BULLS.0 TEAM
Mikaela Bourgeois
Angela Charles
Kristopher Santa Lucia
Sean Ryan
“Meager Mickie”
“Control Freak Angie”
“Keep it up Kris”
“Senior VP Sean”
University of South Florida, St. Petersburg, Business Management Major. Mikaela has had previous management experience from being a Culture Club co-president and an Interact Club historian.
University of South FLorida, St. Petersburg. Pursuing a Master’s degree in Accounting.
University of South Florida, St. Petersburg, pursuing a Bachelors in Finance and upon completion will be looking to get certified as an Actuary.
University of South Florida St. Petersburg, Business Management Major. Sean has previous management experience at T-Mobile and The Home Depot.
BULLS.0 TEAM
Angela Tayagui
Mackenzie Thorburn
Lindsey Velde
“Tasha the Mad Hatter”
“Mack A Plan”
“Lindsey the Libertarian”
Senior at University of South Florida St. Petersburg, Latin American Studies major with an interest in Management.
University of South FLorida St. Petersburg, Entrepreneurship major. I plan on hopefully in the future starting my own business. I currently am employed at a small coffee shop.
University of South Florida St. Petersburg, Marketing major who plans to pursue a MBA in Statistics. Lindsey also is the Director of Public Relations of the Model United Nations team at the Tampa campus.
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Table of contents
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Introduction ………………………………………………………………..………………………………….…….…...5 Mission and Approach…………………………………………………………………………….…….…….…….6 Target Market …………………………………………………………………………………………..….…….……...7 Milestones………………………………………………………………………………………………….….…….……...8 Milestone Execution…………………………………………………………………………….….….……...9-10 Character Development………………………………………………………………………….….…….11-17 ➢ Tosha the Mad Hatter………………………………………………………….…………….....12 ➢ Keep it up Kris……………………………………………………………………….……………...13 ➢ Meager Mickie…………………………………………………………………………...…………..14 ➢ Mack a Plan…………………………………………………………………………………...……....15 ➢ Senior VP Sean………………………………………………………………………………..…....16 ➢ Lindsey the Libertarian and Control Freak Angie……………….…….…..17 Introduction to Bulls.0…….……………………………………………………………………………..….…..18 Episode Development ……………………………………………………………………………………...19-37 ➢ Episode One: Trailer………………………………………………………………………..…….20 ➢ Episode Two: Decision-Making…………………………………………………....21-25 ➢ Episode Three: Motivation………………………………………………………...…..26-28 ➢ Episode Four: Communication………………………………………………….…..29-31 ➢ Episode Five: Planning…………………………………………………………………...32-33 ➢ Episode Six: Leadership…………………………………………………………...…...34-36 ➢ Episode Seven: Reflections…………………………………………………………….…...37 Individual Reflections………………………………………………………………………………….......38-40 Conclusions……………………………………………………………………………………………………..……......41 Recommendations…………………………………………………………………………………………..……....42 Reference List.……………………………………………………………………………………………………….....43
Throughout the Fall semester Dr. Diasio’s Principles of Management class has been tasked with a collaborative group project. This project includes producing and contributing to the Finger Puppet Management TV YouTube channel. The Bulls.0 team will contribute one trailer, five content episodes, and one reflection video. A total of seven episodes.
Introduction to the project
Throughout the content episodes the students of the Bulls.0 team will create a funny, engaging, and educational platform regarding managerial concepts. Through these stand up comedy episodes you will find these core concepts: decision-making, motivation, communication, planning, and leadership. During these episodes each manager will expand upon their designated core concepts through comical connections of viral videos.
Mission: Work together effectively to produce a successful and impactful Finger Puppet Management Television Show by highlighting and educating on managerial concepts learned throughout the course.
Approach: Use stand up comedy to introduce managerial concepts on decision making, motivation, planning, and leadership.
Target Market The target market and demographic for our TV series is individuals ages 18 into their 30’s who are business students, or have a strong interest in business and management . Bulls.0 will dive into various management concepts and techniques to assist in developing an effective foundation of management, specifically for new or aspiring managers in any field. In addition to explaining collaboration techniques we used to complete the series, we’ll also break down topics such as leadership, decision making, motivation, communication, and planning. Additionally, we believe those that take the time to view “Bulls.0” will also be able to learn and implement beneficial concepts and characteristics of effective management to use towards future endeavors.
Management Milestones
Milestone One Draft & Groups formed with group name.
