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BMGT 364 Project 3 (Week 6) – Leadership
In this project, you will demonstrate an understanding of management and leadership skills and leadership styles. You will read a case scenario and apply what you have learned to make a recommendation for a new position with PureLife Foods.
Outcome Met by Completing This Assignment
- demonstrate leadership skills by communicating a shared vision, motivating and empowering others, and creating a culture of ethical decision-making and innovation
How to Set Up the Paper
Create a Word or Rich Text Format (RTF) document that is double-spaced using 12-point font. The final product will be 3-4 pages in length excluding the title page and reference page. Write clearly and concisely.
Use Project 3 Template to complete this project.
You are currently working as an associate reporting to the Senior Lead Consultant for Green Line Consultants. The Senior Lead Consultant has been contacted by Grace Polk, head of R&D for PureLife Foods, Grace explained that she has been working to get the initial planning of a new division started but it is time to hand over the reins to a new Executive Director who will be responsible for bringing the division together and establishing the new division as a well-oiled machine. The Senior Lead Consultant has asked you to help conduct a candidate search for the position of Executive Director for the Fitness and Nutrition division.
PureLife Foods currently produces and distributes organic vegetarian food products to major retailers such as Giant and Safeway that in turn are sold to the public. PureLife has decided to start producing and distributing a line of all-natural energy bars with its existing contracted clients.
Consider the question, “Who is a manager and what is their job in an organization?” As PureLife Foods launches a new product division to design, develop and deliver energy bars, the company will need to bring in someone to manage this division. The desire of Grace Polk is that the new Executive Director for the Energy Bars Division will be open to innovative ways to develop green and sustainable products that will not only be popular among the traditional PureLife Foods customer base, but also will be the face of the organization when marketing company products.
Partnering with Green Line Consultants, Grace will be vetting three potential candidates who will be expected to jump in and begin the development of management plans that will be used to establish the new division. The transcripts from the interviews of the three potential candidates have been given to the Green Line Consultants team who will help Grace. The new Executive Director will be a Manager of the 21st Century who will be able to instill the culture, value and traditions of PureLife Foods into the employees hired as managers and employees.
In the beginning, the Executive Director will be the face of PureLife Food’s marketing brand. In addition, this new employee will need to be able to motivate not only the employee base of these new products but also motivate a new customer base for PureLife Foods on the ‘difference’ PureLife Foods will bring to the Energy Bars industry. Currently, the Energy Bars industry consists a lot of well-established companies, and a strong entry will be key to grab market share. Innovative and well-made products, good marketing, and a clear strategy will be critical to a strong entry, so bringing in a strong director will be key.
Candidate Summary of Transcripts
Beth has spent the past 25 years working for Star Lite Foods, a mid-sized vegetarian food company currently operating out of Texas, which recently was bought by a large health food company looking to expand to Energy Bars. For the past two years Beth has served as the Vice President of Operations and Marketing where, according to her statements in the interview, she was instrumental in helping Star Lite gain a 12% increase year-over-year in market share. Before being named as a vice president for Star Lite, Beth worked for 10 years as a Regional Director in Maine responsible for sourcing vegetables from regional farms. During her run as a Regional Director she was responsible for making visits to the farms along the eastern seaboard to ensure compliance to company, federal, and local safety and production regulations. She credited her success in that role to her strict management style of being a part of each farmer’s decision making process regardless of the farmer’s independent status. She did this through modern communication channels that allowed her and her personnel to work from their homes rather than from office space in headquarters. The previous 13 years with the company were spent climbing the corporate ladder starting with the company in the production line at the Michigan plant where the company got its start. During her interview Beth stated that PureLife Foods should consider getting into the Energy Bars industry with less focus on sustainability and green initiatives as it can be a difficult industry for new entrants. Beth proposed focusing on making quality products that can be sourced from local vendors. She stated that once established, the company could initiate a move to being more environmentally and attentive to the well-being of consumers. She proudly stated that she was an ‘old school’ manager whose success in Texas came from her ‘hands on’ approach. Beth stated in her cover letter that she is an experienced executive with a successful track record.
