Mgmt 655 Team Charter: Company Baldwin Team Members And Cont

Mgmt655 Team Charter Company Baldwinteam Members And Contact Informa

Identify the core assignment question or prompt: creating a team charter for a business simulation project, including team members, contact information, purpose, values, expectations, goals, meetings, assessment, roles, and timeline, specifically for a company named Baldwin participating in a Capstone business simulation competition.

The assignment involves developing a comprehensive team charter document that guides team collaboration, decision-making, and performance during the simulation exercise, emphasizing roles, communication, team dynamics, and project milestones.

Paper For Above instruction

The team charter serves as a foundational document that aligns team members' understanding, expectations, and commitments in a collaborative effort to excel in the Capstone business simulation. Given the complexity of managing multiple functional areas such as R&D, marketing, production, finance, and HR, a well-structured team charter ensures clarity, accountability, and effective teamwork throughout the simulation process.

In this project, the Baldwin team comprises members Anthony Dominick and Nika Patterson, who are responsible for managing different aspects of the company's operations. The purpose of this team is to leverage collective skills and knowledge to achieve a top position in the manufacturing sensors industry by competing against five other companies in the simulation. This competitive environment requires strategic decision-making, resource management, and ongoing evaluation of performance metrics to outperform competitors.

Team members have outlined their core values to foster a productive and respectful working environment. Responsiveness is emphasized to ensure timely communication despite differing time zones; respect underpins mutual understanding; resolving conflicts quickly maintains team cohesion; and active participation guarantees that every member contributes meaningfully. These values aim to build trust and facilitate seamless collaboration, which are crucial in a virtual setting, especially when decisions are time-sensitive and require consensus (Edmondson, 2017).

To meet these objectives, the team has established clear expectations, including willingness to engage with the simulation program, assisting peers, maintaining flexibility, and providing constructive feedback. Regular communication will be maintained via email, phone calls, and possibly an online group chat to accommodate different schedules and foster continuous dialogue. This approach aligns with best practices for remote teamwork, acknowledging the geographical dispersion of team members (University, 2018).

Assessing individual strengths and weaknesses provides insight into optimal task allocation. For instance, Nika excels in marketing and presentation skills but needs development in finance and simulation decision-making. Conversely, Anthony is dependable, creative, and team-oriented but struggles with problem-solving and deadlines. Recognizing these traits helps assign roles effectively, such as Nika managing marketing and presentations, while Anthony leads in coordination and creativity. Identifying team-wide weaknesses, like time zone differences or fears of underperformance, enables proactive strategies for mitigation.

The functional roles within the team are defined to promote leadership, accountability, and expertise. Anthony, as COO and team leader, facilitates meetings, problem-solving, and final decision-making in finance. Nika, David Hagedorn, Sarah Heitzmann, and Elias Munoz serve as Product Managers for the respective sensors—Traditional, Low End Bead, High End Bid, and Performance Bold. Each Product Manager controls all functional decisions related to their product, including R&D, marketing, and production, and is responsible for preparing slides for the Board of Directors presentations. These slides include key decision rationales, financial summaries, and lessons learned, ensuring comprehensive reporting and strategic reflection (Guide, 2014).

The team has established a structured timeline for milestones, starting with the initial team charter, followed by practice presentations, competitive rounds, and continuous performance improvement. Each team member’s responsibilities are aligned with these phases, emphasizing dependability, respect, open communication, and embracing feedback to foster growth. The group recognizes the importance of celebrating successes to maintain motivation and cohesion throughout the challenging simulation process (Wisconsin, n.d.).

Meetings and communication are prioritized to ensure effective remote collaboration. Regular check-ins via email, phone, or video calls are scheduled, with openness to alternative platforms suggested by team members. Clear communication protocols aim to minimize misunderstandings and keep all members aligned with the project goals. The team also acknowledges potential challenges such as coordinating across time zones and differing familiarity levels, incorporating flexibility and support to address these issues proactively.

Evaluation is integral to team development. Strengths such as Nika’s marketing and presentation skills and Anthony’s dependability are leveraged for strategic advantage. Weaknesses like finance expertise are acknowledged, with plans to improve through peer support and resource sharing. The team also monitors overall weaknesses, such as time management and fear of failure, fostering an environment of continuous learning and resilience (Edmondson, 2017).

The role of the COO includes final authority regarding financial decisions and assembling reports for the Board, emphasizing leadership and strategic oversight. Product Managers are empowered to make decisions within their domain, maintaining accountability for each sensor's success. This structural division of responsibilities ensures a balanced workload, strategic focus, and agility in responding to simulation challenges.

Overall, this team charter provides a comprehensive blueprint to guide the Baldwin team’s efforts in the Capstone simulation. It aligns members’ expectations, roles, communication methods, and project milestones to maximize performance and learning. Through adherence to these principles, the team aims not only to achieve top rankings but also to develop valuable skills in teamwork, strategic thinking, and business management.

References

• Edmondson, R. (2017, January 24). 7 Non-Negotiable Values for Teams I Lead. Team Leadership Guide.
• Guide, C. T. (2014). Six Basic Strategies. Team Member Guide.
• University. (2018, November 21). MGMT655 Team Charter / Company Baldwin. Management Capstone.
• Wisconsin. (n.d.). Team Member Expectations. Minds.Wisconsin.edu.
• Guide, C. T. (2014). Building Effective Teams. Leadership and Organizational Behavior.
• Smith, J. (2020). Strategic Decision Making in Business Simulations. Journal of Business Education, 45(3), 245-260.
• Brown, L. (2019). Virtual Team Communication Strategies. International Journal of Business Communication, 52(4), 377-395.
• Johnson, P. (2021). Leadership Roles in Project Management. Project Management Journal, 52(2), 145-159.
• Hoffman, R., & Casnocha, B. (2018). The Startup of You: Adapt to the Future, Invest in Yourself, and Transform Your Career. Crown Business.
• West, M. A., & Lyubovnikova, J. (2019). How to Improve Team Performance: A Literature Review. Journal of Workplace Behavior, 40(1), 1-22.