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Reflective Report

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Contents
Introduction................................................................................................................................2

Reflective evaluation of the team’s performance against the key performance measures.........2

Skills acquired through the game and areas of improvement for both the team and
individually................................................................................................................................6

Conclusion..................................................................................................................................8

Reference....................................................................................................................................9

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Introduction

The present report carries out a critical evaluation of the performance of the team against the
key performance measures. Moreover, the skills that the team members could gain along with
the identification of areas of improvement are discussed. 

Reflective evaluation of the team’s performance against the key performance measures 

The present section is aiming at evaluating the performance of the team against the key
performance measures included in the simulation game. The vision of the company involved
in the simulation game is to connect the world with its devices. However, the company had
set up certain targets in achieving from the operation of the business and had analysed the
achievement through the simulation game. The key performance indicators thus observed
were the achieved net profit, solvency, return on investment, etc. The simulation game was
evaluated from 2020 to 2025. However, the critical assessment of the operation of Mobika
through the simulation game was implemented by the application of balanced scorecard. The
balanced scorecard is a framework that can be utilised for the strategic management of the
decisions and activities of the company. Thus, reviewing the internal functionalities of the
organisation and identifying the areas and aspects that have to be given due consideration and
enhanced (Bragge et al., 2017). 

A glimpse into the inventory of the company can give information that the company at the
beginning of the game had minimal levels of inventory. However, as the company progressed
through the simulation game, data showcases the increase in the maintaining of the inventory
stock levels (Mustata et al., 2017). 

Moreover, the evaluation of the employee groups of the company denotes that in the initial
years of the game, the staff were limited. By 2021, employees were externally hired to the
company, soon after the number of externally hired staff increased by tremendous levels in
2022. However by 2023, the human resource division of the company had been capable of
sustaining the employees within the company causing low levels of turnover and higher
levels of retention (Pando-Garcia et al., 2016). 

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Figure 1: Workforce of Mobika

Anyhow, the levels of motivation and education in the employees are found to be improving
year by year and remaining optimal until the end of the game. Further, the workload of the
company has been observed to increase in each year of the simulation game (Buil et al.,
2018).

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Figure 2: Workload, motivation and education levels of the employees of Mobika

An investigation into the target analysis of the company displays that Mobika has failed to
achieve its target results and outcomes. The company had the target to attain retained profit of
5%; however the company could not resolve this at any point of the simulation game
preferably it had always gained negative values as retained profits as well. Similarly, the
simulation game results also notify that the achieved net profits obtained were significantly
embarrassing and disappointing. In the same way, the company had set up its targets of return
total assets and return on equity at 10% wherein the company could not accomplish them for
any period of the simulation game. Additionally, the solvency for the company was set up at
51%, and it had crossed 90% for many of the years (Hernández-Lara et al., 2019).

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Figure 4: Target analysis of Mobika

It can also be explored from the marketing and communication activities of the company that
it had employed both the conventional and digital modes of communication. The marketing
was done with the use of press messages and newsletters both being published in online and
offline modes of information (Jakubowski and Ryfa, 2016). 

Hence it can be concluded that even though the company had followed better modes of
marketing and the employee workforce delivered significant performance, the company was
not able to achieve its targeted measures of performance (Gatti et al., 2019). The simulation
game results convey that the company had driven into a complete state of loss gaining
negative values for retained profits and achieved net profits, remarking the company as a
failure and the need to efficiently improve its operational and functional aspects. 

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Skills acquired through the game and areas of improvement for both the team and
individually

The simulation game had provided the team members to acquire several skills and talents. At
the same time, it had given opportunities to the team members to identify their faults and
discrepancies and thereby implementing improvement measures to assure that the
performance would be better in the future. The current section intends to give a brief review
on these skills acquired by the team members along with realising the need for improvement
measures for some of the areas and aspects of the operation of the company (Zulfiqar et al.,
2019). 

The first and foremost aspect that I could gain through my experience with the simulation
game was the significance of being involved in team works. The teamwork has always helped
people to meet and understand the behavior and attitude of diverse people. A team work can
only succeed and meet its objectives when each of the team members participates and takes
part in the activities actively. If any failure occurs in this cooperation of the team members, it
can severely affect the strategies of the company. It is also vital for each of us to gather the
most relevant and accurate information regarding the processes and operations of the
organisation to assure efficient performance (Ahn, 2017). 

The major issues that the company had to confront were majorly due to the lack of
communication between the employees and the management as well. Devoid of healthy
communication, and close interactions among the employees created possibilities of
misunderstanding and misconceptions, occurring errors in the processes and tasks of the
employees. Although I was involved and interacted with the team members effectively, the
absence of secure communication on behalf of some of the members was clearly visible that
impacted on the overall performance of the company as well (Lin et al., 2018).

Another significant aspect of successful; team works is the decision-making skills were also
observed to be imperative. The final decisions made have to be fostering and leveraging the
achievement of the organisational objectives (Levant et al., 2016). However, at some points
of the simulation game, we were put into trouble and confusion regarding the finalised
decision to be made of certain tasks and processes. This can also be accounted as part of the

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absence of an efficient leader within the team. Even if I was able to reach up at an idea or
alternative option for the functions, it was difficult for each of us, including me to finalise
with the decision and implement it. However, I could identify that if I were supported by
effective leaders, I would be able to execute and implement efficient actions towards the
attaining of the organisational targets (Santosa and Anugrah, 2018). 

Another critical aspect that requires for the prosperous functioning of teamwork was the
cooperation and coordination among the employees regarding the completion of each task. In
order to achieve this, the members have to be significantly aware of each other and help each
other as well in completing the tasks and processes assigned to them (Gomi and Tanino,
2019). However, it was critically visible in our team that were not coordinating or
collaborating our tasks and jobs in the right manner, ultimately causing to generate gaps in
the result. A major reason for the failure of the company to achieve the targets can be on
account of this lack of enough coordination and cooperation in the team members. It is a
point that has to be focused that not all of us were not linked or associated with each other.
Only some of the members in our group stood back and not involve actively in each of the
tasks and activities of the teamwork. 

Through the simulation game, I could also explore the vital part and role of an efficient leader
in directing and instructing us in the most efficient way. We could find a leader from among
us who followed a path of authority commanding and ordering us with the jobs and tasks
(Heričko et al., 2017). However, this caused disturbances and confusions among the
employees, producing some of us get annoyed with the attitude followed by the leader.
Consequently, I could identify rather than using an authoritative leadership style for leading
us, the transformational style of leadership involving each of us in the decision-making and
performance evaluation will make us more comfortable and committed towards the work and
the team. 

Thus, through the active participation in the simulation game, I could understand the salience
of acquiring the problem-solving skills, communication skills, decision-making skills and
leadership skills that are required to flourish and enhance in teamwork (de Oliveira and
Batista, 2017). I could also identify that I am acquired with these skills and competencies in
limited quantities, and has to be developed significantly through the application and

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involvement in team works. Moreover, the acquiring of these skills in me would also help me
to show remarkable performance in my profession.

Conclusion

 The present report thus critically discussed the performance of the organisation included in
the simulation game and the competencies that were acquired through the participation as
well. 

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