Milestone Two Finger Puppet Persona/ Character Profiles & Draft Outline of 3 Episodes for the Report
Milestone Three
Milestone Four
Developed Storyboard with sessions identified/ summary of each session and Booklet Draft
Full and final booklet draft
Milestone One:
Milestone Execution
The Bulls.O Team created a group charter to learn more about each other, learn each other’s schedules, and shared contact information with each other. Therefore, our group decided that communicating through Google Hangouts would be most effective. For the other part of our Milestone One assignment, we all pitched a general idea and concept to do for our Finger Puppet Storyboard project. After each group member pitched an idea and concept, we then voted on what concept we liked the most, and what idea was most practical; this idea was Lindsey’s. Lindsey pitched that by hosting our own show, we can spend time building our own content rather than looking for ways to manipulate pre-existing content. The benefit of content building is the flexibility of which concepts our team would like to portray. Additionally, by creating our own content instead of manipulating existing content would be more creative.
Milestone Two:
During Milestone Two, our Bulls.O group came up with episode concepts and character outlines. Our episode concepts and character outlines go hand-in-hand. Our character is what our episode will be. For example, our “Mack a Plan” episode will be about planning. Each episode pitch included a general idea, character description, and brief storyboard for what each member had in mind.
Milestone Three:
Milestone Execution
Milestone Three consists of creating the booklet draft which lays out the project's purpose and also outlines our television shows, managerial concepts, and execution in detail. This task was accomplished through google slides where we all were assigned to completing our designated sections.
Milestone Four: Milestone Four is an expanded and refined version of Milestone Three. During our Milestone Four assignment, our group finished episode scripts and episode recordings. We also reviewed each other’s work for grammar, spelling errors, as well as other thoughts we had on each other’s work.
Meet the Managers
Tosha the mad hatter Tosha is a senior manager at Bulls.o. She has strong interpersonal skills. She is highly empathetic and truly wants what is best for those that she manages. She also possesses a fair amount of technical skills that are needed in her work environment. Juggling different managerial skills can be difficult but Tosha understands the importance of wearing different hats as a manager. Tosha has a special interest in managerial decision making and has dedicated a large amount of her life researching the topic. She feels passionate about the theme and about educating others concerning the concept of decision making.Tosha believes in the power of education and continuous learning.
Milestone Four: Leave room for Q&A, but use the Appendix as a way to show that you both thought about those questions and have solid answers with supporting information. Let the audience test their understanding of the problem and the solution you’ve outlined - questions give them a chance to talk themselves into your approach, and give you a chance to show mastery of the subject.
Keep it up kris Kris is one of the managers at Bulls.o and he focuses on keeping his team strong with Motivation. It is easy to get off track and fall behind on work so it is important for him to make sure he gets the best out of his team. If not for his efforts the morale of his team would be lower than it should be and their production would be jeopardized because of it. There are a lot of pieces to a great team and motivation is just as important as any when in comes to achieving success and completing desired goals. Therefore, Kris is dedicated to all the works at Bulls.0 to ensure they stay motivated.
Meager Mickie Mickie is a very recently promoted Bulls.o manager who’s often unsure about how to communicate what she wants. In response to this, Mickie often makes corny jokes and overdone hand motions to cover up her new position anxiety. While awkward and quirky, she tries to get better at communication by making that her focus. In working on her communication skills, Mickie will learn how to effectively convey her messages through research and practice.
Milestone Four: Leave room for Q&A, but use the Appendix as a way to show that you both thought about those questions and have solid answers with supporting information. Let the audience test their understanding of the problem and the solution you’ve outlined - questions give them a chance to talk themselves into your approach, and give you a chance to show mastery of the subject.
Mack a plan Mack A Plan is the manager of the Bulls.o planning department. She plans all projects and events here at Bulls.o. She especially wants everything done the right way the first time, and doesn’t have time for error. She is a hard-working manager and doesn’t mess around when it comes to getting the job done. Mack A Plan expresses dry humor and is very sarcastic. She also is very understanding if you approach her with issues that you may be having. She feels strongly about guiding her employees in the right direction if it’s necessary. Mack is a very passionate manager and takes her job very seriously. She has been in the department for decades and wants to ensure her employees are understanding the ins and outs of what her department is all about.
