Assignment Leadership Management Leadership Consultant Analy ✓ Solved

Assignm E Ntleadership Management Leadership Consultant Analysis1

Assignm E Ntleadership Management Leadership Consultant Analysis1

ASSIGNM E NT Leadership & Management – Leadership Consultant Analysis 1 DU E DATE Week 9 S T R AY E R U N I V E RS I T Y | CO PY R I G H T © . A L L R I G H TS R E S E RV E D. WEEKS 8 & 9 MANAGEMENT & LEADERSHIP people ORGANIZATIONAL CHART In-Store Sales Associate Catering Sales Associate Maintenance Associate Purchase Associate Cashier Food Quality Control Executive Chef Cashier Head of Food Service Assistant Manager Food & Beverage Director Sales Manager Logistics Manager Financial Director Kitchen Manager Restaurant Manager General Manager Junior Accountant Accountant Assistant Chef Food Service Staff Ingredients Buyer Operations Manager S T R AY E R U N I V E RS I T Y | CO PY R I G H T © . A L L R I G H TS R E S E RV E D.

A L L R I G H TS R E S E RV E D. 2 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. R E C RU I T H I R E M A N AG E E X I T E VA L UAT EC O M P E N SAT I O N A D J U S T M E N T S T R AY E R U N I V E RS I T Y | CO PY R I G H T © . A L L R I G H TS R E S E R V E D. 3 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.

CHAPTER 11: TECHNICAL DESCRIPTION AND SPECIFICATIONS Write a professional memo that either: 1. Provides a clear description for a specific technical term from your field to a general, non-expert audience OR 2. Argues for the implementation of a specific process or device in regard to some technical aspect of your field. Make sure that your memo is properly researched and includes sources where appropriate. 800 words Basic Features of Technical Descriptions Title specific to the subject being described Introduction with a definition and overall description of the subject Introductory moves set a context for the body.

Main moves: Introduction--Definition of Subject--Purpose Statement--Main Point--Importance of Subject--Overall Description--List of Major Parts Body paragraphs that partition the subject into its features, functions, or stages Main moves: Definition and Purpose of Part--Minor Part--Minor Part--Minor Part Graphics that illustrate the subject and its parts Conclusion, if needed, that describes the subject in operation The conclusion shows the subject working or in action. Make a plan and do research Define the Rhetorical Situation Do Background Research: You should know as much as possible about your subject. Describe the Context: Particularly, the context of your subject. Create or Locate Graphics: Collect graphics that illustrate your subject, or create them yourself.

Partition your subject Divide your subject into its features, functions, or its stages of a process: by features—You might separately describe the subject’s parts or features. For example, a description of a computer might describe it part by part, partitioning it into a monitor, keyboard, external hard drives, and a central processing unit (CPU). by functions—You might note how the subject’s different parts function. A description of the International Space Station, for example, might partition it function by function into research, power generation, infrastructure, habitation, and docking sections. by stages of its process—You might break down the subject chronologically by showing how it works.

A description of Hodgkin’s disease, for example, might walk readers step by step through detection, diagnosis, staging, and remission stages. A description of a machine might show how it moves step by step through its operations. Logical (or mind) mapping Pull up 1. Put the name of your subject in the middle of your screen or a sheet of paper. 2. Write down the two to five major parts in the space around it. 3. Circle each major part. 4. Partition each major part into two to five minor parts.

Organize and draft your technical description Specific and Precise Title: The title of your technical description should clearly identify the purpose of the document. Introduction with an Overall Description: Typically, the introduction will set a framework or context by including some or all of the following features: Definition of Subject: A sentence definition of your subject includes three parts: the term, the class in which the subject belongs, and the characteristics that distinguish the subject from the other members in its class. The definition of the subject should appear early in the introduction, preferably in the first sentence. The purpose statement: Clearly state that you are describing something.

Main Point: Give your readers an overall claim that your description will support or prove. Importance of the Subject: For readers who are unfamiliar with your subject, you might want to include a sentence or paragraph that stresses its importance. Overall Description of the Subject: Descriptions sometimes offer an overall look at the item being described List of the Major Features, Functions, or Stages: In many descriptions, the introduction will list the major features, functions, or stages of the subject. You can then use this list of features, functions, or stages to organize the body of your description. Description by features, functions, or Stages: The body of your description will concentrate on describing your subject’s features, functions, or stages.

