Staffing Your Intrapreneurship Plan Due Week 9 And Worth ✓ Solved

Staffing Your Intrapreneurship Plan Due Week 9 and Worth

Develop a comprehensive three to four-page paper based on your intrapreneurship plan from Assignment 2. Focus on identifying the appropriate team to support your intrapreneurial business idea, including the specific skills needed. Explain your approach to recruiting team members both internally and externally. Describe the key leadership position, and create a detailed job posting for this role, including the salary range. Support your analysis with at least two credible academic sources, formatted according to APA guidelines. Ensure your paper includes a cover page and references page, not counted towards the page length. Follow proper formatting standards: Times New Roman font size 12, double-spaced, with one-inch margins. Use clear and precise language, and demonstrate effective communication throughout your submission. This assignment aligns with course learning outcomes related to management functions, human resource considerations, team concepts, effective communication, and research skills.

Sample Paper For Above instruction

Introduction

In the dynamic landscape of contemporary business, intrapreneurship presents unique opportunities for organizations to foster innovation and sustain competitive advantage. Central to the successful implementation of intrapreneurial initiatives is assembling a skilled and motivated team that can translate ideas into viable products or services. This paper delineates the process of selecting an appropriate team, strategies for recruitment, and the creation of a key leadership role necessary to support an intrapreneurial project.

Assessing the Appropriate Team for the Intrapreneurship Idea

Effective intrapreneurship hinges on the composition of a multidisciplinary team capable of navigating the complexities of innovation within an organization. The most suitable team structure, in this context, is a cross-functional team comprising members from diverse departments such as marketing, finance, operations, and product development. This structure fosters collaborative problem-solving and provides multiple perspectives, which are vital for innovating and addressing various operational challenges (Amabile et al., 1996).

Furthermore, adopting an agile team approach enables rapid iteration and responsiveness to market feedback, which aligns with the iterative nature of intrapreneurial ventures. Team members should possess skills in project management, creative thinking, and technical expertise pertinent to the business concept. Additionally, fostering a culture of open communication and psychological safety encourages team members to contribute innovative ideas and challenge existing paradigms, thereby enhancing the intrapreneurship process (Edmondson, 1999).

Recruitment Strategies

Recruiting team members internally involves identifying high-potential employees with an aptitude for innovation and a willingness to engage in entrepreneurial activities. Internal recruitment can leverage existing organizational knowledge and preserve institutional memory, facilitating smoother integration of team members into the project. Methods include talent assessments, performance reviews, and targeted internal job postings that highlight the intrapreneurial opportunity (Cascio & Boudreau, 2016).

External recruitment extends the talent pool, enabling the organization to bring in fresh perspectives and specialized skills not available internally. Strategies include posting job openings on industry-specific job boards, leveraging professional networks, and engaging recruitment agencies with expertise in innovation roles. Social media platforms and career fairs provide additional avenues to attract candidates with entrepreneurial experience and a growth mindset (Breaugh & Starke, 2000).

Key Leadership Position and Job Posting

The pivotal role to lead the intrapreneurial team is the "Innovation Project Manager." This position requires strategic vision, leadership abilities, and technical competence to coordinate resources, manage timelines, and ensure alignment with organizational goals.

Job Posting: Innovation Project Manager

• Position Overview: We are seeking a dynamic Innovation Project Manager to spearhead our intrapreneurship initiatives. The role involves overseeing project planning, guiding cross-functional teams, and driving the development of innovative solutions that contribute to organizational growth.
• Salary Range: $80,000 - $110,000 annually, based on experience and qualifications.
• Key Responsibilities: Lead intrapreneurial projects from conception to execution, facilitate effective team collaboration, monitor project milestones, and communicate progress to stakeholders.
• Required Skills and Qualifications: Bachelor’s degree in Business, Management, or related field; experience in project management and innovation; strong leadership and communication skills; proficiency with project management tools.

Conclusion

Building an effective intrapreneurial team involves selecting diverse, skilled members, utilizing strategic recruitment methods, and appointing strong leadership. The success of the initiative depends on assembling a motivated group capable of fostering innovation within the organizational framework. By following the outlined approach, organizations can set a solid foundation for sustainable intrapreneurship and growth.

References

• Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39(5), 1154-1184.
• Breaugh, J. A., & Starke, M. (2000). Research on employee recruitment: So many debates, so many questions. Journal of Management, 26(3), 405-434.
• Cascio, W. F., & Boudreau, J. W. (2016). The search for global competence: From international HR to talent management. Journal of World Business, 51(1), 103-114.
• Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44(2), 350-383.
• Hamel, G., & Prahalad, C. K. (1994). Competing for the future. Harvard Business Review, 72(4), 122-128.
• Kotter, J. P. (1996). Leading change. Harvard Business Review Press.
• Lawrence, P., & Lorsch, J. (1967). Differentiation and integration in complex organizations. Administrative Science Quarterly, 12(1), 1-47.
• Muchinsky, P. M. (2016). Psychology applied to work: An introduction to industrial and organizational psychology. Hypergraphic Press.
• Shalley, C. E., Zhou, J., & Oldham, G. R. (2004). The effects of personal and contextual factors on creativity: Where should we look and what should we see? Journal of Management, 30(6), 933-958.
• Yukl, G. (2010). Leadership in organizations. Pearson Education.