Senior VP sean Senior VP Sean is the epitome of leadership. Although he is a senior VP, he is also very sarcastic. Sean will dissect and expound on different elements of leadership through a keen and pragmatic perspective, while also taking every opportunity to address failures of leadership in jest. He’s stern but will attempt to foster good leadership practices to viewers while exhibiting some of the key foundations to leadership. He expects to be held accountable, but realizes that criticism is constructive and he’ll take the bullet for his team when he has to.
Milestone Four: Leave room for Q&A, but use the Appendix as a way to show that you both thought about those questions and have solid answers with supporting information. Let the audience test their understanding of the problem and the solution you’ve outlined - questions give them a chance to talk themselves into your approach, and give you a chance to show mastery of the subject.
Lindsey the Libertarian Both of these characters play behind the scene roles at Bulls.0 and will not be shown in the web series. Lindsey is the creator, manager and producer who is a young hysterical liberal. However, Lindsey is very opinionated and it gets old. Angie is the assistant manager at Bulls.0, who likes to micromanage the manager's personal and professional lives.
Control Freak Angie
Introduction to Bulls.0
The hilarious managers at Bulls.0 decided to be generous this semester by contributing a web series to the Finger Puppet Management YouTube channel. Five of the seven managers at Bulls.0 will be hosting, and managing their own segments to the web series. Each of these managers will be introducing new management core concepts through stand up comedy. They also will be connecting these concepts to hilariously stupid viral YouTube videos.
Meet the Episodes
Episode One Bulls.0 Trailer
The Bulls.0 Trailer provides a proof of concept. More specifically, the trailer introduces the Finger Puppet Management viewers to the Bulls.0 managers. Each shot of the managers will accentuate the managers core concept whether it be decision-making, motivation, communication, planning, or leadership. The trailer also roles into a viral video clip that is followed by the managers reactions and rebuttals of the video, which shows how the managers will be providing their concept content.
Episode Two Tosh the Mad Hatter
The episode opens up with a clip of comedian Ellen Degeneres joking about all the decisions we must make each and everyday. This serves to introduce to concept of decision making in a comical sense. Additionally, this video will set a tone for this episode. Tosha has done extensive research on managerial decision making. The topic fascinates her and makes her want to share her passion with others. This appeals to Tosha’s strong interpersonal skills. She begins the episode with joking about her choice of hats. Throughout the episode Tosha will be wearing different hats. This is alluding to managerial ability of being able to adapt to different situations. In this episode Tosha will be going through each step of the Classical Decision Making Model. The classic model, also known as the rational model, represents the earliest attempt to model decision-making processes. This approach involves seven basic steps (Hitt, Black, & Porter, 2012, p. 333).
Episode Two Continued...
Step 1: Identifying Decision Situations Begins by recognizing that a problem or opportunity exists (Hitt, Black, & Porter, 2012, p. 333). In the episode there is a chip of a row team, if a rower from the row team falls off a boat this can be a problem or an opportunity.. Problem: How do we keep rowers on the boat? Opportunity: A new spot opened up on the row team. Step 2: Developing Objectives and Criteria Once you have identified a problem or opportunity, the next step is to determine the criteria for selecting among the alternatives to deal with it (Hitt, Black, & Porter, 2012, pg. 333). In the video, Tosha establishes that a criteria that could be used to find a new rower for the row team. She establishes that among other criteria, they should be able to stay on the boat.
Episode Two Continued...
Step 3: Generating Alternatives This steps involves generating alternatives that achieve the results you want (Hitt, Black, & Porter, 2012, p. 333). How can we solve a problem or take advantage of an opportunity? Tosha evaluates alternatives. She shows a few videos of alternatives to choose from and discusses whether or not they meet the criteria. Step 4: Analyzing Alternatives In this steps you can eliminate alternatives that would produce minimally accepted results. Then examine the remaining alternatives. You eliminate alternatives that are not feasible. From the remaining alternatives, you can weigh the options based on the criteria you produced in step 2 (Hitt, Black, & Porter, 2012, p. 333). She notices that at times there will be alternatives that meet some criteria but not all of them. This is where managers must have good judgement.
Episode Two Continued...
Step 5: Selecting Alternatives You pick the alternative that maximizes the desired outcome. Tosha uses an example of a woman at a bar trying to pick up a man that has a truck so that he can help her move. She picks up a man with a heavy duty truck bed because this fulfills her maximized outcome.. Step 6: Implementing the Decision â—? Assess sources and reasons for potential resistance to the decision. â—? Determine the chronology and sequence of actions designed to overcome resistance to the decision and ensure the effective implementation of the decisions. â—? Make an assessment of the resources required to implement the decision effectively.
