To 3-Page Paper Due Tonight, Budget 25 APA Format With Refer

2 to 3 Page Paper Due Tonight Budget 25apa Format With Reference Pag

You are a consultant hired by an established, medium-sized manufacturing corporation with 250 employees. Your task is to create a team that will work together over a nine-month time frame to develop a proposal for a new business model to address ways the business will grow over the next year.

Identify three functional areas from which you will choose team members. Explain why you selected these areas, and describe what each area will bring to the project that is relevant and crucial to its success. Specifically, consider Human Resources, Operations, and Marketing. Justify why these departments are essential and how their expertise will contribute to innovative growth strategies.

Describe the characteristics you will look for in the team members you choose and why these characteristics are important to the team's success. Key qualities include being team players, open to different ideas, active listeners, reliable and responsible, having genuine commitment to the business’s success, understanding team goals and roles, and encouraging teammates. Explain why each attribute enhances team dynamics and project outcomes.

Explain how you will organize the team to achieve its goals by implementing at least three strategies. Consider creating a mission statement, developing clear goals and objectives, establishing a planning strategy, and effectively assigning tasks to team members. Detail how these organizational elements will foster clarity, accountability, and collaborative effort.

Describe how you will motivate the team members to function effectively as a cohesive unit. Identify at least two motivation strategies, such as recognizing individual and team achievements and providing opportunities for professional development. Discuss how these strategies will boost morale and promote active engagement.

Finally, outline how you will measure the success of the team’s achievements. Specify methods such as setting measurable objectives, tracking productivity metrics, and utilizing 360-degree feedback. Explain how these evaluation tools will help determine whether the team's work is positively impacting the business and achieving the intended growth and innovation goals.

Paper For Above instruction

Developing a new business model within a manufacturing company requires careful team formation, strategic organization, motivation, and evaluation. In this scenario, selecting members from Human Resources, Operations, and Marketing is a strategic decision grounded in their expertise in managing people, processes, and market outreach, respectively. These departments provide a diverse yet complementary skill set that can drive innovation and facilitate sustainable growth.

Human Resources (HR) plays a critical role in identifying team members with the right characteristics, fostering collaboration, and managing conflict. HR professionals understand how to evaluate soft skills such as communication, reliability, and team orientation, which are essential for a cohesive team dynamic (Noe, Hollenbeck, Gerhart, & Wright, 2020). Their involvement ensures that the team not only has technical expertise but also possesses the interpersonal skills necessary for effective collaboration over the nine-month period.

Operations contribute an understanding of the company's internal processes, resource management, and efficiency improvements. Their perspective is vital in designing a feasible business model that leverages existing resources while exploring innovative growth avenues (Slack, Brandon-Jones, & Burgess, 2020). Operations team members are skilled at analyzing workflows and identifying bottlenecks, ensuring that proposed strategies are practical and implementable.

Marketing professionals bring insights into customer needs, branding strategies, and market trends. Their expertise will help tailor the new business model to meet market demands and differentiate the company from competitors (Keller, 2016). The marketing team's role is crucial in crafting value propositions and communicating the new business directions effectively, ensuring market acceptance and support for the proposed changes.

When selecting team members, key characteristics should include being team players, open to new ideas, active listeners, reliable, and genuinely committed to the project's success (Edmondson & Lei, 2014). These traits foster an environment of trust, innovation, and accountability. For example, active listening ensures that diverse perspectives are considered, leading to more comprehensive solutions. A sense of responsibility and reliability guarantee that tasks are completed on time, maintaining project momentum.

Organizing the team effectively involves strategies such as creating a mission statement that aligns all members towards a common goal (Lencioni, 2002). Developing clear goals and objectives provides direction and measurable benchmarks. Furthermore, establishing a planning strategy that includes regular meetings, progress tracking, and task assignments ensures accountability and adaptability. These organizational tools create clarity, facilitate communication, and promote a collaborative environment where each team member understands their roles and expectations.

Motivating the team is essential for sustained engagement and productivity. Recognizing achievements through formal acknowledgments or incentives can boost morale and reinforce commitment (Deci & Ryan, 2000). Providing opportunities for professional development can also motivate team members by addressing their growth aspirations, thus fostering a sense of value and alignment with organizational goals. These strategies cultivate an environment where team members are inspired to contribute innovatively and collaboratively.

Evaluating the team's success involves setting specific, measurable objectives aligned with the project’s strategic goals. Tracking productivity through key performance indicators (KPIs) such as completed deliverables, adherence to timelines, and quality standards is essential (Kaplan & Norton, 1996). Additionally, obtaining 360-degree feedback from peers, supervisors, and subordinates offers comprehensive insights into team dynamics and individual contributions. These evaluation tools ensure that the project’s progress can be assessed accurately and adjustments made to improve performance, ultimately leading to a successful implementation of the new business model.

References

• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Edmondson, A. C., & Lei, Z. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. Annual Review of Organizational Psychology and Organizational Behavior, 1, 23-43.
• Keller, K. L. (2016). Marketing management (15th ed.). Pearson Education Limited.
• Kaplan, R. S., & Norton, D. P. (1996). The balanced scorecard: Translating strategy into action. Harvard Business School Press.
• Lencioni, P. (2002). The five dysfunctions of a team: A leadership fable. Jossey-Bass.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.). McGraw-Hill Education.
• Slack, N., Brandon-Jones, A., & Burgess, N. (2020). Operations management (9th ed.). Pearson.