Expert answer:Business is People
Expert answer:Real BusinessIt can be difficult for a business to improve how it operates from inside the organization. Sometimes, an outside perspective is needed. The large discount retail store you work for wants to improve its in-store restaurant management team.Your RoleCompanies like Target and Walmart often work with outside consultants—people who are not employees of the company but who are hired on a contract basis to help with a specific project. As a Leadership Consultant, you’ve been hired by a large discount retail company to help the company improve its leadership structure and approach to management.
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people
WEEKS 8 & 9
MANAGEMENT & LEADERSHIP
ASSIGNMENT
DUE DATE
Leadership & Management –
Leadership Consultant Analysis
Week 9
ORGANIZATIONAL CHART
General
Manager
Food &
Beverage
Director
Operations
Manager
Sales
Manager
Financial
Director
Logistics
Manager
Catering
Sales
Associate
Cashier
Accountant
In-Store
Sales
Associate
Restaurant
Manager
Purchase
Associate
Kitchen
Manager
Executive
Chef
Cashier
Food
Quality
Control
Maintenance
Associate
Assistant
Manager
Junior
Accountant
Assistant
Chef
Head of
Food
Service
Food
Service
Staff
STR AYE R U N IVE RSIT Y | COPYRIGHT © 2016. ALL RIGHTS RESE RVE D.
Ingredients
Buyer
1
HUMAN RESOURCES:
Hello,
Head of HR here, providing you a bit more insight into our process. I’ve included a flow
chart on the high level process (see below) but also wanted to provide a more detailed
explanation.
Our HR cycle begins with our recruiting department. We have campus recruiters who
attend career fairs and develop relationships from select universities around the country.
We also do a substantial amount of recruiting through LinkedIn, targeting professionals
further along in their career with the backgrounds we look for. We then conduct phone
screens with qualified candidates, followed by rigorous in-person interviews. We hire
approximately 10% of the candidates we interview in-person.
Once an employee comes on-board, our performance management system begins.
Employees are required to write out goals and objectives after their first 30 days on the job.
They have regular ongoing conversations with their direct managers, as well as with
assigned mentors, regarding their performance. On or near their anniversary date, we
conduct a formal performance review. In the review, we evaluate how the employee
performed relative to the goals they mapped out for themselves, and relative to our
expectations. Based on the result of the performance review, we make compensation
adjustments and promotion decisions. Finally, when an employee does exit their role, by
transitioning to another role within the company or by terminating their employment, we
conduct formal exit interviews.
Hope this helps. Look forward to your feedback on how we can improve.
RECRUIT
HIRE
MANAG E
EXIT
C O MPENSATI O N
A DJ USTMENT
EVALUATE
STR AYE R U N IVE RSIT Y | COPYRIGHT © 2016. ALL RIGHTS RESE RVE D.
2
LEADERSHIP STYLE:
Hi,
I’m writing this email in response to your request for an overview of my leadership style.
First, I think it’s important to tell you how I got to my role as the General Manager. I started
at the bottom and I’ve worked my way up through the ranks by being the top performer in
every role I’ve had. I’ve worked hard to get to where I am today, nothing has been given to
me, and I believe everyone reporting to me should have a similar mindset and work ethic.
I’m looking for people who can keep up with my level of performance; that’s what we need
to achieve our organizational goals. I demand a lot from people. Some might say I’m
difficult to please, but I believe in continually pushing people to achieve results they
previously didn’t think possible. To do that, my employees must move fast and execute on
the directives I give them. If they can’t, then I need to find others who can keep up. That
may sound harsh, but I view maintaining a strong performance-based culture as my
responsibility as a leader.
Please feel free to contact me with any questions.
STR AYE R U N IVE RSIT Y | COPYRIGHT © 2016. ALL RIGHTS RESE RVE D.
3
NAME:
INSTUCTOR:
DATE:
ASSIGNMENT 4
LEADERSHIP & MANAGEMENT – LEADERSHIP CONSULTANT ANALYSIS
DUE DATE: WEEK 9
Note: All scenarios in this assignment are fictional.
REAL BUSINESS
It can be difficult for a business to improve how it operates from inside the organization. Sometimes, an outside
perspective is needed. The large discount retail store you work for wants to improve its in-store restaurant
management team.
YOUR ROLE
Companies like Target and Walmart often works with outside consultants—people who are not employees of the
company but who are hired on a contract basis to help with a specific project. As a Leadership Consultant, you’ve
been hired by a large discount retail company to help the company improve its leadership structure and approach
to management.
WHAT IS A LEADERSHIP CONSULTANT?
A leadership consultant is a person called in to a company, be it a large corporation or a small business,
to evaluate how it operates and make recommendations for improvement. Leadership consultants are
typically hired when a business is struggling and needs to make changes in order to remain profitable.
Such consultants are often highly educated in the field of business and have experience in managerial
roles.
1
BUS100: INTRODUCTION TO BUSINESS
INSTRUCTIONS
STEP 1: ORGANIZATIONAL STRUCTURE
Take a look at the Organization Chart provided by the company.
• Based on your knowledge of hierarchies, would you say that this team has tall structure or flat structure?
Underline your selection:
• Tall Structure
• Flat Structure
Explain your answer.
STEP 2: HUMAN RESOURCES
The company would like to improve the culture of its team and the quality of its work. Its leadership has provided
you with a Process Chart detailing how it currently applies Human Resources best practices.
• What step of the Human Resources Cycle is missing? Explain why it is important to include this part of
the process.
Note: You should complete Steps 3 & 4 after reading the material in Week 9.
2
BUS100: INTRODUCTION TO BUSINESS
STEP 3: LEADERSHIP STYLE
You have been asked to help improve the leadership style of the team leader in order to meet the team’s
performance goals. The team leader has given you a description of what is most comfortable in terms of leading
others.
• Identify this leader’s style of leadership. Underline your selection:
• Pacesetting
• Visionary
• Affiliative
• Coaching
• Coercive
• Democratic
Explain your reasoning and list two benefits and two drawbacks to the style of leadership you identified as it
relates to the performance of the team.
Provide advice to the team leader on how to overcome the drawbacks of this leadership style.
3
BUS100: INTRODUCTION TO BUSINESS
STEP 4: REAL-WORLD APPLICATION
Apply the thinking in Steps 1-3 as if you were a Leadership Consultant hired by the company where you work or
for a previous employer.
• Review the organization chart for your company. Based on your knowledge of hierarchies, would you say
that your company’s team has a tall structure or flat structure? How does this affect the way your team
works? Explain your answer.
•
4
Consider the work conducted by the Human Resources team at your company. What steps of the Human
Resources Cycle do they implement well? What steps of the Human Resources Cycle might be missing
from your company or are not implemented as well as they could be? What is the effect of this on you and
your team? Explain your answer.
BUS100: INTRODUCTION TO BUSINESS
•
5
Lastly, reflect on the leadership style of either yourself or your supervisor. What leadership style do you
have, or what leadership style does your supervisor have? What are the benefits and drawbacks of this
style for your team? What might you or your supervisor do to improve leadership? Explain your answer.
BUS100: INTRODUCTION TO BUSINESS
…
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