Episode Two Continued...
Step 7: Monitoring and Evaluating Results The final step in the classical model involves monitoring and evaluating the results of your decision. To do this, you must gather information and compare it to the objectives and standards you established (Hitt, Black, & Porter, 2012, Pg. 336) As an example, Tosha uses a family home video. It is a family attempting to enter a lake in a canoe. They fail miserably but grandma has the footage on tape. Assuming that they went through the prior steps of the classical decision making model, the final step would involve them reviewing the footage. This way they can see where they went wrong and try to do better the next time.
Episode Three Keep it up Kris
In episode three your host Keep it up Kris discusses the topic of Motivation and goes over it’s various topics in relation to the video examples. Content Theories play a role in his behavior (Hitt, Black, & Porter, 2012, p. 242). In the first video, as you can see, when there are no customers in the store the clerk slacks off. Kris jokingly informs the viewer how one’s environment and loose supervision can lead a person to act negatively and be counterproductive on the job. When an individual's internal and external forces are low or missing altogether motivation and production are minimized. Secondly, the Acquired Needs Theory is absent here in the case of the clerk at this convenient store (Hitt, Black, & Porter, 2012, pp. 245-46).
Episode Three Continued‌
The host describes that if an employee on the job holds little value towards achievement, power or affiliation then then one’s motivation goes out the window with it. The more you desire being successful and/ or growing with a team the greater the motivation you will have and vice versa. Kris additionally focuses on Negative Reinforcement (Hitt, Black, & Porter, 2012, p.255). With little or no penalty unnecessary behavior in the workplace or life in general it is human nature for one to repeat the same behavior. If you fall asleep on the job and get away with it the chances are this behavior will continue to occur. Conversely, if you are embarrassed by this act in front of your counterparts or superior, chances are you would not let this happen again. Kris jokingly shows an example of an extreme case of someone falling asleep and even losing her wig.
Episode Three Continued‌
Also, work centrality is also very important in one’s life (Hitt, Black, & Porter, 2012, p.259). If you don’t consider work as a priority day to day then motivation will suffer and the level of attentiveness and focus will also be hurt. When going to work it is important to be prepared by being organized, getting the proper sleep and concentrating on the task at hand. It is utterly important to have a work-life balance that suites your needs otherwise the outcome will negatively tarnish your personal life, work life or even both.
Episode Four Meager Mickie
Mickie is working hard to become a successful and effective manager. While trying to combat miscommunication, she goes over the three different types of communication barriers. Interpersonal Barriers (Hitt, Black, & Porter, 2012, pg. 313) Selective perception: “The process of screening out some parts of an intended message because they contradict our beliefs or desires.” During the episode this is shown through the video of the little boy displaying selective perception. The boy's father attempts to get his attention but is only successful when he mentions ice cream. Frame of reference: “An existing set of attitudes that provide quick ways to interpret complex messages.” If you listen close enough it almost sounds as if he’s saying, “sad dude”. Just like all our grades. Therefore the dad is displaying a frame of reference.
Episode Four Continued...
Organizational Barriers (Hitt, Black, & Porter, 2012 pg. 313) Organizational barriers can appear through complex organizational structures. Sometimes when the chain of command isn’t clear, it can cause issues in the workplace. In this video there is more than one superior giving out orders and unpromising compromises among fellow employees. So, with these multiple orders it create conflict and confusion in the workplace due to these organizational barriers.
Episode Four Continued...
Cultural Barriers (Hitt, Black, & Porter, 2012 pg. 315-317) Many managers must face Issues in cross-cultural communications. What might be considered the correct thing to do in one culture might not be correct for the next. This can cause confusion between separate individuals and groups. “Jack is living in Japan for the first time, and must have dinner with his girlfriend's family. He knows nothing about Japanese culture, and so makes many mistakes while eating with them. How many mistakes does he make?” - John Smith Cultural Distance: “The overall difference between two cultures’ basic characteristics such as language, level of economic development, and traditions and customs.” The video shows cultural distance between two cultures. More specifically, many of the individuals seem to be eating their food obnoxiously from one culture's point of view. However, the these individuals consider these actions to be polite in their culture. In turn creating cultural barriers and cultural distance between the two parties.
