Terracog Case

One issue that may arise is the unwillingness of a person or department to bend on an issue that could save time in another area of the process. Another issue could be the follow up required after the big meeting. Additionally, if the process becomes stagnant, the managerial “Champions for Change” must be able and willing to motivate the cross-functional team in a timely fashion to get the job done. If for some reason even the perception of managerial support slips, the team’s hopes for change may be dashed as well.

Step-1: Determine the purpose of the meeting: Before a meeting takes place, the purpose of the meeting should be determined. All the participants should be informed about the purpose of meeting beforehand, so that they come prepared and can contribute more.

This meeting started late due to a lack of council members and also audience. After, ten minutes a third member arrived and the meeting began, however the council skipped the first half of the agenda and jumped to Communications. Ten minutes after starting Communications, a fourth council member appeared and the meeting started all over to the beginning of the agenda. The meeting started over because the council could not approve the minutes and agenda without meeting its quorum. This kind of sucked the women presenting Communications because she had to repeat herself all over again. Communications consisted the presenter communicating with the board different people that were being appointed to different committees. This committees ranged from Keep Atlanta Beautiful to Water and Sewer Appeals

Garner buy-in from facility management to work together to solve this problem that negatively affects all parties involved.

4. There is a lack of strong leadership at Terra Nova. One key tenant of Terra Nova was that the employees were intended to have 100% ownership of the firm with share ownership not restricted to partners and no majority shareholder leadership dictation. The founders felt that the firm would not survive without the employee ownership aspect; employee ownership creates an emotional and financial attachment to the job and provides a sense of community. Unfortunately, as the finances at Terra Nova declines, junior employees declined to purchase ownership in the company and the senior partners refused to increase their shares which reduced cash flow within Terra Nova.

There were several mistakes made by Maria Chen in the first 6 weeks of the project starting with her never starting a good relationship with the client and its workers. Instead Chen focused on her time on a complex technical analysis spreadsheet of ideas she thought she could implement, but failed due to lack of knowledge on SKS. This spreadsheet took about 3 weeks for her to complete and was ultimately useless and filled with holes thus wasting ¼ of the project

TerraCog has many tensions that are causing the company to suffer. The company has an unstable executive team that lacks true leadership, there are no clear departmental or individual objectives, group structure is lacking, the team lacks a decision making process, and there are many team conflicts that lacks negotiating.

Moreover, the whole team didn’t do adequate forecasts which generated errors and costs for the company.

When I go over the case of the Terran Aaron Swartz, all that comes through my mind is “artist must eat too.” While the articles that Swartz downloaded where not works of art, they were the labors of millions of scholars and professors who took hundreds of hours writing grant proposals, setting up and conducting research, writing the article, and getting it accepted in an academic journal. According to copyright laws, creators have full rights to their works for their life plus seventy years. While some may think this is too long of a period of time, this is not what is being debated here. The question that is asked is whether or not Swartz was persecuted for his actions, or in other words does the law overstep. While I do believe that many

Letting whatever that is bothering us at work spoken out to the manager is also a solution to get

If TerraCog would fail to launch the product, there were higher chances of losing the customers. Already we were lagging 2 years behind BirdsI. So before making the decisions the various criteria we have to analyze were:

The interpersonal interactions between the two groups during meetings were not conducive to progress. During meetings the business team members often felt lost, confused, and would

the success of unique and core option(mini homepage) that now there are incredibly more than

In order to evaluate group climate and the level of trust present, we devised this tool (refer to climate tool). By using this tool, we specifically examined different aspects of what we considered “beneficial criteria” to effective group climate and “detrimental criteria” to effective group climate. The tool was divided into two sections in order to evaluate both good and bad displays of climate by individual members, as opposed to, simply measuring all positive aspects and not taking into account harmful communication. Team members were graded by subtracting their detrimental points accrued from their beneficial points. A maximum score would have been a 24.

Lack of project management clarity: the planning activity had lot of material but lacked content, clear action items and lack of consensus on the milestones. The difficulties in the project only increased with time and a more performance driven style would have kept things on track if introduced early on.