USS Enterprise-D Engineering Crisis Team (Hollow Pursuits)
Starship Systems Maintenance and Crisis RepairDescription
Event Involvements
Events with structured involvement data
The USS Enterprise-D Engineering Team is represented through its collective action—Geordi’s authoritative leadership, Duffy’s analytical probing, Wesley’s eager contributions, and Barclay’s hesitant evasiveness. The team operates under extreme pressure, with each member contributing to (or hindering) the diagnostic process. Their interactions reveal institutional strengths (technical expertise, teamwork) and weaknesses (hierarchical tensions, social anxieties). The crisis exposes fractures in their dynamic, particularly around Barclay’s role, forcing them to confront both technical and human failures in real time.
Through **collective action under Geordi’s leadership**, with each member’s **role and personality shaping the team’s response**.
**Hierarchical but collaborative**—Geordi holds **ultimate authority**, but the team’s **technical expertise** is **democratized in the crisis**. Duffy and Wesley **challenge assumptions**, while Barclay’s **silence holds unintended power**, as his **potential knowledge** could **save or doom the ship**.
The crisis **tests the team’s ability to function under pressure** and **reveals vulnerabilities in their communication**. The **success or failure of this moment** will **shape future trust and collaboration**, particularly around **Barclay’s integration** into the team.
**Hierarchical tensions** (Geordi’s authority vs. the crew’s need for autonomy), **technical vs. human failures** (is this a **system error or a **personnel issue**?), and **unspoken suspicions** (Barclay’s **evasion** **divides the team’s focus**).
The USS Enterprise-D Engineering Team is represented in this event through the collective action of its members—Geordi, Duffy, Wesley, Barclay, and the technicians—as they scramble to diagnose and resolve the ship’s crisis. Their collaboration is a mix of technical precision and emotional tension, with Geordi leading the charge, Duffy probing for answers, Wesley offering ideas, and Barclay’s evasiveness creating a rift in their unity. The team’s power dynamics are on full display: Geordi’s authority is challenged by the urgency of the situation, Duffy’s skepticism pushes the narrative forward, and Barclay’s guilt threatens to undermine their trust. Their goal is clear: save the ship before it’s too late, but their methods—ranging from systematic diagnostics to accusatory scrutiny—reveal deeper institutional tensions, particularly around accountability and leadership.
Through the collective action of its members under Geordi’s leadership, with individual roles reflecting their expertise and personal dynamics.
Geordi exercises authority but is constrained by time and Barclay’s evasiveness; Duffy challenges the status quo with his skepticism; Barclay’s guilt undermines trust in the hierarchy.
The crisis exposes flaws in the team’s communication and trust, particularly around accountability for technical failures and personal shortcomings.
Tensions between authority (Geordi) and skepticism (Duffy), as well as the threat of Barclay’s guilt disrupting the team’s unity.
The USS Enterprise-D Engineering Team is the institutional backbone of this crisis, represented through Geordi’s leadership, Duffy’s analysis, and Wesley’s observations. Their collective action—rapid-fire hypotheses, elimination of red herrings, and growing suspicion of Barclay—embodies the organization’s methodical approach to problems. However, the team’s internal dynamics are on full display: Geordi’s empathy for Barclay clashes with Duffy’s skepticism, while Wesley’s youthful idealism bridges the gap. The organization’s power here is dual: it’s both a force for order (diagnosing the threat) and a pressure cooker (exposing Barclay’s guilt). The shudder forces them to confront a uncomfortable truth: the threat isn’t just technical; it’s personal.
Through collective action (brainstorming, elimination of hypotheses) and institutional protocol (Geordi’s leadership, diagnostic sweeps).
Exercising authority over individuals (Geordi directing the team) but being challenged by the *human* factor (Barclay’s evasiveness).
The team’s actions reflect the *Starfleet* ethos: *‘The needs of the many outweigh the needs of the few’*—but here, the ‘few’ is Barclay, and his personal crisis is *literally* threatening the ship.
Tension between Geordi’s empathy and Duffy’s skepticism, with Wesley acting as a bridge. The team’s unity is tested by the realization that the solution requires *confronting a crewmate*—not just fixing a machine.
The USS Enterprise-D Engineering Team is the collective force driving the crisis response, a microcosm of Starfleet’s problem-solving ethos under fire. Geordi leads with authoritative urgency, while Duffy, Wesley, and Barclay represent the team’s technical expertise, youthful ambition, and vulnerable underbelly, respectively. Their dynamic is a study in institutional pressure: the team’s usual camaraderie fractures under the weight of the 15-minute deadline, with Barclay’s evasiveness becoming a liability that threatens the organization’s survival. The team’s failure to unite around a solution exposes a critical flaw in Starfleet’s ‘no man left behind’ ideal—what happens when the man in question is the problem?
*Through collective action under Geordi’s leadership*: The team manifests as a single, desperate entity, with each member’s skills and flaws on full display. Geordi’s authority is challenged not by insubordination, but by the *impossibility* of the task. Barclay’s presence forces the organization to confront its own blind spots: its reliance on technical solutions, its tolerance for social outcasts, and its assumption that ‘the mission’ always comes first.
*Hierarchical but strained*: Geordi’s authority is absolute, but his hesitation to press Barclay creates a power vacuum. Duffy and Wesley operate as his lieutenants, their technical suggestions met with dismissal, while Barclay’s silence speaks volumes. The team’s power dynamic is a pressure cooker: respect for the chain of command wars with the desperate need for *any* viable idea. The ship’s shudder is the ultimate equalizer—it doesn’t care about rank, only results.
The event exposes the *fragility of Starfleet’s meritocracy*: the organization’s success depends on its ability to integrate even its most vulnerable members. Barclay’s breakdown forces the team to ask: *How do you fix a ship when the malfunction is a man’s mind?* The answer isn’t in the manuals—it’s in the *people*.
*A fracture in the team’s unity*: Geordi’s protective instinct toward Barclay clashes with his duty to the ship, while Duffy’s skepticism and Wesley’s eagerness create a fault line. The team’s usual synergy is replaced by a *competition of ideas*, each member grasping for a solution that feels increasingly out of reach. Barclay’s presence is the catalyst—his silence a mirror held up to the team’s own failures to communicate, support, or truly *see* one another.