Episode Five Mack A Plan
Mack A Plan lives and breathes planning. Being the manager of the planning department here at Bulls.0 she knows and understands the three different types of plans. Most businesses need more than one type of plan to cover all organizational activities. Strategic Plans: Plans that focus on the broad future of the organization and incorporate both external environmental demands and internal resources into managers’ actions. Tactical Plans: Plans that translate strategic plans into specific parts of the organization. Operational Plans: Plans that translate tactical plans into specific goals and actions for small units of the organization and focus on the near team (Hitt, Black, & Porter, 2012, p. 113). The planning process: The planning process has six key elements: environmental analysis, resources, objectives, actions, implementation, and outcomes. Managers need to carefully analyze internal and external environmental factors.
Episode 5 Continued....
The video this episode discusses shows the classical accident of not changing out “John Doe” with your name on a resume template. Jeff who is being interviewed wasn’t adequately prepared for his interview. He must have been running late, not caring, and/or simply unprepared. There are different ways to go about the planning process. In the video, Jeff doesn’t consider any of the six key elements. Jeff didn’t do an environmental analysis of his internal and external factors for his interview and preparation for the interview, he also didn’t use any resources, failed to follow through on any objectives... if he even set any for himself, no actions were involved, clearly didn’t implement anything, and the outcome that resulted was to be expected. Jeff could’ve saved himself the embarrassment if he planned strategically. By doing so, he would’ve been more than prepared for his interview, finished his resume, and had time to think about his responses to challenging questions. Such as, why he got fired from his previous job. At his previous job, he was fired for stealing money from the company. If Jeff had been taught the planning process he could have avoided a lot of these problems found within his interview. Overall, this video shows how important it is to plan for any situation.
Episode Six Senior VP Sean
Episode six concludes the content episodes and focuses on the leadership aspect of management. Senior VP Sean breaks down viral videos and how they specifically tie into the theories and best practices of leadership. The Episode discusses characteristics of leadership such as the different types of managerial power and how they can positively or negatively influence others such as: Legitimate Power – Also known as formal authority, this is power granted by the organization itself based upon the position of the leader. As displayed in the 4th video in the office setting, as the manager uses his corporate granted authority to overcome an objection from his subordinate and effectively give firm direction. Personal Power – This power is based upon personal characteristics, and is not granted by anyone but inherited by those surrounding based upon leadership characteristics. Coaches are a great example of this, as seen in the video where the coach declares the team a dictatorship instead of democracy. Normally that may be received with contempt but since they respect his values and personal experience, they listen and are willing to sacrifice based on his guidance.
Episode 6 Continued....
Referent Power – This is based on power granted by others when are attracted to, or identify with that person. As seen in the video of some bozo dancing, influence and followership can also be gained from solely the perceptions of those around you, aside from granted power or any personal characteristics. There is no clear cut, widely agreed upon definition for Leadership. It is subjective and often cannot be learned or may not be a skill easily refined by study or practice. It is an intangible trait that may give someone an invaluable advantage over others; influence. Leadership may not be a deliberate effort, and may not solely be displayed in positions of management (although it is an inherent expectation of management). Leadership may not have a specific definition, but studies show there are five common characteristics shown by good leaders that include: 1.
Drive
2.
Motivation to Lead
Episode 6 Continued...
3.
Honesty/Integrity
4.
Self-Confidence
5.
Emotional Maturity
Lastly, the episode will touch on the Leader-Member Exchange theory. Which is the belief that leaders develop different levels of relationships with different subordinated, and that the quality of these individual relationships affects the subordinate’s behavior. The ability to reach a certain rapport with subordinates can help relate to them personally, as well as help a manger tailor their approach to the above listed characteristics to best suit the individual on a case-by-case basis. This concept is also displayed by the office video, in that the manager is comfortable being extremely directive to his associate because through his relationship with the associate, he knows in this case that’s the most effective way to procure action.
Episode Seven Reflections
This episode will serve as a reflection on the progression that the Bulls.0 team has made by collaborating on our Finger Puppet Management Project. In the typical Bulls.0 style, the team will share their experiences while keeping a comedic light through their “meeting style.� Complications, frustrations, achievements, pridefulness, and awkward moments are all part of working with a team which will be addressed during the video. Some of the questions that were answered during this enlightening video are: The overall perception of the Bulls.0 team?, what can Bulls.0 do to improve? How was Bulls.0 effective? What have we learned from this project and being in a team? And several other related questions. This episode will highlight how our working experience, but most importatly, a underline our learning experience.