Address each major part separately, defining it and describing it in detail. Within your description of each major part, identify and describe the minor parts. Description through Senses: Consider each of your five senses separately, asking yourself,“How does it look?–How does it sound?–How does it smell?–How does it feel?†and “How does it taste?†Similes: describe something by comparing it to something familiar to the readers (“A is like Bâ€). Analogies: are like similes, but they work on two parallel levels (“A is to B as C is to Dâ€). Metaphors: used to present an image of the subject by equating two different things (“A is Bâ€).

Conclusion: The conclusion of a technical description should be short and concise. Conclusions often describe one working cycle of the object, place, or process. Style, design and medium Your style should be simple and straightforward. Use simple words and limit the amount of jargon. Focus on the details your readers need to know, and cut the extras.

Keep sentences short, within breathing length. Remove any subjective qualifier words like “very,–easy,–hard,–amazing.†Use the senses to add color, texture, taste, sound, and smell. The design should clarify and support the written text. Use a two-column or three-column format to leave room for images. List any minor parts in bulleted lists.

Add a sidebar that draws attention to an important part or feature. Use headings to clarify the organization. Put measurements in a table. Graphics Use a title and figure number with each graphic. Refer to the graphic by number in the written text.

Include captions that explain what the graphic shows. Label specific features in the graphic. Place the graphic on the page where it is referenced or soon afterward. EXTENDED DEFINITION An extended definition starts with a sentence definition and then expands on it in the following ways: Word history and etymology: Use a dictionary to figure out where a technical term originated and how its meaning has evolved (e.g.,“The word ion, which means ‘going’ in Greek, was coined by physicist Michael Faraday in 1834.â€) Examples: Include examples of how the term is used in a specific field (e.g.,“For example, when hydrogen chloride (HCl) is dissolved in water, it forms two ions, H+ and Cl−.â€) Negation: Define your subject by explaining what it is not (e.g.,“An ion is not a subatomic particle.â€) Division into parts: Divide the subject into its major parts and define each of those parts separately (e.g.,“An ion has protons, electrons, and neutrons.

Protons are sub-atomic particles with a positive charge found in the nucleus, while electrons . . .â€). Similarities and differences: Compare your subject to objects or places that are similar, highlighting their common characteristics and their differences (e.g.,“An ion is an atom with a nucleus and electrons, except an ion does not have an equal number of protons and electrons like a stable atom.â€) Analogy: Compare your subject to something completely different but with some similar qualities (e.g.,“An ion is like an unattached, single person at a dance, searching for oppositely-charged ions to dance with.â€) Graphics: Use a drawing, picture, diagram, or other kind of graphic to provide an image of your subject.

Applying the Instructions

This is a fictional scenario where you act as a business consultant hired to improve a company's leadership management structure. The company is a large discount retail store with an in-store restaurant. Your task is to evaluate and recommend improvements based on organizational structure, human resources practices, and leadership style.

Specifically, you will:

• Analyze the organization's chart to determine if it has a tall or flat hierarchy, explaining your reasoning.
• Identify the missing step in the company's Human Resources cycle and explain its importance.
• Assess the current leadership style of the team leader or yourself, discussing benefits and drawbacks, and suggest ways to improve leadership practices.
• li>Apply these insights to your own or previous workplace to evaluate organizational structure, human resources practices, and leadership style, and suggest improvements.

Ensure your analysis is supported with appropriate research and sources. Write a comprehensive, 1000-word analysis that clearly addresses all these points, providing practical recommendations based on management best practices.

Attribution

This assignment addresses concepts of organizational structure, human resources management, and leadership styles in a business context, designed to develop your capacity to evaluate and recommend improvements in a company's management practices.

References

• Robbins, S. P., & Coulter, M. (2018). Management (13th ed.). Pearson.
• Northouse, P. G. (2018). Leadership: Theory and Practice (8th ed.). Sage Publications.
• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Daft, R. L. (2016). Organization Theory and Design (12th ed.). Cengage Learning.
• Yukl, G. (2013). Leadership in Organizations (8th ed.). Pearson.
• Colquitt, J. A., LePine, J. A., & Wesson, M. J. (2019). Organizational Behavior: Improving Performance and Commitment in the Workplace (5th ed.). McGraw-Hill Education.
• Goleman, D. (2000). Leadership That Gets Results. Harvard Business Review.
• Mintzberg, H. (1979). The Structuring of Organizations. Prentice-Hall.
• Koufopoulos, D. (2011). The Impact of Leadership Styles on Employee Performance. International Journal of Business and Management.
• Bass, B. M., & Avolio, B. J. (1993). Transformational Leadership and Organizational Culture. Public Administration Quarterly.