What does being on this team mean to you?, business and finance homework help

hello

responses for 3 easy in two or three sentence for each one please

(1)

According to the study, Karen Baio had worked for the company for a long number of years. In that span, she has probably seen and dealt with many personalities and many different types of people. Her colleagues have noted Karen’s patience and persistence, which would reflect that experience. On the other hand, this type of experience could have left Karen somewhat jaded. Karen seems to have a natural bias to the newcomers, versus her old colleagues. This may have been influential in her response to the team’s actions.

From my initial impression based off the MBTI scale, Karen seems to be more sensing and judging personality types.

If I were Karen:

• What does being on this team mean to you?

As fast as we want to push this project, I want to remind everyone why we are even doing this. The monitoring system is essential to saving lives. We want to make sure we are making functional and compliant systems. If your family member was in critical care at the hospital, would you not want a system that was working accurately? I want to make sure everyone is keeping compliance in the back of their minds.

• How would you ideally like to see the team act?

I know as a lawyer, team sees me as the parent who always says ‘NO’, but I would like it if we could grow up and find a way to work together without the pettiness. I would hope our group could see the grand picture, like Art Beaumont wanted. Instead of going behind each other’s’ backs, participating in meetings and communicating our plans would be most beneficial.

• What things would you consider in acting within and managing the team? How would you take action?

I want to understand why Dipesh is pushing for this outsourcing so badly. I also want to get to understand Valerie a bit more instead of passing judgement on her. I could also not add to the drama by stepping up and communicating my concerns with the whole team, using concrete examples to help facilitate their decision making. Instead of being the parent, I can be a colleague by supporting my team by listening to their concerns and stresses.

• What does the team need from upper management?

The team needs leadership, clarity of expectations, and re-focus form upper management. I would try to get Jack Vogel and Art Beaumont to be more involved, so the whole team is reminded of the overall picture, including our company mission and specific goals for this project. The team also needs better communication between the group and between the team and management.

——————————————————————

(2)

Character: Jack Fogel, Senior Production Manager, employed in 2002, led the Renal Monitoring System launch. High-performer, well-respected by colleagues in production and engineering.

• If I were Jack Fogel, I would excel to achieve the maximum outcomes in such huge project as mentioned in the case, MediSys Corp was investing $20,000,000 in the project. Engaging in huge projects when implemented effectively is critical to the long-term success in the market. It would give the opportunity to expand my knowledge as a team leader and gain more practical experience. It was also mentioned in the case that Fogel was named project leader based on his extensive production experience and his successful track records. Therefore, I believe that Fogel is a good team leader depending on his past reputation, on the other hand, the situation itself and the gap in group cohesion forced the team to mistrust the role of Fogel. In addition, the Attribution Theory suggests that people tries to explain the ways in which we judge people differently, depending on the meaning we attribute to a given behavior. In Fogel case, I believe that his negative behavior was externally caused.
• I would ideally like to see the team communicate and collaborate more and set clear and attainable expectations in which in return will allow them to expand their own ways of creativity in achieving their tasks. In addition, each member of the team must be fully aware of why they are involved in such project and how their input would be critical to the overall success.
• On the other hand, one principle for effective change that upper management should have done is to invest time and resources on managing the human side as the technical side and to educate and train employees at all levels regarding the purpose and benefits of any given project in order to effectively embrace change. Moreover, it was mentioned in the case that the board of MediSys Corp had early signs that the growth was slowing after knowing about their rivals. I believe that they should’ve eliminated their internal weaknesses instead of focusing on their threats and put their effort to launch their product in an aggressive timeline. Additionally, the upper management should set clear expectations in a reasonable timely manner.

• In dealing with the current situation, I would consider the Rational decision making process in order to maximize the outcomes and solve the situation. Mainly to focus on;
  1. Defining the problem.
  2. Identifying the decision criteria.
  3. Allocating weights to the criteria.
  4. Developing the alternatives.
  5. Evaluating the alternatives.
  6. Selecting the best alternative.
• Furthermore, in acting within and managing the team. I would firstly, encourage the group to work together as a team, create a vision and communicate it with all team members. Also, empower all team to act on the vision, and finally set performance standards, evaluations and incentives in order to increase the overall motivation and commitment.

———————————————————————————-

(3)

Bret O’Brien

Summary

O’Brien is a high performer who has proven his ability to deliver high quality work. O’Brien has had the ability to move up in the company with a promotion based on his performance. O’Brien is focused on designing the project in solitary at high-quality and as quickly as possible. He is passive aggressive about the issues that come up between him and Valerie Merz. O’Brien would rather work with a smaller team of people that he is most comfortable with. O’Brien is also an introvert.

Questions

What does being on this team mean to you?

Being on this team is a waste of time honestly. No one gets along because everyone has their own objective. I am very busy with trying to make sure the design is being delivered at cost, on time and with specified features. I am too busy to be concerned with the needs of the other team members plus we are not productive together. I manager other engineers who cannot work on IntensCare full time. I am most comfortable working in solitary focusing on designing a high-quality product as quickly as possible.

How would you ideally like to see the team act?

I would prefer if everyone worked on their parts of the product on their own. There is no need for anyone to cause drama. We all know our roles on this project and we are more than capable of completing them. Besides it’s uncomfortable for me to be around people who are subtly grumpy. That why I prefer to work will Aaron, Jack and Mukerjee. We can come together and brainstorm solutions to problems that arise without drama.

What things would you consider in acting within and managing the team?

When acting within a team I would consider people who are agreeable and understanding. I would also make sure everyone in the group can perform their duties with high- quality. I would avoid any possibility of a disagreement by making sure there are no drama causing people on the team or I would just remove myself from the team stay out of dramas way.

How would you take action?

There is no need to take action with people who do not understand that they are the problem. I much rather take action behind closed doors with people who will use time wisely by solving issues productively.

What does the team need from upper management?

Upper management can make a more realistic goals for the deadline of the product. If upper management deadline wasn’t so aggressive I believe we would be on better track to get the product finish. Changing the deadline would help ease Merz from harassing me about the product. Management could also just ask Merz to back off. I am having a lot of trouble as is with the delays in production without all the added push from Merz.