BUS210 Project 1 Slideshow PDF

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SNHU Pet Supply Co. Team Management Plan Carly Goldmann

Our Guiding Principles: Mission, Culture, Goals • Our mission at SNHU Pet Supply Company is to provide high-quality pet food, treats, and toys to dogs and cats.

• The SNHU Pet Supply Company Culture: We are staffed by a diverse group of more than 500 employees who love pets and appreciate the joy and friendship they bring to our homes and communities. We are a passionate, friendly group of people who strive to provide high-quality products and customer-first services across the nation to our customers and their pets. • Our Organizational Goals: 1. 2. 3.

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Make quality pet products easier for customers to obtain through decreasing production costs by 3%. Increase workplace efficiencies to deliver products more quickly and effectively. Increase employee satisfaction ratings by 4%.

Team Issues and Concerns • Harsh, results-based management style has restricted creativity and attempts at innovation • Team members were discouraged from collaborating with other teams in the company • Communication from management has been lacking or nonexistent

• Time zone differences not considered

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Encouraging Open Communication • What works? 1.

Communication within the team

• How can we improve? 1. 2. 3. 4.

Meeting times that work for all Weekly team meetings Open Door Policy Utilizing appropriate channels for communication

“Com “Communicat municat munication ion is vita vitall to or organizations ganizations ganizations” ” (Soomo Learning, 2020).

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Leadership and Management “Servant leadership transcends self-interest to serve the needs of others by helping followers grow professionally and personally” (Soomo Learning, 2020).

“The servant le leader ader make makess a conscientious de decision cision to val value ue followers’ needs and re respects spects their contributions” (Soomo Learning, 2020) 5

Followership “Le “Leadership adership an and d follow followership ership is a su supportive pportive bond: Lea Leaders ders de depend pend on follo followers wers an and d vi vice ce ve versa.” rsa.” (Suda, 2013)

Effective followers… 1. 2. 3. 4.

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Accept responsibility Challenge authority Participate in change Serve the needs of the organization

Team Decision-Making

Intuitive Model

Collaborative Model

• Emotional, based on past experiences and patterns

• Logical and emotional, based on discussion and consensus

• No specific method; “follow your gut”

Rational Model • Logical, based on procedures and rules • Follows a specific method 7

• Depends on the active involvement of all participants

Emotional Intelligence and Encouraging Diverse Perspectives Emotionally intelligent leaders… • Know their strengths, weaknesses, drives, and motivations, and solicit feedback on their performance

• Control their emotions in response to outside stimuli and anticipate the outcomes to their decisions • Successfully manage relationships and actively listen to others • Consider others’ feelings and thoughts and can identify hidden meanings in body language and other nonverbal communication • Understand their underlying motivations and the emotions that may become roadblocks

“E “Emotions motions sha shape pe an individual’s beliefs about th the e value of a job, a co company, mpany, or a team. They als also o affe affect ct behaviors at work.” 8

(Soomo Learning, 2020)

References • Soomo Learning. (2020). Managing and leading in business. https://www.webtexts.com.

• Suda, L. (2013). In praise of followers. Paper presented at PMI® Global Congress 2013 North America, New Orleans, LA. Newtown Square, PA: Project Management Institute.

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