Case Study : Excel Pro Drilling Systems

Lack of communication (mutual interaction) and dearth of reciprocal influence becomes evident as we go through the case. Also, Team members shared limited information which

The root cause of MGI’s process problems are a lack of direction and clear personal responsibilities. When looking at the team meetings it is very clear that there was little organization to their efforts. It also seemed as though there was not sufficient purpose to the team’s efforts. Many members were more interested in validating their ideas on what to do to others rather than exchanging ideas or creating an open environment. Quiet often there would be time spent on one topic, then another, then more and more without resolving the first topic. The arguments between Sasha and Dana, the HBS students and the musicians, and

Many firms are learning that being environmentally friendly and sustainable has numerous benefits. (O.C Ferrell, Fraedrich, Ferrell, 2015). This could enable them to increase goodwill from various stakeholders and also save money in the long term. This will mean that they are being more efficient and less wasteful of resources, which will enable them to be more competitive by satisfying stakeholders. The CEO of

Throughout the beginning of the book ‘The Five Dysfunction of a Team” by Patrick Lencioni it was apparent that the DecisionTech, Inc. executive team was not a team at all. This group of individuals lacked some of the key attributes that make great teams. One of the most important attributes that was being neglected was that the executive group did not have interdependent members. This attribute was highlighted in the beginning of the book when the author said “Backstabbing among the executives had become an art. There was no sense of unity or camaraderie on the team, which translated into a muted level of commitment” (7). Due to the executive teams lack of interdependence, critical deadlines began to slip and morale deteriorated.

Unfortunately, one problem I noticed was the breakdown in communication between all levels of the team. The pattern of communication I noticed was closed and limited to only a small portion of the team as a whole. With such a large building, this is something that needs to be addressed immediately. Opening the lines of communication within the department will strengthen the relationship each member has with their leader. This builds trust and will improve

The carmaker, which employs 15,000 people, including 3,500 engineers at two product development centres in the Midlands, is part of the EU ETS scheme and has signed up to a Climate Change Agreement. Head of sustainability Frances Leedham says One of my objectives is to make environment and sustainability part of doing business. It was unheard of a few years ago, but there is a clear incentive to decarbonise our economy and focus on renewable energy. Across our UK facilities we have set ambitious targets, and by 2012 we aim to reduce operating carbon emissions by 25 per cent, waste to landfill by 25 per cent and water consumption by 10 per cent. So crucial is the companys sustainability agenda to long-term business growth that a 9m fund has been set aside for investment in efficiency measures across the business, targeting areas where the biggest savings can be made. Jaguar Land Rovers paint shops, for example, have been identified as the largest consumer of energy in the whole manufacturing process. By sharing best practice between production sites, the company has implemented more than 50 initiatives-from optimising use of air compressors to closing parts of the paint shops when they are not being used. These measures have saved 13,200 tonnes of carbon emissions and more than 1.5m in energy costs over the past two years. But Leedham insists smaller schemes have a significant effect, too Things such as lighting, heating

Reid Hastie, in his book “Wiser,” discusses many of the common points of how groups succeed and fail mainly due to group think. Throughout his years of research, he found a number of attributes that effective teams have in common. From his book, we have extracted ten important lessons that we believe are the most important for teams to learn and implement to be high performing. These findings also relate to the “5 Dysfunctions of a Team” that are outlined by Patrick Lencioni. Teachings taken from “Wiser” are symptoms, or indicators, of dysfunctions within a team, and many of his solutions help teams to overcome certain dysfunctions.

Planet: Operations managers are always looking for ways to reduce companies environmental impact on the earth, and they achieve this through careful selection of raw materials, process innovations, alternative product delivery methods or disposal of end of life

Lack of commitment – Team members never buy it to the decisions due to their opinions never truly being heard.

Group member cohesiveness was absent from the group meeting for several reasons, but the primary reasons were due to the fact that the group members did not have a common description of value or structure to the discussion. Each member viewed their own area of involvement within the organization as being more valuable than any other area, and it was this exclusion of other valuable traits that lead the group to begin to clash in such a

The third team problem was that norms and values were not identified. Their main problem was the repetitive decision making process with no consensus.The objectives of their meetings where not stated nor was there proper time management. Henry should prepare an agenda of objectives and communicate them clearly to the group prior to the meetings. He should appoint Dana as minute taker for the meetings to ensure schedule is followed and necessary post meeting actions clearly stated and executed.

There was a dilemma regarding sustainable economic development in my company, Spectrum Sunglass Company. Due to the request of “green” from Bigmart, which was the largest retail customer, my company should have decided whether its strategy plan needed to be adjusted. I was the Director of Product Innovation within the R&D unit, in addition to being a resolute advocate for reducing the company’s dependence on petrochemical raw materials. However, much resistance took place. I had 96 weeks to persuade my superiors and colleagues.

In the organizational structure of MCSS, there was a lack of communication, which failed to address the increasing problems that resulted in loss of control.

One positive implication capitalism has to the natural environment is industrial ecology, a system of chain production and consumption, serving to the lowest environmental impacts in a most environmentally sustainable economy as the main goal of operation (Richards & Pearson, 1998). The Companies in a like to operate in such way because of four major reasons. The most important factor is known as the corporate well-being, for it is determined by higher profits and growth provided by innovations in an industry. Profits are increased from recognizing the production ineffiency costs that comes from wasted inputs and energy losses; this allowing cost savings to increase and ineffiency to decrease. compliance with cleaner technology alternatives such as ones that produce less waste and less energy will provide long term savings which are both beneficial to the environment and the business at hand. A real world example freight company changes their salvaged driving equipment to hybrid vehicles. Money is temporarily lost, but the gasoline and maintenances cost savings will compensate in a long run period of time.

At one point or another, everyone has been placed in a group of people and assigned a task that needed to be accomplished. Many of these groups are simply that, a group. The task that many fail to see as the number one objective of the group is to foster a teamwork by actually transforming the group to a cohesive team. The idea sounds fairly simple and transparent, "If everyone works together, we have a team!" This could not be farther from the truth. Teamwork is not merely the ability to work together to get from point A to B. The Overhead Reduction Task Force is a case that exhibits this strong need to build a team in order to be the most effective in achieving goals. The group that has been