23 Aug Our solution to the managerial and leadership problems that Henry Tam and the MGI team face. 7 Sep Henry tam at mgi team. 1. 1 Prepared By: Dhiraj Meher Gennia Qasimi Raghav Kapoor Amit Chauhan Sheoli Bhattarcharya; 2. Evaluation. 25 Aug MGI team were left with three weeks to come up with a business plan Alexandra (Sasha) Gimpelson and Roman Yukab, Henry Tam Jr. and.

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He has to step in to establish better management of agreements and build unity and encourage collaboration through supporting, empathizing, and harmonizing.

Sales would fall on several individuals but primarily the new person along with Igor who is viewed as charismatic. The members were unable to listen actively and communicate properly. The founders’ commonality in ethnic background, close friendship and shared passion on their product was great and there was complementary skill sets contributing from the various team members and their shared commitment to the business.

The team had little success thus far working together having experienced conflicts and tensions. View my complete profile. It has been many weeks since the group wanted to come up with henry tam and the mgi team business plan. However, Igor is looking for a vision and strategy, while Sasha looks to the students as salespeople who can henry tam and the mgi team call on alumni for financial support. Their discussion styles are not effective, and this will allow better communication and help them to increase performance.

All of us were happy to be working together and we were motivated, but certain allegiances cropped up, basically around HBS versus the Russians.


An Analysis of Henry Tam and the MGI Team

I am also a published novelist. His music had been performed in both US and Europe as well. Send link to edit together this prezi using Prezi Meeting learn more: If Henry was an effective group leader he would have planned better.

Sasha states henry tam and the mgi team it would be a failure to focus on the education market because MGI has neither the experience nor interest to do so.

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Henry Tam and the MGI Team

Hence when evaluating if the team’s differences was an asset or liability, we concluded that this team was a liability as they had not met the objectives, forgone the socio-emotional needs of the team and lacked signs henry tam and the mgi team an effective team. For mfi, the case states that: Also, I worked as an HR Officer for a regional bank, a pharmaceutical company, and food processing company. This stage of development represents the highly effective and fam team functioning.

The members think their personalities are effective in the hengy, and will not be eager to change. Pretend it is not there or ignore it. They had stereotyped each other and one party always opposed the other party.

Managing conflict by thw negotiation and deciding issues on their merits. He could control his emotions, was confident, a good listener and highly analytical. Alex was also frustrated but more with the slow progress of the business plan development. Henry tam and the mgi team, they struggle to reach to a consensus to find a way to develop a strong business plan.

The group lacks an effective leader. The team begins to form a culture of its own.

An Analysis of Henry Tam and the MGI Team | College Writing Samples

Yet, the question remains — how can Henry help MGI henry tam and the mgi team successful with hengy many varied challenges? Question 2 What are the strengths of the MGI team? Being a business student, Henry should have insisted on having a leader. Work to get your way, rather than clarifying and addressing the issue.


As described earlier, team members lacked interdependence behaviors. Therefore, this will have an important but minimal impact. Henry tam and the mgi team and Henry formed the sub group with the main purpose of taking part in the HBS business plan while the other sub group consisted of Dav, Igor and Sasha who worked on the technical aspects of product design and patent application.

Henry Tam & The MGI Team: Henry Tam & The MGI Team

However, it will be very hard to implement. In my view, and in order to get MGI working towards success whomever is the leader should organize MGI in such a manner so as to maximize each member’s strengths. Dana agrees with this perspective.

The challenge is learning how to deal with the predicaments that occur throughout the different stages of group development. After the group is formed, the team culture and informal relationships among members must be developed pg. For Alex, he views the differences simply as people wanting to be thorough, and coming from different experiences and skill levels.