orgs simulation.pdf - REFLECTION PAPER Simulation Write-up...

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REFLECTION PAPER Simulation Write-up FEBRUARY 27, 2018 GAUROV KUMAR 215779846 || [email protected]
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1 Forbidden Island is unique board game, in which players are not required to play against each other but rather work together as team to win the game. As in the case of real life, in this game as well each member of the team has some special power, which should be used judiciously to help the team to achieve its goals and ultimately win the game – which is in this case is to find all the hidden treasures, get back on the helipad and fly away. The game requires collaboration among team members to achieve shared goal by working collectively, communicating effectively and building rapport. During the simulation session, while I was playing the game I felt the effect of all these factors and found them responsible for my team’s performance. I found that the game teaches the important lessons which are required for working affectively in an organization. I found that similar to the case of game, even in organizations, all team members should show enthusiasm and cooperate with each other to meet the ever-changing needs of business. During the course of simulation, my team got the chance to play the game twice. We lost the game in first round, however our performance improved in the second round and we almost won the game (although we could not exactly finish it due to time constraints). When we started our simulation, almost everyone in my team including me had the perception 1 that it’s not going to be a fun game, as it is related to the course work. We also found that there is a lack of knowledge on our part regarding the rules of the game, making it difficult for us to understand. When I reflect back, I understand that our perception affected our motivation level for the game during the start and it was the primary reason that we did not started our first round as enthusiastically as we should have done. For the purpose of narration, I will rename the name of my Team members as Person A, Person B, Person C and Person D.
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2 Our approach towards the first round was very naïve and we started the game without any discussion amongst us. Person A, who found himself to be comfortable with rules of the game, explained it to every team member, demonstrating high degree of uncertainty avoidance aspect of Hofstede’s cultural dimension 2 . After he briefed us about the rules, we jumped on to starting
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  • Fall '18
  • J.S
  • Management, team development, The Black Wall Street Records

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