Individual reflections Our Bulls.O group storyboard has made me grow as a student and as a person. At the beginning of the semester I had my doubts regarding a group project, especially making your own show. I have never heard of a group of students making their own show. Now we are nearing the end of the semester and we have almost completed our own television show. I have learned so many new things that I will use in my future classes and future career. I am also so grateful to have such a wonderful and hardworking team to complete this project with. -Angela C Working with the Bulls.0 team has been a very positive and constructive experience. While there were of course obstacles, working with the team allowed for diverse ideas and interesting team dynamics. Personally, the most impactful part of working with Bulls.0 was the idea collaboration. The increase in diverse ideas is perhaps one of the most rewarding parts of being in a team. All members have their own perspectives, and thus have their own way of looking at each situation. It’s astounding to see how different minds work when trying to find a solution, or when trying to achieve a goal. -Mikaela B
It is fascinating how a handful of complete strangers from different walks of life, age, sex and background have come together, been given a task to produce a tv series and executed it. None of us really knew where to start at the beginning, but this was a good thing. We were able to learn and grow both as a team and as an individual. We realized that you are only as good as your weakest link so when someone is down or needs help you reach out and pull together. It was not always easy, but I would not have changed it for the world and/ or asked to work with a better group of people. We were able to do something special together and I am blessed to be a part of it. -Kris The process of creating and developing a web series television show has been very eye-opening. Working with a team of people I didn’t know prior to starting the project has been difficult at times but I think ultimately beneficial and rewarding. The obstacles we overcame and methods we employed to generate the episodes and milestones are real world principles that I’ll be able to use going forward in my career. Each person was responsible for a different portion of the project as well as leading a specific portion so not only did we learn to work efficiently in a team environment, but also as a project manager. This project will help you refine your communication, idea design and production, and management oversight skills. - Sean R
Individual reflections continued...
Reflecting back on where we started and where we are today, I can say that I am proud. We progressed the way a team should progress. We started as individuals, became a group, and evolved into a team. Like most teams we have our weaknesses and our strong aspects. Fortunately for Bulls.o we were able to pull through and create content that we feel good about. We achieved our goals and learned how to manage a group project. I am confident that everyone is taking something positive out of this experience. -Angela T This project has been fun and has taught me a lot for the future. Working in a group is never easy and voicing your opinion is important. It has helped with communication in terms of working with a group and submitting milestones on time. It also has helped greatly with being creative together and involving everyone’s ideas, to bring the project together. I enjoyed learning throughout this process and hope that it adequately prepared me for future projects i will have to endure. - Mackenzie Thorburn Overall, I believe this project was highly involved. I think that this project made the class very engaging and rewarding. It has been a personal challenge to work in this large of a group, but I believe there have been several take aways. More specifically, group work takes a lot of patience, time, and adaptability, which really emulates just some of characteristics that a manager should be required to have. -Lindsey Velde
Individual reflections continued...
CONCLUSION There are a number of things that we can take away from this experience. Each person in our group has their own personality, along with their strengths and weaknesses. This allows us to place certain members in situations where they do best. An example of this is someone may be better at the video editing portion of the project and another member may be more equipped to do a lot of the writing. We also gained valuable experience in group decision making, by voting on our team name and which type of television show we wanted to produce. Finally, last and definitely not least we have been very successful with time management as we set a weekly meeting and keep an open line of communication with one another to ensure deadlines are met and we are all fulfilling our responsibilities.
Recommendations ❖ Utilize the Google G Suites, such as Google Docs. and Google Slides. These Google programs allow your group to work collaboratively on the same platform and even at the same time! ❖ Use google hangouts to communicate with your group members, with google hangouts you’re able to text in a group chat and setup video calls that everyone can join in. With that you’re able to effectively discuss matters of the project. ❖ Weekly meetings are a useful open floor for questions, comments, concerns, and milestone reminders. ❖ Encourage open discussion of ideas and development. You may be able to get some great new ideas while also ensuring everyone is on the same page and thoroughly understands the concept of the show. ❖ Work ahead so the group can review and revise anything that needs change. ❖ Be creative and fun with your project.
Reference List Hitt, M. A., Black, J. S., & Porter, L. W. (2012). Management Student Value Edition (Third ed.). Upper Saddle River, New Jersey: Pearson Education, Inc. Youtube. Retrieved from: Youtube.com.