Sharron has been working for PureLife Foods as the Deputy Executive Director of the West Coast Division for the last year mainly focused on helping the Meatless Hamburger Patty branch become more environmentally and human friendly. Sharron currently holds a BS in Chemical Engineering from Rensselaer Polytechnic Institute and an MBA from UMGC. Prior to her current position Sharron was a production manager at the Arizona facility for eleven years and was highly regarded within the employee ranks as a fair manager who was inclusive in her decision making. This allowed her to keep employees involved in the daily operations of the plant and in her opinion helped to foster a cohesive workforce. Sharron’s research in organic ingredients was a major reason for the ascension of PureLife Foods in Oregon’s list of environmental and human friendly companies. Prior to joining PureLife Foods twelve years ago, Sharron spent one year as an intern for a small non-profit company researching the long-term effects of soy-based and animal-based products imported from Asia. During her initial screening, Sharron admitted she does not have any marketing experience to help be the face of the new product but has a strong desire to work on those skills and believes she has the managerial and leadership qualities to guide the team to success. Sharron stated in her cover letter that although she only has twelve years of experience she would be a great fit for this executive position not just due to her familiarity with PureLife Foods, its core values, understanding of its mission and vision, but also because of her desire to see PureLife Foods become a leader in sustainable production with a focus on being environmentally and human friendly. Her degree in chemical engineering paired with the desire stated previously, would also allow her to focus on finding ways for PureLife Foods to become the leader in quality, clean energy bars.
Jack is the current owner of Bigsby Frozen Foods that focuses on vegetarian frozen meals, with over $300M in sales annually. PureLife Foods recently agreed to purchase Bigsby’s and made a promise for Jack to receive a position within the organization as part of the purchase agreement. It was agreed that Rico Manuel, Jack’s long-time expert Frozen Foods Director would take over as Director of Operations for the PureLife Foods’s supplement division. Terry Schinn, PureLife’s COO, has asked to have Jack vetted carefully to see if maybe this new position would be a good fit for his executive level management and leadership skills. Terry also believes that since ‘Jack can run his own company he should be able to run a new division.’ The purchase of Jack’s company by PureLife Foods has a stipulation that Jack must be provided with a ‘high level’ position within the organization. Prior to starting the company 17 years ago Jack was an officer in the US Air Force working in logistics. During Grace’s conversations with Jack, he admitted that he handled the operations and financial side of the company for many of the company’s initial years while Rico led the marketing campaigns that helped the company grow exponentially for the first few years and maintain steady growth thereafter. However, he believes that since he has been leading Bigsby’s through its growth that he could easily manage PureLife Foods into a new venture. Jack feels confident he is the best candidate and is a front runner for the position.
You have been asked to review the three candidates and make a recommendation for the Executive Director position. The new Executive Director will have a lot of responsibility in managing and leading.
You will evaluate each of the three candidates considering each candidate’s full body of experience and how their experience aligns with Grace’s expectations for the new position as well as how each candidate will lead within the context of PureLife Foods’s desire to be a green and sustainable organization.
Review the Paper: Read the paper to ensure all required elements are present. The following are specific requirements that you will follow. Use the checklist to mark off that you have followed each specific requirement.
Specific Project Requirements
Proofread your paper
Read and use the grading rubric while completing the problem set to ensure all requirements are met that will lead to the highest possible grade.
Third person writing is required. Third person means that there are no words such as “I, me, my, we, or us” (first person writing), nor is there use of “you or your” (second person writing). If uncertain how to write in the third person, view this link: http://www.quickanddirtytips.com/education/grammar/first-second-and-third-person.
Contractions are not used in business writing, so do not use them.
Paraphrase and do not use direct quotation marks. Paraphrase means you do not use more than four consecutive words from a source document. Instead put a passage from a source document into your own words and attribute the passage to the source document. Not using direct quotation marks means that there should be no passages with quotation marks and instead the source material is paraphrased as stated above. Note that a reference within a reference list cannot exist without an associated in-text citation and vice versa. You may not use more than four consecutive words from a source document, as doing so would require direct quotation marks. Changing words from a passage does not exclude the passage from having quotation marks. If more than four consecutive words are used from source documents, this material will not be included in the grade and could lead to allegations of academic dishonesty.
You are expected to use the research and weekly course material to develop the analysis and support the reasoning. There should be a robust use of the course material along with thorough analysis of potential location information. Material used from a source document must be cited and referenced. A reference within a reference list cannot exist without an associated in-text citation and vice versa. Changing words from a passage does not exclude the passage from having quotation marks. If more than four consecutive words are used from source documents, this material will not be included in the grade and could lead to allegations of academic dishonesty.
Use in-text citations and provide a reference list that contains the reference associated with each in-text citation.
You may not use books in completing this problem set unless part of the course material. Also, do not use a dictionary or Wikipedia.
Provide the page or paragraph number in every in-text citation presented. If the eBook does not have pages, provide the chapter title and topic heading. If using a video, provide the minutes and second of the cited material.
SOURCES TO BE USED.
