Team Management
Leadership and Management
The paper will focus on a case study and a management plan that resolves concern areas, rebuilds team culture, and aligns organizational practice with leadership. The appropriate management styles that suit the case study best are servant and democratic. Servant leadership focuses on the need for self-sacrifice whereas democratic leadership consults multiple stakeholders before making decisions (Soomo Learning, 2020). The two leadership practices can improve team culture if employees are involved in organizational decision-making.
Followership
I can leverage my strengths to increase followership and improve culture and effectiveness. I can use openness, conscientiousness, and agreeableness while communicating with employees to build trust which creates harmony and may increase followership. Conscientiousness, for example, allows leaders to plan their tasks meticulously, resulting in multiple achievements (Plachy & Smunt, 2022). The three strengths will help me and SNHU Pet Supply Company in various ways. For instance, agreeableness will allow me to set rules at work and decide on major organizational decisions while actively involving the company’s employees, eliminating feelings of micromanagement. Openness and agreeableness can assist me to increase employee engagement and commitment to the company resulting in improved trust, which strengthens the firm’s culture internally.
Decision-Making Models
The section describes different decision-making models that can be utilized at SNHU Pet Supply Company and their effect on team culture as well as the organization. The intuitive and rational decision-making models can help the organization solve problems in a structured manner without confusion. Democratic decision-making can help current employees participate in significant organizational decisions, which increases their productivity (Harris et al., 2019). In contrast, intuitive decision-making will help followers grow personally and professionally, making it a great choice. SNHU Pet Supply Company’s employees can use intuitive, rational, and democratic decision-making to implement fair organizational decisions that combine logic and past experiences.
Emotional Intelligence
There are some factors I should consider to ensure my management practices are emotionally intelligent as well as diverse. To ensure my leadership is inclusive and diverse, I must develop self-awareness, team motivation, empathy, social skills, and self-regulation. Emotional intelligence will allow me to understand real-life situations from the perspective of other employees regardless of their diversity. As a result, I can create policies that accommodate every type of employee with no prejudice or discrimination (Issah, 2018). The skills align with organizational values because if SNHU Pet Supply Company’s employees have high emotional intelligence, they will work more efficiently, resulting in faster product delivery. In addition, their desire and commitment to serve the firm’s consumers will increase.
Communication and Collaboration Across Functions
Forms and Functions
The section explores the various functions of an organization and their effect on teams as well as the impact of teams on functions. The four functions include controlling, organizing, planning, and leading. Organizational functions are essential because they influence work activities and how job tasks are assigned. The team is also important since it executes the four organizational functions effectively (Soomo Learning, 2020). The success of any firm depends on how a team executes the organization’s functions.
Communication Practices
The slide explores the communication weaknesses and strengths of the company and recommendations to solve the challenges. Using appropriate communication channels may solve the miscommunication between different departments and improve worker satisfaction (Soomo Learning, 2020). Employees have different communication preferences and cultures; thus, the company should schedule meetings that accommodate everyone’s time zone.
Organizational Mission, Vision, and Goals
The section focuses on the SNHU Pet Supply Company’s organizational goals, mission, and culture statement. The culture statement describes the love of employees for pets. Overall, the mission of a firm defines the scope of a company’s operations whereas a culture statement combines a firm’s values, beliefs, mission, and traditions. The mission of SNHU Pet Supply Company mentions the various forms of supplies, toys, and food offered by the firm to its customers.
Organizational Mission, Vision, and Goals Continued
The section explains what culture statement, mission, and goals mean for organizational operations. For instance, the mission indicates that a company must have a clear purpose and unique characteristics that make it special to succeed in its operations (Soomo Learning, 2020). For instance, SNHU Pet Supply Company has a clear purpose which enables it to assign work duties to fulfill organizational goals while considering its organization, leadership, diversity and inclusion. However, the firm may fail due to a centralized organizational structure, harsh management style based only on results, and failure to include employees in information communication.
Goals ensure the company can measure its success through objectives and determine how to improve operations. In contrast, a culture statement allows a company to outline what its culture looks like. The mission and culture statements as well as goals relate to a company’s operations because firms must align four business elements including people, jobs, organization, and leadership to achieve success. Therefore, a company must choose the appropriate organization, leadership, and people to succeed, indicating it is not enough to have great goals, mission and culture (Soomo Learning, 2020). Organization, leadership, and people play key roles in an organization’s success.
References
Harris, D. E., Holyfield, L., Jones, L., Ellis, R., & Neal, J. (2019). Spiritually and developmentally mature leadership: Towards an expanded understanding of leadership in the 21st Century. Springer.
Issah, M. (2018). Change leadership: The role of emotional intelligence. Sage Open, 8(3), 1-6.
Plachy, R. J., & Smunt, T. L. (2022). Rethinking managership, leadership, followership, and partnership. Business Horizons, 65(4), 401-411.
Soomo Learning. (2020). Managing and leading in business. Web texts.