roman and Sash believe that Dana has a very broad view of things. Sash lacks in interpersonal communication skills. Alex sees Dana as aggressive and strong-minded. * Dana and Sash had constants disagreements.Anything that Dana would put in Sash would reject. * In the third meeting, Dave was introduced. Dave also Joined MGM to represent the company at the MIT Business Contest. Dana and Henry were unconcerned by the recruitment of Dave and make them question whether MGM was using the students to get into the business contest. * At the third meeting, Dana and Henry presented their ideas that outlined the work completed to date. Igor and Roman were impressed by the founding but Sash expressed frustrations and felt that he is being estranged by the group. Dave believes the group is impacted due to the cultural differences. Alex believes the people are from different experiences and skill levels. * Alex is somewhat a media tor whos got music skills which are similar to Igor and Roman however, he is close to Dana and Henrys age. Alex views the major difference or point of conflict as that between the creativity of Igor and Roman and business sense of Dana and Henry. * As the team progresses, issues regarding how to market the MGM product arise. afterward compiling a heavy amount of research data, Henry and Dana believe they should market the product to teachers and education market. However, according to Roman, education market is small in similitude to the entertainment market. Additionally, Sash feels that they would set themselves for a failure since they have no interest in the education market or have the experience. But, Henry thinks it would sufficient to start off with the education market since Megs product is in development and MGM should consider a shorter and long-term viewpoint. There is no clear loss leader. Per Henry, the leader was that person who at the time had the most energy to portray to an issue. Based on our observations of the case, we believe the team had good debates about the vigilance of the company but they were disorganized, unstructured and did not lead any concluding result of plan. At the end of the day, the team was surely behind enumeration in development of the business plan. Henry and Dana were the mainly contributing to outgrowth tender were no Inhalations AT work contributed Trot toner team members. The team did not work well together.They had conflicts, frustrations, and tension among each other. Also, the team members did not share a common goal. Dana and Henry cherished to test their abilities for the HOBS contest, so their goal was to develop business plan in time for the competition. The MGM founders wanted to develop their vision into a viable business. Alex was assisting MGM market the game, and Dave was pulled in at the last minute as focal point to participate in the MIT business contest. MGM did not divide the task into s ub tasks there seemed to be a main group and subgroups with no integration.Additionally no team leader was officially appointed or nobody was empowered to define the role structure, the decision- devising process and assessing team performance. We also feel the team did not go along time developing a good working culture from the start. Recommendations After directly observing the companys internal issues and based on our analysis, we provide the spare-time activity recommendations for Henry and the MGM team * The very first thing Henry take to do is to volunteer to serve as a team leader for MGM.MGM is n need of a transformational leadership and this is the style, which is the most appropriate for Henry. A person using the transformational leadership style has competencies such as integrity, sets clear goals, clearly communicates a vision, expects the best from the team, encourages and supports the team, provides stimulating work, and helps people see beyond their self-interes ts and focus more on team interests and needs (Leadership Styles, 2011). Transformational leaders are exceptionally motivating and theyre trusted (Leadership Styles, 2011).When your team trusts you, and are enthused by the way you lead, one can achieve great things. Observing Henrys behavior passim the case and MGM circumstances, he appears to be trustworthy, enthused about the MGM product, confident, good listener, passing analytical, and remained soothe throughout the meetings. Most importantly, all the members of MGM team seem to like him and have demonstrated respect for Henry. We believe he would be a suitable leader hence, he needs to volunteer to serve as the MGM leader.A leader is an important function of management which helps to maximize efficiency and to achieve organizational goals. Having a leader at MGM will help in communicating policies and plans to subordinates from where the work actually starts. A leader will motivate the employees, provide guidance, create co nfidence, and help in building a work milieu (Importance of Leadership, 2011). * We strongly advise and recommend that the members of the MGM team learn about transmutation management within workplace since the MGM team was compromised of people from different cultures, backgrounds, and experiences.Having a good understanding of diversity is quite crucial to Megs success. Most palmy teams and managers, deal with multicultural challenges in one of four ways adaptation, structural intervention, managerial intervention, and exit (Brett, Bear, and Kern, 2006). Adaptation involves ack promptlyledging cultural gaps openly and working most them (Brett, Bear, and Kern, 2006). Structural intervention involves changing the shape or makeup of the team (Brett, Bear, and Kern, 2006).Managerial intervention is setting norms early or bringing in a higher-level manager (Brett, Bear, and Kern, 2006). Exit involves removing a team member when other options have failed (Brett, Bear, and Kern, 200 6). Also, it would be extremely Dentally Tort Henry to Locus systematically WI TN Dana now to acclimatize to saunas style in order to avoid conflicts. Henry needs to identify norms and values for the team. Their decision making process was extremely slow. mortal would always oppose whenever the team was about to come to a decision.This would cause the process to start all over again. Henry would benefit by setting deadlines on tasks, defining each members role and contributions, and utilizing a balloting system for decision-making. Utilizing the egalitarianism value system would be quite beneficial. egalitarianism is a moral principle. It is the belief that all people should be tinge and that values should be split evenly (Importance of Philosophy, 2011). Time management is highly needed. Henry needs to write the meeting objectives prior to starting every meeting.