Week 4 Introduction
Over the past several weeks you have discovered that there are many facets to managing the resources of a business to accomplish its established goals. One of the more critical resources to manage is the human resource. Human resource management requires skills that must be fostered and developed for the manager to accomplish the goals and objectives that will achieve the company’s vision. A manager’s ability to lead is critical. Fostering relationships with employees and understanding how each person fits into the company’s plan are critical. Leaders set direction and inspire those who follow them, yet they must still deploy management skills to guide people in the right direction and in the most efficient way.
When Henri Fayol first released his functions of management there were five pillars he considered. Planning, Organizing, Commanding, Coordinating, and Controlling. A more modern approach is to take the Commanding and Coordinating pillars and discuss them in a modern approach to Leading. Managers can no long expect to give an order and have them followed simply due to the nature of the manager or leaders authority. Today’s managers must be able to help their employees to want to see the mission and vision of the organization fulfilled. To do this, a manager will need to consider three critical components: Motivate employees; create influence over employees; and form effective groups.
We have discovered over the past several weeks that there are many facets to managing the resources of a business to accomplish the established goals. One of the more critical resources to manage is the Human resource. The management of the human resource requires skills that must be fostered and developed for the manager to accomplish the goals and objectives laid out which will accomplish the vision of the company. A manager’s ability to lead is critical. The fostering of relationships with the employees and understanding how each person fits in the company’s plan is critical. Leaders set direction and inspire those who follow them, yet they must still deploy management skills to guide their people in the right direction, in the most efficient way.
Theme 1: What is leading?
Professor Warren G. Bennis stated that “leaders are people who do the right thing; managers are people who do things right.” It is true that when we manage we must ensure processes are followed safely and accurately to attain the highest possible efficiency, but we also must remember to set the tone for how our employees will go about doing their jobs. Leaders set that tone by being the example of how to interact within the organization.
- Why It Matters: Leadership
- What Makes an Effective Leader?
- Effective vs. Poor Leadership
- Situational Theories of Leadership
- Transformational and Transactional Theories of Leadership
- Putting It Together: Leadership
Theme 2: The manager must be able to make decisions, solve problems, communicate, motivate employees, and lead teams toward the completion of tasks. This is often done as part of the leading function. This week students learn about leading and motivating employees.
- Needs-Based Theories of Motivation
- Process-Based Theories of Motivation
- Job Characteristics that Affect Motivation
- Goal-Setting Theory
- Reinforcement Theory
- Manager’s Role in Promoting Motivation
- Putting It Together: Motivation
Week 5 Introduction
This week the discussion of leading continues. In making decisions, managers must communicate. Leaders need to be skilled communicators as they build relationships within the organization at all levels and outside the organization with various stakeholders such as local communities. In today’s global business environment, leaders must be able to communicate on a global scale.
Theme 1: The manager must be able to make decisions, solve problems, communicate, motivate employees, and lead teams toward the completion of tasks. This is often done as part of the leading function. This week students learn about leading and communication.
- Why It Matters: Communication
- Communication and Management
- Typical Communication Flows
- Barriers to Effective Communication
- Channels of Business Communication
- Putting It Together: Communication
- Why It Matters: Decision Making
- Barriers to Individual Decision Making and Styles of Decision Making
- Rational Decision Making vs. Other Types of Decision Making
Theme 2: We are working in an environment where constant change has become the norm in business.
Change is the natural process any organization will go through in today’s fast moving marketplace. The world as we know it is constantly undergoing change but so is technology, customer trends, world affairs, and the economy. The organization that is not willing to adapt to this ever-changing business climate and embrace frequent change will be left like the dinosaurs; extinct. When it is time for your organization to make a change you will need to have people in place that can help not just the organization navigate through the complexities, but also to help the personnel understand the need for change and embrace the challenges that may lie ahead during the process. This person will be your Change Agent, and they will be a critical component.
We discovered the need for change and having good personnel in place to help navigate the challenges during change this week; but that ability to help others navigate change stems from developing strong communication skills.
- Adapting and Innovating
- Technology and Innovation
- Managing Change For Organizations
- Managing Change For Employees
Week 6 Introduction
Theme 1: Groups, Teams and Teamwork
- Why It Matters: Groups, Teams and Teamwork
- Common Group Behavior
- Types of Teams
- Building Effective Teams
- The Five Stages of Team Development
- Conflict in Teams
- Putting It Together: Groups, Teams and Teamwork
Theme 2: Human Resource Management
- Why It Matters: Human Resource Management
- Purpose of Human Resource Management
- Laws Affecting Human Resource Practices
- Recruiting and Selecting Qualified Job Applicants
- Employee Orientation and Training
- Employee Development and Performance Evaluations
- Employee Compensation, Incentive, and Benefits Strategies
- Employee Separation and Termination
- Current Trends and Challenges in HR Management
- Putting It Together: Human Resource Management